2017 Global Talent Trends Industry Reports
For the latest Global Talent Trends Industry Reports, Mercer gathered the views of HR executives and employees across eight different industries on what drives today’s workforce and what comprises the future workplace. With input from over 400 senior executives, over 1,700 HR professionals and over 5,400 employees, this year’s industry-specific reports highlight current issues and identify key priorities that demand immediate attention. These include how technological advances are re-shaping value chains and how changing demographics are shifting expectations and challenging the traditional model of what it means to “go to work.”
Mercer’s Global Talent Trends Industry Reports are available as eight (8) separate, individual industry editions. Cost is $750 (US) per edition.
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Mercer’s Global Talent Trends Industry Reports address many of the unique and ever-changing HR challenges within an industry sector. Attracting and retaining talented employees requires the right mix of compensation, benefits, career opportunity, and culture all aligned with industry, leadership, and employee expectations. Being well informed is a critical strategy to meet these changes head on and remain competitive as a human resources professional, department or organization.
Our global, industry-specific, talent trends reports provide robust data and analysis across eight different industries: Automotive, Consumer Goods, Energy, Financial services, Healthcare, High Tech, Life Sciences, and Logistics. The reports are based on findings from our recently released 2017 Global Talent Trends Study, which found that “Empowerment in a Disruptive World” permeates how business leaders, HR professionals, and employees are viewing the “Future of Work.” They answer many relevant questions including:
How do the C-Suite, HR, and employees vary in ordering the importance of different employee value propositions? Pay, culture and benefits make up the top 3 for HR and employees. But executives? They cite culture in the 1st spot but pay falls to 8th place and benefits to 11th.
What one factor replaced learning & training as employees’ most desired change? In this year’s survey, employees cited fair and competitive compensation as having the greatest impact in their work life.
Do you have the industry data and insights necessary to attract and retain key talent in this fast-paced, changing world? 62% of companies anticipate an increase in competition for talent in 2017; 31% anticipate a significant increase.
More than 1,700 HR leaders and 5,400 employees across 15 countries provided their input. The result highlights current issues in the world of work and identifies priorities that demand immediate attention. These reports showcase highlights from the global findings (employer and employee surveys) and presents the data results for each of the 15 countries across 8 industries.
- 5,400+ employees
- 1,700+ HR professionals
- 400+ senior executives
- 15 countries
- 8 Industries
- Consumer Goods
- Financial Services
- High Tech
- Life Sciences
- Workforce Trends—HR
- Competition for Talent
- Employee Preferences
- Employee Flexibility
- Employee Satisfaction
- Talent Supply
- In-Demand Skills
- Workforce Trends – Employee
- Priorities for 2017
- Talent Management
- HR Analytics
- HR Planned Changes to Performance Management
- Employee Experience
- Employee Value Proposition Differentiators
- Career Growth
- Diversity & Inclusion
- Thriving Employees
- Digital Organization
- Hong Kong
- South Africa
- United Kingdom
- United States
Automotive, Consumer Goods, Energy, Financial Services, Healthcare, High Tech, Life Sciences, Logistics
The inability to source and hire adequately skilled talent is a major challenge for organizations today. The scarcity is not that of bodies — many locations face very high unemployment — rather, it is a lack of the increasingly sophisticated skillets required in today’s labour market. Adding to this challenge for recruiters and staffing professionals is the plethora of technology available to assist in employment branding, sourcing talent, and managing the hiring and onboarding processes (estimates exceed over 20,000 at this writing)
Talent Tech Labs and Mercer have collaborated on the The Buyers Guide to Talent Acquisition Technology, an HR research report which segments the talent acquisition technology providers (especially the newer market entrants) into easily understood categories — resulting in this Buyers Guide to Talent Acquisition Technology for over 200 companies.
Know which three key areas new technologies can have the biggest impact?
Companies who can be categorized as supporting the ability to source, engage and hire will enable companies to effectively move forward in the battle for top talent. LEARN HOW
Ready to understand and potentially trial non-traditional hiring technologies?
Even if your compliance department is nervous about profiling or other negative elements unintentionally caused by some new technologies, you need to have an opinion and strategy for leveraging technology that drives reduced costs and improved employee performance. SEE HOW
Aware of what “CRM” stands for in the world of hiring?
“CRM” used to refer to “customer relationship management” now just as often, it refers to managing the relationship with a prospective job candidate. Candidate relationship management tools and processes have evolved from a static approach to capturing inbound candidates’ basic information to powerful systems for acquiring, engaging, nurturing and retaining quality candidates who may initially be employed passive candidates GET UP TO SPEED