Recruitment Rebooted is around the corner where our panel of industry experts will be digging deeper into the future of HR, TA and Recruitment.
The industry is evolving rapidly, but processes and practices are lagging for many. Even keeping up with key themes, acronyms and trends can feel like a never-ending task.
Take the modern workforce, for example. With all the ‘new ways of work,’ HR, TA and Recruiters have a lot to figure out – around talent attraction, hiring and remunerating this new workforce (and this is just the tip of the iceberg).
Ahead of our first Recruitment Rebooted in Sydney, Hung Lee, international recruitment influencer, shares his thoughts on developing an alternative approach:
“I think the biggest question is: will HR diversify and evolve with this new workforce or are we going to stick tightly to only one group of stakeholders – the full-time onsite permanent employee?”
There are so many questions that branch out of this too. Like, what total talent management encompasses. And how it influences both internal and outsourced recruitment models. Plus, where does the gig economy fit?
“All of a sudden, we’re faced with these new questions,” explains Hung. “While contract workers, part-time workers, freelancers working through online platforms and so forth used to be aberrations from the norm, they are becoming the new normal.”
And if that’s the case, we need to evaluate how the HR team is spending its resources to cater for these new workers. “We can’t just spend all our time hiring full-time staff. We need to diversify our approach so that we incorporate alternative recruitment practices for an alternative workforce,” says Hung.
Navigating the waters of uncertainty
Yes. Things in our industry are changing quickly. And yes… It’s also true that there’s no consensus about any of it.
“I think there is a critical risk and a critical opportunity here. Which we need to talk about. I regularly come across companies that shun everything outside of the realm of full-time permanent employees into the remit of the hiring manager. The hiring manager, for example, is often tasked with sourcing and contracting a freelancer or gig worker.”
And while there is a lack of clarity in terms of who’s responsibility this currently falls under, Hung recommends that HR take ownership of this conversation (and ultimately puts processes and policies in place).
“We need a radical shift. Our ‘business as usual’ has been designed around one type of worker only. But now there are many types. Think about it: would a highly skilled contractor or a short-term freelance worker want to go through the traditional recruitment process?”
This is the reason why we need to have more explorative conversations around it. Diversity and inclusion, talent attraction, culture – these are some of the key elements we need to address. So that HR, TA and Recruitment can take ownership of transforming the approach. Or, at least, determine whether it’s a project we want to take on.
The transition of the industry offers a significant opportunity for us as an HR community to define and determine what our stakeholders – including candidates, contractors, freelancers, part-time workers, full-time workers and our hiring managers – need.
“That’s why conversations like the one I’ll be facilitating at Recruitment Rebooted on Thursday is so valuable. People like Mahesh Muralidhar (VP of People at Airtasker), Katie Noakes (Recruiting Manager, ANZ & Singapore at Uber), Neil Gunning (Global Head of Talent at Cover Genius) and Joel Stein (Associate Director & Data/BI Recruitment Specialist at Precision Sourcing Australia) are at the vanguard of our industry, which makes their opinions so insightful.”
*This is a sneak peek into what we’ll be covering at Thursday’s event. Watch this space as we’ll be sharing heaps of post-event takeaways too.