The talent landscape is changing rapidly and dramatically.

The emergence of new technologies, the rise of remote work, the shift in employee expectations, and the increasing competition for skilled workers are some of the factors that are reshaping the way corporates attract, retain, and develop their talent. In this blog post, we will explore some of the key challenges that corporates face on this competitive talent landscape and offer some suggestions on how to overcome them.

– Finding and hiring the right talent.

One of the biggest challenges that corporates face is finding and hiring the right talent for their current and future needs. According to a survey by ManpowerGroup, 69% of employers globally reported talent shortages in 2020, the highest level since 2007. The skills gap is especially acute in sectors such as IT, engineering, healthcare, and finance. To address this challenge, corporates need to adopt a proactive and strategic approach to talent acquisition, leveraging data and analytics, social media, employer branding, and referrals to source and attract qualified candidates. They also need to streamline and optimize their hiring process, using tools such as assessments, video interviews, and chatbots to reduce time-to-hire and improve candidate experience.

– Engaging and retaining the existing talent.

Another challenge that corporates face is engaging and retaining their existing talent, especially in a time of uncertainty and disruption. According to a report by Gallup, only 36% of employees globally were engaged in their work in 2020, while 14% were actively disengaged. Employee engagement is crucial for productivity, performance, innovation, and loyalty. To improve employee engagement and retention, corporates need to foster a culture of trust, recognition, feedback, and empowerment. They also need to provide their employees with opportunities for learning, development, career growth, and mobility. Additionally, they need to offer flexible and personalized benefits and rewards that cater to the diverse needs and preferences of their workforce.

– Developing and reskilling the future talent.

A third challenge that corporates face is developing and reskilling their future talent to meet the changing demands of the market and the customers. According to a report by the World Economic Forum, by 2025, 85 million jobs may be displaced by automation and artificial intelligence, while 97 million new roles may emerge that require different skills and capabilities. To prepare for this transformation, corporates need to invest in continuous learning and development for their employees, enabling them to acquire new skills and competencies that are relevant and in-demand. They also need to create a culture of lifelong learning, where employees are encouraged and supported to learn new things, experiment with new ideas, and adapt to new situations.

These are some of the challenges that corporates face on the competitive talent landscape. By addressing these challenges effectively, corporates can not only survive but thrive in the new normal.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

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A New Recruitment Strategy for conducting Confidential search to find the “Best Possible Fit” Passive Candidate.

In today’s competitive talent market, finding and attracting qualified “Best Possible” candidates can be a challenge. Many of the best candidates are already employed and not actively looking for a job change. These are known as passive candidates, and they can be a valuable source of talent for your organization.

However, reaching out to passive candidates requires a different approach than conventional recruitment methods. You cannot just post a job ad and expect them to apply. Conventional recruitment methods will only produce regular “Best Available” candidates. You need to be more discreet and strategic in your outreach to find the “Best Possible Fit” candidates. This is where quiet hiring comes in.

What is Quiet Hiring?

Quiet hiring is a new recruitment strategy that involves discreetly reaching out to passive candidates through referrals or social media. The goal is to build a relationship with them and spark their interest in your company without revealing too much information about the job opportunity.

Quiet hiring has several benefits over conventional hiring methods:

– It reduces the risk of losing your current employees who might get tempted by other job offers if they see you are hiring.

– It prevents your competitors from knowing your hiring plans and stealing your potential candidates.

– It allows you to target specific skills and profiles that match your needs without limiting yourself to active job seekers.

– It creates a positive employer brand image by showing that you value talent and respect privacy.

How to Implement Quiet Hiring?

Here are some steps you can follow to implement quiet hiring in your organization:

1. Identify your ideal candidate persona. Define the skills, experience, personality, and goals of your ideal candidate for the role you are hiring for.
2. Find potential candidates through referrals or social media. Ask your current employees, clients, partners, or network for referrals of people who fit your candidate persona. Alternatively, use social media platforms like LinkedIn or Twitter to search for relevant keywords, hashtags, or groups related to your industry or niche.
3. Reach out to them with a personalized message. Send them a friendly and professional message that introduces yourself and your company. Explain why you are contacting them and what value you can offer them. Avoid mentioning the specific job opening or asking them to apply right away. Instead, focus on building rapport and curiosity.
4. Follow up with them regularly until they express interest in learning more about the opportunity. Keep the conversation going by sharing relevant content, insights, feedback, or compliments with them. Show genuine interest in their work and career goals. Once they show signs of engagement and trust, invite them to have a phone call or video chat with you to discuss the opportunity further.
5. Conduct an informal interview and assess their fit for the role. During the call or video chat, ask open-ended questions that allow you to learn more about their background, skills, motivations, expectations, and fit for the role and culture of your company. Be transparent about the details of the job opportunity and answer any questions they might have.
6. Make an offer if they are interested in joining your team. If they express interest in working with you after the interview process (which may involve additional steps depending on your company’s policies), make them an attractive offer that reflects their value and potential contribution to your organization.

Quiet hiring is not a quick fix for finding talent; it requires time, effort, and patience from both sides the recruiter/hiring manager and the candidate). However, it can be a very effective way of sourcing and attracting passive candidates who might otherwise never hear about or consider your company as an employer of choice.

Blue Genes Research [BGR] specialises in conducting Confidential searches (Quite hiring) lead by well qualified, well experienced Industry experts.

Talk to us if you want to know more about Confidential search / Quite hiring / Targeted search.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo