Træfpunkt HR recap (Key take-aways)
Elvium was present again this year at Træfpunkt HR, and after two eventful days, it's clear that this year's main themes included both artificial intelligence and attracting talent - especially Gen Z. If you weren't able to attend, we've compiled the key insights from the event here.
Artificial intelligence in recruitment
Artificial intelligence was a dominant theme and was discussed both on stage and among the participants. The focus was particularly on the role of AI in the recruitment process, ethical considerations and the upcoming EU regulation in this area. These discussions emphasized the importance of responsibly navigating the potential and limitations of AI technology. Here are some of our takeaways.
Automating screening and selection: AI makes it possible to automate the screening of candidates, which can increase efficiency and reduce bias. By applying algorithms, companies can quickly analyze large amounts of data to identify the most promising candidates based on predefined criteria.
Ethical considerations and accountability: A significant part of the discussion focused on the ethical implications of using AI in recruitment. This is about ensuring that AI does not reinforce existing prejudices or create new injustices as seen with the famous Amazon case. The upcoming EU regulation on AI was also debated as it will set standards for how companies should handle AI in an ethical and legal way.
Age diversity in the labor market
Another key discussion was around age diversity. There are often prejudices around ageism, where older employees can be wrongly perceived as less able to work compared to their younger colleagues. People today are living longer, but society's approach seems to focus more on being older for longer rather than younger for longer. Seniors in the workforce often find that their age is mistakenly interpreted as a weakness. In reality, however, age is a complex and diverse concept that encompasses both psychological and physical age. We therefore felt it was important that this view was challenged by a more nuanced understanding of age that includes both psychological and physical vitality. The debate highlighted the importance of recognizing and valuing experience across generations.
Generations and differences between generations
This topic is particularly relevant as significant generational differences currently characterize the labor market. By 2030, the workforce is expected to consist mainly of Generation Z and millennials, while the number of boomers will be significantly reduced. This shift highlights the need for a management style that focuses more on understanding and valuing employees' unique perspectives and needs. Younger generations tend to challenge established systems and don't necessarily fit into traditional frameworks, unlike older generations who have often tended to adapt to existing structures. Effectively managing this dynamic and diverse workforce requires an in-depth understanding of how to best support and leverage the strengths of each generation, which is crucial to navigating the labor market challenges of the future. Here are several key take-aways:
Adaptive and inclusive leadership: Leaders must be able to adapt to and recognize the different values and work styles that younger employees bring to the table. This requires a more flexible and less hierarchical approach where open communication and feedback are at the center.
Showcase your innovation: Generation Z and millennials value innovation and are driven by the desire for constant development and renewal. A management style that encourages creative thinking and leaves room for experimentation will not only attract young talent, but also keep them engaged and motivated.
Values-based leadership: Younger generations often seek work with deeper meaning and want their work to have a positive impact on society. Leaders must be able to connect organizational goals with individual values and show how each employee's contribution supports a greater cause.
Promote work-life balance: Younger generations place a high value on balance and mental health. Managers who recognize and support the need for a healthy work-life balance will be better able to retain younger employees.
Attracting talent
Many presentations focused on how to attract young talent in particular. In a candidate-driven labor market where traditional enticements like salary are no longer sufficient, offering meaning and purpose beyond material goods is essential. For example:
Career development and learning: The young generation seeks continuous personal and professional development.
Work environment and culture: A dynamic, inclusive and supportive work environment is essential. Young people have grown up with constant social contact and need relationships in the workplace.
Employee retention / retention of employees
The term 'retention' seems to have evolved into 'attachment', reflecting a more positive and proactive approach. Attachment involves creating a work environment where employees feel valued and an integral part of the company, which motivates them to stay and actively contribute to the success of the organization. How can you create a sense of belonging in your employees so they want to stay in the workplace? An important point to take away was that if you want your young employees to feel connected to the company, let them create the strategy for it.
Well-being
Employee wellbeing was a prominent theme at Træfpunkt HR, as it is clearly recognized that employee wellbeing is directly linked to their performance and overall job satisfaction. Some key takeaways included:
Holistic approach to wellbeing: An effective wellbeing strategy addresses physical, mental and emotional aspects of wellbeing. This can include physical health programs such as fitness memberships or ergonomic workplaces, as well as psychological support.
Leadership engagement: Leadership commitment to employee wellbeing is crucial. Managers must not only be trained to recognize signs of unhappiness, but also be proactive in creating an open dialogue about wellness and implementing the necessary resources and support systems.
Wellbeing metrics: Regular surveys and feedback systems can help measure wellbeing and identify areas that need attention.
Job change and employee turnover
A prominent topic discussed in depth at Træfpunkt HR was the increasing trend of frequent job changes among employees and the challenges this poses in a market where the competition for qualified candidates is intense. Jobindex presented some insightful data from their latest report that shed light on key aspects of recruitment dynamics. The data from Jobindex showed that a major reason candidates reject even attractive job offers is a negative experience during the recruitment process. As many as 78% of candidates indicated that a poor recruitment experience was crucial to their decision to reject a job offer. This critically highlights the importance of optimizing the candidate experience to improve recruitment outcomes.
Conclusion
Our participation at Træfpunkt HR has not only enriched our understanding of the latest trends in HR, but has also confirmed the relevance of the topics we regularly address in our newsletter and blog universe. The insights we gained are directly applicable in our continued work to shape the future of HR solutions.
The discussions and presentations we attended have reinforced our belief in the importance of staying up-to-date with industry developments and challenges. To share this knowledge and promote dialog around these critical topics, we are organizing a webinar on pitfalls in the recruitment process. This webinar will dive into the issues highlighted during the show and explore practical solutions to improve recruitment strategies and candidate experiences.
Our experience from Træfpunkt HR confirms that our solution is particularly relevant and competitive in the current market. We are convinced that our approach to HR not only supports the building of robust and effective HR functions, but also plays a crucial role in ensuring that companies attract and retain young talent. This is crucial as talent management is more critical than ever in a labor market that continues to become more dynamic and competitive.
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