The workforce chessboard: Thinking three steps ahead

As the global economy evolves at an unprecedented pace, workforce dynamics are shifting profoundly.  

Workforce management leaders are faced with the constant challenge of anticipating skill shortages and planning workforce transitions to ensure their organizations remain competitive.  

A changing skills landscape in an evolving world 

Finding skilled talent, particularly in technology and digital areas, is challenging. A recent research report from Raconteur in partnership with Guidant Global show that 90% struggle to hire for digital and IT roles, with marketing, communications, and business analysis also difficult to fill. 

Another significant trend is the rising value of emotional intelligence and social skills. As automation grows, human-centric abilities like adaptability and empathy are becoming crucial. 

McKinsey & Co. predicts 25 million job shifts by 2030 across Europe and the US. This underscores the need for organizations to prepare for a changing labor market, focusing on high-growth STEM and healthcare roles while routine jobs such as data entry decline due to automation. Proactive workforce strategies must include adaptability and reskilling to address skill shortages.

 

How to prepare for a changing labor market 

The future success of numerous businesses may depend not only on technical solutions but also on recruitment leaders adopting new perspectives regarding talent acquisition and work execution. 

Leverage data and AI solutions driven by identifying skills gaps and anticipating future needs within the organization.  
 
Post-Covid, AI, and automation have been widely adopted to spot upcoming trends as well as enhance candidate experience and reduce attrition. For example, using AI-powered analytics to compare employees' current skill profiles with the competencies required for upcoming projects. 

If the system detects that only a small proportion of staff have specific skills needed in upcoming projects, it highlights this as a gap, prompting the prioritization of upskilling or talent acquisition accordingly.

Focus on embracing strategic workforce planning to foster agility in talent management.  

By utilizing contingent or freelance talent, businesses can scale their hiring efforts and access niche skills that may not be readily available in their existing workforce.  

A great starting point is to shift from traditional job roles to a skills-based approach. This allows organizations to utilize employees' competencies across functions and projects while identifying where external talent—such as contractors or freelancers—might fill specific gaps. According to the National Association of Colleges and Employers (NACE), nearly two-thirds (64.8%) of US employers now adopt skills-based hiring practices for entry-level positions. 
 
This emphasis on skills enables organizations to explore talent pools in diverse locations and markets, approach innovation with agility, and create opportunities for knowledge sharing across teams.  
 

Stay ahead of workforce management trends and make informed decisions for your organization.  

Download the latest research report from Raconteur in partnership with Guidant Global to unlock key insights into workforce planning strategies, the evolving skills landscape, and cutting-edge technologies shaping the future of talent management.