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 workforce.

Main Views

• Talent Navigators: The report introduces the concept of the "talent navigator" — a leader who must guide organizations through the complexities of the current labor market and align talent strategies with business goals.
• Strategic Alignment: Talent strategies must be aligned with business objectives, and leaders are expected to contribute to strategic decisions and deliver measurable impact on business performance.
• Quality of Hire: There is a growing emphasis on the quality of hires rather than just speed or cost. Quality of hire is seen as a critical factor in driving business value and should be equally prioritized in recruitment metrics.
• Workplace and Candidate Experience: Companies are investing in creating positive experiences for both current employees and job applicants. This includes flexible work arrangements, engaging work environments, and effective communication.
• Holistic Talent Model: The report advocates for a more integrated and holistic approach to managing talent, considering all work arrangements (employee, contractor, contingent worker) and leveraging the global talent pool.

Key Information

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 (up from 57% in 2016).
• 71% say their talent acquisition strategy focuses on total value creation rather than cost savings.
• The C-suite increasingly expects HR to be involved in strategic decisions, with 77% stating HR deserves a voice in these discussions.

Quality of Hire

• 72% of C-suite and HR leaders say employer expectations of talent are growing.
• Gartner estimates that only about one-third of employers track the quality of hires.
• Poor hires are costly, with Gartner estimating $1.6 million in rework per 1,000 new hires.
• High-quality hires bring competitive advantages through performance and productivity.

Workplace Experience

• 51% of employers are increasing or maintaining budgets to enhance the workplace experience.
• 46% are increasing budgets to improve the candidate experience.
• A positive workplace experience impacts productivity, retention, and employer brand.

Flexible Work Arrangements

• 76% of employers believe the right person for a role can be an employee, contractor, or contingent worker, and may be based anywhere in the world.
• The temporary labor force in the EU grew by 25% between 2001 and 2012, while permanent hires increased by only 7%.
• SOW contractors are growing at twice the rate of managed services program (MSP) spend.

Technology and AI in Talent Management

• HR technology is the top influencer on workforce productivity, cited by 65% of leaders.
• 81% of talent leaders feel positive about the presence of automation, AI, and robotics in the workplace over the next three to five years.
• The report acknowledges the challenges of integrating technology into talent strategy and the need for discernment in which roles should be automated.

Five Ways to Align Talent Strategy with Business Needs

1. Stay one step ahead by anticipating business challenges and recommending talent solutions in advance.
2. Think like a business executive to understand the strategic priorities and pain points of the C-suite.
3. Transform or make modest changes based on the scale of executive expectations and the potential impact of initiatives.
4. Understand and manage expectations with clear communication and defined outcomes.
5. Fight for necessary resources to support talent initiatives such as employer branding and recruitment marketing.

Five Ways to Enhance Talent Quality

1. Start tracking results through surveys and performance assessments.
2. Define quality clearly to ensure alignment between hiring managers and HR.
3. Benchmark your best performers to identify traits that lead to success.
4. Don't overlook pre-hire quality by evaluating the right talent pool and skills.
5. Engage hiring managers to ensure they are aligned with quality standards and expectations.

Five Ways to Create an Experiential Advantage

1. Get feedback on what's important to talent through regular surveys.
2. Ensure a friendly environment by implementing strong anti-harassment policies.
3. Reinforce the value of workers' mission to foster a sense of purpose.
4. Communicate with talent regularly to keep them informed and engaged.
5. Get collaboration throughout the company by involving all stakeholders in talent initiatives.

Five Ways to Build a Holistic Talent Model

1. Define the benefits of a holistic approach and create a compelling business case.
2. Don't rush the journey — take a measured and strategic approach to transformation.
3. Define your stakeholders and ensure their support for the integrated model.
4. Know what you don't know and seek external expertise where needed.
5. Set clear milestones to guide the implementation of a holistic talent strategy.

Conclusion

The report underscores the importance of talent leaders becoming strategic advisors, leveraging technology, and focusing on quality and experience to drive business success. It calls for a shift from traditional HR models to integrated, agile and future-focused talent strategies.