We’ve all had to make a lot of adjustments to our work and personal lives during this pandemic-inspired change process, and home-schooling was the gift no one saw coming!

While we’re all eagerly looking to the day, we can say our new way of work has settled and business can ‘carry on,’ the reality is a future world constantly shifting and changing. So, how can organisations set themselves up for success? We explore 3 strategies worth considering in 2022.

1. Building high proficiency in change-supportive competencies 

Organisations that are highly proficient in change-supportive competencies are more likely to thrive in unfamiliar territory, like when navigating epic pandemic-era shifts to the way of work!

​In their 2022 HR Trends Report, McClean & Company identifies resilience, change management, and design thinking as the 3 key skills most likely to improve organisational performance. However, while all 3 competencies are essential, the report shows only a proficiency in resilience actually increased (resilience rose by 16-percentage points, nearly doubling last year’s result). 

​There could be an opportunity for organisations to reconsider capability priorities, so their workforce is equipped to deal with ongoing, rapid changes in the environment. We’ve certainly been experiencing a strong demand for change managers that outstrips supply, showing that organisations in Australia are taking notice.

2. Developing managers’ skills

​Not many people are born natural people managers, but people management is an easier skill to pick up when you’re face to face with team members. Being a successful manager in a remote or hybrid environment looks a lot different than it did in those glorious open door, watercooler-hanging office days of yore.

​Leadership competencies are set to be given greater focus in 2022 as organisations increase support and training for new and existing managers making this transition. As recruiters, we already drive this strategically in our assessments and interview process. Our recent placements in the Executive Search arm of the business underwent full capability assessments to identify strengths and gaps, in order to meet each client’s strategic needs (and the market, generally).

3. Hiring for aptitude, training for skill

For a while now, we’ve been sourcing top talent in a candidate-short market by partnering with our clients and identifying the essential traits and transferrable skills that help them ‘widen the net.’That is, to hire for aptitude and train for skill.

​The world will continue spinning and changing and with it, the skills required to perform roles must quickly adapt, or companies will get left behind. So, what’s more important for your organisation – waiting around for unicorns, or getting on with it and hiring great candidates with the capacity and willingness for continuous learning?

​McLean & Company also found that over 1 in 5 respondents rated the ability to learn as more important than skills and experience alone when assessing candidate potential.

Interestingly, this increases to over 1 in 4 respondents for organisations that are:​

• High performing overall
• High performing in ability to quickly change at scale
• High-performing at innovation.

​Our consultant partners, Tranzformd understood this market trend and created the Future Talent Program to connect organisations with untapped talent, so they can hire on potential. All their consultants are fully assessed to identify capabilities and then put through a tailored 12–24-month blended learning experience in partnership with clients needing help building their internal capability for current and future needs.

Do you need help accessing top talent in 2022? I'd love to discuss over a limoncello. You can contact me, Andrew Sully here - andrew@talenza.com.au​