Evolution of Talent – Page 3

How reskilling has become the talent solution of the future

Ninety-four percent of UK workers will need reskilling by 2030. Let that sink in for a moment – it’s a huge number. Our recent MEOS indicates 44% of UK organisations reported optimistic recruitment intentions as they entered Q3 2023, with a +29% net hiring outlook. However, an acute shortage of skilled workers, high employee demand for hybrid working and workers’ rising compensation expectations will still leave many businesses struggling to secure the talent they urgently need.

ManpowerGroup Employment Outlook Survey – Q3 2023

Employer hiring confidence has grown in almost every sector, rising by eight percentage-points to +29% since last quarter, according to the latest ManpowerGroup Employment Outlook Survey. The ManpowerGroup Employment Outlook Survey is based on responses from 2,013 UK employers and asks if they intend to hire additional workers, maintain current headcount, or reduce the size of their workforce in the coming quarter (July to September 2023).

Seasoned Workers Report

Introducing the latest report from Talent Solutions: Seasoned Workers: Unlocking New Opportunities Whilst Embracing Experience. In a time of widespread talent shortage, this insightful report sheds light on the pressing issue faced by 80% of UK businesses struggling to secure the skilled workforce they need.

Riding the rollercoaster of transition – dealing with workplace change

Businesses and employees are coexisting in a highly volatile, uncertain, complex and ambiguous world, whereby organisations are having to make hard decisions regarding redundancies, and employees are faced with a sense of unprecedented overwhelm – both professionally and personally.

How assessment can help build the foundations for more diverse leadership

Achieving diversity within the workplace, and specifically at executive level, has been a long-standing challenge within the world of work. A more diverse workforce brings with it a broader range of experiences, skills and perspectives that are fundamental for creativity, productivity and business success.

Why exit interviews should be a central component of any talent retention strategy

A combination of rising energy costs, inflation and the cost of living crisis means that many organisations will have less capital to invest in recruitment – with 21% of UK businesses feeling cautious about hiring new employees or contractors in fear of a recession, resulting in hiring intentions falling 10% year- on-year. At the same time, employees are looking for improved renumeration to help manage the personal impact of the same economic factors. This is likely to lead to a disconnect between businesses and their workforces, with employers wanting to retain talent but lacking the financial capacity to raise salaries in line with what their employees are demanding.

Protecting culture when the leadership mantle is passed on

The demands placed upon leaders and their businesses by employees are continuously evolving. They are expected to understand, reflect and respond to the values, wants and needs of their entire workforce, especially if they wish to retain talent in an extremely competitive market. And recent ManpowerGroup research has identified a number of workforce trends that are driving a response from leaders across all sectors.

Retention, recruitment and reskilling in the New Human Age

Recent ManpowerGroup research has identified a number of workforce trends that are demanding attention from employers; two of which are particularly prevalent in regards to the talent shortage being felt across the globe – shifting demographics and individual choice.

Building Talent Outside the Box in 6 Simple Steps

As talent shortages continue to impact UK businesses, building from within to gain the skills organisations need may mean thinking outside the box – starting with a whole new box – or even going with no box at all.

How coaching has the power to help quiet quitters find their voice again

As ongoing economic difficulties driven by rising energy costs, inflation and the cost of living crisis mean organisations are less able to invest in recruitment, many business leaders will instead be looking to maximise the potential of their existing workforce. However, the quiet quitting trend hasn’t gone away, and so while business leaders are contending with increased running costs, they’re also relying on employees who may have mentally checked out of their roles to drive results for the organisation.