What Workplace Trends Do You Foresee in 2014?
By: John Rossheim
What workplace trends are in store for in 2014? Recruiters and staffing companies alike will likely dig deep into the character of job candidates. Meanwhile, the world of work will become ever more numbers-driven, with people-processes like employee development being guided by big data, while MOOCs will continue to revitalize employee development.
Read about four workplace trends that are likely to shape the year ahead.
Workplace Trend I: Recruitment Process Digs Deeper
"Staffing companies will become less transactional and more like long-term agents for job seekers (and organizations). Our approach will continue to become more consultative. As an industry, we will increasingly serve as a mentor, coach and trusted partner, all in one."
Mom Corps, a recruitment firm
"More employers will hire based on attributes first and skills second. Recruiters and hiring managers used to assess candidates based on a laundry list of 'required' skills. If you weren’t plug-and-play material, you weren't considered. Now there’s a workplace trend toward attribute-based hiring. Why? Because attributes such as the ability to self-motivate are top indicators of employee success."
3P Technology Staffing
"Organizations will begin to learn how to cut through the shine and spin of a candidate’s online presence. The smartest employers will take three key actions: educate their recruiters and hiring managers to pay attention to information that's available on candidates' personal web sites, LinkedIn profiles, Twitter feeds and so on; use that information to assess a candidate against the culture, team and role at hand; and tailor pre-screening questions to probe specific details or to ask for expansion of their ideas presented online."
Val Wright Consulting
Workplace Trend II: Employee Performance Evaluations: Fast, Frequent and Data-Driven
“All of our data shows that the more you talk to your people, the better your leadership development and talent retention. A winning coach gives an elite performer feedback before, during and after the game – not after the season is over. That is real-time development. More organizations will implement a system of on-the-spot feedback that helps top performers learn, grow and excel."
U.S. Human Capital Leader
"Big data will become indispensable in tracking employees' performance, in translating their behavior into quantitative estimates of productivity. Simultaneously, more people will have heterogeneous occupational statuses – they will have one main employer but at the same time they may have other part-time jobs and run a business or freelance. In 2014, it will be harder to define a person's job situation with just one label."
Vice President of Research and Innovation
Faculty appointments: University College London, New York University
Workplace Trend III: Getting Strategic with IT and Compensation
“As we move forward with massive health IT projects, we anticipate the trend to be more strategic thinking around how to use IT in large organizations. The past five years have been focused on implementation of the EHR [electronic health record]. In 2014, health systems will have a need to think more strategically with what to do with the new data. We will therefore see emerging leadership roles designed to bring strategic focus to these projects.”
SSi-SEARCH, a healthcare IT recruitment firm
“Executive positions in healthcare are being eliminated or downsized while cash and deferred compensation increase to compete for and retain key leaders. Health systems are aligning physician compensation with new quality and efficiency objectives. Higher education faces similar pressures to re-shape in order to hold down tuition and student borrowing. We predict similar trends in compensation for higher education, publishing and other re-shaping industries in 2014.”
Lawrence Associates, a compensation consultancy
Workplace Trend IV: Employee Development: Real-World Relevant
“A new higher education model is emerging that is based on mastering competencies, not just seat time. It’s the competency-based curriculum revolution. And it’s a game-changer for aligning educational programs with labor market needs: Colleges can now deliver academically sound curriculum that is tied to the very competencies employers use to evaluate their employees.”
Chief Workforce Strategist
College for America at Southern New Hampshire University
“You’ll see more interest from the major MOOC [massive open online course] providers in creating courses useful for employee development. MOOC companies are still hoping to reach traditional college students, but given that the majority of current MOOC students are older, educated and professional, expect to see more courses chosen to help them advance their careers.”
Degree of Freedom: The One Year MOOC BA