Hiring managers and recruiters are necessarily focused on manpower planning that focuses on the best candidates for the position – those with the knowledge, skills, and abilities to do the job.
However, in regard to Manpower Planning, a hyper competitive global job market and acceleratedManpower Planning advances in technology and social media have pushed the boundaries traditional recruiting. Recruiting methods are quickly evolving to recruiting for the future workplace as much as for current business needs.
What Will the Future Workplace Look Like?
In BusinessInsider.com’s “What The Future Workplace Will Look Like,” Vivian Giang describes 4 distinct future workplace models: fixed, motion, mobile, and distance. The fixed workplace looks like traditional workplaces with a workspace within a corporate building that employees go to everyday, but with an active and regular mobile technology component to carry work to business target locations such as off-site meetings and client premises.
The motion workplace is a more open work concept in which employees go to an employer location which may or may not be an office building. It may be a campus setting or a warehouse-like facility with or without desks, possibly with temporary or shared workstations for collaborating with teams and docking mobile equipment.
In the mobile workplace accommodates employees who are in motion most of the time for their jobs visiting clients and prospect or traveling to different company branches. The mobile workplace will rely on technology to link to the business and document the work. The distance workplace is for employees who work from home and only occasionally come to a business location for in-person collaboration and events.
What Will Future Recruiting Look Like?
Justin Reach, writing for Dice, discusses Manpower Planning and the near-future of recruiting as encompassing “unconferences,” culture branding with social media, and recruitment process outsourcing. In “What Will Human Resources Look Like in the Near Future?” Workforce.com describes a skills shortage challenge for future recruiters and the trend toward creating engagement and retention and the employee experience to meet future generations of workers expectations of their careers.
Generation X and Generation Y
A major recruiting and Manpower Planning challenge is created by Generation X and Generation Y sharing and competing in the workplace and the job market. Generation X, the baby boomers, are staying in the workforce longer, and Generation Y, the younger workers born in to a technology and social media-saturated world, are entering the workplace with different attitudes, expectations, and skill sets than employers and recruiters are used to seeing.
The future workplace will accommodate both sets of workers with hybrid working spaces, constant technology, and alternative work practices. Manpower Planning strategies must take in account generational differences if they are to be effective.
What You Need to Hire for the Future Workplace
Today’s recruiters must seek out candidates who have today’s skills but also the attributes valuable to the future workplace. Those comfortable with new and changing technology, immersed in social media, embracing change, and able to collaborate and develop new work and business styles and concepts will succeed in the future workplace.
Responsible Manpower Planning dictates that employers and recruiters who need to attract a workforce for the future workplace must keep flexibility, technology, changing business practices, and worker expectations in mind when recruiting. Tools for recruiting for the future workplace include cultural branding with video introductions and tours of the workspace for an open position, participation on social media platforms where the candidates are, and creating a candidate experience to describe and define culture and work.
Manpower Planning is constantly evolving, with an eye toward to the future. Recruiting in 2013 and beyond requires keen Manpower Planning and Strategy in order to compete in a rapidly evolving workforce.
What’s your plan?
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.