{"id":8318,"date":"2020-04-02T13:19:49","date_gmt":"2020-04-02T13:19:49","guid":{"rendered":"https:\/\/www.incirliseviye.com\/?p=8318"},"modified":"2020-04-02T13:19:49","modified_gmt":"2020-04-02T13:19:49","slug":"essential-hr-trends-for-2020","status":"publish","type":"post","link":"https:\/\/onhee.com\/?p=8318","title":{"rendered":"Essential HR trends for 2020"},"content":{"rendered":"<\/p>\n

As a headhunter,
\nAnja Minnerup knows the German fashion industry from the inside out. In her
\nfunction as HR consultant for companies from Zara to Chanel, she has found
\nthe right people for the job, but has spoken to even more candidates who
\nwere not the right fit. “If it doesn’t fit today, I can have the right
\nposition for someone tomorrow,” she says. “One learns an incredible amount
\nin the interviews with the candidates and through the company briefing
\nbeforehand.” In this interview with FashionUnited, she shares her insights
\nfrom 20 years of job consulting for fashion professionals. <\/p>\n

Ms. Minnerup, do all companies need a ‘feelgood manager’?<\/h2>\n

(Laughs) No, they don’t. But the big companies nowadays invest in such a
\nperson who is there to see if there are problems in the company that need
\nto be solved, to be passed on to the management level filtered as feedback,
\nor to plan company events, for example. I personally like this very much,
\nbecause employees today want to be perceived as individuals. Retaining
\ntalent is becoming more and more important and I consider a ‘feelgood
\nmanager’ a good tool for this. But of course, this is a question of cost
\nthat not every company can afford. <\/p>\n

What trends do you expect in HR in 2020?<\/h2>\n

As mentioned before, probably the most important trend will be to think
\nabout: How can I retain talent? What do I do to retain these people, what
\nwork atmosphere do I want to create so that they feel comfortable? Every
\nemployee who leaves a company costs enormous amounts of money: know-how is
\nlost, maybe even to direct competitors; I have to look for new people; in
\nthe worst case, the position is vacant for months, and in addition, I have
\nto pay a headhunter and place ads.<\/p>\n

And how does one retain talents best?<\/h2>\n

The solution does not necessarily have to be monetary in nature, and the
\nfeelgood manager or the weekly fruit basket is not necessarily the solution
\neither. It is generally about creating a good atmosphere, questioning
\noneself and delegating responsibility – in other words, trusting people and
\ntrusting their abilities. <\/p>\n

Today, young people want to take responsibility, and younger candidates
\nare trusted with more responsibility than before, often already in leading
\npositions, for example with a mentor by their side. The whole work
\nsituation has changed, from a hierarchy to togetherness. <\/p>\n

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As a headhunter, you are the intermediary between candidates and
\ncompanies and therefore have special insights into what candidates expect.
\nDo you pass on this feedback?
\n<\/h2>\n

Thanks to our constant exchange with potential candidates, we are close
\nto the pulse of the times, we also get to know from candidates how they see
\nthe companies from the outside. We are also happy to give feedback to the
\ncompanies about this, if desired. It can be helpful today to know: ‘How do
\ncandidates see us, how are we spoken of as an employer?’ But not every
\ncompany is ready for this. <\/p>\n

Have you observed that younger candidates are more interesting for
\ncompanies today than in the past?<\/h2>\n

Yes, for sure! The market used to be more experience-driven. Today,
\nyoung people are wanted for their input. They are close to the zeitgeist,
\nthe trends and the market. The realisation has arrived in the industry that
\nyou need more young, trendy brands in the mix with the old, well-known
\nones. This is especially important in purchasing; this area is changing,
\nespecially in e-commerce, and is becoming more open for young candidates.
\nTo find fresh names that inspire customers with their special mix, to have
\na feeling for what is becoming a trend. Younger people bring this knowledge
\nalong.<\/p>\n

How do the new generations, the Millennials and Gen Z, think?<\/h2>\n

Often, we are very impressed: “Oh wow, they really think in this
\ndirection. That used to not even be relevant earlier.” The generation today
\nwants feedback directly and not once a year. Knowing exactly where I stand
\nin day-to-day business. Am I doing it right? And if not, then tell me
\ndirectly so that I can improve. <\/p>\n

In the past, careers were made at university; now it is much more
\nimportant for companies to know: Do the candidates understand our company,
\nour mission? Does this person fit in with us and the rest of the team, is
\nthere a cultural fit? What is she like as a person? <\/p>\n

Can artificial intelligence help you in your work?<\/h2>\n

I have recently looked into this in detail and in my opinion, AI is not
\nyet ready. You enter everything into the computer and it spits out a list
\nof candidates, but you don’t know what the algorithm has done. I think the
\nhuman element is missing that way. And the algorithm is only as good as the
\navailable data on candidates and companies. In the end, you have a high
\nbounce rate, because AI can’t judge whether the candidate, who has the
\nright professional qualifications, also fits the company. How do I enter
\ncorporate culture, for example, a feeling, into the data set? At the end of
\nthe day, I have to talk to people as a human being and assess them from a
\nhuman perspective. <\/p>\n

Photos: Christine Sommerfeldt, courtesy of headhunting for the best
\nGmbH<\/p>\n

This article was originally published on FashionUnited DE. Edited and
\ntranslated by Simone Preuss. <\/p><\/p>\n","protected":false},"excerpt":{"rendered":"

As a headhunter, Anja Minnerup knows the German fashion industry from the inside out. In her function as HR consultant for companies from Zara to Chanel, she has found the right people for the job, but has spoken to even more candidates who were not the right fit. “If it doesn’t fit today, I can … <\/p>\n

Read more “Essential HR trends for 2020”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-8318","post","type-post","status-publish","format-standard","hentry","category-news"],"_links":{"self":[{"href":"https:\/\/onhee.com\/index.php?rest_route=\/wp\/v2\/posts\/8318","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/onhee.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/onhee.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/onhee.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/onhee.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=8318"}],"version-history":[{"count":0,"href":"https:\/\/onhee.com\/index.php?rest_route=\/wp\/v2\/posts\/8318\/revisions"}],"wp:attachment":[{"href":"https:\/\/onhee.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=8318"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/onhee.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=8318"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/onhee.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=8318"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}