Winning The Talent War
A 2022 report, “Who is Winning the Talent War?’ from Gartner TalentNeuron™, makes very interesting reading for companies, particularly those who are working in competitive markets that may be struggling to attract or retain the very best talent.
Working from home during the pandemic has also completely changed people’s thinking about work and in turn recruiters’ strategies for how they find new candidates, providing a much wider pool of potential employees drawing across towns, cites, counties and even countries – a change which as the CEO of a specialist search firm I could never have imagined before.
According to an earlier report from the same firm, Gartner 2021 Board of Directors Survey 48 per cent of board directors say COVID had changed both their business model and made digitalisation a priority as a result. This has resulted in talent scouting for particular skills and in various locations, rather than sticking to traditional recruiting models. As you would imagine, technical skills and in particular setting up and interpreting analytics, are at the forefront of all roles, particularly ones in the STEM sectors.
in the words of the report’s authors, it is also “why the war for talent, already a challenge before the pandemic, requires an even more urgent strategic action plan now.”
the following are the areas the Gartner TalentNeuron™ report advises companies to focus on in recruitment terms:
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Use analytics to determine what skills are necessary for the workforce and what will help you keep a close eye on competitors. This includes checking on what skills competitors are using and then proactively recruiting for them yourself.
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Again, using analytics, companies should be able to run cost analysis for hiring talent via outsourcing in various locations around the globe. This is especially the case post-Covid where working from home became the norm – and a very practical solution - for many employees and companies.
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Using location data can help companies examine top university talent in various geographic regions. Management can then work out salaries by looking at the cost-of-living index and cost of property in that location. This type of data also helps a company decide where to locate its next hub when the subject of expansion comes up
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Labour market analytics can help companies create a list of key job profiles hired by competitors so that they can optimise their own job descriptions. This ensures they get employees with the modern skill sets necessary for the company to stay relevant and grow stealing a competitive march on their peers.
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Analytics around tech talent availability can help companies look at the level of competition for specific skills as well as talent migration trends. This allows them to hire the right people at the right time. It can also allow them to introduce more diversity and flexibility.
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Using analytics for university talent, ethnic and gender diversity it should be possible to grow a strong and diverse workforce. Apprenticeship programmes can facilitate moving staff around the organisation and provide upskilling opportunities.
If you need help with Market Mapping, RMG has a specialist Market Mapping product which may provide your business with a strategic advantage if you are reviewing your market and potential future candidates.
