Talent in IT – Predictions for 2023

For Sogeti, 2022 was a year of growth. Despite huge competition in the market, our recruitment push prevailed. This was in part thanks to new ways to boost recruitment and internal mobility, including a focus on recruiting, training, and certifying young professionals to take up specific roles – all in line with our purpose as a company regarding unleashing human energy in an inclusive way. Did I mention that Sogeti now has a 50/50 gender balance in India?

But with volatility set to remain for the foreseeable future, what will 2023 bring? Here is what I expect to see in the coming months.

Prediction 1: Focus on employee experience

2023 will be the year to focus on employee experience. But what makes it so important right now? Candidates will gradually become more hesitant and demanding when it comes to committing to change and vetting new places of employment. Creating positive and seamless experiences, from candidate attraction to onboarding and beyond, will provide reassurance that your company is the best choice in this rocking market. To attract new people and retain others, we will have to really raise our game (enter the metaverse experience?).

Prediction 2: Spotlight on internal mobility

I am expecting the next twelve months to be a period when many businesses will start appreciating and prioritizing the potential of internal mobility. As mentioned earlier, our efforts and resulting outcomes have assured us that this is one of the most efficient ways of retaining talent while attracting new joiners at the same time. Knowing there are multiple career options available to them, employees are less likely to leave and are far more likely to feel satisfied and re-energized after moving to a fresh project – in line with their current interests and ambitions.

Providing internal mobility will enable us take care of niche or specific skills and roles. At the same time, we will be able to generate opportunities for young professionals and those with generic skills to re-train and take on new roles. In increasingly, and in aging societies, there is a great advantage in reassigning this sizable workforce.

Prediction 3: Doing more with less

I expect that HR departments will need to learn to do more with less in 2023. By this, I mean fully leveraging their current assets and processes or enabling efficiency in ways of work. For example, this approach could be applied to recruitment, leveraging the full functionality of LinkedIn features.

Doing more with less is not limited to tools. It can also mean making the most out of the gig economy and picking the right people when you need them most to reach new levels of agility and flexibility. This may also mean taking a more global approach to various processes and leveraging best practices without reinventing the wheel.

Prediction 4: Keeping a learning mindset

For my final prediction, I expect 2023 to be a year of learning. Focusing on our own HR upskilling will be crucial. Constantly gaining knowledge and motivating your employees will ensure everyone is ready when the need arises. But this prediction is not limited to HR functions – a learning mindset across the business will allow you to take advantage of new ways to operate as individuals and teams, in this post pandemic era. The way we implement methodology such as dev ops and new, technology-enabled tools must constantly evolve.

Never stop improving

No matter whether we are talking about learning, improving employee experience, or doing more with less – maximizing potential is shaping up to be a main HR theme for 2023. Such an approach will not only give us the agility to navigate volatility with confidence but also the flexibility to deliver even more value to clients across all sectors – and most importantly, to anticipate and be ready for the ever-changing landscape of twenty-first century business.

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