Business HR

5 ways to prepare your HR communication for the future

What differentiates the companies that survive longterm change from the ones that don’t? In an age where it seems that so many industries are changing at such a rapid pace, organisations may need to begin focusing on sharpening their sense of foresight.

Leadership and management teams should have the ability to see what’s coming, anticipate future trends, pinpoint incoming opportunities and prepare for potential challenges.

Human Resource management personnel can play an integral role in achieving this sense of foresight. As new challenges and opportunities present themselves, practitioners should address unemployment, turnover rates and also should not forget about that enduring aspect of human interaction, communication.

In 2019, understand trends and have the ability to embrace them or expect that you could stand to lose out. Here are a few tips to help secure your company’s future through the development of HR communication.

Utilise tech for the recruitment process

There’s probably no greater challenge for HR than recruiting and retaining talent, which is why it can be crucial for managers to begin to implement tech for the optimisation of the recruiting process. Entelo Recruitment Software revealed data about how HR professionals spend ⅓ of their week sourcing candidates for an individual role.

Automating recruiting strategies can help free up HR to focus more on people and less on process. By doing this, HR departments across the board can turn their attention to finetuning communication.

Many may be of the opinion that disruption through technology will equate to more issues but one thing they should probably be concerned about is that companies which struggle to adapt will be left behind before the future even arrives.

Automation can supplement the human aspect of any business, which is why technology should be treated as a vital part of your organisation. A lack of preparedness with regards to technology can negatively affect employees’ and candidates’ experiences.

Incorporate company branding into HR

Have you noticed how prominent companies with a reputation for excellent customer experience also tend to frequently make it on “best employer” lists?

This may not be a coincidence. From Apple to Trader Joe’s, strong brands can be found to naturally attract strong talent and HR should be in the business of attracting, selecting, developing as well as retaining talent. So, shouldn’t it then only be logical for HR to go hand-in-hand with marketing in order to define a company’s overall brand?

Branding, at its essence, can be so deeply linked to perception that your candidates may already be piecing together a brand image of your organisation whether you like it or not.

Communication can be an integral part of a brand’s overall development and a brand can influence internal behaviour the same way that it can affect customer behaviour. Candidates may apply for a job, accept a position or ultimately, stay with the company based entirely on the brand you’ve fostered so ensure that HR decisions are in accordance with brand development.

Encourage tech-empowered working styles

The era of the baby boomers has very likely reached an end and given way to a new era of workers with new preferences and different values. One main thing that this new workforce appears to be driven by is technology.

Take a look around the office and you may have noticed just how well recruits now stay on top of new tech trends and make use of the many tech-based capabilities that this digital age has brought with it.

According to PwC, millennials now expect employers to expand their internal communication channels, adding things like group chats, video networking, blogs and instant messaging to the mix.

In order to try and retain a competitive edge in their industry, companies should learn to adapt to these new-found preferences and cater to a generation that prioritises innovation. Yup, it’s probably time to embrace new, relevant technology that resonates with employees. HR should be allowed to take the lead when it comes to getting reliable and updated tech into the hands of a workforce which appears to be becoming increasingly digitised.

Accommodate a more flexible work culture

As you probably know, culture can be a powerful tool that can help organisations deal with various issues. Develop and manage your organisational culture well (consider it an asset). What once might have been considered lavish add-ons can now simply make business sense. Flexible work schedules, as well as a greater focus on work/life balance, should all be brought to the forefront if you intend to develop a flexible work culture.

How can HR play a role? As technology as well as customer expectations transition, it can be a challenge to manage this new way of working as pivoting from a 9-to-5 structure to a constantly active cycle may be an important shift.

Flexibility can be granted to workers who need alternative schedules to support their lifestyles but take note. HR should be diligent about controlling effective communication throughout these kinds of transitions.

Focus on the experience

User experience is a term that you might find used when marketers think about incorporating innovative collections of touchpoints to invoke engagement. Designed experiences can make every touchpoint and purpose intentional so it shouldn’t come as a surprise if you were to find this concept incorporated into the employee experience, guiding companies towards the future of internal communications. Crafting optimal employee experiences can involve precise messaging through the right media channels, great timing and seamless flow. By focusing more on the experience, HR has a part to play in helping to secure the company’s approach towards a more engaging future.


At TraitQuest, we aim to bridge the gap between employee and employer relationship by providing a robust talent management, employee engagement and talent retention system. As strong believers in growth and progress, our continuous efforts leverage on data-driven decision making, derived traits profiling, workplace gamification via a well-rounded multi-level engagement platform which ensures organisation to achieve top level productivity. To sum up our value proposition – we provide enterprise cloud-based solutions for workflow management and collaboration to drive employees’ motivation and engagement, cultivate a healthy corporate culture thereby retaining your valued employees. We are one of the recipients of HR Vendor of the Year 2018 for Best HR Start Up Company in Malaysia.

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