The new HR normal
The concept of the new normal is used to describe deep and lasting changes in the behaviours and expectations of individuals and organisations following major disruptions, such as the COVID-19 pandemic. In human resources, the new normal covers practices that were unevenly spread across businesses and have now become commonplace. That includes widespread remote work, flexible hours, an emphasis on employee health and wellbeing, and the need for greater diversity and inclusion.
Atypical situations have become the norm, and HR leaders face a landscape where the old practices are no longer enough. They need to adapt quickly and adopt new strategies to attract, retain and develop talent. Beyond the uncertainties, HR is now entering a world where there is no longer a choice to make between the individual or the collective, digital or human, ecology or economy, freedom or discipline, engagement or remote work. HR has to work with both ends of the spectrum, because “AND” has replaced “OR” in the major shifts set out below.
Putting the new normal to work
Potential-based recruitment in the new normal
In the new normal, recruiting on potential and on appetences takes on greater importance. Businesses recognise that technical skills can be taught, while resilience, curiosity and agility matter just as much for adapting to a constantly shifting work environment. Psychometric tests, task simulations and interviews focused on behavioural skills are becoming key tools for assessing a candidate’s potential. This approach is particularly useful for young talent who may not have a long professional track record but hold strong potential for growth and adaptability.
A simplified application process in the new normal
The new normal calls for an application experience as simple and effective as the other digital interactions candidates are used to. That means adopting intuitive recruitment platforms, using AI to screen CVs and bringing in chatbots, in measured doses, to answer the questions candidates ask most often. A simplified process reduces the drop-off rate and attracts a larger number of quality candidates, which is essential in a competitive labour market.
Improving the employee experience in the new normal
The employee experience sits at the heart of the new normal. Businesses are investing in wellbeing programs, personalised career development plans and flexible work environments to improve employee satisfaction and engagement. Regular employee engagement surveys and open feedback sessions are used to understand what employees need and expect, so programs can be adjusted accordingly.
Employee autonomy in the new normal
Employee autonomy has become a necessity in the new normal, particularly with the rise of remote work. Businesses are encouraging a culture where employees are responsible for their own productivity and wellbeing. Project management and communication tools are made available to help employees manage their time and their tasks effectively, without needing constant supervision.
A values-driven company culture in the new normal
In the new normal, a strong values-driven company culture matters more than ever for attracting and keeping the best talent. Businesses are placing the emphasis on values such as sustainability, inclusion and innovation, and those values are built into every facet of the business, from recruitment through to training and development. Employees who align with those values find deeper meaning in their work, which lifts engagement and productivity.