Why will the market be increasingly competitive?
By 2035, it is predicted that 85% of jobs will be in roles that do not exist today1. This radical change in the very nature of jobs underlines the importance of adaptability. The labour market is becoming hyper-competitive not only because there is a shortage of labour, but also because the skills required are changing faster than ever. It's no longer enough to improve processes to stand out from the crowd - we also need to rethink our talent management practices to match workers' new expectations.
Evolving practices: the real key to staying competitive
In a market where change is constant, adapting recruitment and talent management practices becomes essential. It's a reality that companies can't ignore: the status quo is no longer viable. Here are three key aspects to review in your practices to stay relevant:
- Revitalising and structuring your recruitment process
It's time to rethink the entire recruitment process to create a more structured, fluid and engaging experience! Copying and pasting processes isn't enough in today's market: companies need to adopt their own methods. Every stage of the process, from needs assessment to integration, needs to be strategically thought through to attract, convince and retain the best talent. - Rethinking skills with agility
According to the OECD, the lifespan of a professional skill is currently 1 to 2 years! It is therefore crucial to integrate cross-disciplinary skills and to rethink jobs to adapt to rapid changes in the market. Recruitment practices must be flexible to meet these new needs. - Improving the candidate experience
Today's candidates expect much more than an automatic response to their application. The candidate experience begins even before they have applied for a vacancy. A company needs to take care of every interaction with its candidates, humanise its practices and ensure that follow-up is continuous and genuine at every stage of the process. The result? Reduced ghosting and increased candidate engagement from the outset.
The impact of inaction: a tangible risk
Failure to adapt practices to this new reality can have costly consequences. Companies risk seeing their retention rates fall, missing out on growth opportunities or being perceived as unattractive employers in a market where candidates have more choice than ever.
Without dynamic and responsive recruitment and talent management practices, companies risk being stuck in outdated methods, unable to keep pace with a rapidly changing marketplace. This will not only compromise their competitiveness, but also their ability to innovate and respond to new market demands.
The solution: transform your practices to succeed
To succeed, companies need to do more than simply optimise their processes. They need to transform their talent management practices to meet today's challenges. By analysing trends and taking a strategic view, it is possible to anticipate future needs and adopt approaches that are adapted to the new realities of the market.
Conclusion
The labour market is changing at an unprecedented rate, and companies that want to remain competitive need to reinvent their recruitment and talent management practices. By focusing on a better candidate experience, redefining skills and roles, and using more strategic assessment methods, they will be ready to prosper.
It's no longer just a question of adjusting processes, but of adopting modern practices that meet the expectations of today's and tomorrow's talent. These adjustments will result not only in high-quality recruitment, but also in a greater capacity to innovate and stay ahead in an increasingly competitive market.
To find out more :
Recruitment: recruit effectively in a competitive market
