Published On: September 30th, 2022Categories: Contenidos Técnicos, Estudios e Investigaciones DCH, Noticias

Tendencias Talento 2022Talent Trends 2022

There is no doubt that the work model has been undergoing a permanent revolution in recent years. There were already signs of change before 2020, but with the arrival of the pandemic, the massive implementation of teleworking and the transformation of professionals’ priorities, this phenomenon has, to say the least, accelerated.

2021 has been a year of transition in which some of the trends of 2020 have settled and others have been disappearing.
2022 will be the time when we will see if what we sense is here to stay or if organizations prefer to return to the pre-pandemic rules of the game. In our opinion, we are facing a huge opportunity to move forward and evolve towards improved talent management. As we want to reflect in this report, not only has the when and where we work changed, but also the how and why, and this no longer depends so much on the companies as on the people who are part of them.

What seems clear is that talent managers will not stop making decisions in uncertainty this year either. We are learning to decide with incomplete and imperfect information. This is a huge challenge that will force us to be more and better prepared, but also to be braver.

These are the 9 trends that will shape talent management in 2022:

  1. From hybrid format to autonomy: This new model will require companies to have much more asynchronous team communications and ways of working. The “real time” at work loses relevance and other models are established that prioritize teamwork away from the dictatorship of the face-to-face or online meeting.
  2. Disconnect to connect: After two years of pandemic in which the productivity levels of professionals have not been affected, companies will begin to understand that professionals need to disconnect more to connect better. Conquering time will be the preferred formula for improving talent engagement and differentiating in recruitment.
  3. The third space: Many companies will continue to rely on traditional office space for many years to come, but it will not be enough to prevent a transformation in the office market. Third spaces thus become the big evolution and it doesn’t matter who the operator or manager is, it’s all about the talent experience.
  4. Workcation: What if it were possible to work and be on vacation at the same time? It is not a substitute for vacation. It aims to offer professionals a better work experience, to include leisure in the professional environment, to “be on vacation during our free time”.
  5. Rituals for “detribalization”: The connection with the company as a whole seems to have weakened to the point of turning organizations into a tribe of tribes. In the coming months, companies will face the challenge of “detribalization”, not to break the feeling of belonging but to elevate it by creating new rituals to strengthen weak ties.
  6. From the great escape to cultural reformulation: Organizational culture is the medicine for talent disenchantment. It is up to companies not only to review the way they behave in this new context, but also to reformulate their positioning. This is the only way to achieve motivated and committed professionals.
  7. Pull mentality: Candidates are not job “seekers” but have become consumers of the different offers published by brands. Adopting a pull mentality, through inbound recruiting, will allow companies to be more efficient and effective when hiring new professionals and, at the same time, serves as a basis for attracting, hiring and captivating the most qualified candidates.
  8. As far as you will know: Companies will demand more profiles that are able to manage and solve a large volume of problems and contingencies to coexist in an environment of constant change. Profiles with a high level of potential and leadership. To meet this challenge, companies will need to incorporate tools that allow them to identify potential, rather than focusing on simply reviewing a CV.
  9. Total Experience: Customer experience (CX), employee experience (EX), user experience (UX) and multiexperience (MX) must be combined in order to create a complete experience ecosystem inside and outside organizations: what has come to be called the Total Experience (TX). The goal is to improve from a holistic approach each of these four areas to achieve a better overall and fully interconnected experience.

Download the full report in Spanish >>>

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Published On: September 30th, 2022Categories: Contenidos Técnicos, Estudios e Investigaciones DCH, Noticias

Tendencias Talento 2022Talent Trends 2022

There is no doubt that the work model has been undergoing a permanent revolution in recent years. There were already signs of change before 2020, but with the arrival of the pandemic, the massive implementation of teleworking and the transformation of professionals’ priorities, this phenomenon has, to say the least, accelerated.

2021 has been a year of transition in which some of the trends of 2020 have settled and others have been disappearing.
2022 will be the time when we will see if what we sense is here to stay or if organizations prefer to return to the pre-pandemic rules of the game. In our opinion, we are facing a huge opportunity to move forward and evolve towards improved talent management. As we want to reflect in this report, not only has the when and where we work changed, but also the how and why, and this no longer depends so much on the companies as on the people who are part of them.

What seems clear is that talent managers will not stop making decisions in uncertainty this year either. We are learning to decide with incomplete and imperfect information. This is a huge challenge that will force us to be more and better prepared, but also to be braver.

These are the 9 trends that will shape talent management in 2022:

  1. From hybrid format to autonomy: This new model will require companies to have much more asynchronous team communications and ways of working. The “real time” at work loses relevance and other models are established that prioritize teamwork away from the dictatorship of the face-to-face or online meeting.
  2. Disconnect to connect: After two years of pandemic in which the productivity levels of professionals have not been affected, companies will begin to understand that professionals need to disconnect more to connect better. Conquering time will be the preferred formula for improving talent engagement and differentiating in recruitment.
  3. The third space: Many companies will continue to rely on traditional office space for many years to come, but it will not be enough to prevent a transformation in the office market. Third spaces thus become the big evolution and it doesn’t matter who the operator or manager is, it’s all about the talent experience.
  4. Workcation: What if it were possible to work and be on vacation at the same time? It is not a substitute for vacation. It aims to offer professionals a better work experience, to include leisure in the professional environment, to “be on vacation during our free time”.
  5. Rituals for “detribalization”: The connection with the company as a whole seems to have weakened to the point of turning organizations into a tribe of tribes. In the coming months, companies will face the challenge of “detribalization”, not to break the feeling of belonging but to elevate it by creating new rituals to strengthen weak ties.
  6. From the great escape to cultural reformulation: Organizational culture is the medicine for talent disenchantment. It is up to companies not only to review the way they behave in this new context, but also to reformulate their positioning. This is the only way to achieve motivated and committed professionals.
  7. Pull mentality: Candidates are not job “seekers” but have become consumers of the different offers published by brands. Adopting a pull mentality, through inbound recruiting, will allow companies to be more efficient and effective when hiring new professionals and, at the same time, serves as a basis for attracting, hiring and captivating the most qualified candidates.
  8. As far as you will know: Companies will demand more profiles that are able to manage and solve a large volume of problems and contingencies to coexist in an environment of constant change. Profiles with a high level of potential and leadership. To meet this challenge, companies will need to incorporate tools that allow them to identify potential, rather than focusing on simply reviewing a CV.
  9. Total Experience: Customer experience (CX), employee experience (EX), user experience (UX) and multiexperience (MX) must be combined in order to create a complete experience ecosystem inside and outside organizations: what has come to be called the Total Experience (TX). The goal is to improve from a holistic approach each of these four areas to achieve a better overall and fully interconnected experience.

Download the full report in Spanish >>>

Share this news! Choose your platform.