Talent News Round-Up: HR’s New Role, Candidate Experience Concerns, and Gig Work

Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campell’s first-hand takes on these pieces.




First, HBR’s latest article on HR’s ‘new role’ discusses how cost-cutting is out as a primary concern, and instead there needs to be a renewed emphasis on championing employees. “ A lot of what this HBR article covers is around this idea of community and supporting members through the good and bad times .”





Johnny next digs into Kevin Grossman’s research on the fairness of different interview types and processes and how this impacts candidate experience and screening. “ While these tools make life easier for employers, the data suggests candidates don’t want them .”





And lastly, we discuss the eye-opening think piece from Rest of World about how Venezuelans are struggling against age discrimination and hyperinflation. “ This situation is heartwarming, I think, ” says Johnny, “ because it shows a way back to work for underutilized and often discriminated older workers. “




Join us as we explore these pivotal insights and their implications for the future of work.







1. HBR: HR’s New Role



Source: HBR



The article “ HR’s New Role ” in Harvard Business Review, discusses the evolving responsibilities of HR in a tight labor market. Previously focused on cost-cutting, HR must now prioritize employee well-being to retain talent. This includes updating policies on compensation, training, and restructuring, and using metrics to highlight the costs of current practices. Emphasizing DEI efforts and addressing fears about AI and restructuring are also crucial. HR should create internal labor markets to enhance organizational flexibility and employee opportunities.



Johnny Campbell’s take on this:



“ Reading through this HBR article it reminded me of an interview Adam Grant did on his podcast with Brian Chesky, CEO of Airbnb, where they discussed why a workplace is not a family, but a community. This conversation was framed particularly around the respectful way the company dealt with layoffs during the pandemic.



A lot of what this HBR article covers is around this idea of community and supporting members through the good and bad times. This approach even helps former employees maintain a strong bond as alumni and build long-term connections. While the article has a US-centric perspective, I think it’s important to dial down the legal focus, as HR processes can often dehumanize rather than humanize situations like layoffs. Chesky addresses this in the podcast, making it a great companion piece to the article. “



2. ERE: All Isn’t Fair in Screening and Interviewing



Source : ERE



Kevin Grossman’s article highlights the crucial role of candidate engagement and thorough preparation in enhancing the screening and interviewing experience. Research shows that well-prepared processes lead to a 41% higher fairness rating, positively influencing candidate loyalty and brand advocacy. Recorded video interviews are perceived as less fair compared to in-person ones. Professionals often face more interviews and rate fairness lower than hourly candidates. Lengthy recruitment processes and time delays significantly harm candidate experience. Improving these aspects can greatly enhance overall satisfaction and fairness perceptions.



Johnny Campbell’s take on this:



“ I love Kevin Grossman and his work with the CandEs. In this article, Kevin analyzes extensive data on candidate experience, showing that people actually dislike automated and recorded interviews – which have become very popular recently among both blue-collar and office workers .



This ties into new AI tools for pre-screening candidates. While these tools make life easier for employers, the data suggests candidates don’t want them. Employers may think candidates love asynchronous video interviews, but the data shows they find them unfair.



This presents a significant challenge for recruiters. This is a really interesting read for all recruiters who are interviewing or trying to do an interview process. I highly recommend it. ”



3. Amid Economic Collapse, Older Venezuelans Turn to Gig Work



Source : Rest of World



In 2020, Venezuelan professor Guillermina Alfonso turned to online gig work to make ends meet. Facing economic hardship and age discrimination in academia, she joined platforms like Upwork and Freelancer. Online gig work, or “cloudwork,” allows older workers to earn without age bias. Research shows that many Venezuelans rely on such work due to inadequate pensions. The pandemic accelerated this trend by increasing technological literacy among the elderly, providing a vital income source.



Johnny Campbell’s take on this:



“ Two things stood out to me. First, I was shocked by how little people earn in Venezuela, especially retirees. Second, this situation is heartwarming, I think, because it shows a way back to work for underutilized and often discriminated older workers.



This example demonstrates how companies worldwide could leverage this untapped, experienced population. Cloud work can remove age bias, focusing solely on the quality of work. While not suitable for all job types, it’s an eye-opener and a must-read for anyone looking to find new sources of talent. ”


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The post Talent News Round-Up: HR’s New Role, Candidate Experience Concerns, and Gig Work appeared first on SocialTalent .