CTG Executives Offer Predictions on Hiring and Staffing Practices, Workplace Dynamics, and Technology Evolution in 2017

As we are approaching the New Year, we checked in with Jim Nichiporuk, Vice President, and Rob Keranen, Managing Director, both members of CTG’s Strategic Staffing practice, to get some of their thoughts and predictions for what 2017 holds for hiring and staffing, workplace dynamics, and the downstream impacts of technology’s continued evolution. Both agreed that 2017 will be a dynamic year for the staffing industry, but they identified five specific areas that believe will see significant movement in the New Year.

  1. Recruiting Processing Outsourcing (RPO) and contingent hiring continues to gain momentum. Today’s large employers are recognizing the many benefits of RPO and contingent hiring models as they continue to seek new ways to fill high-skilled, high-demand roles. Evidence of this trend is noted in the recently released (December 2016) Everest Group research that reports that the global RPO market is one of the fastest growing single-process human resources outsourcing markets. According to the report, the RPO market experienced 17% growth in 2015. Nichiporuk predicts that employers will continue to move towards contract recruiting models in 2017 in order to improve hiring efficiencies, create operational scalability, uniformity, and flexibility, decrease the time to hire, and save on hiring-related costs by reducing the high-labor costs of maintaining large in-house recruiting teams.
  2. New technology will create a bigger “talent gap.” – The emergence of new technology in the workplace is proving a challenge for some people to keep up with and this trend will continue as technology advancements accelerate. This, in turn, can result in a talent gap for many companies. Universities are implementing measures in an effort to help address this growing talent gap. A few examples of the measures being used by academic organizations include programs that support increasing degree completion and reducing student debt, expanding programs at all levels (i.e., undergraduate, graduate, professional, and executive) and curriculum to meet today’s in-demand skills. However, these types of measures will take time to make a real impact. In 2017, Keranen predicts that we will see this talent gap widen as employees and companies struggle to learn and master new technology and use it effectively in their business. Companies will seek to address this talent gap through the aforementioned RPO and contingent hiring practices as well as looking to offshore resource capabilities to help fill these gaps.
  3. Younger workers will move into management roles, creating challenges. – As more Baby Boomers retire, younger workers will move up and take on challenging management roles. How they handle their new roles and close the skills gap necessary to take on high-level positions will be important to a company’s effectiveness and overall culture. Keranen points out that many of today’s leading organizations are establishing formal executive mentoring programs to help address this change and believe that many more will adopt these types of programs in 2017. He further predicts that this change in management age and approach will lead to changes in workplace dynamics and culture in the coming years.
  4. The “human cloud” will become more mainstream. – We will see increased use of freelance workers, crowdsourcing, and an overall shift towards the temporary, mobile workforce in 2017. This “human cloud” model allows companies to tap into just-in-time talent and provides more employment opportunities outside of a traditional full-time employment for job seekers. Nichiporuk sees this shift creating new challenges for finding, managing, and retaining this temporary workforce while also ensuring that companies continue to produce a high-quality, on-time work product.
  5. The Internet of Things (IoT) causes data overload. – As more companies embrace IoT, the number of connected devices will continue to rise across most industries. With so many more devices, and so much additional data being collected, CTG is seeing some of their clients struggling to process all of the data and make sense of it. Data analytics is becoming increasingly important resulting in an increased demand for skill sets such as data analytics, cloud development, interface design, data analytics, analysis, data storage, coding and programming, networking, security, mobile development, web architecture/framework, and an almost infinite number of other “big data” related skills. Nichiporuk and Keranen both agreed that demand for these types of skilled workers would increase in 2017.

Whether recruiting for specific skills and the perfect candidates to fill high-demand positions as an employer, looking at new ways to recruit for those skills, or you are in the market and searching for your next employment opportunity, we hope these insights and predictions provide a roadmap for you of what we believe some of the more significant trends are for the New Year in some of the major industries we work with closely, including healthcare/life sciences/pharmaceutical, retail, financial markets, aerospace/ defense, manufacturing, technology, and oil and gas. We look forward to seeing what 2017 holds for our business and the client’s we serve. 

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