Fascinating to read the blog from Nikki Edwards at NelsonHall, indicating that the most in-demand TA services in 2022 will be employer branding and associated services contributing to organisations’ brands.
She highlights that businesses will work hard to promote their company cultures to be future-of-work fit for their audiences, across all talent channels. Priority is on promoting diversity, equity, inclusion, and belonging (DEIB), work flexibility, safety/wellbeing, career longevity, and environmental, social, and corporate governance (ESG) issues.
This certainly reflects what we're seeing across both our TMP Worldwide and PeopleScout brands in EMEA, with proposals for EVP, employer brand and more disruptive candidate attraction strategies up over 30% year-on-year.
Clearly employers are grasping the need to differentiate and crystallise their offer to candidates and staff, as the ‘Great Resignation’ continues to gain pace.
Talent Acquisition (TA) challenges were already complex in the pre-pandemic period, with an aging workforce population, shortage of digital talent, rapid evolution of technology, Brexit, legal changes, and more. The pandemic added another layer of complexity in 2020: the rapid shift to digital hiring/onboarding (with some sectors seeing rapid upticks in activity), non-digital skills shortages, working from home and keeping workers safe and well. While expectations for 2021 focused on digital, hybrid working with a highly-distributed workforce, the Great Resignation presented unforeseen challenges, with knock-on consequences, requiring organizations to take a different approach to the future of work.