How to beat the talent crunch

Learn how to proactively navigate the ongoing talent crisis

BY Jodi Walters 16 Nov 2022

The aftermath of the pandemic has caused a massive shift in power dynamics between employer and employee and the market is now clearly defined as candidate-driven. A free whitepaper published by HRD in partnership with Humanforce explores three key strategies to help employers stand out in this hyper-competitive market.

Download the full FREE whitepaper here: Deskless workforce strategies

Strategy #1: Broaden the talent pool

Start looking beyond the confines of who makes up the stereotypical or ideal candidate. What’s important to a workforce now is how quickly an employee can learn and how agile they are to meet the evolving needs of the workplace, which has little to do with age, gender, ethnicity, or sexual orientation.

Strategy #2: Create a talent marketplace

As we navigate the chaos of the external talent market it’s easy to miss what’s right in front of your face: the internal talent market. The purpose of an internal talent market is to match employees with opportunities based on skills, interests and preferences. For this you need a lot of rich data, which is then analysed by artificial intelligence that auto-populates a skills map.

Strategy #3: Offer a total rewards package that includes continuous learning opportunities

As employers are forced to hire talent with lower qualifications and fewer skills, they’ll need to address skills shortages in their workforce. 2022 has seen a trend of upskilling new employees and linking mobility to professional development. Ultimately, creating opportunities for upskilling new and existing employees can be a much smaller investment than hiring the ideal candidate.