Nov. 5, 2019, the LLYC office in Madrid hosted “The challenges of talent in the 2020’s.” This co-creation workshop provided an opportunity for numerous HR professionals to come together and identify the challenges they foresee when it comes to connecting with talent in the new decade. The result? A robust list of challenges and solutions, shared below.
“Time seems to flow calmly in these lands, marked by the pace of a landscape of arid beauty and an immovable social order, at the top of which is the landholding aristocracy. But things are about to be shaken up with the arrival of Garibaldi. Don Fabrizio, prince of Salina, an imposing, proud, sensual, lucid man, patriarch of one of the most powerful families on the island, contemplates undaunted these troubled times, which could sink his world, or could bring changes that in fact will allow everything to go on the same…”
So goes the story of Il Gattopardo, Giuseppe Tomasi di Lampedusa’s first and only novel. This novel, which takes place amid the upheaval of the end of the 19th century when the aristocracy lost power to the new bourgeoisie, gave its name to a sociopolitical effect that comes about during uncertain times: The need for an appearance of great change to ensure nothing changes.
As companies work to connect with talent, it seems many are experiencing a “gattopardo effect”. We gathered with the goal of getting back to the basics and leaving aside periphery issues that may have distracted us in the past. We wanted to focus on people again.
In this volatile, uncertain, complex and ambiguous (VUCA) environment, it is getting harder to make accurate predictions. The futures of unstable contexts are especially uncertain, making actions based on predictions risky. Given this premise, we gathered executives from Allen Overy, Amadeus, Gonvarri, Indra, ING, Just Eat, LLYC, Multiópticas, Schindler and VitalDent to reflect on the major challenges that lie ahead when it comes to connecting with talent.
The process starts with understanding today’s employee experience and the concerns that already exist, then using these to analyze the future. Understanding what preoccupies us today allows us to think ahead to what we will need tomorrow. We did this by analyzing the various phases we have seen in companies’ relationships with their professionals.
Below are the main conclusions of this analysis, ordered according to an employee’s timeline at a company:
- Talent search: Stop waiting for them to find you.
- Onboarding: The shift from technical, fast onboarding to cultural, progressive onboarding.
- Growing and Consolidating: Career plans, the chronicle of a death foretold.
- Outboarding: Leaving is an opportunity for feedback on the process.
We invite you to learn more about each of the stages in the following article.
This paper was written thanks to professional participation at our “The challenges of talent in the 2020’s” co-creation workshop, held at llyc’s madrid office on nov. 5, 2019. those who participated were: Cristina Santos (HR manager at Allen & Overy), Lorena Gaytan de Ayala (Internal Communications at Amadeus), Pablo Gonzalez de Suso (Corporate Director of HR at Gonvarri), Lucia Casimiro-Soriguer (Employee Experience and Branding at Indra), Andres Ortega (Innovation and Talent Management at ING), Antonio Gomez (Director of People at Just Eat), Nazaret Izquierdo (Chief Talent Officer at LLYC in Madrid), Beatriz Lopez (HR Business Partner manager and coach at Multiópticas), Luis Lopez (HR director at Schindler), Pablo Noval (Internal Communications manager at Schindler), Macarena Ramirez (Communication and International Relations manager at Vitaldent).
LLYC team members Vanessa Álvarez (Talent Engagement Senior Consultant), Alejandro Cerqueira (Talent Engagement Senior Consultant), Víctor Oliva (Talent Engagement Consultant), Mar Navarro (Talent Engagement) and Beatriz Galiano (Talent Engagement) have also participated in the co-creation workshop.
Authors
David González Natal
