People are looking for individual choice. They want flexibility, fair remuneration and more autonomy.

This is according to ManpowerGroup SA managing director, Lundy van den Barselaar.

Barselaar further said local and global companies are expected to be hit by a great job ‘realisation’ in the coming months as they adapt to attract and retain relevant skills post the Covid-19 pandemic.

She explained that there are four key trends emerging from the job market post-pandemic including:

A recovery that is unlike any we have ever seen over the past 70+ years as demand for skills is at record highs in many markets while talent shortages escalate, and workforce participation stagnates.
Uneven economic growth continues with some countries surging ahead while Covid variants and uneven vaccination rates drive uncertainty elsewhere.

Supply chain challenges continue to impact the availability of goods, services, and skills, but we expect these to be transitory and are optimistic that companies all over the world need access to skilled human capital to meet their business objectives and fully participate in the economic global recovery.

Employers continue to seek flexible and strategic workforce solutions and services to meet the strong demand for their goods and services today and into the future.
Van den Barselaar said companies need to start putting measures in place now to prepare for the workplace of the future and survive beyond the pandemic, which includes a possible shift to hybrid work or working from home.

“People are looking for individual choice. They want flexibility, fair remuneration and more autonomy. This is supported by the ManpowerGroup What Makes Workers Thrive Survey which found that 45% of employees want to choose their own start and end times, while 36% want more vacation days and 35% are looking for flexible workplace options,” she said.

“Further, there is a heightened focus on a values-driven agenda, with employees seeking empathetic leaders and a culture of trust which are key requirements to attracting and retaining talent and engaging the remote team. This is driving the employee value proposition. In an era of talent scarcity, the best employers are the ones that invest in the evolving company culture to stay relevant and retain talent.”

Talent scarcity

According to the ManpowerGroup Talent Shortage Survey 2021, shifting demographics, including shrinking birth rates, reduced mobility across borders and a rise in early retirees means talent is scarce. Based on this, companies are getting creative in attracting, upskilling, reskilling and retaining workers, said Van den Barselaar.

“However, in addition to companies looking to attract and retain employees, employees are looking for ways to become more attractive employees and this is driving the skills revolution.

“Reskilling and upskilling are non-negotiable for individuals and organisations as we see a shift in the workforce which has driven the demand for both technology and human capabilities. This is supported by Gartner which states that 58% of all employees today will need new skills to get their jobs done.”