The latest thinking on how to develop, engage and retain your talent

Decades from now, movies will be made, and features will be written about the year you're currently living in. Those features will focus on the events, the problems, the pandemic, the mistakes, and yes – the heroes. 2020 is the year of the HR Generalist.

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Over the past several months, we've been confronted with new challenges. Overcoming these challenges required thinking and acting differently from the norm – and it had to happen at lightning speed. One helpful tool for navigating the path forward is hacking. When you dig a little deeper into the world of hacking, you discover a simple process from driving incremental improvement and innovation.

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We can all agree that COVID-19 will have a lasting impact on the workplace. It's already forced employers to adopt a new mentality around remote work. It's encouraged us to ask new questions about office layouts, the way teams collaborate, and the speed of how quickly we have adapted to change. One day soon we'll begin to explore a full "return to work" and what it means moving forward.

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Change is defined as "make or become different". It's a word that we've heard a lot over the last three months, oftentimes preempted with unprecedented. We're going through a collective exercise in change to our routines, human interaction, and where and how we work. And change, regardless of scale and scope, contributes to stress.

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The phrase "Never let a good crisis go to waste" has widely been attributed to Winston Churchill (with later credit attributed to Rahm Emmanuel). While the quote might seem insensitive and opportunistic in a pandemic world, it's a good reminder that our profession is fluid and evolving. The best HR pros will evolve their skills and focus as a result of COVID-19.

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It's our reality as talent acquisition professionals that we have candidates who apply to our jobs, some of whom might be great. We also have to go out and find great talent and find ways to get them to respond to our overtures. It's the number one job of every talent acquisition professional. I would argue it might be the only job of talent acquisition. Get great talent to interact with you!

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It is no surprise that COVID-19 has required organizations to re-think the way employees access learning as it rapidly evolves to meet increased demand. While your goals and outcomes may shift, the need to measure the impact of learning remains the same.

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If you're able to hunt great talent effectively, your organization must be doing the right things. Many organizations have tried and failed to move from farming talent to hunting talent. Mostly what I find is organizations will say they are hunting, but all of their actions remain the same! Just saying you are something doesn't make it right.

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Cliff Stevenson, Principal Talent Acquisition and Workforce Management Analyst at Brandon Hall Group, recently shared survey findings about recruiting in a low-employment market. The survey and its findings prompted me to want to explain what they might mean for TA pros in a COVID-19 world and how teams can use this data to understand the changing HR landscape.

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