As the year draws to a close, we wanted to share some top considerations for Talent leaders to keep in mind as they look forward and begin to develop 2022 strategies.
We delve into leveraging data and knowledge, the importance of a strong employer brand, clarity on remote models, and the dedication to diversity needed moving forward.
Leverage Data For Talent Strategy
According to the Harvard Business Review, the rise of digital collaboration platforms and new methods for harvesting data, along with new technologies and novel approaches for finding and managing talent, are redefining how companies will build their workforces going forward.
The background to this is that Talent is becoming an increasingly strategic function with greater complexity year on year and a growing recognition of the value and importance of Talent strategy and management.
In 2022, companies will increasingly need to leverage knowledge to inform and drive Talent strategy. Data, insights and recruitment intelligence will only grow in importance as companies strive to understand the talent markets in which they operate and look to find and attract the best possible candidates.
Employer Branding Makeover
Employer branding is never complete and should always adapt to the circumstances. To create an employer brand that is relevant, it’s important to look at what has changed as a result of recent upheaval. The workplace is not the same as it was pre-pandemic, and employees’ attitudes and expectations are ever changing.
Employers need to go back and re-evaluate all aspects of their employee value proposition (EVP). You need to have a clear idea of what you can offer employees right now and going forward, from flexible work arrangements to actions that foster greater diversity and inclusion and demonstrate compassion and care for employees.
However, it’s not only about what you can offer employees and candidates but how you communicate those offerings. You’ve got to make sure your choice of words resonates with the right candidates in this new era of work. Otherwise, your employer brand will be outdated, and your ability to hire the right talent will be upended even more. To tune into more on why employer brand is more important than ever before, check out this article from LinkedIn.
For 2022, Talent teams should be carefully considering their EVP, their messaging and internal voices should be communicating with prospects and the wider talent community.
No Room for Vagueness
Now the “remote everywhere“ trend has tipped the scale of balance, candidates and employees are making their preferences known. However, two issues have emerged:
- Some companies can’t make a decision as to whether to offer hybrid and remote working.
- Other companies haven’t defined what remote working really means. For example, does it mean close enough to the office so that employees can technically come in at any time, or does it really mean that they can live and work in far-flung locations?
The bottom line is that in the race to secure great talent, companies can’t afford to be vague about their remote-working policies. You need to think hard about your position and stick to it. You need to find what is right for your company and evaluate the level of presenteeism that is necessary for your business to run effectively.
However, it‘s not just about what you need. In a highly competitive talent market, it’s vital to consider what employees want – or you run the risk of losing out on top talent to competitors that offer more flexibility. To uncover more insights about what employees want from remote, check out our blog piece here or contact one of the team for the full report.
Dedication to Diversity
Throughout 2021, many talent leaders have claimed diversity and inclusion is a top priority!
However, in a recent survey run by ERE, nearly 80% of tech leaders said they prefer to hire from their personal networks, including former co-workers and friends. In the same survey, 90% of leaders said they were dedicated to hiring diverse and female tech talent. In other words, the desire is there, but approaches to hiring can leave much to be desired.
Simply put, leaders will need to broaden their horizons. For 2022, expanding your recruitment pool will be key to helping companies secure the skills and the personalities that make up a truly diverse organisation.
Ultimately, now is the time for talent leaders to have open discussions about all of the above considerations. It’s also time to think about what recruitment models map to today’s uncertain landscape and how to tap into new talent pools to stay competitive in today’s hiring market.
We believe that Talent has become strategic and those companies who are open to giving Talent Acquisition the strategic importance it requires will be best placed to succeed in 2022. This will require knowledge, data and insights to be able to plan and be proactive to meet your talent goals. Additionally, companies will need to increasingly own employer branding and actively engage with the community to stay front of mind. Finally, Talent teams will need to lead on key issues on diversity and inclusion and remote/flexible working.
It is a challenging time for Talent teams but equally an exciting one we believe as the role of data, community building, relationship management and strategy grows and we move away from dated transactional attitudes to Talent management and acquisition.
Reach out to us at email@example.com to organise a chat and discover how TA.Guru can help you become a strategic Talent team and achieve success in your aims for 2022.