Here are the top news stories in talent & organization from this week. 

How to attract and retain baby boomers in 2020

A growing number of baby boomers are re-entering the workforce, while even more are staying employed longer, which makes it imperative for employers to be more flexible, argues Marcel Schwantes. “Companies have to confront the threat of employee burnout by focusing on a work-life balance; not just for boomers, but to bring out the best in all workers,” he writes in an Inc. blog post. Schwantes shares seven workplace trends that will help attract baby boomers (and other generations) in 2020: 1. Flexible schedules that do not rely on the old approach to full-time work. 2. Gig economy can help companies scale up during peak times. 3. Remote work fits in with the ‘work-on-the-go’ lifestyles that many boomers seek. 4. Upskilling to help baby boomers master new workplace tools and keep their existing skills sharp. 5. Intergenerational opportunities help enhance the overall work environment. 6. Mission-driven work that makes employees of all ages feel they are helping companies solve important problems. 7. Working for benefits such as health care. “For employers, the rules and opportunities have evolved, but one thing remains the same: ultimate success is dependent on attracting and retaining the best people. That includes talented, focused workers of all ages and from all generations, including boomers,” Schwantes concludes. 

AI’s growing role in hiring

As artificial intelligence (AI) evolves, companies are going to increasingly rely on it for boosting the hiring process, claims Eric Vidal. In this TalentCulture post, he looks into a number of key ways AI is already saving HR teams time and money. “AI is being taught to overcome human biases during sourcing and screening,” Vidal writes. “The key is teaching the program on data that presents as gender-neutral and training it to ignore other identifying information that might trigger biased decisions. An organization may end up with a pool of applicants far more diverse than if the HR team itself had sourced them.” AI can lead the candidates through the recruiting funnel quickly and efficiently, ensuring the candidate experience goes smoothly. “Recruiter chatbots can provide real-time answers to candidate questions, offer quick feedback and suggest next steps,” he writes. They can provide links to promising job descriptions, clarify company hours and location, and schedule interviews.” AI can also provide assistance with interviewing and onboarding. “AI-powered tools can ensure all new employees receive copies of the paperwork that spells out company policies and log-in information,” Vidal writes. “They can track when documents have been read, prompt an electronic signature, and schedule meetings to go over the information further when necessary.” 

Top corporate learning trends

2020 will be the year for organizations to transform their current learning culture into an agile, competitive machine that drives engagement and development, according the HR Exchange Network’s editorial team. In this blog post, the team shares the top learning trends to focus on in 2020: 1. Creating and sustaining a learning culture that allows employees to continuously seek, share and apply new knowledge and skills. 2. Creating a future skills economy that prepares employees for the future of work with AI. 3. Making learning more accessible with a customized approach. 4. Immersive technologies such as virtual reality and augmented reality can be more effective than traditional methods. 5. Learning retention strategies such as retraining and coaching from managers. “HR and learning leaders need to do an audit of their current learning culture status. Put it in context of the business and the industry. Just like with employees, personalize the strategy and go forth,” the article concludes. 

The best way to teach EQ to employees

While the importance of having a focus on emotional intelligence (EQ) is becoming increasingly more accepted in organizations, the question of how to develop it has been a difficult one, claims Harvey Deutschendorf. “Many organizations will focus on finding people who are highly emotionally intelligent as they believe that while they can train for skills, developing EQ in people is more difficult and challenging,” he writes in Fast Company. “Typical training involves assessments, presentations, data analysis, and metrics.” Deutschendorf recommends starting with conversation and interaction intended to increase self-awareness, and offers the example of an EQ training program at UBS. “UBS employees spend three days to do in-depth exploration to more fully understand where they are at in real time,” he writes. “They work on having conversations that involve high levels of self-awareness and empathy, necessary to successfully ask their potential clients questions that can be viewed as highly personal.” 

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