Attracting Emerging Talent in a Digital Economy

Emerging Talent professionals are presently shaping the world of work and will continue to do so for years to come.  Their attitude towards work and knowledge of new technologies will define how organisations will be shaped in the future.  According to a report by PWC, attracting the brightest new minds is critical to the future of businesses worldwide.  Newer generations differ from previous generations in the workforce as their characteristics strongly depend on their ambition.  They are also a generation that is powered by technology as the majority would rather communicate electronically rather than face-to-face or over the telephone.  Companies that have been highly successful in attracting talented, younger generational employees include Google and Apple.  This is due to their company culture and naturally innovative approach to work. As companies in APAC continue on their recruitment journey to attract and retain top talent in the market, in-demand rising stars will be seeking some key factors from their employers.

Professional Development, the ability to learn and innovate and employers who are willing to invest in their future is fundamental.  The desire for growth means organisations that offer strong professional development plans and training programs are more like to appeal to them. 

The need to cater for work life balance is also crucial. Ernst & Young revealed in a report that the ability to work flexibly plays a fundamental role in attaining emerging talent. This is due to the value placed on an innovative culture as opposed to a rules based approach. Flexible working hours also landed ahead in the survey, overtaking their appeal for higher salaries and bonuses.

Additionally, career progression is a high priority and new generational talented employees aim to be promoted rapidly through an organisation.  They value organisations that are willing to support their ambition and provide opportunities to progress. In a PWC survey, the majority, that being 52% claimed this factor as the main attraction to an employer, which came ahead of competitive salaries.

Recognition is also a key driver, according to a Deloitte survey.  Empowering the new generation of employees assists in attracting and retaining them.  They differs from their predecessors as they place more value on their work being worthwhile and their efforts being recognised by their employers. They are largely empowered by regular feedback, their positive contributions and their value add.

Sources:
EY ‘Generation Report’; www.ey.com
PWC www.pwc.com
Deloitte www.deloitte.com