2023年人才招聘的7大趋势(英文版) -The Future of Talent ...

KORNFERRY BEMORETHAN Thefuture oftalent acguisition Thelastfew yearshaveseen unprecedented disruptionsin when,where,how,andevenwhywework. Aswelookto2023,KornFerrytalentacquisitionexpertsfromaroundtheworldoffertheir thoughtsonwhatthecoming yearwillbringtothejobmarket, howchangingmarketconditions willimpactworkforceplanning,andwhatemployerscandotoevolvetheirstrategytoattract- andretain-thebesttalent. 7 trends thatwill shape talentacguisitionin2023 Movingaround butnotout Thankstoadynamicjobmarket,professionalsarenolongerthinkingofcareergrowthintraditional terms.Instead,theyareditchingtheladderfor thelattice,makingmovestootherareaswithintheircurrentorganization,signalingagrowing internalmobilitytrend.Inmanycases,companies willusetalentanalyticsandworkforceplanningtodeterminewhichnewrolesareneededtofutureproofthebusinessandwhichemployeesmightbeagoodfitforthoseroles. Goingforward,employerswilllikelybeginto putmoreemphasisondevelopingtheircurrentworkforce,offeringregulartrainingsandcertificationprogramstoreskillorupskillinternalcandidates.Increasingly,companieswillutilizeAlprogramsthatusepredictiveanalyticstoauditemployeesexistingskillsets,shortlistpromisinginternalcandidatesfordifficult-to-fillroles,providetailoredcareerdevelopmentcontent,andcreate personalizedcareerpathwaysbasedongoalsand interestareas.Investingininternalmobility-andcreatingrolestomanageit-willnotonlyhelporganizationsmotivatetoptalentanddevelopmorediversepipelines,expertssay,butalsotofillopen rolesandmeetcriticalneedsamidstalledhiring. Consideritanantidotetothe GreatResignation.EvenwiththeCOVID-19pandemicintherearview,expertssay,professionalscontinue tore-evaluatetheirworkandtheir Employeeswhopurpose;employeeswhofeel feeloverworked overworkedandundervalued,andseenoroomforgrowth,willno andundervaluedlongerstayintheirroles.In2023, companiesdedicatedtocontinuous andseenoroomemployeeempowerment-where talentiscross-trainedand forgrowth,willdevelopedintootherroles- nolongerstay willlikelyseeanincreasein engagement,commitmentand intheirroles. loyaltyamongtheirworkforces.personalizedcareerpathwaysbasedongoalsandinterestareas.Investingininternalmobility-and creatingrolestomanageit-willnotonlyhelporganizationsmotivatetoptalentanddevelopmorediversepipelines,expertssay,butalsotofillopenrolesandmeet criticalneedsamidstalledhiring. 02 TalentAcquisitionandTalentManagement: From"it'scomplicated"to inalong-termrelationship Itdoesn'tpaytomakeagreathireifleveraginginsightsgleanedfromone thatpersondoesn'tstickaroundforverypointacrosstootherstoturnmoments long.That'swhy,goingforward,talentintomomentumintheircareer.Thiswill acquisitionandtalentmanagementhelpnewhiresfeelvaluedandrespected, teamswillbegintoworktogethermorebecauseitshowstheirpersonaland closely,fromthestartofthehiringprofessionaldevelopmentissupported processthroughcareerdevelopmentandsignalthattheiremployerisinvested andsuccession.intheirsuccess.Inturn,expertssay. employeesaremorelikelytostayonthe Forsolong,talentacquisitionandtalentjob-forlonger-andbemorecommitted managementhaveoperatedasseparatetotheirwork. functionsunderthehumanresources(HR)umbrella.Butwiththepandemic upendingeverythingweknewabouttheInfact,onesurvey worldofwork,andcompaniesseeinga recordnumberofresignations,thelastfound34%higher fewyearshaveunderscoredtheneed foracloseralliancebetweenrecruiters retentionin andtalentmanagers.employeeswho Bypartnering,talentacquisitionhadprofessional professionalsandtalentmanagers cancreateaconnectedjourneythatdevelopment startswiththerecruitingprocessand continuesthroughtheemployeelifecycle, opportunities. 6 What'smore,expertssayamoreconnected,integratedprocesswillallowemployerstobetterleverage andredeployexistingtalentasbusinessneedsdemand.In2023recruitersandtalentmanagers shouldworktogethertoensure thatthedatacollectedduringtherecruitmentprocessisused throughouttheemployeelifecycle,makingsuretheemployeeisdevelopingthroughouttheircareer.Employerscanstrengthentheinterconnectivitybetween theirtalentacquisitionandtalent managementteamsbyinvestingincloud-basedtalentplatformsthatallowrecruitersandtalent managerstoshare,capture,and leveragetalentdatatonotonlydeliveraprogressiveemployeeexperience,buttoalsohelp thebusinessgrowforinternal Companiesthat developtheir mobility.Andthebenefitistwo-workerswill fold:companiesthatdeveloptheir workerswillretainmoreofitsretainmoreofits workforcediversityandbecome moreagileandefficient workforcediversity inrespondingtochangingandbecomemore marketconditions. agileandefficientinrespondingtochangingmarket conditions 03 Executivesandprofessionalsforshort-termhire TheCOViD-19pandemicnotonlychangedwhen,whereandhowpeoplework,butalsothetypeofworktheydoOverthelastthreeyears,moreandmoreprofessionals- full-timejobstopursueinterimorcontractwork.And thenumberofglobalinterimworkersisonlyexpected togrowin2023:toroughly78millionfromabout43 millionin2018,accordingtoonesurvey. Whymoreprofessionalsprefershort-termgigstofull-termworkvaries.InoneKornFerrysurvey,21%ofinterimprofessionals