2018人才趋势报告（英文版）_26页_5mb

2018 Talent Trends Report Summary

Core Content

The 2018 Talent Trends Report by Randstad Sourceright highlights the evolving role of talent leaders in the post-digital age. It emphasizes the need for a strategic, holistic and technology-driven approach to talent management to navigate the increasing complexity of the modern workplace.

Main Views

• Talent Strategy and Business Alignment: Talent leaders are expected to align their strategies with business goals, ensuring that their initiatives have a measurable impact on performance. A growing number of leaders (78%) believe their talent strategy should directly influence business outcomes.
• Strategic Role of HR: The role of HR is shifting from a support function to a strategic partner. Talent leaders are now seen as critical contributors to the organization's future, with 84% of respondents stating that their work prepares the organization for the future.
• Quality of Hire: There is a growing emphasis on the quality of hires rather than just speed or cost. Companies are investing in metrics that reflect the performance and potential of new hires, as quality is linked to better business results.
• Talent Experience: Enhancing the workplace and candidate experience is becoming a priority. Companies are investing in technology and culture to create a more engaging and inclusive environment, with 51% increasing budgets for workplace experience and 46% for candidate experience.
• Holistic Talent Model: The report encourages a shift from siloed thinking to a holistic approach, considering all work arrangements (employee, contractor, contingent worker) and leveraging them based on business needs.
• Technology and Automation: The integration of AI, machine learning, and robotics is reshaping the talent landscape. While there is optimism about their potential to enhance productivity and decision-making, there are also concerns about job displacement and the need for new skills.

Key Information

1. Talent Strategy and Business Value

• 78% of talent and C-suite leaders say their talent strategy aims to have a measurable impact on business performance.
• 71% believe talent acquisition is more about total value creation than cost savings.
• Talent leaders are expected to be proactive and understand the business's strategic direction to deliver the right talent at the right time.

2. Quality of Hire

• 72% of C-suite and HR leaders say employer expectations of talent are continuously growing.
• Quality of hire is now a top recruitment metric, with companies recognizing its importance for productivity, retention and business outcomes.
• Only about one-third of employers track quality of hire, which is a key area for improvement.

3. Talent Experience

• 51% of companies are increasing budgets to enhance the workplace experience.
• 46% are increasing budgets to improve the candidate experience.
• A positive experience is critical for attracting and retaining talent, and companies like Airbnb are leading the way in this area.

4. Holistic Talent Approach

• 76% of leaders believe the right person for any role may be an employee, contractor or contingent worker, and could be located anywhere globally.
• Companies are shifting more permanent roles to temporary or freelance talent, with 25% planning to do so in the next year.
• A holistic model is essential to maximize agility and optimize talent pools.

5. Technology and Automation

• 81% of talent leaders are optimistic about the impact of AI, machine learning and robotics in the workplace over the next 3–5 years.
• 70% believe technology helps make better hiring decisions.
• 65% agree that HR technology has either transformed or positively impacted business performance.

Five Ways to Align Talent Strategy with Business Needs

1. Stay one step ahead: Anticipate business challenges and suggest talent solutions before problems arise.
2. Think like a business executive: Regularly consult with C-suite leaders to understand their priorities and pain points.
3. Transform or make modest changes: Determine whether your initiatives need to be transformative or incremental based on business needs.
4. Understand and manage expectations: Clearly communicate your strategy and its outcomes to sponsors and stakeholders.
5. Fight for necessary resources: Advocate for the tools and people required to execute your talent strategy effectively.

Five Ways to Enhance Talent Quality

1. Start tracking results: Use surveys and follow-ups to assess new hires' performance and long-term impact.
2. Define quality clearly: Reach a consensus on what constitutes a high-quality hire and which metrics are most relevant.
3. Benchmark your best performers: Use the traits and performance of top talent to set standards for future hires.
4. Don't overlook pre-hire quality: Focus on the right talent pool and ensure hiring managers are aligned with the required skills.
5. Engage hiring managers: Involve them in defining quality and ensuring the success of new hires.

Five Ways to Create an Experiential Advantage

1. Get feedback on what's important: Regularly survey talent to understand their needs and how to better support them.
2. Ensure a friendly environment: Implement policies to prevent harassment and promote a comfortable workplace.
3. Reinforce the value of the mission: Help talent understand the importance of their role to the organization.
4. Communicate with talent: Keep applicants and employees informed about their status and business developments.
5. Get collaboration throughout the company: Involve multiple stakeholders in talent initiatives to build a unified culture.

Five Ways to Build a Holistic Talent Model

1. Define the benefits: Create a strong business case for the integrated talent model, highlighting its competitive advantages.
2. Don't rush the journey: Implement changes gradually, ensuring all stakeholders are involved and informed.
3. Define your stakeholders: Engage HR, procurement, legal, IT and hiring managers in the transformation process.
4. Know what you don't know: Recognize knowledge gaps and seek external support where needed.
5. Set clear milestones: Develop a roadmap with defined steps to guide the implementation of the holistic model.

Conclusion

The 2018 Talent Trends Report underscores the importance of aligning talent strategy with business goals, focusing on quality and experience, and embracing a holistic and technology-enabled approach. Talent leaders are becoming more strategic, and their role is increasingly critical in driving organizational success. The report encourages a transformational mindset to navigate the complexities of the modern workforce and position the company for long-term growth.