Reward and Talent – Key Issues and Actions for 2015

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It looks set to be a challenging year for HR but one full of opportunities, which if handled correctly could see HR earn their place in the boardroom. Preparation is going to be key!

Here at Purple House HR, we have outlined the key challenges HR will be faced with this year and have provided some clear actions for you to turn these challenges into opportunities.

Attracting and Hiring Talent

Attracting and hiring talent is the No1 priority this year for CEOs. The job market is at its highest since 2007, with 37% of workers planning to leave their current job in 2015 (ILM Survey); it is now more crucial than ever to deliver a quality candidate experience.

As this is such an important task this year, our next post will focus solely on delivering a quality candidate experience but here are a few tips in the meantime:

Respond to everyone – by not getting back to all candidates, yes even the unsuccessful south africa phone number resource ones, you are ostracising them from any future roles and potentially losing a customer for your business. It may seem like a time consuming process but having some template responses that you can work from will speed it up, and the gratitude from applicants means it’s worth the effort.
Ask for candidate feedback – what better way to ensure you’re providing the best quality candidate experience than asking the candidates themselves for feedback.
Mobile optimised – ensure your application process is mobile optimised, providing a simple and fast process for the candidate.

??Agile working

Another key challenge for HR will be keeping their staff happy, especially as the workforce becomes increasingly diverse. Employees know their worth and if they feel undervalued they will leave your company for one where they feel more appreciated. Invest in your workforce and help them to achieve their potential. How do you do this? Simply listen to their needs and utilise their skill-set, if you don’t, another company will.

Action 1: Get to know your workforce. Hold a review with every employee. Don’t just discuss what they have and haven’t achieved in the last quarter/year. Find out what their aspirations are? Are there any skills they have which they believe are being underutilised?