HRO Today December 2017 - 48

2018 Forecast
the confines of the HR department and has become an
integral part of corporate strategic planning discussions.
The demographic shift is a key factor in this fight for
talent. Statistics Canada reports that 50 percent of the
workforce will consist of millennials and Gen Z by 2030. As
this group transitions to the next generation of leaders,
organizations must understand the best way to recruit,
train, and support them in their career path.
This requires a different mindset. Millennials are typically
far more concerned about knowing the big picture and
vision of what the company-and the CEO-stand for.
They want to be connected to work they really believe in,
and if a company can't give them that, they won't stay.
The organizations that will succeed in the modern
workplace are those that articulate their vision, starting
with job descriptions/postings. This is especially important
in the business-to-business space, where companies
often go unnoticed. For example, few applicants would
know about eCompliance, an EHS management software
company, but their recruitment focuses on the problems
their service solves in the market, and how it improves
safety and saves lives. It's a very compelling story that has
been very effective in attracting talent.
Simply put, designing and communicating a roadmap
will get millennials to sit up and take notice. The same
holds true for training and support. And once that picture
is made clear, a key step is empowering senior staff to
master the part they own.
4. The C-Suite will be transformed. The C-Suite is rapidly
changing as companies adapt to a tech-savvy, hypercompetitive
economy. Ten years ago, the COO was the
new kid on the block. As markets shifted, the CTO/CIO
and CMO became noteworthy additions to the C-Suite.
Now it's the chief revenue officer who will become a much
more prominent figure as the focus shifts to a customer
service-centric model, while the chief sales officer will
become less important.
The role of chief talent officer or chief people officer will
also play a key part in boardroom discussions. In some
instances, these roles will encompass other functions, such
as operations.
These new leaders will bring different skill sets to the
boardroom table and will need to possess the necessary
acumen, the tools, and the progressive thinking to
succeed. They will require the ability to see through the
disruption and complexity to understand when to take
risks and when to hold back.
5. Diversity in hiring approaches will be key. The use of
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HRO TODAY MAGAZINE
| DECEMBER 2017
solely traditional recruitment methods will quickly place
companies out of the running when attracting leadership
talent. Organizations need to rethink their tried and true
leadership recruitment strategies and consider alternative
approaches. Hiring from competitors is no longer the goto
approach, and will often make for a bad hire. Instead,
companies should seek hires with valuable skills such as
entrepreneurship, technology innovation, and customer
relationship management in outside industries.
A New Approach to Recruitment
With the introduction of new technologies, there
are many new talent acquisition tools now available.
Companies are no longer bound by departmental
boundaries. Rather, tools such as machine learning can
play a key role in supporting recruitment functions and
streamlining hiring processes. However, it is essential that
organizations clearly define their goals and objectives in
order to choose these tools wisely.
If they have not already begun, businesses must take the
necessary steps toward viewing recruitment as a strategic
objective, rather than a reactive process. An important
distinction to keep in mind is that strategic recruitment
is ongoing. It's a dial that can be turned up or down, but
never turned off.
An important component in achieving that is including
senior stakeholders in the process. There isn't a line of
business that does not align with another in some way.
The senior leadership team is going to interact, so it is
essential to create a cohesive team environment.
Another crucial aspect of an effective recruitment strategy
is being able to leverage a company's brand or CEO to
strengthen recruiting efforts. For example, when Brian
Scudamore, CEO of 1-800-GO-JUNK appeared on Oprah
and Dr. Phil, recruiters evangelized that more than the
PR and marketing teams-with resounding success. He
became a person people wanted to work for.
As organizatiosn begin to navigate new and uncharted
paths, success will hinge on having the flexibility and
insight to champion the leaders of tomorrow. In order to
achieve that, today's leaders must be equipped to handle
rapid change. Most importantly, they must be chameleons
who are willing to embrace that change without fear or
hesitation.
Jamie Hoobanoff is the founder and CEO of The Leadership Agency.

HRO Today December 2017

Table of Contents for the Digital Edition of HRO Today December 2017

HRO Today December 2017 - 1
HRO Today December 2017 - 2
HRO Today December 2017 - 3
HRO Today December 2017 - 4
HRO Today December 2017 - 5
HRO Today December 2017 - 6
HRO Today December 2017 - 7
HRO Today December 2017 - 8
HRO Today December 2017 - 9
HRO Today December 2017 - 10
HRO Today December 2017 - 11
HRO Today December 2017 - 12
HRO Today December 2017 - 13
HRO Today December 2017 - 14
HRO Today December 2017 - 15
HRO Today December 2017 - 16
HRO Today December 2017 - 17
HRO Today December 2017 - 18
HRO Today December 2017 - 19
HRO Today December 2017 - 20
HRO Today December 2017 - 21
HRO Today December 2017 - 22
HRO Today December 2017 - 23
HRO Today December 2017 - 24
HRO Today December 2017 - 25
HRO Today December 2017 - 26
HRO Today December 2017 - 27
HRO Today December 2017 - 28
HRO Today December 2017 - 29
HRO Today December 2017 - 30
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HRO Today December 2017 - 33
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HRO Today December 2017 - 35
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