In 2022, it’s no surprise that there’s a global shortage of talent, particularly for technical roles. I recently had the pleasure of moderating a panel session at the Human Capital Europe conference all about ‘HR Strategies to Solve Talent Shortages’.
I was joined on stage with Christopher Freres, Head of Talent Management at Degroof Petercam Luxembourg, Laurent Peusch, Head of Employer Service at ADEM and Oreste Shimwe, Talent Acquisition Manager at CGI. Together, we discussed many angles of talent attraction.
Here are some of the key takeaways from the panel discussion:
There’s less demand for permanent roles
One of the biggest trends we’re seeing at the moment is the demand for fixed-term contracts, with less candidates wanting permanent roles. To widen your talent pool, it’s important to offer a variety of roles, such as part-time, fixed-term, and permanent roles to be able to cater to the current talent landscape.
Flexibility is here to stay
Due to COVID-19, candidates were able to get a taste of working from home. Research shows that 87% of full-time employees either work flexibly already, or say they want to. As an employer, flexibility is no longer seen as a ‘perk’ – it’s expected of you. Check out how HubSpot promotes flexible work. They say, “As a HubSpotter, you select the work option that’s best for you, once per calendar year: @office, @home, or @flex”.
Leaning into Luxembourg’s perks
Luxembourg was ranked the 8th most competitive country in the world when it comes to attracting talent. From its multiculturalism, to being at the centre of Europe, the dynamic market and security of the country – there’s a lot going for this country. When promoting roles in Luxembourg, it’s important to showcase the many pluses to life in Luxembourg – especially when attracting talent from another country.
Pay attention to your existing talent
A key strategy when it comes to solving talent shortages is to look from within your own organization. By encouraging employees to try new roles, different departments, and grow their skills and experience – this is a great way to retain talent and boost morale internally. Upskilling your people and supporting them through career development should be a critical part of any talent strategy.
Amplifying your employer brand
Candidates have the choice of where they work next, which is why it’s critical to have a solid employer brand strategy in place to help your organization stand out. Whether it’s having a robust careers page, a strong LinkedIn presence, raving Glassdoor reviews, a top-notch candidate experience, or all of the above – there are many channels and ways you can offer candidates insights into your company culture. The key is to be as authentic as possible.
Leveraging ADEM’s services
ADEM offers employers with a range of services to help organizations recruit; whether it’s helping define your workforce needs, assisting in the search for the right candidate or informing you about the financial benefits to which you are entitled when hiring a jobseeker. Check out their website here.
