Based on expert discussions and more than 120,000 HR-specific job advertisements across nine focus countries and various seniority levels, HRForecast together with its partner ESCP Europe Business School examined how far HR has adapted to the changing business environment. We investigated the future orientation of HR departments as well as skill trends and requirements for HR positions since 2017.
In comparison to other skill clusters, the demand for IT skills in HR in Germany decreased massively from 2017 to 2018, which underlines the urgency for HR departments to catch up on digital skills.
Social & digital skills
convergence in the area of
Machine learning, Algorithm driven development, Smart employees platforms, Robotics and process automation, (e.g. chat bot, recruiting and payroll), …
Social listening, Leadership empathy & sensitivity, HR with a heart, Building relations, Trusted advisor, …
= The future of HR
Decreasing need for administrative tasks performed by humans and increasing focus on the human side of HR, Increased productivity through a stronger focus on employee well-being and motivation, Strong focus on strategic decisions, Provision of data-driven employee services, available 24/7 via bots, …
Everything is moving –
except for HR.
bar with scroll | amCharts
Future skill profile
It is essential not just to follow and understand the trends and technologies that are important for the Human Resources, but also be able to translate them into the concrete job roles and skill requirements. Get a glimpse at our examples of future-oriented HR roles.
Utilizes market data analysis to predict and shape industry trends, create success profiles and build competitive advantage
Pro-actively adopts modern platforms popular with candidates to engage with the best talent pool
Uses Big Data and Artificial Intelligence to uncover opportunities from skill-matching and identify and attract the best talent from an ecosystem of data
Collects and analyzes data and KPIs to predict and influence the hiring timing and methods
Leverages Design Thinking skills to visualize a candidate’s journey to attract them to a company
Social selling skills ↑
Usage of web-based technologies, job portals and social media for recruiting activities↑
Experience in working with Applicant Tracking Systems and Candidate Relationship Management Tools →
Knowledge of gamification techniques for recruiting ↑
Knowledge of aptitude diagnostics exercises →
Knowledge and application of different interviewing techniques (video interviews, behavioral interviews, peer interviews, etc.) ↑
Consulting skills ↑
Emotional intelligence ↑
Attention to detail ↑
Team player attitude →
Communication skills →
Talent Intelligence Consultant
Evolution of traditional roles
Acting as the Employer Branding Specialist, the Talent Intelligence Consultant will attract this hard-to-find talent into the business through a hightouch pre-boarding experience
As Social Media Manager, the Talent Intelligence Consultant leads employer branding initiatives identifying what about the company makes it attractive to candidates and leveraging social media, and video to convey the corporate culture and employee experience
Obsolescence of “Sourcer / Recruiter / Headhunter” arrangements into a hybrid role which capitalizes talent digital skills and maintains people relations in order to investigate their social personas, scanning and tracking social footprints and talent movement across geographies, industries and workforce types
Scanning and tracking talent movements across geographies, industries, workforce types (output: talent heat map) equipped with powerful analytics tools
Collaborating with external partners e.g. LinkedIn, Glassdoor, Payscale
Acting as an external facing spokesperson providing ‘safe’ insights to candidates
In the Spotlight
High-value relationship building with in-demand talent
Mastering analytics capabilities for strategic / proactive sourcing
Building and sustaining long relationship with candidates
Skill demand growth 2017 – 2018 (in %-points)
Future of HR - Germany | amCharts
G E R M A N Y
Everything is moving – except for HR
In times of automation and the usage of advanced technologies like artificial intelligence across all areas, HR departments in Germany do not adapt accordingly.
The demand for IT skills in HR decreased massively from 2017 to 2018, which underlines the urgency for HR departments to catch up on digital skills.
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