7 Talent Trends for 2024 and Beyond
Mar 13, 2024
The following is a client letter by Janice Ellig, CEO of global board and executive search firm Ellig Group. NEW YORK, March 13, 2024 /PRNewswire/ -- 2024 promises to be a landmark year in the continuing redefinition of talent – human, artificial, C-Suite, board, mid-level, high-potential, and front line. And it is changing so fast: if you blink, you can miss a trend that can significantly impact your business. As a boutique, global executive search firm dedicated to providing our clients with insights into the talent trends of today and tomorrow, we stay connected to multiple external networks to identify and plan for trends that some may miss. Each year, throughout the recruiting, placement, and on-boarding process, we speak with thousands of employers, candidates, C-Suite leaders, board members, academics, economists, and experts across all sectors to source ideas. We also host global leaders as guests on over 60 podcasts, as well as webinars, board academy boot camps, and our breakfast and dinner speaker series. From these conversations, and our experience placing board directors and corporate leaders, we have distilled "7 Talent Trends for 2024 and Beyond" for your consideration. We welcome the opportunity to discuss them with you. 1. DEI Is Not Dead, It Has Just Gone Underground; Ignore It at Your Peril The diversification of the population and the global workforce has neither stopped nor slowed down. In fact, it has accelerated appreciably and corporate outperformance has been strongly linked to having more diverse voices and teams in the room. As a result, the far-sighted leaders we work with are actively looking to reflect diverse constituencies throughout their ranks. We see this continuously – in the boardroom, C-Suite, middle leadership ranks, and among high-potentials and front-line workers – and have seen no diminution of the trend. Top leaders know that to be an employer of choice, and to attract and retain the best and brightest employees, they must ramp up their diversity efforts, not tamp them down. And, specifically with respect to the impact of women, for over two decades, multiple research studies have shown that more women in the C-Suite and boardroom result in significantly greater financial and reputational performance. McKinsey, The Peterson Institute, Catalyst, Credit Suisse Research Institute and others all document this correlation. Again, top leaders are embracing the business case, not dismissing it. While various ideas go in and out of favor, there are some truths that stay true regardless. Winning companies are successful because they represent all their constituents. We ...Full story available on Benzinga.com
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