Today's world is dynamic, full of changes and challenges. It is probably rare to doubt that the personnel sector is precisely the area where these changes are particularly pronounced. We welcome the beginning of the year by sharing the most important HR trends for this year. HR experts, business and organizational leaders talk about them, so we "feel the pulse" too  we exercise our muscles of development and adaptation to changes in the environment.

Will artificial intelligence (AI) take away our jobs?

In an IBM report, which surveyed 3,000 global C-level executives, highlights the impact of artificial intelligence and automation on the labor market and the importance of productivity, with nearly half of executives ranking productivity as a top organizational priority. Interestingly, around 43% surveyed CEOs say they have downsized or redeployed their workforce due to AI, while another 28% said they plan to do so in the next 12 months. This year, more and more recruiters will embrace automation to streamline repetitive tasks and reduce administrative burdens. A survey of 2,848 recruitment professionals found that investing in more advanced recruitment tools and technology would be the best way to make the job easier.

Predictions that artificial intelligence will take away our jobs will only come true if we become technologically adept at using artificial intelligence to outsource more technical and routine tasks to it.

The importance of generation Z for the labor market
It is predicted that soon Generation Z will overtake the Y (Millennials) generation, which has long been the most employed generation in the world. Generation Z expects more speed and virtual solutions, so outdated recruitment and work organization methods will be a huge challenge for them. Recruiters and staffing professionals must prepare for even more advanced automation of recruiting and recruiting, especially by adapting and optimizing processes for mobile devices.

Active candidate engagement and selection analytics

Inclusion of passive candidates will continue to be increasingly important in the search for not only highly qualified specialists and managers, but also young professionals. Ensuring a positive candidate experience in the selection process, personalization of benefits and close communication with hiring managers and the ability to effectively use selection data to optimize the selection process (such as selection indicators - KPI) remain particularly important.

Diversity and Inclusion

Global Leadership Forecast 2023 study reports that 22% have more female leaders in companies that implement strong talent development programs, while 18% managers say that their company's managers are of different demographic backgrounds. Finding and implementing more innovative candidate assessment tools to eliminate bias and stereotypes will continue to be a top priority for recruiters and hiring managers this year.

Employer Identity (DID)

Employee identity is a series of tools used to create the opinion of external and internal candidates about the company as an employer. It will continue to be a top priority for employee well-being and organizational development.

Next to pay and a good manager, remote work remains one of the most important motivators, but studies show that remote work stifles innovation, as online meetings reduce the productivity of collaborative teams. Here, it is extremely important to properly identify which employees still need to be brought back to the office, and which can work in other ways. If the latter do not work in critical roles, it is necessary to provide them with methods of involvement, communication and motivation, and leadership than those working in the office.

Increasing importance of HR manager

This year, the importance of the HR manager in the organization will especially increase, because after all, all topics about the development, growth, and changes of the organization are also about people, their attitudes, the relationship with work, the organization, and the application. The main objectives of HR managers will be to help managers at various levels find a language with their employees, find and implement automation solutions, and be able to work in conditions of uncertainty. HR managers share their insights in this article, and taking into account the changes taking place in society and the labor market, the responsibilities and competences of the personnel manager will not only grow in the long run, but will also have to expand. Already now, in addition to basic competencies, personnel managers and specialists must develop other competencies, such as business management, other functional areas, such as finance, marketing, communication.