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Demographic changes will perpetuate labor shortages. So organizations need to get serious about alternative sources of talent. This requires a better understanding of those who don’t necessarily match your typical "success profile.” It also requires a work environment that enables workers to be productive and engaged regardless of their abilities, location, and preferences. A digital workplace that is accessible and provides remote access will enable you to reach previously untapped talent markets. This can reduce labor and attrition costs and improve the employment brand, which in turn will attract other talented workers. It will also be good for both individual workers and local communities. How to achieve such a workplace? Human resources departments need to get more comfortable with analytics and data use to identify the best opportunities, to build business cases for change, and to measure the success of interventions. Analytics-driven approaches to talent are good for the business, good for workers, and—based on this HBR article—may also be very good for HR practitioners’ career prospects.