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We are just two months into 2017 and we have a new leader in our country, ongoing discussions about Brexit and how it will affect our markets, continuing uncertainty about H-2B programs and ongoing questions about how the general economy will fare. Despite all of this uncertainty, we can define multiple hiring trends that promise to give clarity in the process of finding talent for organizations no matter what happens next.

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Boomerang workers.

Boomerang employees are those who terminate employment with your company then return at a later date. In the past, HR Today reported that more than 50 percent of companies had a “no rehire” term so employees who left were not permitted to return.

Now, less than 33 percent of companies report discouraging rehires, noting that boomerang employees require less training, already know the company and culture and can still bring in a new perspective that might be valuable.

Millennials as managers.

Millennials (usually born between the 1980s and the 2000s) are gaining experience, learning what is required to be successful in your organizations and becoming managers. Millennials are managing as the Baby Boomers (born between 1946 and 1964) are beginning to reach retirement age.

Managing Millennials.

There has been much discussion about how to manage Millennials, employees who tend to need regular feedback and appreciate technology. They also expect to understand how their personal work adds value to the organization as a whole, and they embrace virtual learning opportunities.

Understanding what this group prefers can help managers understand how to structure jobs and feedback to use the strengths of these employees.

A new generation.

As Millennials move up the employment ladder, Generation Z (born between 1994 and 2010) started entering the workforce in 2016. This group of individuals also expects on-the-job mentorship, are even more connected to technology (and social media) and say that they are deeply affected by the Recession (as they watched some of their parents struggle with finances, housing and credit card debt). Most also report that they suffer from the weight of student loans and don’t expect to be able to afford traditional housing.

Working off the clock.

More than 66 percent of managers expect their employees to be reachable off hours, according to the Brighton School of Business and Management. This means that managers must also provide work-life balance opportunities as employees say that they plan to make decisions to change jobs based upon work-life balance and flexibility.

Technology advancements.

With technology becoming more advanced, we can automate some of the design, estimating and invoicing processes. So, companies are outsourcing some jobs. Ensuring that all of your employees (even those who aren’t great with technology) are trained and understand how tools, technology and equipment might assist them in their jobs can alleviate some of their concerns.

Alternative employment.

Last year, we saw that many Millennials turned away from the traditional job market, sought part time work or preferred to start a new business venture. Can you alter the hours of your business to accommodate the changing needs of your employees and customers? Be sure to listen to your employees and consider whether adding some flexibility to your environment is worth it to retain your team.

Considering these hiring trends can shed some light on the changing requirements of your work force, allow you to plan for your staffing needs and help you attract the best candidates possible.

Juan Torres is the president of the National Hispanic Landscape Alliance.