May 27, 2022

Plans & Priorities of the Workplace in 2022

Between returning to “normalcy” post-COVID and entering the Great Resignation, human resource professionals are facing challenges now more than ever. But what are the main obstacles for your team, and how can you get over them while keeping your company structured and successful?

Labor shortages.

It comes as no surprise that 84% of organizations provided that a shortage in labor was a challenge in the last year. With the Great Resignation looming over HR’s heads, we’ve seen an uptick in background checks: more and more candidates are being screened as quickly as possible to get them to join your team. Whether it’s because of wage disparities or because individuals are unwilling to return back to the office, plenty of companies are witnessing a drop in both current and prospective employees.

Looking ahead, many individuals in HR have already come up with solutions to try and get ahead of labor shortages. Some include maintaining employee morale and engagement for those who are currently with the company, while other methods include new recruitment methods to try and widen the hiring pool. The latter usually lends its hand to an applicant tracking system, which can ultimately assist your team with getting someone hired and onboarded quicker than before due to powerful AI tools. You can view the list of applicant tracking systems we partner with here.

Legal and compliance concerns.

81% of HR individuals surveyed provided that they worry about the ever-changing regulations at the city, county, state, and federal levels. It’s completely understandable, given just how many jurisdictions are constantly developing regulations to align more readily with the transforming world. And we know that HR professionals have to stay on all of them, which is why we’ve tried to make your life a little bit easier. When utilizing our online invitation and applicant called QuickApp, disclosures (at the city, county, state, and federal level!) will automatically populate where the candidate indicated they are residing as well as where they are applying to work. This way, you can rest assured that you’re checking off all the boxes as it comes to the pre-employment screening compliance process!

Worries over health and safety.

While most of our nation (and the rest of the world, for that matter!) has returned back to operating as normally as possible, there’s still plenty of apprehension about returning back to the office. Most HR professionals report that their companies were very effective in how they addressed the COVID-19 pandemic, but just as many provided that navigating the world as we know it now is just as important. Large and small organizations alike are running into concerns with their employees, with the former finding themselves needing to comply with more legislation depending on where they may be located.

As SHRM finds in their report, remote organizations may be better positioned for the future, but some companies have no choice but to return back to the office. If your organization is more like the latter, it’s imperative to make certain your employees feel safe and conscious about their own health, as well as the health of others. It may feel like going back in time, but having plenty of sanitizers, masks, and cleaning supplies available could increase employee engagement.

Distress over diversity, equity, and inclusion.

Making everyone feel welcome in a company is a tough job, but it’s might be the most important.  After all, organizations with ineffective diversity, equity, and inclusion initiatives were 32% more likely to have climbing resignation rates than those with effective actions. This doesn’t come as a shock: it’s natural for people to want to work in a place where they feel supported.

Plenty of HR professionals have outsourced individuals to come in and introduce DE&I. By promoting qualities and experiences that make people unique, most organizations find the company culture changing for the better, too.

We know this is only a handful of the challenges that HR are facing today. And with each passing week, we also know that new oppositions arise as soon as one problem has been solved. As you can see in the SHRM article linked below, plenty of companies are in the same boat – and we’re here to assist your organization in any way we can. If you’re looking for support, reach out to our office, where our team is happy to help!

Want to read more?

SHRM: State of the Workplace Report 2021-2022