What’s happening now and what’s happening next?
Our recent series of TA and HR Leaders dinners in New York and Atlanta revealed some intriguing insights into current talent challenges:
Our first looked at the ‘hire-train-deploy’ model which is not as established in the US as it is in the UK, although the underlying requirement to help young people be work-ready in a range of specialist roles is just as acute. This is especially true for employers looking to engage with a more diverse range of candidates, so watch this space for future growth in this area.
Also, in a post-pandemic world, successful candidate engagement is a delicate dance that requires harmony with a technology infrastructure that not only streamlines processes but also consistently delivers high-calibre talent, with talent marketplaces in particular, playing an ever-increasing role.
Likewise, as AI looms ever larger on the horizon it will become a force in Talent Acquisition beyond mere process optimization. AI is poised to reshape the skills landscape, but our group did note the potentially profound implications for Diversity, Equity, and Inclusion (DE&I) initiatives – both good and bad.
Shifting our focus to the insights gleaned in Atlanta, one pressing challenge was highlighted – solving the enigma of Applicant Tracking Systems (ATS). It is increasingly evident that talent technology should transcend the role of a mere process streamliner. Instead, it should evolve to offer intelligence and insights, augmenting decision-making processes.
The convergence of permanent and contingent staffing models surfaces as another key topic. The imperative here is to acknowledge that the talent pool isn’t confined solely to fresh candidates; it needs to extend to past employees and silver medallists who may, in fact, be better suited for current roles.
Additionally, a dynamic approach to attrition, particularly among younger employees, becomes essential, with proper offboarding serving as a bridge to rehiring.
DE&I initiatives were again an important part of our conversation, with our group stating that the criticality of visible representation across all levels of an organization is of the utmost importance.
In conclusion, as talent leaders grapple with multifaceted challenges, the industry stands at the cusp of transformation, driven by the forces of technology, evolving remote work trends, and an unwavering commitment to diversity and excellence. These insights are only the tip of the iceberg of what was discussed – you really did have to be there, and you can be!
The highlight of the year, our Talent & TIARAS two-day conference in Dallas in November is where we will be able to take a deeper dive into these pressing issues. Apart from keynote speakers and industry experts this event is particularly about facilitating an opportunity for TA and HR leaders from a range of US industries to discuss and debate the most pertinent issues, sharing insights and expertise that can help them deliver on talent strategies, build employer brand, achieve DE&I goals and just make the whole candidate experience a lot better.
Some places are still available, and we would be delighted if you can join us. And for anyone confused by TIARAs – these are TALiNT Partners’ global awards that recognize excellence and innovation across the TA, Staffing and Talent Technology industries, all underpinned by a rigorous judging process and attracting an outstanding caliber of entries. Whether it is to enter the TIARA Awards, attend the conference or both it would be great to have you involved. For more information visit the https://talintpartners.com/event/talint-partners-talent-tiaras-2023/
