be a talent

navigator.
2018 Talent Trends Report
top 10 talent trends in 2018.

1 talent is now inseparable

from business strategy 2 expectations of talent
leaders grow 3 improving talent quality
becomes a priority 4 employers seek to create
a differential advantage

8 the consumerization of
technology accelerates 7 human forward is the
competitive advantage 6 AI, machine learning and
robotics start a revolution 5 complexity increases with
the rise of independent talent

9 businesses become
universities 10 insights become
more indispensable
click on the trends to navigate
this year’s biggest developments.

2018 Talent Trends Report 2

Complexity is a way of life for
most of us in the post-digital age.
There never seems to be an end to our to-do lists at To do this, you must have a deep understanding of
work and at home. Social media helps us connect critical developments in the world of work. The 2018
with each other but demands more of our time. And Randstad Sourceright Talent Trends Report is designed
as technology constantly evolves, we’re asked to to help you hone your expertise and focus on the
learn something new every day. All these factors are issues that talent leaders everywhere are (or will be)
converging to create a more complicated world that’s grappling with.
increasingly challenging to navigate.
We surveyed 800 C-suite, HR and procurement leaders
As a talent leader, you’re experiencing the same in 17 countries with the goal of learning more about
phenomenon in the world of work. Business and employers’ current and past practices, outlook and
markets are evolving so quickly that it can be difficult recent business performance.
to focus on how to become a truly talent-centric
company. However, the changing worker-employer Key findings include:
relationship, the proliferation of technology, the
growing skills gap and the C-suite’s constant demand • Companies are more comfortable with flexible
for greater agility all complicate your role. But that’s labor; 76% say the right worker can fall under any
good news. type of work arrangement and be based anywhere
in the world.
Why? There are growing opportunities in your journey,
• HR technology is increasingly important to
and your role is becoming more critical. Leaders
workforce productivity; it is the top-cited influencer
today should focus on how this convergence affects
(65%) among more than a dozen market factors.
their organization and develop a strategy to leverage
these trends. Achieving cost savings and process • There is continued optimism in the business climate

improvements are important, but what really creates for the year ahead; 70% anticipate growth over the

value is delivering the best people resources to execute next 12 months, compared with 64% in 2017.
‘We hope a thorough review of our 2018
on the organization’s goals.
report will help accelerate your talent strategy
Affirming market developments in previous years,
To do this, you must become a talent navigator, this year. It’s encouraging to see rising
C-suite and talent leaders around the world are excited
responsible for charting a course through today’s optimism across the world, but as a talent
and empowered by talent innovation. On the other
market complexities. When you lead your organization
hand, concerns expressed in the past — including
navigator, you should be ready to guide your
down the right path — whether by creating a highly
talent scarcity and the skills gap — remain top of mind organization through any new challenges that
engaged culture, developing an attractive employer
for most. arise in the months ahead.’
brand or empowering the workforce through
innovation — you can launch your business ahead of Rebecca Henderson
its competitors. chief executive officer
Randstad Sourceright

2018 Talent Trends Report 4

trend one is your talent strategy Ensuring the business has adequate talent to fulfill its
mandates starts with strategy alignment. As PwC’s

driving business value?

Paul Leinwand points out in the Harvard Business
Review, successful companies such as Starbucks have
a worker-centric culture, which is key to the customer
One of the most difficult tasks for your organization experience and loyalty. Talent leaders must ensure
today is ensuring the business has adequate resources their vision provides the underlying engine that drives
to execute on its vision. How often has your company growth. By anticipating business needs and developing
been slowed by an inability to acquire the right talent an agile workforce that is able to quickly pivot around
quickly so that it can capitalize on opportunities? There market demands, HR and procurement can deliver the
are many reasons for these hurdles — skills scarcity, right talent even before it is requisitioned.
rising competition, ineffective recruitment — but the
overall cause is often simple strategic misalignment.

According to McKinsey, in recent years, companies

71%
say talent acquisition strategy is more
have been pushing HR to “embrace a more strategic about total value creation for the
role” by stepping out of its traditional organizational company than it is about cost savings
silo. Part of this transformation includes creating
workforce plans that support long-term goals and Some employers continue to struggle with alignment
build business value. because they operate under outdated talent models. In
“Fearless HR – Driving Business Results,” David Forman,
Our Talent Trends research shows most talent and former chief learning officer of the Human Capital
C-suite leaders view their function as evolving. Most Institute, says HR needs to move past organizational
(78%) say the goal of their talent strategy is to have silos and adopt a business mindset.
measurable impact on business performance, up from
57% in 2016. More than two-thirds (71%) also say their By following the company’s financial results, such
talent acquisition strategy is more about total value as income statements and cash flow analysis,
creation for the company than it is about cost savings. talent leaders can anticipate the challenges and
opportunities ahead.

talent is now inseparable 78% If you were asked to name five promising areas of
growth for your business, could you quickly answer?
from business strategy.
say the goal of their talent
strategy is to have measurable Are you able to voice the strategic talent initiatives you
impact on business performance, are planning to support these? To truly deliver value to
up from 57% in 2016 your business, the answer should always be “yes.”

2018 Talent Trends Report take the poll 5 5

 five ways to align talent strategy
with business needs.
test drive the CEO seat.
Approach your workforce as if you were the CEO. Think about business priorities
and how talent can fulfill these needs. You will need to elevate your problem-solving
skills to new heights.
‘To align talent with the business,
human capital leaders should have don’t be a silent partner.
a deep-seated understanding of The days of HR being order-takers are over. It’s time to ask questions and challenge
where their company has been and ideas with your expertise. Speaking out for and against ideas is the only way you can
ensure talent is aligned to operational needs.
where it’s headed, down to the line
item. With these insights, they will
be better positioned to support the build an evidence-based strategy.
C-suite and drive the talent agenda.’ You must leverage all possible business insights when developing your talent
strategy. Collect data on sales trends, product development cycles, customer
behaviors and other relevant information to help you understand the implications
for your workforce.
Anthea Collier
managing director, APAC
seek regular feedback.
Just as business strategies can evolve and shift quickly, your talent strategy needs
to be equally agile. This requires regular conversations not only at the board level,
but also with business leaders who are closest to markets.

know the 1-, 5- and 10-year plans.

Organizations (especially publicly traded ones) operate by quarter, but to create the
long-term value your company needs requires an expanded view of the business.
If you lack clarity about where you’re headed in the next few years, you won’t be
able to create a workforce that can support the future.

2018 Talent Trends Report 6 6

trend two can you fulfill the rising 84%
talent expectations of say the work talent leaders do
will prepare their organization for
your c-suite? the future

For years, talent leaders have worked hard to earn their

way to a seat at the table. After having accomplished
When Lucia Luce Quinn became chief people officer
this, performance expectations are sky high.
at Forrester Research, she had transitioned from a
business development role earlier in her career. Initially
In a look at how HR leaders have evolved, Fast
resistant to the idea of leading HR, she was eventually
Company suggests they have impressively moved
persuaded by the company’s CEO. Now, she has
from being head-nodders to board-level contributors
discovered her business skills are just as needed in
who challenge the status quo. At the same time, these
HR as in any revenue-producing role, according to the
leaders are increasingly focused on engaging with and
Harvard Business Review (HBR).
advocating for talent.

Her story is one of many that demonstrate the growing

strategic role talent leaders play in their organization.
According to HBR, the role of the chief human
77%
resources officer (CHRO) should be sought out by say HR deserves a voice within
any executive looking to grow his or her skills. In fact, the organization regarding
strategic decisions
as researchers claim, the CHRO can influence the
organization more than any other position reporting to
Consider your own role. Have executive leaders sought
the CEO. It also affirms the growing expectations that
out your input on more business decisions? Are you
C-suite leaders have of their talent leaders.
being invited to discussions that have a strategic
impact more often? Are you delivering the resources
Similarly, our 2018 Talent Trends research reflects
that accelerate the entire organization forward? If these
that both C-suite and human capital executives
changes are occurring within your company, it’s likely
increasingly view the strategic nature of talent leaders.

expectations of talent
expectations for your role are rising.
An overwhelming majority of those surveyed (84%)
say the work they do will prepare their organization
But if you haven’t yet seen these signs, it’s probably
leaders grow. for the future — the highest level since the inception
of our Talent Trends research in 2015. Nearly as many
time to rethink how you can transform your role
and your company’s talent function to create the
(77%) say HR deserves a voice within the organization
indispensable advisory resource your C-suite needs.
regarding strategic decisions, also a new high.

2018 Talent Trends Report take the poll 7 7

 five ways to impress
the c-suite.
stay one step ahead.
The best way to meet and exceed your C-suite’s expectations is anticipating the
business challenges ahead and making recommendations for how talent can
address these issues before there is a problem.

‘Good news for talent leaders: the

think like a business executive.
C-suite is counting on you more. The
If you can’t get into the heads of your business executives, you’ll never understand
bad news? They’re counting on you their pain and what drives them. Make sure you consult with them regularly to
more and will hold you accountable. develop a strong understanding of their thought process.
To succeed, break out of siloed
thinking and start creating business transform or make modest changes?
value through talent strategy.’ Not every one of your initiatives needs to be transformative in nature. Consider
whether you can meet executive expectations with a modest effort. If not, look to
undertake more sweeping reform.

Cindy Keaveney
chief people officer
understand and manage expectations.
Make clear to your sponsors what your talent strategy will accomplish. Have a plan
for communicating progress and course corrections when needed. Leave no room
for ambiguities.

fight for the necessary resources.

To fulfill your mission, you need the right tools and people. Make it clear to executive
decision-makers that these resources — whether for employer branding, recruitment
marketing, retention strategies or any other talent-related activities — are necessary
for executing on their vision.

2018 Talent Trends Report 8 8

trend three do your talent Acquiring the best talent has obvious benefits: greater
engagement, higher productivity, longer retention,

management and
better business outcomes … the list goes on. However,
ensuring quality of hires is challenging because

recruitment efforts
employers don’t know whether their recruitment
efforts are effective until after the fact. Furthermore,

focus on quality?
metrics used to indicate success — retention, career
advancement, employee and manager satisfaction
ratings — are not universal, so different organizations
measure different things. And a minority of employers
If you ask HR and talent acquisition leaders how well
track quality at all, according to research and advisory
they’ve met their company’s talent demands, most
firm Gartner, which estimates only about one-third do.
will likely cite figures on time to hire, retention rates
or some other indirect measure. But these metrics
But as companies transform their talent strategies to
don’t exactly indicate how well hires have performed.
move away from silos to a holistic approach in today’s
And they certainly don’t provide feedback on ways to
shifting world of work, improving quality of hires has
improve recruitment effectiveness.
taken on greater urgency. There are a number of
reasons for this:
These “performance measures” can be put in the past.
Today, forward-thinking organizations are stepping up
• A poor hire is costly. Gartner estimates that it costs
their efforts to not only deliver talent quickly, but also to
companies $1.6 million in rework for every 1,000
ensure they are winning high-quality candidates.
new hires.

According to research conducted by VONQ, Europe’s • High-quality hires produce a competitive advantage
largest provider of online recruitment marketing due to their high potential for success, record of
services, quality of hire is the top recruitment metric performance and overall productivity.
cited by companies in 2017 for the second consecutive • World-class hiring practices can improve other
year. This is not surprising; our 2018 Talent Trends workforce metrics, such as diversity, because they
research also shows that a high percentage (72%) of eliminate bias in the process.
C-suite and human capital leaders say employers’

improving talent quality expectations of talent continually grows.

As your organization evolves to be more strategic, is

becomes a priority.
72%
improving quality of hires one of your priorities? Speed
of hire and quality of hire should have equal weighting
when it comes to measuring recruitment effectiveness.
say employers’ expectations
of talent continually grows

2018 Talent Trends Report take the poll 9 9

 five ways to enhance
talent quality.
start tracking results.
Many companies don’t measure quality of hire, so make sure you avoid this pitfall.
Conduct surveys and follow-ups to capture how well new hires are performing, and
track their ongoing progress in the organization to determine long-term results.
‘Companies should more actively
monitor quality of hires because define quality clearly.
ultimately it will lead to better How you define a high-quality hire may differ from how your hiring managers define
business results. It’s probably it. To make improvements, reach a consensus on what the organization values and
which metrics matter.
surprising that many organizations
don’t measure this, but to excel in
today’s competitive environment, benchmark your best performers.
it’s a must-do activity.’ By understanding the traits your rock star performers demonstrate, you can better
home in on the qualities that will determine future success in new hires. You can
then compare new-hire skills, traits and performance against the benchmarks.

Sue Marcus
executive vice president, RPO
North America
don’t overlook pre-hire quality.
Are you recruiting from the right talent pool? Are hiring managers focused on
the right skills for their roles? Are there gaps in your recruitment process that are
detrimental to getting the best hires? Consider these factors first.

engage hiring managers.

In defining quality of hires, the role of hiring managers is critical. They will
determine whether the hire is meeting their expectations and play a role in the
individual’s success.

2018 Talent Trends Report 10 10

trend four are you creating A majority are increasing (51%) or maintaining (31%)
budgets to enhance the workplace experience,

a memorable
and 46% are increasing budgets to improve
candidate experience.

talent experience?
51%
are increasing budgets to enhance
One of the most effective ways to raise organizational
the workplace experience
performance is to enhance talent engagement. You
can do this by creating a highly rewarding workplace
Companies recognize that workplace experience can
experience aimed at both the talent you hope to
have powerful effects on productivity, retention
recruit and current employees. For some companies,
and employer brand. Most visible are high-tech
the workplace experience has become so critical that
companies that provide a range of on-site benefits,
they’ve created roles expressly designed to address
such as personal valets, dining options and
this function.
collaboration-friendly workspaces.

As global head of employee experience for Airbnb,

At the same time, companies such as Johnson &
Mark Levy says his role has responsibilities beyond
Johnson, PwC and Sutherland are specifically using
those of the chief people officer, including functions
technology to improve the application process
such as facilities management. Airbnb’s unique model
and engagement. Our research shows that 92% of
requires fostering relationships with homeowners who
employers believe a positive candidate experience is
rent their spaces, as well as the clients who rent them.
critical to attracting and engaging talent.
Levy explains that, to achieve this, the company needs
Three-quarters (75%) say they plan to improve their
to consistently encourage a sense of belonging among
candidate experience in the next 12 months.
its workers.

“Our mission is to create a world where you can belong

anywhere. In order for us to do that, we need to create 46%
are inceasing budgets to improve
a way for our employees to feel like they belong here,”

employers seek to create he told Forbes. candidate experience

As you grapple with today’s competition for talent,

a differential advantage. Airbnb is not alone. A growing number of companies
are investing in the workplace experience, as well as
are you potentially losing out on the people you need
due to poorly designed recruitment and engagement
the candidate experience. Our 2018 Talent Trends
efforts? Now more than ever, you need to examine how
research uncovers strong interest among talent
these activities impact long-term business success.
leaders to invest in technology that creates a positive
experience for talent.

2018 Talent Trends Report take the poll 11 11

 five ways to create
an experiential advantage.
get feedback on what’s important.
Do your workers want more flexible schedules or better tools to ease their
day-to-day tasks? Survey talent regularly on how you can provide more resources
to keep them engaged and productive.

‘The best way to keep candidates

ensure a friendly environment.
and employees excited about your
With so much recent news about hostile workplaces, make sure you have strong
organization is to deliver a positive policies and education that prevent harassment and other factors that might create
experience. Everything from how an uncomfortable environment for your employees.
candidates are treated during
the apply and interview process reinforce the value of workers’ mission.
to offering flexible schedules for A cornerstone of a positive experience is rooted in talent’s sense of purpose in their
employees impacts how your mission. Regularly reinforce the idea that what they are doing is important to the
organization, leadership and peers.
organization is perceived. Treat
talent well and your organization
will thrive.’ communicate with talent.
Whether it’s to keep job applicants informed about the progress of their candidacy
or employees about the latest business developments, regular communication with
Jennifer Klimas talent is absolutely critical to delivering a positive experience.
director, employer brand
Talent Innovation Center
get collaboration throughout the company.
Talent leaders alone can’t create the perfect workplace experience. Hiring managers,
the C-suite, IT and many other stakeholders all contribute to a company’s culture and
environment, so be sure to involve them in your initiatives.

2018 Talent Trends Report 12 12

trend five have you embraced More than three-quarters (76%) also say the right
person for any role may be an employee, contractor or

a holistic approach
contingent worker and could come from anywhere
in the world.

to talent that leverages Without a doubt, your organization has probably gone

all work arrangements?

through similar changes as opportunities to leverage
the human cloud, freelancers and gig workers have
made you more agile. However, if your company is still
managing talent in silos, you haven’t really optimized all
Like most employers, your business is undergoing a
of your talent pools. It’s imperative you begin thinking
transformative period marked by growing complexity.
about talent holistically, deploying resources based on
The rise of independent workers, statement of work
business need instead of past practices. By considering
(SOW) contractors and other contingent labor, along
all work arrangements for any particular role, you
with the proliferation of artificial intelligence (AI) and
can deploy just the right resources more quickly and
robots, is testing traditional notions of the workforce.
cost effectively.
For talent leaders, understanding how best to leverage

76%
all these resources has become a real challenge.

According to Eurofound, the temporary labor force

say the right person for any role
in the EU 27 grew 25% between 2001 and 2012, but may be an employee, contractor
permanent hires increased only 7%. Staffing Industry or contingent worker and could
Analysts (SIA) also reported that SOW services are come from anywhere in the world
growing at twice the rate of managed services program
(MSP) spend. To do this, an integrated talent model might be the
right approach for you, but this requires considerable
In 2016, McKinsey reported that up to 162 million transformation. You must knock down existing talent
people in the U.S. and EU 15 performed independent silos and change organizational thinking.

complexity increases work, accounting for 20 to 30% of the workforce.

Is this achievable at your company? Can a holistic

with the rise of In our 2018 Talent Trends research, 1 out of 4 company
leaders say they plan to shift more permanent positions
approach deliver greater business agility for your
business? Are you able to win buy-in at all levels?

independent talent. to temporary or freelance talent, and 11% plan to adopt These are weighty issues to grapple with, but with the
automation and robotics to a greater extent over the potential for a huge payoff, it’s worth a good hard look.
next 12 months. The job families that will most likely
shift to freelance or temporary are HR (cited by 30%),
procurement/purchasing (28%) and operations (26%).

2018 Talent Trends Report take the poll 13 13

 five ways to build
a holistic talent model.
define the benefits.
Adopting an integrated talent approach is a serious undertaking, so you need to
create the business case at the outset. Document how the transformation will lead to
a competitive advantage and weigh those benefits against the effort and costs.
‘The global talent landscape is
shifting, and companies no longer don’t rush the journey.
can have their departments Implementing a holistic talent model is a journey, so there is no need to rush
operating in silos. They must through. Be measured in your plan and consider all the steps involved to make
sure you address the needs of all stakeholders.
approach talent in a holistic manner
or risk losing out to competitors
who are moving down this path.’ define your stakeholders.
While it may seem straightforward, implementing an integrated talent model may
be a cultural change that involves many members of your organization. From HR to
procurement to legal to IT, you will need the support of many, including the
Bob Lopes all-important hiring manager.
president, North America

know what you don’t know.

Considerable expertise is required, so recognize the gaps in your internal knowledge
and seek external support where it’s needed. Developing internal competencies is
also a good approach, but will likely require building extra time into your plan.

set clear milestones.

Because it is a journey, an integrated talent model should include clear milestones
that will help you stay on track and in the right direction. For instance, you may
want to implement specific technologies to help you manage freelancers or your
contingent workforce.

2018 Talent Trends Report 14 14

trend six do you have Randstad Sourceright’s 2018 Talent Trends research
shows that most talent leaders believe automation,

a road map for

machine learning and robotics will have at least the
same, if not more, influence on their organization in

optimizing automation?
the year ahead. And an overwhelming number (81%)
say they feel positive about the presence of these
technologies in the workplace over the next three
to five years. Nearly as many (70%) say technology
As advancements in robotics and AI accelerate,
is now helping them make better hiring decisions.
there is a sense of apprehension for some in HR. On
When it comes to technology deployed in HR, there
the one hand, there are great opportunities to boost
is widespread consensus (65%) that employers’
productivity through technology investments; however,
technology strategies have either transformed or
as businesses contend with adoption, they must also
had a positive impact on business.
decide how technology fits into their talent strategy.

For example, the growth of AI-powered recruitment

tools is helping many find and hire workers more
81%
say they feel positive about the
quickly and cost effectively, and throughout the
organization, machines have the potential to empower presence of these technologies
in the workplace
workers to do their jobs better. On the other hand,
employers must determine which roles are best
As your company engages in an increasingly
performed by machines and which are better left in the
competitive global market, have you developed a
hands of people. Making this determination isn’t easy; it
strategy for optimizing technology as part of workforce
requires understanding all the tasks that can potentially
planning? Do you have a clear understanding of
be automated and the technologies behind them.
how to deploy innovation to enhance organizational
performance? It’s never too early to consider the
For some talent leaders, this discernment is a new
impact that AI, robotics and automation will have
skill to acquire, while others have been contending
AI, machine learning with these questions for years. In either case, it will be
on your business.

65%
an increasingly important skill to hone in the future.

and robotics start a As reported by BBC News, Boston Consulting Group

predicts up to a quarter of jobs will be replaced by
say that their HR technology
revolution. smart software or robots by 2025, and an Oxford
University study suggests up to 35% of U.K. jobs may be
strategies have either
transformed or had a positive
replaced by automation over the next 20 years.
impact on business

2018 Talent Trends Report take the poll 15 15

 five ways to embrace
AI and robotics.
stay updated on innovation.
Being educated about the technologies that can impact your organization is critical
to assessing which investments you should make. Remain vigilant about new
developments that can have a big impact on your workforce.

‘The power of artificial intelligence

consult with other functional leaders.
and automation can’t be overstated.
Whether it’s a new manufacturing process or tools to automate accounts receivable,
This has clearly become one of the innovation that can help other departments is something you should become
resources organizations should familiar with. Seek leaders’ insights on how technology can improve productivity in
their respective functions.
consider when developing a highly
agile workforce.’
create an advisory board.
An advisory board that is comprised of leaders throughout your organization,
Jason Roberts including those in the C-suite, can help guide your talent strategy when it comes to
global head of technology and analytics
Talent Innovation Center
robotics and AI in the workforce.

consider more than economic gain.

Technology is getting better at executing many tasks currently performed by people,
but that doesn’t mean you should invest in every available opportunity. Economic
gains aside, consider the potential impact that a reduction in workforce will have on
existing employee morale and productivity.

lead rather than follow.

Look for opportunities to invest in automation and robotics that can potentially
catapult you ahead of the competition and help you create a more attractive
employer brand. If you fall behind in the technology race, it may be difficult to
recapture the market leadership position.

2018 Talent Trends Report 16 16

trend seven is emotional Recruiters who demonstrate strong emotional
intelligence are known to not only better connect with

intelligence an
candidates, but also affect an organization’s bottom
line. For example, the U.S. Air Force saved $3 million

essential part of your

using emotional intelligence to select recruiters.

technological strategy? 51%

feel online recruiting takes away
In the rapidly developing HR technology landscape, the people side of the business
one thing remains constant: the unrivaled power of
human empathy in the world of talent acquisition. While AI and automation can help raise productivity,

And this quality will not be replaced by AI or robots for their increasing presence means any organization

the foreseeable future. can get access, ensuring no one has an advantage.
What sets an employer apart from competitors are

According to HRE Online, the World Economic Forum the connections its recruiters create with prospective

predicts that emotional intelligence is among the top talent. This will be the true future value of recruiters,

10 skills workers will need to develop by 2020. This is whose role will focus more on career/talent advisory

especially important for recruitment as technology than sourcing and screening.

87%
makes greater inroads into the function.

A survey conducted by Randstad in 2017 uncovered

that 82% of job seekers say the ideal interaction with strongly believe technology is
a company is one where innovative technologies are enhancing attraction, engagement
behind the scenes and second to personal, and retention of talent
human interaction.
As your organization assesses its HR technology

Our 2018 Talent Trends survey shows that 51% of strategy, will you be making equally important

C-suite and talent leaders feel online recruiting takes investments in the people who use them? Are you

human forward is the away the people side of the business; however, that considering how the emotional intelligence of your

sentiment has declined over the past two years. team can positively influence your workforce? Giving
your recruiters productivity tools is important, but
competitive advantage. While there is apprehension about over-reliance on helping them become better at interacting with hiring
managers and talent is also critical.
technology in the talent acquisition process, most
business leaders (87%) strongly believe technology
is enhancing attraction, engagement and retention
of talent.

2018 Talent Trends Report take the poll 17 17

 five ways to personalize
candidate engagement.
leverage technology to connect.
Automated search, matching, reminders and alerts can help your team to access
candidates faster, maintain regular communications, find upcoming openings
that better suit candidate needs and reveal personal information that helps
‘At the end of the day, we are all foster relationships.

in the business of optimizing human

capital, and even as technology personalize as the funnel narrows.
improves and advances, Technology is great for attracting and sourcing a large number of candidates,
but as talent moves further down the funnel, make sure you create a personalized
people will be the indispensable journey that includes regular communication and interactions with people in
linchpin that connects businesses your organization.
with customers.’
assess your team’s emotional intelligence.
Whether selected or not, do all candidates come away from their experience
Michael Smith highly satisfied or do they develop a negative view of your company?
managing director, EMEA
Monitor how well your recruiters interact with candidates. Harvard suggests
four simple assessment tools.

conduct follow-up surveys.

You won’t know how satisfied candidates are unless you ask. Make sure to regularly
gauge their opinion on how well your recruiters and process performed at various
stages of the talent acquisition process.

stay engaged with silver medalists.

Runner-up candidates are talent you should remain engaged with since they may be
ideal for other roles or even contingent positions. Create a talent community of high
potentials for your recruiters to actively nurture and maintain.

2018 Talent Trends Report 18 18

trend eight what are you doing In our 2018 Talent Trends research, 68% of human
capital and C-suite leaders tell us they believe

to simplify tools
technology has made recruiting simpler and more
efficient, while 70% say it’s helped to make smarter

for your workforce?

hiring decisions.

Top technology investments include talent analytics

(59%), training and development (54%), candidate
Today, swiping is as second-nature as yawning
assessment (49%) and workforce collaboration
or blinking. In a world where touchscreens seem
(47%) — all of which are becoming more consumerized.
as indispensable as the air we breathe, consumer

70%
technology has become inexpensive, prevalent and
impactful on our lives.

Now this trend is spilling over into the workplace as say technology has helped to
developers seek to replicate the same experience for
make smarter hiring decisions
professionals. Despite this shift, many companies still
Some examples of how this is unfolding include
fail to provide the consumer-like experience with their
advancements in learning and development platforms
office tools.
where the inclusion of social features allows users
to share their learning experiences. Collaboration
According to research conducted by INSEAD, only
tools such as Slack, Whatsapp, Skype and others
40% of members of Generations X, Y and Z around the
are designed to simplify communication between
world believe their employers have adequate digital
colleagues. Gartner says consumer technology such as
competencies. While 30% believe virtual reality (VR)
virtual reality is now reaching mainstream consumers
will revolutionize their work in the future, only 3% have
and will be rapidly adopted by businesses. The goal
access to it in the workplace.
is to simplify and provide meaningful and actionable
information to workers.
The study’s researchers suggest that, while companies
focused on creating a simplified experience for
As your company accelerates its digital strategy,
front-end customers, they often neglect to do so in

the consumerization of
does it include innovations aimed at simplifying and
the back office.
accelerating technology adoption? Do you have a

technology accelerates. 68%

believe technology has made
strategy in place to make HR portals mobile-friendly?
Can your workers easily learn how to use new tools so
they can be productive? If your company hasn’t started
recruiting simpler and more efficient to take on these initiatives, make them a priority.

2018 Talent Trends Report take the poll 19 19

 five ways to make
workplace tools more user-centric.
make it intuitive.
Most technology users want to be able to pick up a tool and begin using it right
away. Apps and workflows should be intuitive and require minimal training.
Prioritize user experience as central to the development of accessible and usable
workplace tools.
‘As consumer technology
proliferates, the world of work emulate the leaders.
will also benefit. You can expect Review how digital leaders in the consumer space create interfaces that anyone can
a better user experience and learn without a manual to emulate their success. Better yet, ensure your users are
already familiar with these designs so the learning curve is minimal.
useful information to help you get
work done.’
don’t overcomplicate.
Great tools provide a simple and meaningful experience each time they are used.
Michel Stokvis Avoid technologies that can cause sensory overload or require a doctorate to
managing director
Talent Innovation Center
interpret the information they produce.

make it collaborative.
Most business tools offer collaborative features. Decide which are most likely to
encourage employees to share and focus on making them more user-friendly and
efficient. Also keep data restrictions in mind when sharing across multiple countries.

ask the users.

When in doubt, seek user feedback to understand how you can improve the
experience for them. Regularly check on adoption and use patterns to determine
requirements for the next upgrade or to enhance support.

2018 Talent Trends Report 20 20

trend nine are you doing enough internal academies for employers says many are doing
so in response to talent acquisition challenges.

to futureproof It seems, however, that these sentiments don’t enjoy

your workforce?
broad consensus. In our 2018 Talent Trends research,
only 11% of human capital and C-suite leaders say
they plan to provide training or reskilling to existing
There is a sea change unfolding in the world of employees to meet changing business needs over
corporate learning and development (L&D). After years the next 12 months. Instead, most (59%) plan to hire
of developing courses and content at great expense, extensively in response.
the market has exploded with many lower-cost
alternatives such as Lynda.com, Udemy and others.
Even learning management vendors are moving away
from traditional platforms to video curation technology,
11%
say they plan to provide training or
according to industry analyst, Josh Bersin. reskilling to existing employees to
meet changing business needs over
As a talent-centric organization, this means that you the next 12 months
have growing opportunities to upskill and reskill your
workforce. With talent scarcity and the skills gap Employers should recognize there are challenges
increasing — driven in part by the demand for digital with this approach. For emerging skills, there may
workers — employers know they need to invest in be no other choice but to acquire workers, but for
their people. many others, reskilling may be a more expedient
way to acquire resources while boosting employee
According to Training Magazine, U.S. training engagement. HR leaders will need to help determine
expenditures are estimated to have risen 32.5% to when it’s best to recruit new hires and when they
$90.6 billion in 2017. Worldwide, trainingindustry.com should upskill.
estimates that the global corporate market reached
$360 billion in 2016. The urgency to upskill is being Is this a dilemma you’re wrestling with? Does your talent
echoed in the halls of some companies. Insurance giant strategy take into account the contributions that L&D

businesses
AXA estimates that by 2020, 50% of its jobs will require investments can make to your recruitment dilemma?
different skill sets. A strategy that uses both approaches can help you
establish a talent model that fulfills business needs for
become universities. Since 2013, AT&T has spent $250 million on L&D
for its 140,000 workers, according to Deloitte. Last
the long term.

year, L’Oreal enrolled 14,000 workers in an upskilling

program that expanded digital skills at the cosmetic
giant, and the CEO of one company that develops

2018 Talent Trends Report take the poll 21 21

 five ways to engage
your workforce through learning & development.

make it flexible and fun.

Workers today want to learn at their own pace, so create micro-courses they can
take in short periods of time while at work. Offer certificates and other rewards
upon completion.
‘Investing in employees is critical to
every employer in this time of talent share the knowledge.
scarcity and growing skills gaps. Workers often expand their knowledge not just through formal courses, but from
By continuously upskilling your conversations with peers. Create a program or forum in which employees can share
practical insights they’ve learned on the job or through formal training.
workers, you can ensure valuable
talent remains engaged and
relevant to the organization.’ take them back to school.
Massive open online courses (MOOCs) are offered by a variety of prestigious
universities, such as Cambridge, Harvard and others. They offer hundreds of
Bernadett Hadobás appealing topics for professionals. Consider including these in your learning &
learning & development manager, development programs if you haven’t already.
EMEA

make it part of your culture.

If you build it, they will come. Similarly, if you evangelize it, they will learn.
Emphasize continuous learning to your workforce to encourage an appetite for skills
development among talent.

consider paying for it.

Did you know that tuition reimbursement is a benefit that attracts millennials?
If you’re hoping to recruit this talent pool, this may be one perk that elevates your
employee value proposition.

2018 Talent Trends Report 22 22

trend ten are you using the For that reason, many are investing in the infrastructure
needed to centralize the information.

power of analytics to Today, talent analytics are being used to enhance

accelerate workforce
various aspects of talent acquisition and management.
In our 2018 Talent Trends research, employers

performance?
increasingly view analytics as an indispensable
component of their talent strategy.

More than three-quarters (76%) say talent analytics

Why should you invest in talent analytics?
play a critical role in sourcing, attracting, engaging and
The answer is simple: better business outcomes.
retaining talent — the highest level since we began
Last year, Deloitte’s Bersin released a study that
tracking this sentiment.
reports organizations that used people analytics in

76%
sophisticated and insightful ways experienced 82%
higher three-year average profits than those that didn’t.

Analytics provide your organization with critical say talent analytics play a critical
insights about talent and how to acquire exceptional role in sourcing, attracting,
candidates. It’s a value proposition that more engaging and retaining talent
businesses are embracing.
As adoption of analytics evolves from a historical
reporting resource to a predictive and prescriptive
The Inter-American Development Bank, which provides
one, human capital leaders will be able to better plan
development loans and grants to Latin American
their workforces, troubleshoot jobs that are difficult to
and Caribbean countries, launched an analytics unit
fill and even advise hiring managers on the skills they
within HR three years ago. Now it provides strategic
need for certain roles.
insights across all HR functions and allows business
executives to create personalized reports relevant to
Has your company examined how people analytics
their function.
can help you become a more agile and strategic

insights become
talent-centric organization? Is this among the key
The C-suite and executive board are demanding data
technology investments you will be making this year?
on the skills gap, pay equality, workforce diversity and

more indispensable.
more, and they want it in real time. The challenge for
As you look to transform your talent function in these
most large HR organizations is that data is managed
disruptive times, make sure you take on this task with
over a number of systems, making access and
the power of insights.
aggregation almost impossible.

2018 Talent Trends Report take the poll 23 23

 five ways talent analytics
can enhance your business.
map with greater accuracy.
Talent mapping gets much easier when aided by a talent analytics platform. You’ll
better understand the availability of skills to address growth plans, succession
planning, retirement, attrition and other events.

‘This year will witness an

empower hiring managers with data.
acceleration in the adoption of
Examining business and market intelligence, you can uncover which skills will be
talent analytics as organizations difficult to acquire. Talent advisors can help managers revise their expectations and
become more data-driven. drive greater flexibility to find the right talent type — whether permanent, contingent
or independent.
The results of their investments
will have a positive impact on the
business for years to come.’ operate in real time.
Today’s technology provides real-time updates on your workforce, so you’re not
making decisions based on irrelevant information. This is particularly important to
business leaders who need to make quick decisions.
Roop Kaistha
regional director, APAC
Talent Innovation Center
predict with confidence.
Will your organization be able to launch a new business line with adequate sales
support? Does IT have access to technical skills for the launch of new digital portals?
With predictive analytics, you have strong data to support your hiring plans.

source from the right tools.

Your recruiters can become exponentially more effective if they leverage analytical
data to show where the organization has achieved the most success finding talent.
This translates to filling roles with the right candidates more quickly.

2018 Talent Trends Report 24 24

business health index.
Despite strengthening economic activities around With the world’s largest economies expected to slow Since 2016, our Talent Trends research has collected
the world, human capital and C-suite leaders who over the next several years, companies may be correct nearly 2,000 responses on these factors. This feedback
participated in the 2018 Talent Trends survey temper in their predictions. The Talent Trends Business Health is normalized and used to assess business health
their business outlook for the year ahead. Index included here shows how human capital and globally and on a country level, providing a basis
C-suite leaders in 17 countries view the state of their for comparison.
While 94% report their organizations met or exceeded organizations based on four factors:
business growth goals in the past 12 months, just A score of 100 is the baseline global average set in
one-quarter believe they will exceed their goals in 2018. • business growth over the past 12 months 2016. An indexed value of 80 or lower indicates a
weaker outlook, while a score of 120 or higher suggests
• extensive hiring during the same period
This sentiment is reflected in hiring behaviors as well; strong optimism ahead.
63% say they hired extensively in 2017. This rate is • the perceived impact of the political landscape
higher than those who reported hiring extensively in on their talent strategies Want to calculate your Business Health Index value?
the previous two years; however, employers’ outlook • anticipated business growth over the next Contact us.
for 2018 is lower at 59%. 12 months

Asia Pacific continental Europe & the U.K. the Americas

Australia China India Japan Singapore Belgium France Germany Italy Netherlands Poland Sweden the U.K. Brazil Canada Mexico the U.S.

2018 113 101 94 80 128 64 100 106 70 93 118 120 116 120 109 79 109
2017 113 96 120 77 92 103 83 118 82 100 97 160 110 120 114
2016 102 90 88 90 102 122 114 128 124 64

stronger business health outlook key

100 (global average) increased by 20 points within 20 points decreased by 20 points
no data available
or more of previous year or more
weaker business health outlook

2018 Talent Trends Report

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 talent trends research methodology.
The 2018 Talent Trends study is a survey of 800 C-suite and human capital leaders across
17 countries, conducted by a third party on behalf of Randstad Sourceright.

Online surveys are conducted via external panels, and interviews are self-administered
and can be taken across devices (including mobile phone, tablet, desktops and laptops).

Survey samples include leaders at international and regional organizations in

Australia, Belgium, Brazil, Canada, China, France, Germany, Japan, India, Italy, Mexico,
the Netherlands, Poland, Singapore, Sweden, the U.K. and the U.S.

about Randstad Sourceright.

Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and
human capital management strategies of some of the world’s most successful employers.
We help these companies discover and develop their human intelligence advantage by
quantifying the true impact of their talent strategies.

Our subject matter experts and thought leaders around the globe continuously build
and evolve our approach and solutions across recruitment process outsourcing (RPO),
managed services programs (MSP) and integrated talent solutions.

Read more at randstadsourceright.com

2018 Talent Trends Report | © Randstad Sourceright. 2018

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