Guest Column: The Top 5 Talent Trends for 2015
A spike in demand for talent in technology and digital, media, broadcasting and communications becoming one of the most exciting career destinations are sone of the top talents trends shared by Gaurav Hirey, Chief Talent Officer, GroupM South Asia
1. Technology and digitization:
2015 will herald a spike in demand for talent in technology and digital mediums. While demand for digital talent has and will keep on rising there will be a specific need for experts in social, search and mobile mediums. Organizations will also look to hire people who are tech experts with an orientation to media and communications as technology starts to play a far bigger role than ever before.
The HR function too will be digitized at a rapid pace. Talent acquisition, employee engagement, performance management and recognition and reward process will move online and will be available not just on desktops and laptops but even on mobiles. Anyone without an orientation to digital and social media will become completely obsolete as HR function adapts to the new environment.
2. Doing more with less
While companies will hire more in 2015 there will be an added need to retain more within the organization. This will bring focus back on employee engagement and front line managers will be under pressure to ensure they pay special attention to retaining and growing their people from within. Cost of losing talent will be unsustainable which will lead to a dramatic change in the way we work. Innovative workplace practices will become the need of the hour to engage and retain talent. Telecommuting, flexi working, mandated holidays, improved benefits; better infrastructure will rule the day thus ensuring a Gen Y ready workplace finally.
3. People Data and analytics
HR teams will finally become data and evidence oriented. They will look at interpreting data with regard to talent acquisition, engagement, employee satisfaction and performance management to create initiatives that will have a bigger impact on company bottom lines. They will use predictive, prescriptive analysis to strengthen their talent strategies leading to better and improved quality of talent and higher retention. Simple examples of this would be : By evaluating attrition trends over the past years HR will be able to predict attrition spikes evaluate reasons and hence initiate corrective actions before the spikes , to ensure retention or by looking at the profile of successful high performers HR will be able to prescribe the preferred profile for hiring so that the hires are successful at their roles.
The HR teams will use data to show measurable outcomes for the business and leverage this to strengthen their own teams and develop themselves into true business partners! Organizations finally will start realizing a return on investment from those HR teams who leverage the data to create new talent strategies leading to client delight and thus influencing the bottom lines.
4. Shortage of specific skills and experts:
While media, broadcasting and communications will become one of the most exciting career options for young talent, shortages of skilled talent will continue. It is a fact that we have been experiencing an industry wide shortage of good talent, but within this we have also been experiencing shortages of specialists or expert talent . This year the demand for highly skilled specialists or experts will become far more focused and will intensify around certain skills. The talent teams will be under huge pressure to identify new talent sources and to create new talent pipelines. This shortage will be so pronounced that some of us will actively look at creating our own talent base through customized in-house capability programs.
5. Diversity takes over:
Talent diversity and gender diversity will be the buzzwords in the industry. We will find managers grappling to lead a diverse talent base as the business environment changes more rapidly. With young leaders taking over more responsibilities the need for capability building of front line managers for managing diverse talent will become critical for organizational success.
The industry will experience a renewed focus to ensure Gender diversity. Some organizations within media, communications and broadcasting will welcome more women leaders into their core leadership teams while others will look at creating more balance in their workforce in 2015. The power of 49 will be seen at play across the industry, as more women leaders will take center stage.
2015 will be a golden year for talent in the media & communications industry as employers will intensify retention efforts in order to deliver client delight. This basically means that employees can expect more flexibility, better benefits, stronger manager and employee work relationships and career growth opportunities like never before in recent times. Clearly this is the best time to be in the media and communications industry!
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