As we wrap up the decade and enter into the (roaring?) 20’s (one can hope!) I thought I’d do a look back at my very first blog full of predictions – which was in 2012 – to see if any of my predictions were accurate.

High level, the four predictions I wrote about included:

Recruitment – I thought that 2012 would mean a bigger war for talent. No kidding. The war for top talent doesn’t go anywhere regardless if we’re in a recession or not. Just because a company “builds” a job, does not mean employees will come.

Social Media – I had predicted companies would re-write their social media policies and stop the lock down. For the most part this has happened, and social media is just a way of life now. That said, many employers are still doing a relatively poor job of engaging their employees with social media and could do even more.

Employment Branding – I said employment branding would take a bigger focus and while it has certainly improved (most organizations at least know what the term employment branding is) there is still so much work to be done in this realm for many companies. Marketing and HR still need to work on their connection to support the brand internally and externally.

Training and Development – that people would focus more on internal training using a…FLIP CAM! Bahaha. That was only 8 years ago! But no shit. Training, growth and development constantly need to evolve and the importance of it certainly has not faded.


So…what are my predictions today? In a lot of ways, it’s just a continuous improvement of the above:

1)   Recruiting: Organizations will continue to work on their values and see it is as their competitive differentiator. They will build job descriptions that have figured out what success looks like (not just a clever job ad or a responsibility matrix HR googled for a manager) and there will be a focus on corporate social responsibility in combination with a transparent compensation and benefits program to truly recruit the best.

2)   Social Media: Organizations will need to capitalize on their brand ambassadors and use them to build the organization’s story. Social Media is beyond Instagram, Facebook and Twitter and needs to include a LinkedIn and Glassdoor Strategy (despite what you might think about Glassdoor <– it’s not going away).

3)   Employment Branding: This is now becoming synonymous with Employee Experience. After all, if you want people to be your brand ambassadors and share your message, how you treat people is key. Consistent, conscious intention behind each program to cause a meaningful connection is a positive employee experience; this in turn encourages employees to spread the word about what it’s like to work for you.

4)   Training and Development: Investing in training and the return that follows, comes down to how fast can you get someone running. Scale can’t happen without repeatable processes. Apps like Trainual to support internal training will fast track this process. In addition, training and development has to be lasting; more courses will have experiential components in order to get credit.


Other random thoughts as we finish 2019 and the teen decade:

Fascinatingly enough, remote work wasn’t even on my radar in 2012 and now look at it. We believe this will continue to evolve…hopefully through trust and not keyboard monitors.

Work life integration wasn’t a thing – again, hopefully this will continue to advance through better measurement systems of what success looks like (not how or where success can happen). A key ingredient will be…trust.

Mental wellness was mental illness. We believe these conversations will become more comfortable…through a focus on trust and vulnerability at work.

So here’s where I put it all out there…I predict the 20’s will be the decade of connection: as a society we’re starving for it. The key ingredient? Trust. 

My husband thinks it is wishful thinking that we will connect more rather than less.

I really hope he is wrong.

Want to know what you can do to improve your HR capacity?

Let us help you reimagine your HR

Contact Us