Millennials and Generation Z are the two generations that companies are most likely to target during the next five years, according to a LinkedIn survey of more than 2,400 US hiring managers. Generation X is the cohort most targeted for retention efforts, according to the survey.
Learning in action is the focus of virtual-reality employee training for companies such as Fidelity Investments and Walmart. VR is now being deployed to address issues such as empathy, generational differences and customer support.
On average, workers 55-64 years old spend two weeks longer in the job search than younger job hunters, according to the US Bureau of Labor Statistics. Older applicants should emphasize real-work experience, update their online presence, be honest and interesting and stay realistic, writes Chris Carosa.
Job applicants should use action verbs to describe past achievements to show results, collaboration, leadership and effectiveness, writes Stan Silverman, founder and CEO of Silverman Leadership. "The key to landing your next job is to differentiate yourself, demonstrate that you are an effective leader, possess both technical and power skills and develop a reputation for achieving results within your field," says Silverman.
LinkedIn is adding more ways for customers, businesses and community members to connect with new audiences through its added features. The employment-oriented social media's new features include Invite to Follow, Stream with LinkedIn Live and new options for posting as a page or member.
Human experience platforms are the next phase of artificial intelligence, where emotional intelligence is built into algorithm to better humanize the experience, according to this Deloitte analysis. "The big challenge that companies will face is identifying the specific responses and behaviors that will resonate with -- and elicit an emotional response from -- a diverse group of customers, employees, and other stakeholders," write Tamara Cibenko, Amelia Dunlop and Nelson Kunkel.
Recruiting has become dependent on mobile apps and texting, even at in-person events like career fairs, which can speed up the hiring process, says Scott Sendelweck of Indianapolis-based Community Health Network. That said, "we still see a little bit of the older populations who are still bringing the paper copy resume with them," he says.
Benefits technology can help HR deliver personalized health care information to employees without spending time explaining benefits over and over, says Kieran Pittman of health insurance agency BeniComp. Companies installing such technology need a vendor to help them get started, Pittman adds.
HR needs to think before applying data analytics, asking such questions as "Are employees aware of what kind of data is being collected on them and how their feedback is being incorporated?" writes organizational consultant Murad Salman Mirza. HR needs to know whether its practices are in compliance, how data is protected from hackers and how what Mirza calls "people science" is promoting diversity and inclusion.