Six ways Talent Acquisition could change by 2035 and why I think almost everything they are telling you might be wrong!

What will the world of Talent Acquisition look like in the year 2035? Will we all be wearing sliver moon shoes, listening to 70’s style synth pop and riding to work on jet packs? The seven-year-old me certainly thought so. I have grown up (a tiny bit) since then and just for fun I thought I would take a critical look at some of the predictions around how Talent Acquisition might look 10 years from now.

AI-Driven Sourcing and Screening – To some extent this is already happening so it’s a fairly safe bet that by 2035 AI sourcing will become the norm, or will it? Giving AI complete control over the screening of applications could lead to a “Black Box Problem” where decision making is not transparent. We have all heard how AI can amplify embedded human biases. To me this feels like there could be a significant legal and ethical risk under the UK’s Equality Act. So, for me while I see AI as a significant tool, I can’t see humans being replaced just yet.

Skills-Based Hiring Dominance – Many claim that by 2035 Skills based Hiring will become the norm. There is no doubt that skills-based hiring has been on the increase for a while now. It seems reasonable to assume that in a rapidly changing market where skills are hard to find employers will look to prioritise skills over formal qualifications. But while well intentioned, focusing solely on skills can be problematic. There is no universal standard for defining or measuring a "skill" and let’s be honest it can be expensive and complex to administer. Also, some skills can be subjective, and thus potential assessments can create an "invisible glass ceiling." There is also an argument that many hiring managers, out of habit, still prefer candidates with traditional qualifications despite company policy. Also, it could be argued that a skills-based approach could also overlook the value of a broad education, which provides critical thinking and adaptability. So, while I personally think a skills-based approach is great in the right circumstances I see it as one tool among many in a Talent Acquisition’s arsenal.

Most companies will have a more fluid internal market by 2035 – One prediction is that by 2035 most companies will significantly increase the use of their internal talent marketplaces to retain staff and fill roles, thus reducing the need for external hires. For me the internal marketplace has always been a tricky conundrum that HR have been trying to solve for years. While there is no doubt that some companies have brilliant internal market programmes it’s hard to overcome human nature. Line Managers naturally want to keep their best people and if managers are not rewarded for letting their people go the system can potentially breakdown. Also, telling your line manager that you are interested in a role you subsequently don’t get can be risky and potentially damage a current work relationship. Thus, looking externally can often be seen by candidates as a safer way to forward your career.

"Project Based" Workforce become the norm – Contingent recruitment has been on the rise for years. But by 2035 will most UK workers be part of the gig economy, working project based short term assignments with companies only employing a small number of core of staff? While I see the UK economy moving closer to a more project-based workforce, I do think it has its limits. Relying too heavily on gig workers could potentially undermine a company’s capabilities for roles that require deep institutional knowledge and long-term investment. For some organisations, such a where security of knowledge of proprietary systems is key a fluid workforce is simply not viable and could negatively impact productivity and quality. Also, while some workers love the freedom of contract work the reality it most of us work because we have to. We have mortgages, rent etc. as well as many other outgoings. Many people crave stability just don’t want the uncertainty that comes with contract work.

Gamification and VR Assessments as standard – If you listen to tech titans like Mark Zuckerberg you would be forgiven for thinking that by 2035 it will become standard practice to use VR as part of the assessment process. The argument being that new VR and AI tools will be more engaging and better predict outcomes in the hiring process. However, while it’s hard to argue that some of these assessments are innovative and highly engaging, they can be both costly and potentially exclude certain sections of your talent pool. Not all candidates will have access to the necessary technology, creating a digital divide. Furthermore, these tools may not accurately assess a candidate's fit for the company actual culture or their ability to work in a real-world, high-pressure environment. Also let’s be honest. Wearing a VR headset make you look silly.

Global Talent Pools – With the slowing birth rate in the UK, by 2035 Global Talent pools will be become the norm. I have written a whole other article on the demographics of the UK and the rise of Sub-Saharan Africa, so I won’t go into too much detail here, But suffice to say I think of all the points mentioned in the article, The rise of the Global Workforce seems the most likely shift for TA over the next 10 years. However, while a Global Workforce is great in theory it does bring with it a series of challenges. Managing different time zones, legal frameworks, and payroll systems for a global team is complex and costly. Managing staff over multiple times zones, taking into account different cultures is challenging and exhausting and, in some cases, could lead to management burnout. It also means UK companies will face intense competition from international firms, potentially driving up salary costs for top talent and making it harder for them to retain key employees.

So how different will Talent Acquisition be in 2035? Probably very, and perhaps in ways that we can barely conceive. But perhaps also not that different. At its heart Talent Acquisition is about people, how we interact and who and what we believe and trust. The world is changing at an unprecedented rate. However, in my experience Talent Acquisition has been in a constant state of change for as long as I can remember, so perhaps we will cope better than most.