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The future of work: Overlooked recruitment trends
There’s no denying it: the workforce has undergone a complete transformation.
Organisations have embraced the flexible work revolution, spurred by the shifting priorities of millennial and Gen Z workers, but mostly recently by the current work from home shift due to the global pandemic. At the same time, digital platforms and automation are changing the entire employment landscape — rendering some jobs obsolete, while creating demand for new positions and future skills.
But beyond automation and embracing work-life balance, there are a host of other forces shaping our workplaces. From greater diversity in the workplace to balancing data collection and employee trust, we take a look at four of the most overlooked trends in recruitment below.
1. Embracing people with disabilities in the workforce
Despite conversations around diversity in the workplace, people with disability remain overlooked and underrepresented in Australian organisations.
According to the Australian Network on Disability, over 4.4 million Australians have some form of disability. More than half of these Australians are of working age. However, AIHW reports that people with disability are twice as likely to be unemployed compared to those without.
Workers with disability can add an incredible amount of value to an organisation; yet many companies have yet to tap into this pool of talent.
To create more inclusive workforces, employers should look to invest in accessible technologies, rethink physical work spaces, and keep diversity top of mind with internal ability committees. At the same time, hiring managers can work closely with Disability Employment Services to create and shape jobs for those with disability.
2. Adapting to the older generation
Australia’s population is ageing. While recruitment trends have regularly focused on catering to millennial and Gen Z talent, organisations need to better cater to the older workforce in order to thrive in the future.
Older workers offer a wealth of experience but may require upskilling or reverse mentoring to develop specific skill sets. Companies can also adapt to take on older workers by offering more flexible work arrangements outside the traditional 9-to-5.
3. Balancing data collection and employee privacy
As the global data privacy challenge continues, more employees are growing concerned about how their personal information is being collected and used by employers. And with more organisations embracing HR analytics, protecting employee data will be key to build trust from employees.
Moving forward, businesses need to be transparent around the collection of employee data: namely, what is being collected and why, and who controls it. At the same time, HR teams need to integrate the right systems in place to balance data use and data privacy.
4. Creating an adaptable workforce
One of the key challenges that has emerged in recent years is the need for the average employee to possess greater applied tech skills. Upskilling and reskilling employees is crucial if employers want to build an adaptable and resilient workforce that can withstand rapid technological shifts.
Simultaneously, employers should invest in developing soft skills to tackle challenges posed by automation. Self-awareness, empathy and creativity are future of work skills that employees will need to hone in order to better navigate the work environment of the future.