After a year of addressing the skills gap, quiet quitting and the spread of hybrid work models, HR leaders need to remain focused on HR technology trends and employee demands in the coming year. After all, innovation and the demand for new policies and solutions never stops, even as HR professionals and the IT teams that support them continue to address the challenges around talent acquisition and retention, employee experience, DEI and the ethical use of AI-powered tools, among other issues.
The top HR tech priority for 2023 will include improved experiences for employees, candidates, managers and recruiters. Experience impacts every trend in HR today, including integration, transparency, skills and internal mobility. In order to improve experience, companies must rethink their strategies and technology options. They must break traditional views and build a new framework for empowering their workforce through a better experience. This requires investing in solutions that benefit the individual rather than the employer. A few examples include:
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- Manager Experience: Technology that will give managers the tools they need to better communicate with employees, provide feedback in real-time and approve everything from recruitment to compensation to development in a matter of minutes.
- Recruiter Experience: Solutions that fit within the recruiter workflow that provide simple experiences and consistency.
- Employee Experience: Solutions to empower employees throughout their career development. These tools will allow employees to build skills, connect with other employees, and access learning and development opportunities.
- Candidate Experience: Every candidate deserves a fair, consistent and human hiring process. Tools need to give candidates the information they want to know that they are being considered for a role, and they want to receive feedback on where they stand in the process.
Betsy Summers
Principal analyst, Future of Work team, Forrester Research
According to the authors of the recent Forrester report, “Predictions 2023: Future of Work,” firms will reduce talent waste by recycling it and, in doing so, will bump internal talent mobility to 25%. Talent mobility will increase at large companies from 20% in 2020, thanks to the growing, albeit desperate, adoption of skills ontologies and talent marketplaces in the face of a tight talent market. Unable to recruit for key roles externally, talent acquisition teams will fill open jobs with current employees, forcing a broader conversation about workforce agility, automation and reskilling.
Also, annual employee surveys and monitoring practices will give way to real listening. A clear majority of employees—86%—say that people aren’t heard fairly at their workplace and 59% are wary of their employer’s monitoring practices. Studies show that monitoring is counterproductive. Instead, listening pays off with higher engagement, better productivity and better customer experience.
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