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

KORN FERRYBEMORE THANThe futureof talentacguisition The last fewyears have seenunprecedenteddisruptions inwhen, where,how,and evenwhy we work.As we look to 2023, Korn Ferrytalentacquisitionexpertsfromaroundthe world offertheirthoughts on whatthe comingyear will bring to the job market,howchangingmarketconditionswill impact workforceplanning,and what employers can do toevolvetheirstrategyto attract-and retain-the best talent. 7trendsthat willshapetalentacguisitionin 2023 Moving aroundbut not outThanksto a dynamic job market,professionals areno longer thinking of career growth in traditionalterms. Instead, they are ditching the ladder forthe lattice,making movesto other areas withintheir current organization, signaling a growinginternal mobilitytrend.Inmanycases,companieswill usetalent analytics and workforceplanningto determine which new roles are needed tofutureproof the business and which employeesmight be a good fit for those roles.Going forward,employers will likely begintoput more emphasis on developing their currentworkforce,offering regulartrainings andcertification programs to reskill orupskill internalcandidates.Increasingly,companies will utilize Alprograms that use predictive analytics to auditemployeesexistingskillsets,shortlistpromisinginternal candidatesfordifficult-to-fill roles,providetailored career development content, and createpersonalized careerpathwaysbasedongoalsandinterestareas.Investing in internal mobility-andcreating roles to manage it-will not only helporganizations motivate top talentand develop morediverse pipelines,experts say,but also to fill openroles and meet critical needs amid stalled hiring. Consider it an antidote to theGreat Resignation.Even withtheCOVID-19 pandemic in the rearview,expertssay,professionals continueto re-evaluate their work and theirEmployeeswhopurpose;employees whofeelfeel overworkedoverworked and undervalued, andseenoroomforgrowth,will noand undervaluedlongerstayintheir roles.In2023,companies dedicated tocontinuousand see noroomemployeeempowerment-wheretalent is cross-trained andfor growth,willdeveloped into otherroles-no longer staywill likely see an increase inengagement, commitment andin their roles.loyaltyamongtheirworkforces.personalizedcareerpathwaysbased on goals and interest areas.Investingininternalmobility-andcreating roles to manage it-will notonlyhelp organizations motivatetop talentand developmorediversepipelines,experts say,butalso to fill open roles and meetcritical needs amid stalled hiring. 02Talent Acquisition and Talent Management:From"it's complicated"toin a long-term relationshipIt doesn't pay to make a great hire ifleveraginginsightsgleanedfromonethat persondoesn't stick around for verypointacrossto others to turn momentslong.That's why,goingforward,talentintomomentum intheir career.Thiswillacquisitionandtalentmanagementhelp new hiresfeel valuedand respected,teamswill begintoworktogethermorebecauseitshowstheirpersonalandclosely,from the start of the hiringprofessionaldevelopmentissupportedprocessthroughcareerdevelopmentand signal that theiremployeris investedand succession.intheir success.Inturn,experts say.employeesaremorelikelytostayontheFor so long,talentacquisitionandtalentjob-forlonger-andbemorecommittedmanagement have operatedas separateto their work.functions underthehumanresources(HR)umbrella.But with thepandemicupending everythingweknewabouttheIn fact,one surveyworld of work,and companies seeingarecord number of resignations,the lastfound34%higherfew years have underscored the needretentioninforacloseralliancebetweenrecruitersand talent managers.employees whoBypartnering,talentacquisitionhadprofessionalprofessionalsandtalentmanagerscan create a connected journeythatdevelopmentstartswiththerecruitingprocessandopportunities.continuesthroughthe employeelifecycle,6 What's more,experts say a moreconnected,integrated process willallowemployersto betterleverageand redeploy existing talentasbusinessneedsdemand.In2023recruiters and talent managersshould work togetherto ensurethat the data collected duringtherecruitment process is usedthroughout the employee lifecycle,making sure the employee isdeveloping throughout theircareer.Employers can strengthenthe interconnectivity betweentheirtalent acquisition and talentmanagementteams by investingincloud-basedtalentplatformsthat allow recruiters and talentmanagers to share,capture,andleverage talent data to not onlyCompanies thatdeliveraprogressive employeeexperience,butto alsohelpdevelop theirthe business grow forinternalmobility.And the benefit is two-workers willfold:companiesthat develop theirworkers will retainmore of itsretain more of itsworkforce diversityandbecomeworkforce diversitymore agile and efficientinrespondingto changingand become moremarket conditions.agile andefficientinrespondingtochangingmarketconditions 03Executivesandprofessionals forshort-termhireTheCOViD-19pandemicnotonlychangedwhen,whereand how people work, but also thetype of work they doOverthelastthreeyears,mo