the 10 new rules for talent strategy

August 13, 2014

Today’s business leaders know success depends on their ability to understand and adapt to their workforce at warp speed, with the pace of social and technological change greater than at any time in modern working life. 

The 2013/14 Randstad World of Work Report — tapping into the perspectives of over 7,000 employers and more than 7,500 employees across Asia Pacific — confirms we are not just witnessing incremental shifts in the world of work, but game-changing forces that require fresh thinking and new, innovative approaches to building a sustainable talent strategy. As momentum continues to move from West to East, the growing innovation economy in Asia Pacific will demand new and adaptive skills — particularly as work becomes increasingly knowledge intensive and technology-enabled. 

In this new world of work, knowledge workers will continue the transformation of work into a collaborative process. Talented, creative thinkers and those with specialised skills will hold the cards — as the rules of the new game require leaders to develop world-class talent strategies to find and attract them.

10 new rules for talent strategy in the dynamic Asia Pacific landscape:

  • Skilled talent shortages are expected to persist across the region — even in countrieswhere growth is slowing — due to the restructuring of many economies and labour markets.
  • Organisations across the region need to make meaningful, inclusive workforce planning a priority to ensure their survival and success when it comes to attracting global andlocal talent.
  • Effective workforce planning in this decade means using a mix of enabling tools, systems and strategies to attract, develop and retain an increasingly mobile and skilled workforce.
  • The critical need for specialist professional and technical skills is driving organisations to consider outsourcing to experts in strategic planning, talent mapping and talent management.
  • High-end recruitment process outsourcing (RPO) can provide access to niche, hard-to-find skills, improve recruitment efficiency, and increase workforce scalability and flexibility.
  • The Asia Pacific region faces nothing short of a leadership crisis — it’s time for organisations to re-think their approach to attracting and developing leadership talent.
  • Organisations who need creative, adaptive leaders must find professionals with wide-ranging experience across multiple sectors or functions — who are confident with risk and uncertainty.
  • Talent analytics can help organisations understand the behavioural patterns and desires of top professionals, enabling them to attract and retain them for the leadership pipeline.
  • Start small when it comes to talent analytics — choose one human capital problem you need to address and determine how the employee data within your organisation can help you to solve it.
  • Achieving measurable success on a key human capital challenge will help HR and business leaders build the case for greater investment in talent analytics and big data in the future.

About the World of Work Report
The 2013/14 Randstad World of Work Report: Talent Strategy Game-Changer Series stems from over 14,000 survey respondents (more than 7,000 employers & over 7,500 employees) across seven countries in Asia Pacific – Australia, China, Hong Kong, India, Malaysia, New Zealand & Singapore.


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