May 22nd, 2024 | Sterling

The 2024 HR Roadmap: HR Technology & Talent Mobility

In this third and final article of our HR Roadmap series delving into eight key trends shaping HR and recruitment in 2024, we’ll look at the increasing importance of HR technology in a new age of talent mobility. 

3.1 | Building Workforce Capability with Technology 

Organisations will continue to leverage advanced technologies and platforms in 2024 to build a trusted and capable workforce. Technology has become such a crucial organisational aspect that Harvard Business Review reported that CEOs list it as one of their top eight priorities for the year. 

Building a trusted workforce has a number of benefits for both employers and employees. For employers, a trusted workforce can lead to: 

  • Reduced risk of fraud and theft 
  • Improved productivity and efficiency 
  • Enhanced company reputation 
  • Stronger employee morale and engagement 

For employees, working in a trusted environment can lead to: 

  • Increased sense of security and safety 
  • Greater job satisfaction 
  • Improved career opportunities 

HR technologies will continue to play a pivotal role by streamlining and optimising various HR processes. From application review to background screening, the integration of HR technologies in the recruitment process can help provide a cohesive experience for candidates, whilst ensuring safety and accuracy for hiring organisations. 

Building a capable workforce is not just about hiring, however. It’s about nurturing potential. Technology and background screening, when used responsibly and ethically, can be powerful tools in this journey. By leveraging their capabilities, companies can foster a culture of continuous learning, collaboration, and individual growth, ultimately laying the foundation for a successful and thriving organisation. 

A capable workforce is not simply about having technical skills; instead it encompasses soft skills, cultural awareness, and the ability to adapt and learn. By focusing on these attributes through background screening and efforts to enhance capability, organisations can build a team that is not only qualified, but also resilient, engaged, and ready to take on any challenge. Moreover, technology facilitates a more data-centric approach to talent management and background screening. Analytics tools embedded in HR technology platforms enable organisations to assess the effectiveness of their strategies, identify skill gaps, and make informed recruitment decisions. By harnessing the power of data, organisations can tailor their hiring approaches accordingly, screening and selecting staff possessing t suitable skills and capabilities to fill gaps in the workforce. 

The strategic integration of technology is vital in every department in 2024. However, HR can lag behind other departments in terms of technological advancements due to ever-changing compliance requirements. Working with trusted external vendors for functions like background screening can provide the necessary technical capabilities to ensure HR departments leverage the latest technologies whilst also meeting compliance requirements and recruitment goals. 

Partnership with external vendors for background screening is particularly beneficial for organisations hiring globally. These external vendors can provide: 

  • Localised expertise 
  • Digitalised platforms offering accessibility 
  • Data-centric approach to talent – creating time and cost savings

3.2 | Staying Compliant in The Face of Global Talent Mobility 

Many organisations will continue to transition from a regional focus to a global perspective. This evolution will not only be reflected in the markets they serve, but also in how they approach partnerships and vendor relationships. 

The trend is moving away from siloed, regional vendors towards establishing robust global partnerships. This strategic shift is driven by the recognition that a globally connected partner must be able to keep up with the global talent mobility trend, especially in the critical area of background screening, where accuracy, consistency, and compliance are paramount. 

Organisations increasingly understand the importance of working with partners who can provide a seamless, globally accessible support model. A well-connected partner with a global reach not only ensures a consistent user experience but also facilitates efficient technology support across different regions. This is particularly crucial in today’s interconnected world, where businesses operate on a 24/7 basis and require real-time support to navigate the challenges of the global talent landscape. 

The significance of identifying localised nuances can’t be overstated, especially in the context of background screening. Regulations, cultural considerations, and legal requirements vary significantly from one region to another. By working with a globally connected partner, organisations gain access to insights and expertise to help navigate the intricacies of each local market. This nuanced understanding is instrumental in ensuring that background screening processes remain compliant and effective, no matter where in the world an organisation chooses to hire. 

In light of this global shift and connectivity, Sterling RISQ has been rebranded as Sterling in the Asia Pacific region, aligned with technology enhancements to deliver best-in-class global background screening and identity programs along with unrivalled local expertise. Sterling’s brand transition in the APAC region, and the strengthening of global screening capabilities, comes in time to meet the needs for employers who are increasingly hiring internationally in search of the best talent. 

As we look ahead to the coming year, it’s evident that the seven trends highlights in our 2024 HR roadmap series will shape the way organisations approach HR in the coming years.  

  1. Identity verification in hiring as global identity fraud cases surge 
  2. The growing strategic focus on identity wallets 
  3. Accurate screening for the development global workforce 
  4. The paramount importance of organisational culture 
  5. The emphasis on a positive candidate experience  
  6. The integration of technology to enhance staff capability
  7. The need to staying compliant in the face of global talent mobility 

              In the realm of talent acquisition, the importance of background screening cannot be overstated. It is a fundamental step in mitigating risks, ensuring compliance, and building a trustworthy and capable workforce. 

              Contact us today to establish a foundation of trust for a secure, efficient, and forward-thinking approach to talent management. 

              Read Part 1 of the 2024 HR Roadmap Series
              Read Part 2 of the 2024 HR Roadmap Series

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