2017 is going to bring unprecedented change. Ushering in a new president is just the tip of the iceberg. Even without the change we can expect from president elect Donald Trump, the sheer disruption coming from advances in tech should have everyone thinking and acting differently as we prepare to compete in the coming year.
Business adaptability will continue to dominate as a key to success. Consumer (and employee) expectations will continue rising. All of this demands continual change from the business. The trend in branding of that change? Digital Transformation.
Yet, despite how it sounds, digital transformation isn't just about technology; it's about combining the power of technology with human creativity to change the way organizations deliver on their brand promise.
If you make talent decisions, here are three trends we're watching shape the digital transformation of the HR function.
1. Skills will get more 'transferable.'
I've been fascinated by the creation of Blockcerts to create, issue, view, and verify blockchain-based certificates within academic credentialing, professional certifications, and workforce development. Compared to hokey "badging" or "endorsements", it seems there's a clear sign that skills will become increasingly transferable currency for top talent.
The digital transformation implications for talent? Make sure the hiring process is engineered to work just as well for the gig economy and micro-projects as it does for full time employees. A software developer no longer needs a degree in computer science as they could have been coding since they were 10 years old and now at 22 decided Greek philosophy was a better major (but still fully intend on being a software developer for their career). Use digital tools that are inclusive and can easily recognize new certifications and make identifying skills and matching talent with projects and roles quick and painless for your managers.
2. Hiring remote talent will get easier and more commonplace.
Crowdtesting, crowdwisdom, crowdcoding - it's all here. Cutting edge organizations are casting a wider digital net to gain access to an efficient crowd who seems up for just about anything. From outsourcing micro-tasks (like one line of code) to macro-initiatives like QA testing an entire platform, there is no job too big or too small that isn't floating over the cloud and into the crowd.
The digital transformation implications for talent? Make sure your teams are equipped to work as efficiently from remote locations as they are in the same room. Beyond simple video conferencing, give them the ability to access training, learn from and coach each other in real time - across time zones. Repeat after me - when it comes to project sprints, there are no more time zones.
3. The human plus AI team will be the ultimate problem solving team.
If big data is allowing us to make better informed decisions, AI is allowing us to do it faster. As evidence suggests, the AI + human combo promises to be the most effective at solving complex problems. This video explains why IBM Watson is offering $5 Million to prove that humans + AI will be the most superior problem solving combination.
The digital transformation implications for talent? Assess the quality of your data vs the quantity of it. Prioritize your data by it's ability to help you make better talent decisions, and stop compiling data that's merely an exercise in CYA. While your legacy ATS might have the most data, it's likely the most worthless data. If it can't help you predict who will make a good addition to a project team, or who has the ability to perform the best on the job regardless of resume, it's a transactional system, not something that can be transformational for your business.
Good luck! Here comes 2017...up after that? 2018...and the world will keep moving faster and faster.