Looking back on the past year, a few words come to mind. Dynamic. Unpredictable. Volatile. The list goes on. Every month felt distinct, and trends came and went faster than you could say, “quiet quitting.”
Moving into the new year, it feels nearly impossible to predict what’s to come, especially with so many rapidly evolving variables (looking at you, Elon). Rather than try to put a fine point on the future, let’s talk about what we can control today, tomorrow and beyond — and that’s talent redeployment. While hardly a new concept, talent redeployment remains challenging for many in the staffing space, and entering 2023 is the perfect time to overcome that. Here’s what you need to know:
The Great Resignation is gone but not forgotten. A buzzword that overstayed its welcome, the Great Resignation slowly faded from public consciousness in the second half of 2022. The associated takeaways, however, have not. Workers are still interested in finding balance in their employment – even contractors. Having already established relationships with talent, redeployment affords staffing teams the opportunity to extend their employment and earn additional incremental revenue in the process.
The skills conversation keeps growing. Nowadays, it seems like everyone wants to be a skills-based organization, yet only a few have figured out how. Through talent redeployment, staffing teams gain the ability to upskill and reskill workers in line with the needs of the organizations that they support. Deloitte suggested, “Refocusing work around the people doing it and skills required to do so – and supplying the necessary skills training – can also increase employability. For example, identifying adjacent or foundational skills of workers who are displaced by automation or whose roles are no longer needed can help organizations redeploy them to work that is needed.”
The data is already there – automate it. Earned data is invaluable to staffing teams, provided they know how to unlock it. This can seem daunting given the sheer volume of information available, which is why it’s increasingly helpful to leverage technologies that normalize data and automate the task of searching and matching candidates to jobs. There’s also the matter of tracking, from insight into the entire candidate pool, which gives your team the ability to visualize current pipelines to know exactly who is doing the most redeployment or where revenue is at risk.
Stay on top of what’s happening. Let’s be honest. No one could have expected 2022 to shake out the way that it did, and it’s very possible that we will see more of the same in 2023. By putting more effort into talent redeployment, staffing teams are able to stay abreast of which talent will become available and when (giving you ample time to prepare for that next placement for them!). That becomes especially critical in the face of expiring H-1B visas as well as staffing and skills shortages — all of which we’ve seen a lot of recently. It also promotes a better candidate experience and reinforces the relationship, taking us right back to our first point.
With so much up in the air, it’s hard to know where to put your energy these days. But if one thing seems clear, it’s that there are obvious benefits to making talent redeployment work sooner rather than later.