The Workforce is Moving, and Employers Must Keep Up

Talent supplies for readily available, critical skills remain low, and Lightcast expects the trend to persist. Labor force participation hovers just above 60%, with 76 million Baby Boomers aging out of the American workforce. Additionally, US population growth outpaces labor force growth by a ratio of eight to one.

Employers and regulators are adjusting to a tight talent supply. Internal mobility leads the way, with a recent LinkedIn study showing a steady 6% year-over-year increase, even as hiring slowed in 2024. Focused efforts on back-to-work, geographical, learning, and career and industry mobility strategies are also helping companies address workforce challenges.

A 25% increase in referral traffic helps move doctors back into the workforce.

This story highlights a healthcare provider’s concerted efforts to reengage physicians following a 6% increase in turnover amid the pandemic. Their strategy centered on gathering feedback, leveraging data and technology to ease physician workloads, and streamlining onboarding.

Increasing regional mobility, Germany expands skilled worker visas by 10% to 200,000.

Globally, mobilizing legal immigration is proving essential for addressing critical skills gaps. Germany expanded legal immigration in November. Similarly, Scotland, France, Portugal and Croatia are part of a broader push to attract skilled workers.

Older workers move to flexible jobs, taking on 69% of the temporary work in the US.

In addition to that finding by Indeed Flex, a September study found that nearly half of recently laid-off Americans want to pursue full-time freelance work. This marks a movement between permanent and temporary work, pushing employers to draw workers through a total talent strategy.

Our View

Look beyond a static worker supply to sustain your workforce plan.

When a large, single pool of job seekers dissipates into various alternate paths, employers must adjust. A strategic TA partner can provide data-based intelligence to target the right talent and explore creative solutions to achieve workforce goals. This may involve flexible work arrangements, total talent strategies, adjusting job and skills requirements, or offering training to bridge any gaps.

Treat internal mobility as specialized recruitment.

The best talent for the job may already be in your organization. However, identifying that talent, selling them on the opportunity and obtaining buy-in from their managers and colleagues can be just as complex as external recruiting. A TA partner can provide the resources and objectivity needed to make internal mobility a reliable part of your hiring strategy.

Trust the contingent workforce supply as a fundamental talent source.

Many of our clients have successfully leveraged a flexible workforce to meet vital talent needs. The right approach often combines permanent and contingent talent, supported by precise strategies to achieve goals. Success is driven by deep TA expertise, our Sevayo® Insights data integration platform and a detailed understanding of the employer's business.

Sevenstep Viewpoints

Managing the contingent workforce requires more than administration and processes. Sevenstep total talent expert Anamarie DeVito shares what it takes to build a trusted partnership that goes beyond the basics.

Anamarie DeVito,
Client Services
Executive

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