The Chapman Consulting Group is seeing hiring demand across all regions and most levels of roles, but specifically we have noticed an increased focus on the specialist functions, the specialist approach or COE’s. This trend is particularly magnified in Europe and, to a lesser extent, the United States. This comes as no surprise, since economic circumstances in these regions mean that many companies are not adding headcount. Instead, they are trying to optimise the talent that they already have in place.
There is no doubt that the term ‘Talent’ is being used more and more across HR. The specialist Talent function often encompasses developing competency frameworks, implementing workforce planning strategies, looking at Talent Acquisition (including employment branding), Learning & Development and Organisational Design. An even more specific example of this Talent (or People) focus would be that we have seen some Head of HR roles being rebadged Chief Talent Officer (or Chief People Officer).
We believe it’s a safe assumption that the increasing popularity of specialist Talent roles is due in part to an overarching business focus on getting more from a company’s existing human capital. Furthermore, when organisations do bring in new external recruits, they are increasingly determined to make sure that these are successful and long term hires. Added to this is the growing importance of emerging markets and the need for companies to implement talent strategies which are specifically designed to address the unique characteristics of talent in these exciting geographies.
Another factor to consider is that the Business Partner approach is beginning to have a real impact within the profession. Whilst there are many HR leaders who would say that the business partner approach is something good HR people have been doing for years, the fact is that more and more HR people are working closer to the business than ever before. This deeper business sponsorship among HR professionals is also creating a renewed appreciation of specialist roles.
In this day and age, where business is more complex, competitive and challenging than in years past, it can be argued that no HR function is more important or more needed than the professional talent specialist.
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