5 BIG challenges for HR in 2015

We believe and see that within Online Marketing a company is as good as the knowledge, comprehension and application level of its online professionals. Nothing new so far.

In a recent KPMG global survey 'War for Talent' of over 350 Human Resources consultants, most respondents say that addressing skills shortages is a higher priority now than two years ago – and will become critical in the next two years.

From this point of view you can understand how important HR is for these companies, operating in this fast changing market. We see these 5 BIG challenges for HR in 2015:

Challenge 1: Attracting high potentials

Ok, so you probably know how to find and reach your future employees. LinkedIn for example is a perfect tool to start your search. But once you found them, how do you get their attention. High potentials get dozens of joboffers from your competitors. You have to stand out in order to get their attention. How do you do that?

Challenge 2: Engaging with high potentials

Once you have their attention it is important to engage with high potentials. If it is not the right time for a jobswitch you have to stay in touch with them. They can be valuable for your company in the near future. Be personal and show your appreciation for what they do. Let them feel special by sharing ideas, let them be the first to receive your vacancies. Challenge them every once in a while.

Challenge 3: Making the hiring process more efficient

Have you ever calculated the cost of your hiring process? Posting a job, reading application letters, checking CV's, responding to applicants, setting up interviews, etc.

How efficient would it be if only qualified candidates can enter the hiring process? Adding a test to the application process gives you the insight in which candidate has the practical knowledge, comprehension and application level. From this point on you only need to make the personal and sometimes managerial match.

Challenge 4: Getting a better insight in the professional level of your current employees/teams

A question not often answered by companies that are defining an online strategy is: "Are my people capable enough to live up to the companies expectations and needs?". 90% of the organizations do not succeed in effectively executing their strategies (Kaplan & Norton, 2000). Reasons can be recruiting under-qualified professionals or lack of training and development of professionals. Auditing would, in this case, be the best solution in getting these insights. As development starts with insight.

Challenge 5: Assessing the ROI of training

One of the greatest challenges faced by managers is the strategic personal development of their employees, in order to ensure effective use of their talent.

In last years report Forbes already said The ‘training department’ will be renamed ‘capability development.’

Companies will find skills short and they will have to build a supply chain for talent. Partner with universities, establish apprentice programs, create developmental assignments, and focus on continuous learning. Companies that focus on continuous learning in 2015 will attract the best professionals and build for the future.

But a continuous training program asks for a big investment. All the more important to know exactly what the ROI of that investment is. Are you investing in the right training programs and are delivering what they promise?

Developments in the digital workspace

Working in the digital workspace is increasingly demanding for online professionals. Processes get more and more complex, campaigns need to be more spectacular to stand out more, the workspace is becoming more ‘data driven’ and (experience with) marketing- and e-commerce software is increasingly becoming a commodity.

Based on the HR challenges and the developments in the digital workspace, one can only conclude that the HR department and the digital department have to invest heavily in creating an efficient process using the right tools in order to be and stay ahead of the competition for the years to come.

Robert Smit, Partner & Executive Officer Sqillzer

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