3 Considerations when Sourcing your Future HR Talent

Most of us in HR now have a fairly good idea of the future of HR. The world of data and analytics is going to give us access to possibilities we never had the time and resources for before.

But data doesn’t automatically give us insight, it just gives us the means to get this insight. So there are two challenges ahead for senior HR professionals. Firstly, I need some form of analytics to access the insight in that data. 2015 saw the emergence of true cognitive analytics for HR in packages that can be accessed by most reasonable budgets. 2016 will see this idea of cognitive analytics in HR become more mainstream. No longer will it be a faraway dream.

Then we have the second challenge. How do we use this insight? That might seem like the lesser of the two challenges but to me it is more immediate because it revolves around your HR people. The skills they needed before are less relevant now. There are a new set of skills that are becoming more core to the role of the HR professional – commercial judgement and the skills of storytelling. With great insight comes the need to be able to convince operational leaders of how this inside improves business performance. An understanding of the business strategies is needed more now than ever and communicating it in an eloquent and engaging way is paramount to getting the most out of this insight.

My colleague Shaun Conning on the accompanying video describes this and offers 3 considerations for HR leaders regarding getting the best talent into HR:

1)        Attracting the best graduates into HR rather than other disciplines.

2)      Getting talent already in your business to move cross functionally into HR to broaden experience.

3)      Identifying and upskilling your existing team to be ready for the analytical future of HR.

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Anthony Ryland

tap’d Solutions