The Invisible Revolution
Talent Trends 2023
Unravelling the most profound transformation in work culture since the arrival of the Internet – and how to thrive in it.
NOTE: We produced a global, European and Swizerland report – to give you a comprehensive overview of future HR trends. Choose the report/s you want to see.
Explore our Talent Trends 2023 Report, the world's most robust and extensive talent study. Uncover the new world of work where employees demand a competitive salary, flexibility, career progression, and a company culture they can relate to. Our data reveals a job market transformation, and employers must rethink and recalibrate their retention strategies in line with the changing workforce. They must get the fundamental building blocks right to build successful talent strategies in this new paradigm.
Key topics - Talent and HR Trends 2023
Our comprehensive talent study presents a profound
work culture transformation
A Revolutionary Shift
Understanding the big change in loyalty
would choose mental health and work life balance over career success
Total Cultural Revolution
What sparked this Invisible Revolution?
Top 3 most influential drivers of talent retention and attraction in Switzerland
The Work Life Balance Equation
Actioning 3 critical factors that will decide whether you thrive or merely survive
- Changes in employee attitudes and motivations have profoundly affected the competitive talent landscape across all age groups, countries, and industries.
- The changes we see today are here to stay; they are part of the continuum of change that followed the pandemic.
- Job loyalty is now considered the exception rather than the rule. Even generally satisfied employees are open to better employment opportunities in the future.
- The relentless cycle of resignations is not going to slow down anytime soon. It has become a new norm in an era of change.
Yannick CoulangeManaging DirectorPageGroup Switzerland
Unravelling the most profound transformation in work culture since the arrival of the Internet.
We believe these changes add up to an ‘Invisible Revolution’, with significant implications for employers. The framing of this as a ‘revolution’ is deliberate based on the sheer scale of change we’re seeing – in people’s values, mindsets, and their relationship with work.
About Page Insights
Page Insights is at the forefront of data- and insight-led recruitment, leveraging market data and intelligence to equip our clients with invaluable knowledge of the motivations, attitudes, and values of talent. Our comprehensive solution enables clients to understand talent as people, engage them with empathy, and ultimately make informed and strategic recruitment decisions. With our robust and intelligent talent strategy platform, you can elevate your recruitment process to a whole new level of efficiency and effectiveness.
FAQs - Human Resourches Trends 2023
The Great Resignation, which gained momentum after the pandemic when a significant number of people quit their jobs, has not died down. The rate of resignations following the Covid-19 disruption didn’t return to normal.
In fact, our data shows that people are still quitting their jobs. Many employees who have not resigned plan to do so in coming months and are on the lookout for better opportunities.
Work-life balance is very valuable to employees as it can impact their overall well-being, job satisfaction, and productivity.
Employers who prioritise and enable work-life balance may benefit from increased employee engagement and retention. Employees and employers should communicate openly and find ways to create a work-life balance that aligns with individual needs and job requirements.
Flexibility has become an integral part of work-life balance, and companies must adapt their ways of thinking about the employee experience to reflect this reality.
Job hopping refers to the practice of changing jobs frequently, typically within a short period of time. There are various reasons why people engage in job hopping:
Better pay: Some individuals may switch jobs in pursuit of better compensation and benefits, including higher salaries, bonuses, or other financial incentives.
Flexibility: Work-life balance and flexibility have become increasingly important to many employees. Some individuals may job hop to find roles that offer more flexibility in terms of remote work options, flexible schedules, or other work arrangements that better suit their lifestyle.
Career progression: Job hopping can be a strategy for career advancement, especially for those seeking faster career growth or better opportunities for professional development. Switching jobs may allow individuals to gain new skills, experiences, and responsibilities that can accelerate their career progression.
Dissatisfaction with current job: Individuals may job hop if they are dissatisfied with their current job for various reasons, including lack of job satisfaction, poor work environment, lack of growth opportunities, or conflicts with colleagues or supervisors.
Changing vocational interests: Some may choose to change their vocation entirely, exploring different career paths or industries to pursue their passions or interests.
For employers, this trend presents an opportunity to differentiate and stand out in the race for talent. Pay is an area where employers need to align with the industry, but career progression offers an opportunity to differentiate and compete on a more qualitative, cultural level.
Candidates worldwide prioritise working for a company that invests in their professional development.
Career development is a critical factor that employees consider when evaluating job opportunities. It encompasses various aspects, such as opportunities for skill development, advancement, and growth within an organisation. Here are some reasons why career development is a priority for job seekers when choosing between jobs:
Long-term career growth: Career development opportunities can provide a clear path for job seekers to advance in their chosen field, acquire new skills, and achieve their long-term career goals. Having a plan for career development can help individuals shape their career trajectory and progress in their chosen profession.
Increased job satisfaction: Professionals are more likely to be engaged, motivated, and satisfied at work when they can access career development opportunities. This can lead to higher productivity, job performance, and overall job satisfaction.
Enhanced marketability: Continuous skill development and career advancement can make job seekers more marketable in a competitive job market. Acquiring new skills, certifications, or experiences can help individuals stand out among other candidates and increase their chances of securing desirable job opportunities in the future.
Personal growth and fulfilment: Career development is not just about professional growth but also personal growth. It allows them to challenge themselves, learn new things, and fulfil their potential. It can also provide a sense of accomplishment and fulfilment, contributing to overall life satisfaction.
Retention and loyalty: Organisations that prioritise career development are more likely to attract and retain top talent. Job seekers are often attracted to organisations that invest in their employees' professional growth and offer opportunities for advancement, which can result in increased loyalty and commitment to the organisation.
In addition to enhancing employee retention and loyalty, career development opportunities can lead to long-term career growth, increased job satisfaction, enhanced marketability, and personal growth. The job seeker may thus benefit from prioritising career development opportunities when evaluating them and making informed career decisions.
Talent Trends 2023
In its inaugural year, the Page Insights Talent Trends report represents the most comprehensive and robust study of skilled professionals across all industries. This report combines data-driven analysis of key trends with actionable insights into the 2023 job market to help businesses navigate the shifting labour market and shape talent strategies for their organisations.
A total of 70.000 participants were surveyed across 37 markets in Africa, Asia Pacific, Europe, North America, South America, and the Middle East over Q4 2022 and Q1 2023.
The report also provides an end-to-end and complete understanding of talent who reveal their motivations, attitudes, perceptions, beliefs, and values. It identifies the key drivers within the hyper-local and global talent landscapes in key areas such as salary, culture, and values, work-life balance, DE&I and talent development. Available in global, regional and local editions.