Career pathing is evolving. It’s no longer just the “corporate ladder” of vertical ascension. Employees will need to learn new skills, switch the roles they acquire, and adapt to working with machines and technology.

Human Resources personnel will need to think about working for both humans and machines and how they can be optimized to work together. Prestigious titles and money will no longer be what employees are striving for as job and life satisfaction become more important.

That’s why your company’s ability to attract, train and retain a network of highly skilled and adaptable employees, contractors and alumni will become so important. HR consulting will become pivotal for the future workforce.

According to the HBR, high performing employees deliver 400 percent more productivity than average performers. These are the people you want to attract and keep!

So how do you attract highly skilled and adaptable employees?

Partner with organizations that are already considered “experts”

There are some great talent management consulting companies in Pittsburgh, and I’m sure you can find good ones in yours or in any city for that matter. Don’t be afraid to utilize the help of other organizations. You can create partnerships with shared workers and flex resources. These relationships can be mutually beneficial.

Even when you are looking to hire full-time employees, it pays to work with talent management consultants. One of the first things they’ll likely remind you is to have is a strategy and an employer brand. You need to know that the employees you’re recruiting match up with your business needs and strategic objectives.

Create a talent model that defines the specific qualities of a ideal recruit

Keep in mind that you want more than skills. You want someone who shows that they can adapt quickly and learn new skills. As the future changes, so must your employees. They must be ready to change. You’re looking for things like: a positive attitude, contagious energy, confidence, quick learning abilities, tech skills, emotional and social intelligence. Once those qualities are recognized, you’ll know how you can develop your job descriptions and interview questions. Keep that model in mind while you screen candidates and make hiring decisions.

Build and showcase your employer brand

What values do you offer prospective employees? Things like pay and benefits, professional development, organizational culture and reputation, flexible working arrangement and task diversity. All of these contribute to your brand and desirability to skilled workers.

Develop a retention strategy

Once you have these workers who are ready for the future, you have to be able to retain them. Management consultant experts will tell you that providing growth and development to your employees is a vital part of keeping them. You need to offer them learning opportunities as well as encourage and enable self-learning.

This is another reason it’s great to involve HR consulting and talent management consulting. You want a large flexible network of people who want to help your company. These organizations know about managing an organization’s collective capabilities. They also keep up with the pulse of the working world. They know what employees want and what companies need to stay relevant and keep up with the pace of the future.

Utilize these connections with strategy consulting firms here in Pittsburgh to help you keep up with the workforce of the future.

 

For more information about what to expect in 2030 download our ebook:

 Download Our Ebook Organizational Effectiveness for 2030


Judy Johnson

Written by Judy Johnson

Judy partners with executives and leadership teams to engage and inspire employees in a way that delivers sustainable strategic results. She brings deep expertise and creative ideas to solve organizational effectiveness issues and closely collaborates in a way that builds internal capabilities. Judy has spent over 25 years consulting in a variety of industries, bringing her expertise in behavior to a wide range of organizational issues including organizational behavior change, leadership, change management, culture and engagement.

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