人才展望2023（英）

Talent Outlook2023The most recent talent data and predictions for 2023 may be the first true post- pandemic year for recruiting and talent management.Will COVID-era workplace norms persist? How will a slowdown in hiring affect pay negotiations, quality-of-life benefits, and employee engagement? And what actions can employers take to boost retention for key talent segments?We canvassed recent research, analyst commentary, and business news to bring you the latest insights. In this report, we also highlight some emerging findings from202301Employees still have the upper hand02Talent resourcing starts with retention03Tune your EVP to critical target groups04Employers try out new productivity measures05Sharpen up your data-driven talent decision making06What do the findings mean for employers?Click here to watch this year’s Talent Outlook webinarUniversum’s annual talent survey.01In 2023, candidates still have the upper hand over employers… but will that last?After a long period of robust hiring, the talent market shows signs of a “pressure release” in 2023. Manpower’s much anticipated Net Employment Outlook — calculated by subtracting the share of employers who say they will reduce staffing from the share of employers who say they plan to hire — is +23% in the first quarter of 2023. Despite the positive ratio, that number is down 6% compared to Q4 2022. To find evidence of a throttling back in hiring, one need only consult the business media, where news about layoffs dominates. Big Tech companies like Alphabet, Amazon, Meta, and Microsoft were among the first to announce consequential layoffs, but many other tech companies followed suit. In Europe, tech-related layoffs mount; Aiven, Paddle, Brainly, and others have announced staffing reductions. 12We see a subtle but meaningful pivot in the talent market right nowSays Richard Mosley, global client director at Universum.“““Specific talent segments, such as experienced cybersecurity engineers, have as much negotiating power as they did 12 months ago — which is to say, a lot. But others who were in high demand in early 2022 may find it less easy to switch jobs in 2023.”4Talent Outlook 2023 - Chapter 01Many COVID-era expectations are now the norm:Even as hiring cools slightly, workers still think they have the upper hand in the employer-employee relationship. A recent study of over 90,000 workers found most (68%) say they are in a strong negotiating position when seeking a new job; just 14% say employers are in the power seat. This demand evolution may ultimately help address the critical talent shortage of frontline and blue-collar workers, says Dave Gilbertson, vice president at UKG. As he explains, “Demand for employees, especially for frontline and hourly roles, remains strong. We expect to see a ‘blue-collar boomerang,’ as recently laid off white-collar and salary workers take up well-paying, highly skilled frontline jobs in the year to come, further easing the labor shortage.” 1. Manpower Group: