Buzzing

Mervyn Dinnen, analyst, writer and WorkTech trends expert sat down with Debbie Walton, Editor at TALiNT Interna�onal, to discuss the rise of “quiet hiring,” internal mobility and upskilling in talent acquisi�on. He also addressed the poten�al of the four-day work week and the significance of a culture of engagement in driving produc�vity. As a TIARA Talent Acquisi�on Awards judge, Mervyn is eager to see innova�ve approaches to hiring and improved candidate experiences.

TI: Last year the buzz phrase was “quiet qui�ng” but now it’s “quiet hiring”. Gartner has released its 9 Future of Work Trends for 2023 report; quiet hiring was top of the list. This trend supports upskilling and internal mobility. Do you think it’s something that will take off?

MD: I think it’s already taken off! For a few years now I’ve been writing about how internal mobility is a talent acquisition priority rather than an L&D or HR concern. The top thing people look for in a new employer is the opportunity to grow, develop and learn new skills, and there’s no be�er way of showing our people that we can meet their expectations and support them than by enabling them to learn and develop with us.

TI: There is a lot of buzz about the four-day working week. I’m not en�rely sold on it. Do you think it will gain momentum and become the norm?

MD: I think we need to differentiate between those who have historically chosen to work a four-day week so that they have a free day for personal pursuits or caring responsibilities and hence earn 80% of their salary, and the more recent trialling of a four-day working week with five days’ pay to help improve employees’ mental, physical and intellectual wellbeing. If trials show that there is no drop in output or results from the la�er, then I see no reason why it won’t become more widespread. Bearing in mind that there are some sectors and industries where this might not be possible.

TI: In the face of a four-day work week, and fewer produc�ve hours in the week… In the UK, where work hours are high, but this doesn’t match economic output, what is the best way to support people and improve produc�vity?

MD: Through culture. I believe that a culture of engagement in which people feel supported and enabled, with access to tools and learning as and when they need it, should help drive retention and boost productivity.

TI: What technology do you think really supports TA teams, especially in �mes of crises we’re seeing now?

MD: It might yet be too early for meaningful results, but I suspect AI chatbots such as the ubiquitous ChatGPT will have a huge impact and will help teams in many ways. Access to talent analytics pla�orms is now crucial for making informed decisions. Any technology that can be used to help personalise the candidate experience, and keep people be�er informed about their application journey.

TI: Looking to the horizon, what can TA teams do to solidify their workforce planning strategies?

MD: Hiring must be aligned with business goals, so there needs to be a close cooperation with the rest of the organisation to understand and map both short- and long-term talent needs and gaps.

Also there needs to be close analysis of workforce data to identi fy what have been the most successful strategies and where others may have failed. Hiring processes should be streamlined, and predicti ve analyti cs streamlined used to help identi fy appropriate candidates and/or sources.

TI: You’ve previously been a judge at the TIARA Talent Acquisi�on Awards and are returning this year. What innova�ons/solu�ons do you predict to see in this year’s entries?

MD: I would expect to see an increase in the use of talent intelligence platforms and talent mobility platforms. Also, an increasing use of data/analytics platforms to help support decision making. I hope to see an increasing personalisation of the attraction and interview stage i.e. improving the candidate experience!

TI: What does being a judge at the TIARAs mean to you?

MD: It is an honour! It gives me the chance to see what new and innovative approaches TA teams are taking to help address their hiring challenges, and to understand what best practice currently looks like. It also means that I can help recognise and celebrate the achievements of all the hard-working recruiters in the UK!

TI: What do you think is the next buzz phrase we’ll be hearing as the year progresses?

MD: Career experience! The whole talent journey, from application to retention, through hiring, onboarding, development, mobility, wellbeing and support, will fall under the heading of career experience – and Head of Career Experience will be one the most sought-a�er roles!