Post by account_disabled on Oct 14, 2023 4:53:13 GMT
And this convergence between the two disciplines is now beginning to gain real momentum, as companies realize their talent and employer brand strategies need to adapt to a post-pandemic marketplace. We are seeing a trend towards firms combining their recruitment strategy and budget with their marketing firepower, creating one overarching campaign-led approach that maximizes investment whilst reaching a great number of potential candidates. Whilst this may feel like a novel approach to talent and branding, there are very clear signals which show this blend makes real strategic sense.Autumn often feels like the right time for a fresh start. Many people have come back from holiday, children have started a new term, and the seasons slowly change.It’s therefore not surprising that this time of year also coincides with some of the steepest spikes in Professional Services (ProServ) job seeking and employee attrition that we see at LinkedIn, and this year has been no different. We may even see larger spikes across those two key markers than before, due to two key trends: the onset of the world’s largest talent migration; and the impact of ProServ firms starting to successfully align marketing and recruitment budgets and campaigns in their effort to attract this moving talent.
The state of the workforce is certainly an inflection point Phone Number List following more than 20 months of remote working, virtual meetings, and WFH. As parts of the world start to open up, and conversations about hybrid or fully remote working become more standard, the workforce is now thinking about whether this might be time to move roles.LinkedIn and Microsoft data shows that 41% of employees are considering leaving their current employer this year. As Jared Spataro, CVO at Microsoft 365 notes: “There will be an influx and an outflux of talent now that people do not have to leave their desk or home to change jobs.” In addition, as vaccine distribution starts to increase, some dormant sectors and markets will open back up, further paving the way for a hiring spree in the coming months.
There are some professional services firms who are already acting fast to take advantage of the global talent migration. We have seen PwC announce its intention to boost headcount by 100,000 over five years, part of an $12 billion investment in recruitment, training, technology and deals. Another Big Four firm, Deloitte, has seen its annual global revenue rise to $50 billion after a surge in pandemic advice, along with an increase of more than 3% to its global workforce.
So how can firms best position themselves to attract a large percentage of this migrating talent? Increasingly, the answer lies in defining and communicating your brand purpose: the ‘why’ your company exists, along with what you stand for and your beliefs. This doesn’t just make good marketing and business sense: this is now one of the most important tools when attracting and retaining talent.This is because there has been a real shift in what employees are wanting out of their jobs, with the pandemic putting work-life balance, purpose-led roles, and happiness much further up the agenda. Typical motivators to stay in role – such as interest in the work, promotions, or co-workers – have become much less appealing as this graph shows.
The state of the workforce is certainly an inflection point Phone Number List following more than 20 months of remote working, virtual meetings, and WFH. As parts of the world start to open up, and conversations about hybrid or fully remote working become more standard, the workforce is now thinking about whether this might be time to move roles.LinkedIn and Microsoft data shows that 41% of employees are considering leaving their current employer this year. As Jared Spataro, CVO at Microsoft 365 notes: “There will be an influx and an outflux of talent now that people do not have to leave their desk or home to change jobs.” In addition, as vaccine distribution starts to increase, some dormant sectors and markets will open back up, further paving the way for a hiring spree in the coming months.
There are some professional services firms who are already acting fast to take advantage of the global talent migration. We have seen PwC announce its intention to boost headcount by 100,000 over five years, part of an $12 billion investment in recruitment, training, technology and deals. Another Big Four firm, Deloitte, has seen its annual global revenue rise to $50 billion after a surge in pandemic advice, along with an increase of more than 3% to its global workforce.
So how can firms best position themselves to attract a large percentage of this migrating talent? Increasingly, the answer lies in defining and communicating your brand purpose: the ‘why’ your company exists, along with what you stand for and your beliefs. This doesn’t just make good marketing and business sense: this is now one of the most important tools when attracting and retaining talent.This is because there has been a real shift in what employees are wanting out of their jobs, with the pandemic putting work-life balance, purpose-led roles, and happiness much further up the agenda. Typical motivators to stay in role – such as interest in the work, promotions, or co-workers – have become much less appealing as this graph shows.
