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Global talent acquisition according to Declan Slattery

The global journey of Talent Acquisition leaders into 2024

The world view of TA is one of resilience and innovation as TA teams across the world grapple with doing more, with less.

Content Insights

The emergence of generative AI in TA is taking centre stage
Internal mobility, upskilling, and retention are integral parts of a total talent strategy
The focus on DEIB is a unique untapped talent opportunity

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Declan Slattery, Head of Employer Programme and Chair of TALiNT Partners’ Global Advisory Board, travelled from east to west last week to attend TA leader events in Amsterdam, Dublin and Chicago. The global view of TA right now is one of resilience and innovation as TA teams across the world have had to grapple with the notion that they have to do more, with less. But the golden thread that runs through TA no matter where you are, is that TA teams are silently shaping the world, one role at a time!

Resilience and innovation

In a world that’s constantly evolving, one thing remains certain: the challenges faced by Talent Acquisition (TA) leaders across the globe. I’ve been fortunate over the last couple of months to engage directly with our TA leader community from the UK, Ireland, The Netherlands, and the US and as we look ahead to 2024, it’s clear that TA leaders worldwide are confronted with similar obstacles – a scarcity of talent and the ever-increasing demand for specific skills. But, with their determination and innovation, they continue to make an impact, shaping the world one job at a time.

Data-driven decision-making

Modern TA teams are driven by data. They understand the importance of starting with context, selecting relevant data points, and aligning insights with stakeholder needs. In a world drowning in information, they use data as their lifeboat, steering the hiring ship toward calmer waters. It’s no longer just about intuition; it’s about informed decisions.

TA leaders are crafting narratives that engage both existing employees and prospective talents

Dynamic employer branding

The art of storytelling in employer branding is in perpetual evolution. It’s not just about appealing to external candidates; it’s about resonating with the internal workforce as well. TA leaders are crafting narratives that engage both existing employees and prospective talents. They understand that the company’s story needs to be an ongoing dialogue, not a one-time monologue.

Generative AI for TA

The emergence of generative AI in TA is taking centre stage. With a strong commitment to ethical outcomes, TA leaders are navigating the new waters of AI with integrity. They’re addressing the ethical questions raised by AI and ensuring that, as technology advances, it’s in line with their values.

 Contingent workforce strategy

Having a well-defined contingent workforce strategy is now a key player in the global talent marketplace. TA leaders recognise that flexibility is the need of the hour. They’re building a workforce that can adapt to ever-changing demands, ensuring their organisations remain agile and competitive.

Innovative assessment

Traditional hiring processes no longer cut it. TA leaders understand that it’s crucial to identify the skills, interests, and motivations of candidates to build a workforce that can tackle the challenges of tomorrow. They’re pioneering new methods of assessment to unlock the potential of their future employees.

Diversity, Equity, Inclusion, and Belonging (DEIB) talent

The focus on DEIB is a unique untapped talent opportunity. TA leaders worldwide are actively seeking out diverse talent, ensuring that their organisations reflect the richness of the world’s cultures and experiences. They recognise that diversity isn’t just a checkbox but a source of innovation and strength.

The right partners

TA leaders understand they can’t tackle these challenges alone. They need the right partners, whether it’s in the form of HR tech vendors, talent solutions partners, or wider internal teams. They’re forming collaborations that amplify their efforts and bring success within reach.

Having a well-defined contingent workforce strategy is now a key player in the global talent marketplace

Internal mobility, upskilling and retention

In 2024, TA teams recognise that it’s not just about external recruitment. Internal mobility, upskilling, and retention are integral parts of a total talent strategy. They’re investing in their current workforce, nurturing the talent they already have, and helping them grow within the organisation.

Despite these challenges, there’s something remarkable about the TA community – their resilience and the innovative spirit they bring to the table. They constantly find new ways to solve problems and deliver outstanding results, all with a smile on their faces. Their work isn’t just about filling job openings; it’s about changing people’s lives.

The TA community, often overlooked, is silently shaping the world we live in, one job at a time. Their work, their dedication, and their unwavering commitment to excellence make them unsung heroes in the ever-evolving world of talent acquisition. As we move into 2024, we salute these individuals who are making a profound impact on the global workforce and shaping the future of work.

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