Navigating talent management in a tech-driven world: insights on flexibility and future readiness

We interviewed Annick Bourgeois and Alain Schroyen, Client Solutions Directors at Solvus, to explore how technology is shaping talent policies in organizations.

Total Talent Management strategy is becoming increasingly important within organizations. Could you explain what Total Talent Management entails and why it is relevant?

 “Total Talent Management (TTM) involves managing all types of talent within an organization—permanent, temporary, and flexible workers. This approach aims to offer a comprehensive view of the workforce, improving talent use. In today’s tech-driven environment, considering freelancers and future talent alongside permanent staff is essential for responding to technological changes and acquiring the skills necessary to remain competitive.”

How do you envision the future of Total Talent Management (TTM)? What steps should we take to prepare for it?

“The future of total talent management emphasizes flexibility and agility. With rapid technological advancements, organizations must adapt their processes and systems. This involves investing in innovative technologies and ongoing employee training. Additionally, a forward-looking strategy should include diversity to attract a range of talent, providing varied perspectives that drive growth.”

Why is it crucial for companies to map out their skill sets to thrive in a changing technological landscape?

Alain Schroyen, Client Solutions Director at Solvus, emphasizes the importance of talent mapping. “To stay ahead, organizations should start by mapping out essential roles and defining the required skills for each. It is crucial to implement an objective, evidence-based assessment for both internal and external talent. Additionally, using a real-time talent mapping tool can help visualize current skills, pinpoint gaps, and guide development plans effectively. A clear understanding of the available talent within an organization is crucial to this process.”

What is the best strategy for organizations to assess the competencies of their current and future employees?

He also points out the value of clearly defined objectives. “Organizations should start by identifying their strategic goals. From there, they can determine the key competencies needed and develop a future-proof competency model to meet these goals.”

How are skills evolving, especially with the rise of artificial intelligence, and which competencies will become more important?

Alain Schroyen explains that soft skills like adaptability and agility are crucial for employees to adapt to modern technologies. “The rise of AI increases the demand for skills like data analysis and machine learning, while also highlighting the importance of soft skills such as critical thinking and creativity. Leadership, change management, and collaboration are essential, particularly in hybrid work environments. A balanced mix of technical and people skills will be key to future success.”

What is the best way for organizations to respond to this shift in skills?

Alain Schroyen: “Organizations should foster a culture of continuous learning, encouraging employees to update their skills. Integrating talent management technologies can help identify and develop necessary skills. It is also important to revise recruitment processes to incorporate emerging skills. Developing a talent mapping strategy allows HR to visualize skillsets and identify gaps. Promoting organizational agility through cross-functional projects and cultivating a culture of change and innovation will help organizations navigate ongoing shifts.”

What role can assessments and development centers play in identifying and developing the skills needed for the future?

Alain Schroyen: “Assessments and development centers are crucial for measuring the current skills and potential of employees. They can help identify both strengths and areas for development, which is essential for talent development. These tools can be used to evaluate the fit between candidates and specific roles or career paths by placing them in simulated situations that mimic real-life scenarios. By integrating assessments and development centers into their HR strategy, companies can proactively address future skills.”

What challenges do companies face when recruiting digital profiles?

Annick Bourgeois explains: “One of the biggest challenges is the scarcity of digital talent, including a scarcity of skilled profiles and the rapid pace of technological advancements. Skills that are relevant today may become obsolete tomorrow.”

How can flexible talent be used to enhance organizational agility in these disruptive times?

Annick Bourgeois sees a role for flexible talent in helping companies adapt to market changes and fluctuations in demand. By using expertise on a project basis, companies can address challenges without making long-term commitments. This approach increases agility, allowing organizations to scale up or down rapidly based on their needs. Additionally, organizations can more easily access specialized skills that are scarce in the labor market without waiting for a long recruitment process.

What are the benefits of flexible resources?

Annick Bourgeois: “A flexible workforce offers increased agility and potential cost savings by hiring only when specific needs arise. It provides access to a diverse range of skills. To improve the management of external talent, companies can collaborate with an external partner to set up a streamlined process, using digital platforms to connect with freelancers and contractors. The Managed Service Provider (MSP) solution of Solvus centralizes your external workforce management, offering clear insights, cost-efficiency, and quality control. Implementing a centralized platform for administration, payments, and communication will enhance efficiency. Building a talent pool of high-performing talent can also facilitate quicker engagement for future projects.”