The Talent Trend Watcher – 7 Key Insights

One week ago, we hosted our webinar The Talent Trend Watcher. Here are our 7 key insights.

  1. Two trends have stood the test of time: personalisation and internationalisation. The ability to work remotely, collaborate across borders and customise learning and development plans have become the norm, giving rise to unprecedented levels of flexibility. Yet, paradoxically, amidst this unparalleled flexibility, employers and employees expect a high level of engagement from each other.
  2. More flexibility in the workforce means teams are becoming more dynamic (with freelancers and contractors). Following that, different types of leadership are required. For example, remote leadership demands a different approach than traditional leadership.
  3. To fill talent gaps, it’s time to embrace internal mobility like never before. Transparency is the magic wand to help you manage employee expectations and facilitate internal mobility. Make your people aware of opportunities they didn’t think of themselves. Without transparency, internal mobility will become external mobility. 
  4. The traditional linear career path is giving way to a more non-linear path, and the promise of a lifelong career is a difficult promise to make as nobody knows how jobs will evolve in the next five years. You have to accept that you don’t always have the next step to offer. Now, there are more career crossroads than career paths.
  5. Here’s another paradox. In an increasingly digitised workplace, superhuman skills are becoming more important. We aren’t talking about the ability to fly or become invisible. We are talking about the ability to work together, communicate, lead, and solve problems – skills that distinguish us from machines. Human skills will become an employee’s most important selling point. 
  6. The employer journey is crucial to engagement and performance, and HR managers should focus on creating a positive employee experience with growth opportunities. It’s important to have different touchpoints of engagement and connect at the right moments. How you make people feel is crucial. To quote Maya Angelou, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” These steps can already help you towards a culture of growth.
  7. With all that change comes a changing role for the HR manager that requires new skills as well, such as paradox navigators, analytics interpreters and strong communicators. The task of HR is to simplify the complexity and become more proactive through technology.

In our webinar, Jan Laurijssen and Bart Van Bambost delve deeper into these topics. You can watch the recording here.



Co-Founder & COO

I always found a way to get or to create for myselfs jobs where I could achieve my life’s purpose: connecting with people and helping them grow (while growing myself).

After studying general management and HR in Lyon, I joined Solvay where I had several rich & diverse HR experiences. I worked in Lyon, Brussels and Paris, to finally come back to Brussels and accept the challenge of creating and managing Solvay’s Digital Studio flagship.

Being an intrapreneur leading an innovation incubator, taking part of creating a new ways of working platform that transformed the company culture and HR woke up my inner intrapreneur and made me jump into co-founding huapii!

Today at huapii I use my HR and change experience to make the workplace a developing and empowering place to be.