UNIVERSUM-2021年人才展望报告（英文）-2021.4-24页_987kb

Talent Outlook 2021 Summary

Core Content

The 2021 Talent Outlook document explores the transformative impact of the COVID-19 pandemic on the global workforce and outlines key trends and insights that are expected to shape talent management strategies in the coming year. It highlights how the crisis has accelerated digital transformation, altered traditional work practices, and reshaped employer branding and recruitment approaches.

Main Trends and Insights

1. Economic Outlook and Hiring Recovery

• Economic Recovery: Despite a turbulent 2020, most companies are optimistic about a rebound in the global economy in 2021. The IMF predicts growth across major markets.
• Hiring Trends:
  • 1 in 3 global executives expects to expand their workforce in the next 6 months.
  • Hiring is expected to rebound in the first quarter of 2021, with some countries like Brazil showing growth as high as 15%.
  • Employer branding remains a priority for HR leaders, with 42% citing increased importance due to the pandemic.

2. Remote Work: The New Normal

• Shift to Remote Work: The pandemic caused a dramatic shift from in-office to remote work, with many companies still maintaining this model post-pandemic.
• Remote Work Perceptions:
  • Employers are more confident in remote work's productivity than employees, with 52% vs. 34% respectively.
  • Companies are realizing that remote work is not just a temporary measure but a long-term change.
• Challenges of Remote Work:
  • Management styles and work processes need rethinking to support remote teams effectively.
  • Employees face burnout and work-life balance issues when working from home.
  • Digital collaboration tools are essential, but they are not the only factor in making remote work sustainable.

3. Virtual Recruiting and Diversity

• Virtual Recruiting:
  • Companies have maintained or increased internship and graduate programs despite the pandemic.
  • 65% of HR leaders took steps to appear more approachable to students through virtual means.
• Diversity Impact:
  • Virtual recruiting has expanded the talent pool to include more diverse schools and candidates.
  • Underrepresented minorities are 33% more likely to attend virtual recruiting events.
  • Companies are now able to recruit from wider geographic areas, reducing reliance on urban markets.

4. Reskilling and Just-in-Time Talent

• Reskilling as a Priority:
  • Companies are focusing on building critical skills like critical thinking, leadership, and data analysis.
  • Gartner reports that 40% of HR leaders prioritize building skills over employee experience.
• Investment in Training:
  • Major companies like IBM, PwC, and Amazon are investing heavily in reskilling programs.
  • IBM is spending $1 billion, and PwC is investing three times that amount.
• Benefits of Reskilling:
  • 73% increase in employee satisfaction and 50% increase in retention.
  • 62% increase in customer experience and 53% increase in brand perception.
• Gig Workers:
  • The use of freelance labor is on the rise, with 40% of engineers showing interest in gig work.
  • Companies are reevaluating the role of gig workers in their talent supply chains.

5. Talent Insecurity and Changing Priorities

• Talent Insecurity:
  • Millennials and Gen Z have shown a drop in confidence regarding their financial position due to the pandemic.
  • However, confidence is expected to rise as the economy recovers and social distancing measures ease.
• New Definition of Security:
  • Younger generations now associate security with future-oriented companies and respectful cultures.
  • Key attributes that correlate with perceived job security include:
    • Secure employment
    • Embracing new technologies
    • Respect for employees
    • Encouraging work-life balance
    • Flexible working conditions
    • Innovation

Key Considerations for 2021

• Employer branding must evolve to reflect the new virtual work environment.
• Remote work needs to be restructured with clear norms and better management practices.
• Virtual recruiting should continue to be a standard practice and be leveraged to promote diversity.
• Reskilling is critical for maintaining a competitive and adaptable workforce.
• Talent insecurity is reshaping what younger generations look for in employers, emphasizing innovation and respect.

About Universum

• Universum is a global leader in employer branding, operating in 60 markets with a diverse workforce in 20 countries.
• They provide data-driven insights to help employers understand future talent expectations.
• Universum has 1,700 clients, including many Fortune 500 companies, and collaborates with global media partners.

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