The Talent Trend Watcher June – 6 Key Insights


1 The biggest challenge for companies today lies in talent management, as highlighted by a study from the World Economic Forum. This includes struggles in finding and attracting the right talent, as well as employing people in different positions within the organisation due to a lack of suitable skills, particularly in soft skills like analytical thinking and innovation.

2 Organisations should shift their focus from job-centric approaches to skills-centric approaches to overcome talent challenges. Understanding the skills needed for strategic objectives, conducting skills gap analyses, and implementing effective hiring and development strategies are crucial steps. Translating the company’s strategy and functions into skills is essential for finding and retaining the right talent. This is exactly what Telenet accomplished.

3 Upskilling and reskilling are crucial, but it’s important to have a clear understanding of the specific skills required before you start any initiative. Organisations should continuously evaluate the skills landscape and leverage technology to scan data sources, predict future skills needs, and maintain updated skills profiles. Technology can also aid in translating strategic documentation into future workforce and skills requirements.

4 The younger generation seeks flexibility, individualisation, and a digital experience in the workplace. Organisations need to adopt more personalised and segmented approaches to cater to different employee personas and their expectations. By understanding the employee journey and leveraging best practices from marketing, HR can tailor processes, change management practices, and internal communication to meet individual needs.

5 The war for talent is, in fact, a war for an attractive employer, and HR must focus on both skill and workforce planning and enhancing the employee experience.

6 Overcoming the resistance to data in HR requires making HR professionals more familiar with data and fostering collaboration with data scientists and architects. Emphasising the value of data and implementing data entry processes can help establish a data-driven culture within HR. Additionally, AI-based skill engines can assist in translating the reality of skills and promoting internal mobility. HR’s role is evolving towards collaboration rather than purely administrative tasks.


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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.