As the year turns, it seems like a sure bet that we can discern hints about the future by looking at the past. That’s not simply because existing trends will continue down their anticipated road. Rather, it’s because events over the last two years have impacted a wide range of business efforts – especially within HR and talent acquisition.
Employees began voting with their feet during 2021, as record numbers left their employer without even having a new position lined up. Between March and July 2021, 19 million workers quit their jobs, 7 million more than did during the same period in 2020.
Given the Great Resignation’s scope, it’s no surprise that many employers expect 2022 to be challenging in terms of talent acquisition.
COVID-19 spurred businesses to think of the employee experience more holistically, as a dynamic that’s impacted not only by managers, teammates and HR, but by how workers interact with departments across the organization.
WorkForce Software found that many companies continue to rely on outmoded systems to manage their workforce. For example, just half of employees said they access an online portal to track time and attendance. About 56% said they used outdated methods for time tracking, such as wall clocks, paper forms and punch cards.
Employees who use online portals believe their company offers more scheduling flexibility and is more helpful as they address personal circumstances, noting the adoption of more immediate contactless screening.