What Skills Will Talent Professionals Need In 2030?
It’s a confusing time for HR professionals. While technological advancements and shifting workforce dynamics have created immense challenges, they have also opened doors. While there is talk of AI replacing people, there is also talk of AI enhancing and improving how we work. And while a human-centered approach powered by increasingly sophisticated technology sounds like an oxymoron, it’s not – it’s the new reality for those working in Talent.
So what does that mean for the future profile of the Talent professional? As we look ahead to the next 5 or 10 years, certain competencies will become more critical, while many of the skills required remain the same… although they may be deployed differently.
Digital Literacy & HR Tech Savviness 💻
HR technology is changing how organizations attract, hire, develop, and retain talent. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), and other digital tools has long been essential – but now you need to stretch your skills a little wider.
While you don’t want to overdo it on technology investments, “there is no all-in-one recruiting technology platform or vendor to satisfy all of an organization’s hiring needs”, according to Gartner*. TA applications have “evolved” to cover a broader set of activities, such as recruitment marketing and candidate relationship management – and a Talent CRM should be part of your HR tech stack (it’s one of the “key systems required”.)
What about AI? 76% of HR leaders believe that if their organization does not adopt and implement AI solutions, such as generative AI, in the next 12 to 24 months, they will be lagging in organizational success compared to those that do. Mercer finds that 92% of HR leaders plan to increase their use of AI within the next 12 to 18 months.
But, while 57% of our Talent Index respondents said they were in some way open towards using AI-driven tools, just 16% were being trained in the use of AI for their current role.
HR not only needs to be part of the design and rollout of company-wide training in AI, but must also look at how their own departments can benefit from the enormous power of AI – in helping them make more informed decisions, find efficiencies, and enhance the candidate & employee experience. It is therefore more and more crucial that those in HR have a good handle on how AI works.
“We’ve been using AI for quite a while, the real game changer is going to be gen AI… we can actually open up capacity within the HR function to do what we’ve talked about for years, where we are strategic advisors, coaches, counselors across the business – and this is where I think AI is going to change it drastically for HR.” – Sam Hammock, EVP, Chief Human Resources Officer, Verizon
Data Literacy (For Evidence-Based Decision-Making) 📊
Very much relatedly: Talent professionals today need to be able to analyze and interpret data, and work with talent analytics to make better decisions, faster.
They must be adept at using HR analytics to measure key metrics, identify trends, and make evidence-based decisions. This data-driven approach can improve talent acquisition, employee engagement, and retention strategies… while making it easier to get leaders and other parts of the business on board with your efforts.
Luckily, the technology itself is making that easier than ever – but you still need a strong level of data literacy to shine in this new era, as well as the right platforms to manage the insights centrally.
“We’re a firm that loves data. That’s a great way to get anyone’s attention. That’s really how you have to back up everything. So I think from not just a Talent Acquisition, but a Talent perspective, that’s absolutely critical in terms of telling a compelling story.” – Nigel Williams, Global Talent Acquisition Leader, BlackRock
Adaptability & Change Management 🏄♀️
The HR landscape is characterized by continuous change: from evolving labor laws and new workforce trends, to the huge digital transformation affecting every industry. Resilience is key in overcoming setbacks and maintaining a forward-thinking approach, but the main thing is being able to adapt.
Clearly, Talent professionals must be agile in their approach, and capable of managing change effectively – for themselves, their teams, and the wider business. This includes anticipating future trends (with the right data), adapting HR strategies (based on smart insights), and helping employees navigate transitions smoothly.
HR leaders are also well placed to help the whole organization be more nimble, by advocating for internal mobility and employee development – investments that also reduce churn and boost engagement and productivity.
Again, data and technology play a huge role in your ability to stay agile, as you can make better predictions, get more real-time information on what’s working (or not), and get faster at deploying any changes to your tactics based on new data.
“We’re sort of learning to crawl, walk, run with all of our data… One of the things that we’re very focused on is measuring the success of the change management, not waiting until things are perfect or until you have the final state… how can we get a pulse on the engagement, the employee understanding, the change management, the squishier things.” – Ash Walvoord, Associate Vice President of Talent Management, Verizon
Embracing change is often about understanding. As mentioned above, now is not the time to bury your head in the sand when it comes to the rise of AI – employees are using it, whether sanctioned or not; CEOs are keen to explore the potential of this technology, and will find budget for AI initiatives wherever they can; and HR stands to gain enormously from the proper adoption of this technology.
Learn about it. Get educated on the benefits as well as the risks, and lean on vendors to help you make the business case to (under-informed) executives.
Strategic Thinking & Problem-Solving 🤔
As strategic partners in the business, HR professionals must of course align Talent strategies with broader organizational goals. As well as the digital and data skills mentioned, this requires strong analytical and problem-solving skills – to identify workforce challenges, develop innovative solutions, and drive those all-important business outcomes.
The ability to think critically and strategically about Talent Management will be a distinguishing factor, not least because the technology (and access to richer data) now allows HR professionals to spend less time on manual or complicated tasks that take up a lot of time – your team is free to be more thoughtful and strategic in their approach.
“How do we evolve from being that team who maybe received instruction from the business and worked in service of the hiring managers, towards true strategic partners who are bringing information, who are advising, who are challenging when needed? And for us, that crucial piece around that is providing data…. We’re bringing information that helps you make better decisions and make those decisions faster.” – Lara Farrell, Global Head of TA Programs, Hilti
Emotional Intelligence & Relationship Building 💙
And this strategic shift – elevating the role of everyone within HR – makes a high EQ essential.
Managing people is at the heart of HR; emotional intelligence is a vital skill. As much as using data to convince and persuade has become more prominent, understanding and managing one’s own emotions, as well as empathizing with others, is still crucial for building trust and fostering a positive workplace culture.
Effective communication and relationship-building skills are essential for collaborating with diverse teams and engaging employees. In a world where AI can “take over” for certain laborious tasks, humans are uniquely placed to provide the empathy, creativity, and nuanced understanding that machines cannot replicate. HR can be the shining example of that.
“People want to talk to people… we would love to see the technology continue to allow for humanization of a conversation, of an interaction, while still making things better for both users that are involved.” – Adam Artar, Director of Global Talent Acquisition, Edwards Lifesciences
Curiosity & Learning Agility 📖
The fast pace of change in the HR field necessitates a commitment to lifelong learning – that much is obvious. Talent professionals, like any other professional, should prioritize ongoing education and professional development in order to stay current with industry best practices, emerging technologies, and regulatory changes.
A growth mindset will enable you to adapt to new challenges (as previously mentioned) and also seize opportunities for innovation.
“We’re all navigating change constantly, and I don’t see that ever letting up, ever. It’s just going to continue to accelerate… I would try and instill continuous learning as a core value of the organization. Then you're creating an adaptable workforce who is already used to new concepts.” – Elle Lebourg, Global Head of Talent Acquisition, Hilti
Diversity, Equity & Inclusion (DE&I) Expertise 🌈
Diversity, equity, and inclusion are no longer optional – they are integral to organizational success. HR professionals must champion DE&I initiatives, create inclusive policies, and foster a diverse workplace culture. Understanding the nuances of different cultural backgrounds and promoting equitable practices will enhance organizational performance and employee satisfaction.
There’s also the question of evaluating tech/AI vendors to ensure they reduce, and do not increase, bias when it comes to talent. Understanding the potential pitfalls (around data, models and experiences within AI-powered tools) and critically evaluating software before it is purchased, is a new but vital aspect of being a champion for equity and fairness in your organization.
Leadership & Influencing Skills 📣
HR professionals are not just administrators; they lead and influence organizational culture and drive change. Developing leadership skills, such as vision-setting, team management, and conflict resolution, is essential.
The ability to influence and inspire others, regardless of position, is crucial for implementing new HR initiatives and achieving strategic goals.
The future of work is dynamic: talent and HR professionals must continuously evolve.
By developing skills pertaining to technology, data, DE&I and leadership – and demonstrating strategic thinking, emotional intelligence, and a commitment to continuous learning – HR professionals can stay ahead of the curve, and ensure their organizations can survive and thrive.
Watch this panel of CHROs discuss the changing nature of the role, at Spark Live 2024.
*Reference: GARTNER. Market Guide for Talent Acquisition (Recruiting) Technologies. Published 26 March 2024. By Rania Stewart, Michelle Shapiro.