In our next interview on the Future of Work, we have more insights from Daniel Newman (@DanielNewmanUV).
Daniel is the author of The Millennial CEO,founder of BroadSuite Consulting, and the co-founder and former CEO of hosted IT provider EC3.
Daniel also contributed his thoughts on the future of customer experience as well!
How is the role of HR changing?
HR is moving from the department that finds talent, vets candidates, hires and administers benefits to a group that is responsible for Marketing the brand to the best of the best potential candidates. They are now in charge of customer experience for the first customer of any organization which is its employees.
How has the internet shaped the expectation of the emerging millennial employee?
The internet has allowed the millennial employee to vet its suitors as much or more than they can be vetted. Just like the informed consumer in the buying cycle, the emerging millennial employee can now learn so much about their company or potential company and they can engage on so many levels including content and social media.
How has the digital and social age changed the recruiting and the employee / employer relationship?
In what I refer to as “The Digital Economy” the personal and professional lives emerge into one. Companies can learn about candidates beyond their resume and their interviews, but through social can understand their views, social behaviors and so much more. This is great for organizations, however it challenges a lot of the ethics and traditional HR practices because even though you may not utilize all the available data in a hiring decision, it is hard to truly realize bias (even subconscious)
Why are some companies focusing on talent management and diversity in the workplace?
In today’s age a company’s greatest value may be in its ideas. Like minded and demographically similar people likely deliver less unique intellectual property than diverse teams with unique skills and backgrounds.
How does the future business keep employees engaged?
Companies have a better platform than ever before to share their ideas, goals, visions and plans. Content through social vehicles are perfect augmentations to traditional corporate communications.
How can employees keep up with the rapid changes in today’s society so that skills don’t become obsolete?
This depends on whether you are a tradesperson or a human business person. Meaning, if you are focused on developing your skills to better understand what is sought in the customer experience for the brands you support then you are forever employable. This is why “Trade Skills” are hard because you have to constantly evolve (Computer Programming, Network Engineering Etc.). If you can drive great human experiences you will be invaluable, always.
Should companies continue to invest in employee training with increasing rates of employee turnover?
I have a great joke about this that should serve as an answer. ”CFO walks into the CEO’s office and says What if we keep training these people and they leave? CEO responds: What if we don’t and they stay?”
Do you see the increasing use of contract, temporary, and freelance workers as a trend that will continue?
I think large companies will seek out specialty knowledge through specialty contract and temporary force. This deals with the change you mentioned above and allows for lots of entrepreneurs and solopreneurs to drive new businesses.
What role should companies play in higher education?
I think communication is key here. Schools can be a bit of a bubble at time. By sharing what is most needed and where they see growth, schools can strive to modify and introduce programs that feed the right type of worker into the workforce.
Do you see companies using more data in the hiring process to predict the future success of new employees?
Yes, this is where the really smart folks doing things with Big Data come into play. I’m a spectator here, but without question I am a believer.
This post was originally featured on “The Innovation Blog” on SAP and can be found here.
