Solving the ‘Big Talent Conundrum’ – 5 strategies for success
The talent landscape is changing fast, leaving organizations grappling with new challenges in retaining, developing, and enabling their workforce. From rising dissatisfaction among employees to shifts in hiring practices, the need for a strategic approach has never been greater for the CHRO and their office.
In the Unit4 webinar, HCM expert and Principal Analyst, Pamela Stroko, and Unit4’s VP of Global Talent, Wellington Wu, explored the challenges of talent acquisition and retention amid the "Great Disconnect" and "Great Disenchantment."
They highlighted the need to reassess talent strategies by addressing skill gaps, enhancing onboarding, and fostering development—offering key insights for navigating today’s talent landscape. Read our blog to learn how you can solve today’s ‘talent conundrum’!
The state of today’s talent market
Alarmingly, 77% of workers are just doing the bare minimum, according to Gallup, with 93% of workers either looking or planning to change jobs in 2025 according to Monster Marketplace’s report. This wave of discontent is driven by a lack of opportunities for career progression, leading to widespread disengagement.
Organizations are struggling to keep up, with 71% of organizations not having good solutions for career progressions. The rise of job-hop culture and unmet aspirations point towards what Forbes has dubbed the “great talent exodus of 2025.” For businesses, the question is clear: How can you adapt to win and retain top talent?
The challenges aren’t limited to engagement alone. The efficacy of new approaches, like skills-based hiring, remains doubtful, with less than 1 in 700 hires demonstrating its promised potential (HBR & Burning Glass Institute).
Hiring errors are exacerbating the issue, with 85% of HR decision makers admitting they have hired the wrong people (Protocol Group UK). With these trends threatening business growth, organizations need a clear, focused response.
Five strategies to strengthen talent practices
During the webinar, Pamela Stroko outlined five key strategies to help organizations improve their approach to talent management.
1. Understand the talent you have and the talent you need
Aligning talent strategies with business goals starts by asking essential questions. What results are you accountable for delivering? What work is required to achieve those results? And critically, “What kind of talent do I need that’s going to get me there? And what kind of talent do I have?”
Mapping current capabilities against future requirements allows you to identify gaps and create a focused plan to close them.
2. Focus on the work, not jobs
Traditional job descriptions often fail to reflect the dynamic nature of business needs. By focusing on the work itself and the skills needed to complete it, organizations can unlock new potential. Pamela emphasized understanding where skills already exist within the organization, enabling teams to build on internal capabilities effectively.
Click to read Rebuilding Talent Strategy Gated
3. Build solutions for internal mobility
Internal mobility is at the core of modern workforce retention efforts. Employees want meaningful, accessible career progression opportunities.
Pamela asked, “How can people access development? How do you make mobility happen?” From creating defined career pathways to structured gig opportunities, organizations must implement accessible solutions that promote growth.
4. Get hiring right
Hiring mistakes can have long-term consequences, making it vital to approach recruitment strategically. Pamela discussed the “Five Talents that Really Matter”—Setting Direction, Harnessing Energy, Exerting Pressure, Increasing Connectivity, and Controlling Traffic.
These talents provide a framework to identify the right candidates from the outset, minimizing costly errors and ensuring alignment with organizational goals.
5. Use technology to enable productivity and higher-level work
Technology, particularly AI, has the potential to revolutionize talent management, but only when implemented thoughtfully. Pamela explained, “AI should be something that helps people become more productive … take the low-hanging fruit off their plate so they can focus on more strategic things.”
By strategically employing AI, businesses can free up valuable time, enabling employees to focus on high-impact initiatives.
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The role of Cloud technology and data
Data is critical in enabling informed decision-making, as illustrated by Unit4’s internal approach. “69% of our employee base participate in our engagement survey, and we’re currently at an engagement score of 81%.” This data informs actionable strategies, from addressing attrition trends to ensuring equitable pay practices.
Cloud technology also supports flexibility, enabling hybrid and remote work environments that align with employee expectations. By meeting people where they are, businesses can foster a happier, more engaged workforce.
How Unit4 can help create solutions to today’s talent conundrum
The talent conundrum is complex, but it’s far from unsolvable. Pamela’s five strategies offer a roadmap for organizations to strengthen their approach to retention, engagement, and development by developing a data-driven culture.
From aligning talent strategies with organizational goals to leveraging Cloud technology and AI for productivity, these steps can help organizations mitigate the challenges ahead.
Now is the time to take action. Don’t wait until the great talent exodus takes its toll on your business. Explore Unit4’s solutions that ensure your organization is prepared to attract, develop, and retain top talent with Cloud-powered HCM tools for today’s generation.
Unit4’s Cloud-powered HCM and Talent Management solutions are designed to help you transform your talent strategies. Watch the webinar on-demand to get the full story, visit our website, or get a tailored demo of our HCM solution – today!
