Each year I attend the HR Technology Conference, I brace myself for abundant change that resides on the exhibit floor. I am constantly amazed at how each trend is represented by so many vendors’ interpretation of how to “do it right.”
Last year was the year of employee engagement, with most vendors demonstrating how to reward, recognize, and retain your employees by giving them virtual accolades or merchandise.
This year was the year of “assessments,” where I found that as a recruiting vendor, if you did not bring your own assessment to the table or had an integrated partner providing the service, you were just not “doing it right.” And yet, after aisle after aisle of vendors, it seemed that assessments were reserved only for those coming through the front door — job candidates.
With the technologies in place (and boy, were there a lot of them performing assessments), the idea of trying to perform the assessment of those already in place in your workforce to test if they were in the right job and a good fit never seemed as prominent.
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Easy Steps to a Successful Recruiting Strategy
The exhibit floor is a great place to see new technologies and ideas, but the majority seem to concentrating on one trend and demonstrating it to death. Relevance in the workplace, ability to integrate with existing platforms, and true usefulness within an organization is still what sells.