Talent acquisition executives predict “workplace flexibility” will be the top reason why candidates choose an employer five years from now. This flexibility goes well beyond workers’ hours and location, to the very nature of the employee-employer relationship.
That is part of another shift in the talent landscape: the move from a full-time employee base to contingent workers. Seventy-five percent of survey respondents reported that they use a contingent workforce on either a regular or an as-needed basis, and the numbers of those workers are expected to grow substantially in the years ahead.
As talent acquisition professionals work to adapt to the changing priorities of candidates, they must also focus on the attributes and skills needed to fill the toughest positions. Survey respondents indicated the most difficult roles to fill today are in sales, research and development, and information technology, and filling them is only going to become more difficult.
The pace of technological and marketplace change will continue to create demand for new skill sets and brand-new job categories. Candidates with the right skills will be looking for organizations that provide flexible working arrangements and a congenial working culture. They might agree to be available via their mobile devices at all times of the day and night, but in return, they expect to work from home and take time off during the day when the need arises.
Demographics suggest the talent shortage will become more acute in the years ahead. Between 2015 and 2025, the 167 million workers entering the workforce will barely outpace the 166 million workers retiring.
In the face of these challenges, it is crucial that talent acquisition become more intertwined with all the functions of the business. In order to stay competitive, leaders must understand where talent needs will arise throughout the organization, and talent acquisition professionals must map a talent management plan to support the overall goals of the business.
This plan can take a blended approach to talent management that includes an effective campus recruitment operation, a robust contingent workforce, a strong social media presence targeted at workers’ needs, a powerful employee brand, and an effective training and leadership development program.
Organizations that implement a blended approach, provide flexible work structures, and give workers what they want from their employers will be best positioned to win the talent acquisition game.
Chosen excerpts by Job Market Monitor. Read the whole story at Preparing for the Future of Talent Acquisition – SPONSOR CONTENT FROM KORN FERRY