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How to Thrive in the New World of Work

How to Thrive in the New World of Work

In a nutshell, the New World of Work can (arguably) be defined by a series of challenges facing modern organizations:

  • Business model disruption – the impact digital technology is having on business transformation and change
  • Managing a multi-generational workforce – the workforce will soon be made up of four different generations, all with contrasting attitudes and expectations regarding work
  • Talent retention – holding onto key talent has become just as significant as attracting fresh talent, particularly when it comes to younger workers
  • Culture – creating an agile and collaborative organizational culture is crucial for talent retention and engagement, with a defined internal and external purpose at the heart
  • Flatter structures – the dissolution of traditional structures, teams and functions to create flatter, more collaborative work environments
  • Diversity – including diversity and inclusion initiatives into core company-wide objectives is key to creating a more inclusive and encouraging work environment that fully engages team members from all backgrounds
  • The Gig Economy & freelance working – the number of workers choosing freelance or contract roles is growing rapidly, transforming the traditional team structure

While these challenges present a number of very real threats to organizations, they also present some exciting opportunities to innovate and grow.

Embracing change in an era of disruption

In a recent thought-leadership piece, Bersin by Deloitte’s Principal and Founder, Josh Bersin, outlined a similar set of challenges taking place across the learning and development market.

Up until recently, the corporate training market has managed courses in a traditional academic style. Employees sign up for a course and follow it through to completion. But as Bersin pointed out: “We just don’t live this way anymore.”

With an unparalleled amount of learning resources at our fingertips, from videos and reports through to online tutorials, employees have become accustomed to teaching themselves new skills online.

Instead of fighting against the times, there are a number of new platforms offering learning solutions in a similar style to Netflix or Amazon Video, where viewers can search by categories or genres, and watch content with functions like “most popular” or “recommended for you.”

By creating a user-friendly interface that fits in with the current behavior and expectations of modern workers, the learning and development sector can add real value to employees.

And the same goes for the workplace in general - as professionals, our attitudes towards the workplace have changed dramatically from a decade ago. We want to work for organizations that embrace change – from flatter structures and flexible working, through to fast-paced growth opportunities and collaborative, inclusive work cultures.

Recruiting for the New World of Work

As an industry, there is a huge opportunity to innovate and add value to the recruitment process in a way that supports and overcomes the aforementioned organizational challenges.

In-house teams and outsourced solutions have the ability to bring about highly-effective and desirable results, but there is still a heavy reliance within certain sectors on traditional recruitment models, which subsequently results in a lack of partnerships between customer and supplier, low engagement in the process and commoditized pricing models.

To provide an example, Hudson recently met with an organization in the middle of a large-scale transformation process that will have a significant impact on their overall business model and their entire workforce. After assessing their circumstances, we suggested our full value-added service along with our assessment tools for talent selection, assessment and development, while simultaneously assessing their leadership model and structure to ensure strategies were aligned. This approach would have enabled them to look at new ways of talent attraction and retention that would have equipped them with a much more engaged and dedicated team in the long run.

Unfortunately, the time, commitment, investment and change of thinking was deemed too great of a challenge by the organization.

This just goes to show that many organizations view the new world challenges with a survival-mode mindset rather than as an opportunity to innovate – making even the smallest of steps a high hurdle.

The challenges we face will either make us or destroy us as organizations, regardless of our industry or area of expertise.

At Hudson, we are deeply committed to supporting our customers with forward-thinking, relevant services.

So, maybe it is time we all look at recruitment in a slightly different way?

If you are equally as committed to finding innovative and effective ways to maximize your talent solutions strategies and want to find out more, contact Hudson today.

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Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Operating around the globe, we deliver a range of recruitment, talent management and recruitment outsourcing solutions to get you and your business where you want to be.