In this article, we’ll show you how to refine your talent attraction strategies: on-demand and global hiring, work based on skills, flexibility and collaboration balance, corporate mobility and employees’ expectations.
Talent management is one of the keys to dive into the Present of Work, which keeps evolving by leaps and bounds. 2022 was all about talent trends: Quiet Quitting, Labor Hoarding, Quiet Hiring, and more. We’ll see what 2023 brings about, but it will definitely be another year of talent (r)evolution. See some of this year’s trends:
Power to the People
Talent knows that they have the final say, and they choose companies with whom they can build relationships of trust. RIP control, RIP hour-measured productivity.
Companies’ primary focus are their employees, and many of them have implemented a people-centered model. Now it’s all about employees, users, and people’s experience in general. Trust culture, warmth, emotional intelligence, shared values, purpose, flexible talent management and continuous development are the concepts that define this new model.
Market disruption has sped up transformation and forced CEOs to reimagine their business models. Corporate leaders that focus on putting people at the center, expanding technology by 10x and innovating on a large scale, will have more opportunities to increase their business performance.
Outsourcing & Mobility
One of the most powerful signs of the Present of Work (POW) is work mobility. People, who used to be fixed resources, are now on-demand, nomad and virtual. Talent is no longer a rigid asset but a flowing skill bearer.
Due to the increase of talent acquisition strategies, companies are now adopting an environment-focused approach and implementing policies that encourage them to build teams that combine on-demand talent, permanent staff and freelancers. This blending in hiring provides flexibility, agility and sustainability in the workforce. And due to the gap between candidates’ demand and offer, this hiring model has become a profitable and attractive option for those companies that are looking for talent in countries that not only have highly-qualified professionals but also are cost-wise competitive.
Flexibility and adaptability are key to achieve a high performance in this new working model—as for time management and schedule, working dynamics, team structures and how we work in general. However, this new sense of earned freedom and independence does not mean working on one’s own or as you like. Even though dynamic and flexible work environments are the new standard, these are only guaranteed as long as efficiency and productivity increase. In 2023, collaboration is an excluding requirement.
Just like employees are not willing to return to the office full-time, companies are not willing to sacrifice performance or profitability. Flexible working models can only work as long as collaboration among areas and teams flows. In order to achieve this, work methods such as agile working, open offices, on-demand hiring, co-working spaces and project-based work should be implemented. We are evolving from a limited model to one whose keys to success are flexibility and cooperation.
Work structures do not longer involve standardized tasks with fixed collaborators. The model has been redefined and we are moving from roles to skills development. Future companies are now based on abilities, instead of on fixed roles, permanent tasks and hermetically sealed areas.
5 main skills stand out in the workplace and are bound to be the top talent panacea: artificial intelligence, data analytics, machine learning, cloud-based computing, and product and social media management. These are skills that have gone beyond their original industries, and that are vital to all business units, and hence common ground in terms of talent shortage. The key is not to choose the right job but to develop the right skills.
Hace unos días, tuvimos una reunión con una multinacional y el bullet que más resaltador se mereció fue la necesidad de la compañía de entender a la nueva generación de talento: qué necesita la Gen Z, qué busca, qué quiere y cómo hago para dárselo sin perturbar al resto. ¿Cómo hacer para que en una empresa todas las generaciones convivan en armonía?
Los cambios de estrategia en la gestión de la fuerza laboral son vitales para poder sobrevivir a un futuro que le exige a las organizaciones flexibilidad, escalabilidad, agilidad, innovación y velocidad de reacción ante contextos complejos o situaciones imprevistas. En este contexto, el trabajo on-demand se revela como la alternativa más adecuada.
El talento sabe lo que quiere, y lo quiere ya. Ya no está dispuesto a resignar sus deseos por permanecer en un trabajo, y no teme tomar cartas en el asunto, es decir, buscar nuevas oportunidades laborales. Solo en Argentina, el 41% de los empleados busca activamente un cambio de trabajo.