Talent Management Trends for 2022

With a new year comes new (and some old) challenges. The reality of the pandemic continues to shape the way organizations do business (for more on this see our research article on the influence of COVID-19 on local businesses click here). In addition, new and exciting technologies alter the talent landscape, with Artificial Intelligence leading the pack.

TTS’s best-of-breed international assessment partner, HireVue, recently concluded a survey of the top trends in talent acquisition and engagement that are likely to dominate 2022.

In this summary article, we review these trends and comment on how they may impact your organization’s talent management challenges.

Agility in talent management

As we’ve learned from the impact of the pandemic, the talent management landscape can shift in unpredictable ways. As a result, talent managers and recruiters who wish to succeed in such a dynamic environment need to be agile, able to change tack quickly and be comfortable with ambiguity.

This need will translate into the requirement for assessments that are adept at measuring agility as well.

Homegrown talent

Given that more than half of companies recently surveyed report that they are expecting an increased rate of turnover, focusing on internal talent is sure to be on the agenda for 2022.

Given that massive reskilling is expected in the workforce by 2025 (see our recent article in this regard), organizations will have to prioritize internal training and the identification of suitable talent.

In this regard, we expect talent audits and succession assessments to be a clear focus into the new year.

The Great Resignation

Although trends may differ in countries where unemployment is high, the pandemic has resulted in many workers re-imagining their roles and responsibilities. As a result, an emerging trend will be how employers can turn the so-called “Great Resignation” into the “Great Retention”.

In addition, companies will need to reconsider how they address the wellbeing of their employees, especially if remote work is likely to be more normative.

Improved efficiency and decreased time-to-hire

Given an expected contracted global economy, talent managers will have to be particularly mindful of cost. That translates to a decreased time-to-hire as well as favoring more efficient hiring processes.

Automated recruitment systems and the use of AI to speed up the hiring pathway are both likely to be important considerations in 2022.

Increasing diversity of hires

Behavioral Science and Psychology have long illustrated the power of diverse teams. Whether the diversity is based on gender, race, beliefs, or any other constellation of human variation, the results speak for themselves: Diverse teams are more resilient, more creative, and more efficient than homogenous ones.

As a result, companies will look to their IOPs and talent professionals to accurately identify talent that can work with and thrive in diverse environments.

Consequently, assessments that are able to identify candidates who are culturally agile and diversity-orientated will be important to focus on.

Final Thoughts

In 2022, talent professionals and IOPs will need to adapt to existing and new challenges. The world of work has changed, not only because of COVID-19 but also due to the pervasive influence of disruptive technologies like AI.

We look forward to successfully navigating these challenges by bringing world-leading assessment products and innovations to our local and international client organizations.

For more on 2022’s talent management trends, take a look at HireVue’s full article here: https://www.hirevue.com/blog/hiring/top-hiring-priorities-for-2022

If you’d like us to help your organization in 2022, why not drop us a line at info@tts-talent.com?