On Wednesday 11th June, The HR World hosted a round table dinner, bringing together a group of leading HR Directors, Chief People Officers and Talent Acquisition leaders, to explore some of the biggest trends currently affecting talent acquisition.
With a clear focus on the evolving role of skills-based hiring to help build agile, high-performing organisations the discussion was led with thoughts from Michelle Rajkumar, Global Talent Acquisition Leader and Lindsay Gallard, Chief People Officer, Six Degrees.
The conversation also featured new research from the round table’s sponsors Morgan McKinley Talent Solutions, giving their access to the latest information and trends around this crucial subject.
What emerged from the conversation was that in today’s rapidly evolving tech-driven world, the traditional methods of talent acquisition are being challenged. Businesses are determined to stay competitive in all areas and to do this from a talent acquisition point of view, it has been necessary to shift focus from identifying traditional credentials to perfecting a skills-first mindset. In this context, those around the table identified adaptability, lifelong learning, and the role of technology as important in shaping the future of work.
Essentially, employers are now operating in a world where job roles are changing faster than job titles can keep pace. In this scenario the ability for employees to be able to adapt and develop their skills is incredibly valuable.
The discussion emphasised the need to value what people can do over where they’ve been. Organisations need to be able to analyse and measure ability and potential among employees, challenging traditional credentials and foregrounding ability and adaptability. For this approach to be sustainable and deliver value, organisations must build inclusive pathways, recognising the potential of their staff and ensuring they are able to move through the business easily and successfully.
Naturally technology has a huge part to play here. The discussion looked at best practice around the use of AI and automation, leveraging these technologies to streamline the recruitment process, from candidate screening to skills assessment. It was also felt that making data-driven decisions around talent management meant there was a better understanding of workforce needs resulting in better hiring and development decisions.
Retaining talent continues to be a challenge for employers, and the discussion proposed initiatives such as providing regular check-ins with employees to understand their needs and the key to their satisfaction. Culture was also an important part of retention while creating good internal mobility also meant employees could be developed and encouraged to stay with the organisation.
Indeed, addressing internal mobility, through encouraging lateral moves around an organisation and creating a skills database so the organisation can stay on top of the skills and abilities it has within it’s workforce can also be key to keeping employees motivated and the organisation aware of the talent it has.
Finally, the discussion made clear that in the field of people development, diversity and inclusion are not just buzzwords but are essential components of a successful talent strategy. The discussion emphasised the need to ‘widen the gate, not lower the bar’ in ensuring hiring, and development processes are inclusive and equitable. Once again, the creation of a positive and inclusive company culture can help diverse talent thrive and progress.
There is no question that the future of talent acquisition and management lies in a skills-first approach that values adaptability, lifelong learning and diversity. Achieving this and making the most of this approach requires HR to ensure other areas of its work are aligned to this aim. Technology, culture and internal talent management must be addressed in order to build a workforce that is not only skilled, but also resilient and innovative. As the world of work continues to evolve, embracing these strategies will be key to staying competitive and thriving in a tech-driven landscape.
