First, it is clear to me that we are going to be in a very strong labor market.
Today there are nearly 14 million jobs open in the United States and it is likely to open 20 million by 2022. It will be very difficult to hire and as we discuss in the Forecasts Report, you will be focusing on your hiring efforts on internal hiring. , company referrals, skills development, and what I call “human-centered employment.” You will be hiring people based on skills and qualifications, not just experience.
The labor market will change. A large number of opportunities will attract people to the labor market, increasing the level of labor participation. And that means you will have a very different list of candidates to remove from. That doesn't mean hiring will be easy, because people feel very powerful.
Remember, too, that training is more important than ever. A new EMSI study shows that even in key personnel, over the past two years there has been a 40% increase in the share of on-the-job training. You will need to hire qualifications and skills, and then train people as they arrive. (330% increase in supply chain operations that do not require any information at all.)
Second, we are about to see the release of the most amazing technology I have ever seen. Not only do we have AI under the cover of every HR, but Talent Intelligence programs are also incredibly good at matching, predicting, and selecting people. We have augmented reality and augmented reality tools, avatars, microlearning, and the entire online AI-driven training industry.
For employees, we now have amazing new tools for learning information and learning skills, employee experience forums to design a better work environment, employee survey and listening tools that can find emotions and open feedback, and all kinds of organizational analysis tools to find out where you are. happy people (or producers). Not to mention the endless amount of healthy tools.
As an HR professional or HR leader or talented leader, you should pay attention to technology, and I have not even mentioned artificial intelligence, speech recognition tools, and digital acquisition tools used by each call and call center agent. So you will be more involved in choosing and implementing new technologies.
A third major change is a new discussion on culture. I believe we will have a stock market reform, a series of interest rates rising, and a lot of resentment about inflation. For me, we have been in a period of inflation for a long time. I have always felt that the Bureau of Labor Statistics data about inflation is incorrect. Where I live in California, we have been in a recession for ten years. Housing prices are ridiculously high as well as everything else.
And because of the media, inflation becomes something that people talk about a lot. What inflation does is reduce people's sense of security. It gives you the feeling that everything you base your decisions on changes suddenly under your feet. It's like living on moving sand ... something you wanted to buy yesterday is very expensive today, and you probably can't afford it tomorrow. And that creates an added sense of uncertainty in the ongoing epidemic.
So we will see the workplace and the business where employees want to be predicted. They look for safety. They want security. They want a company they can trust.
And there is more. Employees want to work for a company that cares about global climate change, environmental issues, and sustainability. They want a company that takes care of its people. So the issues of culture, trust, and type of employment will be huge by 2022. And the pressure of the epidemic is not over: a new study by Mercer found that about 40% of employees use mental health or training benefits. (The Global Wellness Institute believes that mental health in the workplace will grow by 9.8% annually over the next five years.)
Our recruitment research indicates this, by the way. In Q1 we present our new talent acquisition study and you will see that the type of employment is a great prediction for hiring great people. And hiring is the most important thing you do. If you do not find the right people in the company, it does not matter how well your management team works. So I think 2022 is going to be a great year to talk about culture, trust, people-centered leadership, and your type of employment.
The fourth thing I want to highlight is the transformed role of HR.
It's been two years since the epidemic and it sounds like forever. And all the problems we face, whether it be institutions of higher learning or skills models or hiring or leadership development, are not new. They have lived forever.
But something has changed: the role of HR has increased. No one has a problem with the seat on the table.
Many of you are deeply involved in remote work, mixed work, return to work, safe work, and critical policies at senior level over the past two years. But behind the scenes, your performance and HR structure have not changed fast enough.
So the fourth thing in 2022 is to take a serious and critical look at HR work, the skills and competencies of your HR team, and the level of progress you make for each member of the HR organization. And this includes business partners, professionals, call center agents, consultants, designers, technicians, and employees. And it's time to think about HR's role as an organization of professional services: one with coordinators, product managers, service delivery, and technology all at once. And you will see that you have a lot of interesting opportunities ahead.
We learned a lot during the epidemic. We have learned that it is wrong to change jobs. It is good to work on various projects. All right
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