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Seven meta-trends that will shape recruitment and retention in 2023

Cpl’s TEG has published a new white paper: Catching the next wave of talent innovation, to help organisations better understand the changing talent landscape, which includes seven meta-trends focused on talent attraction and retention.

Talent solutions specialist Cpl’s Talent Evolution Group (TEG) has forecasted seven talent management meta-trends that will be at forefront of UK recruitment and retention success in 2023.

A new white paper*: Catching the next wave of talent innovation, to help organisations better understand the changing talent landscape, includes the following meta-trends focused on talent attraction and retention: 

  1. Total talent attraction – Organisations need to adopt an integrated, data driven, and experience centric approach in finding and attracting new talent, from wherever the talent may be. The talent is out there, but not necessarily checking the job boards, so organisations are less likely to reach the candidates they desire with more traditional approaches to talent attraction. 
  1. Purposeful value propositions – It is no longer just about remuneration with talent remaining loyal to the highest bidder. Although salary is still critical to attracting and retaining talent, employers also need to consider the broader value equation which includes propositions such as career advancements, inclusion and diversity, work-life balance, and employee benefits. 
  1. Harnessing the blend – Harnessing and professionally managing a blend of full-time employees, contingent workers, delivery partners, suppliers, contractors, and customers. Whilst blended models provide many advantages, they also create new complexities and meaningful challenges that business leaders must respond to. 
  1. Deconstructing work, augmentation, and transversal skills – The key philosophy is thinking beyond traditional boundaries or tightly defined roles and deconstructing work tasks to the core competencies and skills required to deliver the work. 
  1. A human spaceThe creation of a human space requires a constant focus on ensuring a fully diverse and inclusive environment that allows people to confidently be themselves at work. Prioritising personal, emotional, and social needs across diverse workforces will continuously improve the humanity of an organisation. 
  1. Journeys of growth – Creating journeys of meaning, progression, and growth for employees throughout their employment. With five generations now at work, there is an opportunity to provide more personalised career experiences and journeys tailored for employees and employee groups. 
  1. Wellness-centred leadership – Taking proactive responsibility for the health and wellbeing of workforces and the organisations wider sphere of influence. A culture of health can help reduce costs, increase revenues and profits, and enhance a company’s reputation. 

Áine Fanning, Managing Director of Talent Evolution Group (TEG) said, “As organisations prepare for another year of attracting, hiring, and retaining employees, sourcing the right talent will continue to be a challenge in the current labour market. Our predicted trends are based on research and ongoing client engagements, uncovering the trends that business leaders need to respond to, to be at the forefront of talent innovation. 

“As a recruitment outsourcing provider and managed service provider, we see first-hand the challenges that business leaders are faced with when they need to upscale in response to market opportunities. Our talent solutions are continually evolving to keep pace with the changing landscape of talent management. There has never been a higher demand for outsourced talent management experts to support HR and procurement teams, with new economic conditions, skills shortages, and the relentless competition for the best talent.” 

www.talentevolutiongroup.com

*Cpl’s TEG

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