Kea's Talent Shift report on investment funds

🧠🌍 The psychology of executive mobility is multifaceted. Learn about the economic and societal influences shaping their decisions and get tips on attracting great talent! https://lnkd.in/gvjRfR-U #ExecutiveSearch #HRInsights

Growing up, many of us believed career success was tied to traditional roles and hierarchies. We assumed our potential was limited by what we saw around us—what our parents achieved or the career paths society deemed respectable. These beliefs quietly shape our actions, making us hesitate to chase bold ideas or embrace new ways of thinking. Recruitment professionals often face similar barriers. We might think we need a massive team, a hefty budget, or years of experience to make a big impact. But what if we approached recruitment like building social capital instead? In #recruitment, social capital isn't about venture funding or fancy tools—it's about 𝐫𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧, 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬, and the ability to deliver 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭 𝐯𝐚𝐥𝐮𝐞 to stakeholders. It's the influence you build by solving hiring challenges, aligning talent with opportunity, and creating meaningful connections in the talent ecosystem. With strong social capital, recruiters unlock possibilities like: • Becoming a trusted partner for candidates and hiring managers. • Building a personal or company brand that attracts talent organically. • Influencing hiring strategies without needing a "seat at the table" to prove your worth. In the world of #recruitment, where relationships drive results, social capital is the new currency. And the best part? It’s accessible to everyone willing to invest in creating real value. #DharamTheHr

As workplaces continue to change, our view of career progression must also adapt. ⁠ The traditional ladder, once seen as the gold standard for climbing to success, might not be the most effective approach, especially for women facing unique career challenges. ⁠ Could the lattice, a model that supports growth in various directions, be the answer? Embracing this shift might not only redefine success but also offer better support for diverse career journeys. https://lnkd.in/gMB7kcXQ

We all want the hiring process to be as bias-free as possible, but the fact of the matter is that it's not always the case - making this topic one which is close to my heart! It was great to have the opportunity to speak to Andreas and Jennifer about some of the ways we can improve the hiring process for a less biased (and better) workforce.

This year’s #GlobalWorkforceoftheFuture research from LHH and The Adecco Group reveals a surprising trend: while nearly 75% of workers plan to stay put in 2024, long-term loyalty isn't guaranteed. More than half cite fear of change and external factors like the economy as reasons for staying. A passive talent pool is being created – where dissatisfied workers are simply waiting for the right opportunity to find new roles. To activate this pool of workers, employers have to demonstrate they are truly invested in employee success and rethink their approach to recruitment accordingly. This includes prioritizing learning and development, shifting to skills-based hiring and offering non-linear career paths and internal mobility programs. Demographic shifts mean workforce changes are on the horizon, and being able to lean into the things workers care most about will set employers up for long-term success. Read the full report here: https://lnkd.in/d-Rk6Ce6

Is your business ready for the new Gen-Z'ers hitting the job market? I mean, there are already millions in the global workforce now but by 2030 there will be 51 million! do you know how you will attract them into your business? do you know what is important to them? Let me share some insights with you 😊 Gen-Z are being described as the most 'diverse generation' yet and growing up in a digital world they are bringing new perspectives, higher expectations and, similar to us Millennials, their views on Diversity, Equity, Inclusion and Belonging (DEIB) is beyond strong - and so it should be 🤗 Did you know? "Gen-Z views diversity, equity and inclusion not as mere corporate buzzwords but as non-negotiable pillars that define the essence of an organization" and "around half of Gen-Z workers would consider leaving a job if they perceived a lack of equity" 😶 My last post, on DEI, spoke about how companies were dropping investment in this space and ultimately seem to view DEI as a fair weather sport, but that attitude and approach isn't going to make you futureproof. Recruitment is the first window into your organisation and so if you want to make an impact and would like to discuss how you can improve inclusion throughout your processes let me know. AND/OR If you want any recommendations for HR/ Culture Consultants who can help you internally then let me know as I have a bunch of contacts. 👏 Source of info below: Forbes article: https://lnkd.in/ePyG7Yi6. #mktalentadvisory #DEIB #GenZ #Recruitmentstrategy #attraction

There are some things in life that you can only achieve when traveling, such as reading a (long) study on The Future of Jobs published by the World Economic Forum in 2023. The study focuses on the impact of macroeconomic and technological trends on Jobs over the years 2023-27 (Scope: 803 companies, covering 11.3 mio workers, over 27 industries, and 45 economies) Two points caught my attention: 1) Employers estimate that 44% of workers’ skills will be disrupted in the next five years, with the quickest changes in cognitive skills such as complex problem-solving in the workplace. Companies ranked the skills that they identify as core to their workforce: #1 Analytical skills #2 Creative Thinking #3 Resilience, Flexibility, and Agility (and “Street smartness” I guess 😉) The ranking lists 26 skills, regrouped into 8 clusters: Cognitive, Engagement, Physical, Self-Efficacy, Working with Others, Ethics, Technology, and Management. For the full list, see in the "comments" section of this post. => Companies will need to be a lot more precise in defining what skills they need, developing them in their existing workforce (upskilling), and concretely identifying them during the hiring process. 2) The key barrier preventing industry transformation over the next 5 years? You could expect companies to mention the lack of capital, the supply shortage, or the economy ... but they mentioned across all industries Talent availability as their most strategically limiting factor. To deal with this challenge, the main Workforce strategies are, according to the survey: #1 invest in Learning*, #2 accelerate the automation of processes, #3 transition existing staff from declining to growing roles (re-skilling) No wonder also that Job postings on Linkedin for Talent Acquisition roles are on a steep growth (+53% 2018-22). Developing their people will be undoubtedly a strategic priority for organizations over the next 5 years, and this is the best news of the day 🎇 Do these findings match with the reality you face in your company? #futureleaders #humancapital #grintaforall Gunjan Parekh-Dias Stephanie Donnet Alban Belloir Magali Jallot Stéphanie Rault Severine Pin Sylvia Ubaldi Stephane Honig Antoine PIN

According to the World Economic Forum’s Future of Jobs Report 2025, analytical thinking is now the most in-demand skill, with 7 out of 10 companies saying it’s essential. Close behind are skills like resilience, flexibility, agility, leadership, and social influence. So here’s a key question: Are your job descriptions, postings, candidate reviews, and performance management processes aligned with these skills? If your answer is “Not yet,” you’re not alone. Aspect43’s research shows that 47% of companies struggle with finding candidates who have the right skillset. The good news? 55% of companies are investing in skills management solutions, which is a great first step. But technology alone isn’t enough. To truly make an impact, you need to shift the way you think about skills—how you define them, evaluate them, and leverage them. What we've been doing is not working and won't the right people with the right skills in the right roles of the right organizations. To meet the evolving needs of today’s workplace, we need to rethink how we hire and manage talent in a more flexible and dynamic way. Here’s some ideas: 💡 Focus on Skills, Not Just Roles: Rather than hiring for specific job titles, think about the skills and potential employees bring to the table. Identify the core capabilities that will drive success in your organization and prioritize these over traditional qualifications. Talent Acquisition teams and hiring managers should partner on this strategy. 💡 Assess for Adaptability: As the workforce changes, so do the challenges. Look for candidates who are resilient, flexible, and agile—those who can adapt quickly and lead in times of change. 💡 Leverage Technology for Better Talent Data: Use skills management solutions to track and organize the skills in your workforce. Technology can help you assess talent efficiently and ensure that you’re tapping into the full potential of your team. 💡 Encourage Continuous Learning: To stay ahead of skills gaps, promote a culture of growth and development. Provide employees with opportunities to learn new skills and grow within their roles. This not only benefits the organization but also boosts employee engagement and retention. Make sure internal mobility and talent marketplaces are part of this strategy. 💡 Look Beyond the Resume: People bring more than just their experience to the job. And their skills and abilities go beyond a title. Evaluate how candidates align with your company’s values and culture. Leadership, social influence, and interpersonal skills are becoming just as crucial as technical expertise. By shifting our mindset and focusing on what truly matters—skills, adaptability, and a growth mindset—we can ensure that our talent management practices meet the needs of the future. For some light reading: https://lnkd.in/gwTbQ4UY

Our latest research, “The Great Potential: Global Workforce of the Future”, a survey of 30,000 global workers, uncovers a workforce who paradoxically seek stability (thanks to tough economic conditions) whilst at the same time brimming with ambition.   The findings show that, despite 73% of workers planning to stay put in their current company for the time being, they do so on the condition of internal progression and upskilling opportunities.   That said, 86% of workers globally feel confident they could secure a new job within six months, even in the current climate, and 47% of workers are keeping an eye on open roles in other organisations.   The message to companies is clear:   ✅ Invest in your workforce or risk falling behind.   How?   ✅ Prioritize learning and development, shifting to skills-based hiring and offering non-linear career paths and internal mobility programs   As we move beyond the “Great Resignation”, we enter the era of the “Great Potential”.   ✅ Companies that can tap into this potential, fostering an engaging culture, supporting employees during transitions, and providing opportunities for progression and upskilling, stand to gain a significant competitive advantage.   The future belongs to those who invest in their greatest asset - their employees.   Download the report here: https://lnkd.in/dMrBRjD9    #thegreatpotential #LHH #SkillsFirstHiring

As a forward-thinking company, we're always looking for ways to stay ahead of the competition. Right now, the future is talent, and we've noticed how global uncertainty is causing workers to stay put, but they're also eager for new skills. Check out some insights we found on the great potential of the global workforce of the future: https://lnkd.in/gPBYmcbS #talent #readyfornext #futureproofing