Since the World Health Organization declared COVID-19 a global pandemic in March 2020, employers in every nation have been navigating a new landscape. Organizations of all sizes and from every industry have had to exercise unexpected measures that weren’t outlined in contingency plans.
Entire workforces shifted to remote operations overnight. Some organizations were forced to make difficult cuts, while others required an immediate ramp-up. IT skills that support remote work, such as cybersecurity, continue to be in high demand, as are “essential” medical, operations and logistics workers. Brand new roles and skillsets have emerged, driving a steady rise of contingent labor in revamped business models.
Despite uncertainty around the trajectory of COVID-19, organizations are determined to rebound and reinvent themselves. Employers are thinking long-term when it comes to their entire workforce. They are looking across their operations to understand not only skill-based requirements, but location-based needs—determining who can stay remote versus who needs to be onsite. They are also evaluating safety and protection measures to ensure continuity. Identifying what’s sustainable in this new normal, the best mix of employee versus nonemployee populations, what future skills and technology are needed, and how best to operate within changing regulatory landscapes are just some of the pressing considerations today.
With the right combination of data and insight, companies can ensure their workforce strategy aligns with their business strategy.
This year, ManpowerGroup Talent Solutions’ Total Workforce Index™ takes a deeper look at talent availability, comparing the percentage of remote-ready workforce in different markets and exploring the availability of cybersecurity resources to assist organizations in keeping pace with the next normal.
The following key insights are driven by today’s “new normal” and how organizations must rethink their workforce strategies in light of the continued trends around remote working and changing skills requirements.
1. As more global employers evaluate remote workforce strategies, the readiness of a market encompasses far more than just a cost analysis.
2. While workforce skills continue to drive the value and direction of a workforce, it’s the definition of requirements associated with jobs that is evolving in response to current market conditions.
3. Employers can no longer default to just the available mix of labor. Rather, they must proactively determine the optimal mix of permanent and contingent labor types in their organization based on their business priorities.
4. With brand new roles and skillsets emerging, wage pressure has intensified, as has the need to find or build talent with the skills to fill new and emerging roles.
5. Despite unemployment numbers improving in the second half of 2020, there are large segments of the workforce not actively reengaged, representing an opportunity for employers to redefine job requirements and opportunities.
Talent Solutions combines our leading global offerings RPO, TAPFIN-MSP and Right Management to help organizations address their complex workforce needs. Talent Solutions leverages our deep industry expertise and understanding of what talent wants to provide end-to-end, data-driven capabilities across the talent lifecycle. From talent attraction and acquisition to upskilling, development and retention, we provide seamless delivery, leveraging best in breed technology and extensive workforce insights across multiple countries at scale.