The Need for an Agile Enterprise
MBO Partners
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In the wake of today’s talent shortage, enterprises have scrambled to fill vacancies with skilled and qualified talent. In a dynamic work landscape, talent acquisition must go hand-in-hand with talent deployment to ensure optimal performance. To fill the acquisition and deployment needs, organizations have opted to operate with a mix of full-time and contingent labor. While this has been effective, talent acquisition and deployment remain to be a pain point for most, if not all enterprises.
Despite the utilization of full-time and contingent labor, it seems the continuing trend of talent shortage in 2022 is here to stay. Job openings in the U.S. are at a historic high of over 10 million per month. This data point indicates that there is still a strong staffing demand in the labor market. It also means enterprises will compete amongst each other for available talent.
The data point mentioned above implies a strong need for an adaptable and agile model for filling vacancies. MBO CFO Eric Dutcher discussed one application of this in his recent interview with Strategic CFO? , stating that "talent is agile whether a company is or not." In this ever-changing labor landscape, enterprises need access to a pool of on-demand talent that can easily fill a role once it is opened. Additionally, organizations must actively identify workforce gaps in advance to cover possible talent gaps on short notice.
In today’s labor environment, enterprises that can fill workforce vacancies in a timely and efficient manner can put themselves ahead of the curve.
Trending Topics:
●?????“Quiet quitting” has become a problem in the workplace. To remedy this situation, some have batted for an increase in the hiring of open talent because the latter can seamlessly provide their expertise in critical areas of a business.
●?????Despite the flexibility in work hours and multiple streams of income, freelancers aren’t immune from job insecurity during an economic downturn. A gloomy economic environment, along with uncertain job prospects, can lead freelancers to suffer from financial and emotional stress.
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●?????In the face of high cost of living due to rising inflation, employees have reiterated their strong desire for a hybrid work setup. This isn’t surprising, considering that remote work is cost-effective, productive, and profitable for employees. For employers, a hybrid setup allows them to retain talent and stymie quit rates.
●?????While remote work has seen widespread adoption in multiple companies, management and employees still seem to be at odds about its effect on workplace productivity. Employees feel that they are more productive working at home, while management teams think otherwise.
●?????Remote work could be fueling high turnover rates. With the realization that more work could be done at home, employees have left their jobs in search of remote working roles. This development has forced employers to improve their recruitment strategy.
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HR professional experienced as an HR Business Partner, in compensation (broad-based, exec and design); communications, HRIT, Workday, and project management.
2 年Ben Jackson
Director, Global Supplier Risk Assurance at EY
2 年It would be interesting to understand the first point. Are employers drawn to freelancers because the prevailing thought is they can leverage more hours or productivity from them? Is this related to the second point - that the job insecurity as the economy cools forces freelancers to accept longer hours? It would be good to understand the data relating to these topics.