Workforce sustainability is now a critical priority for TA leaders as skills evolve rapidly, AI transforms work, and employee expectations rise. To build a resilient, future-ready workforce, talent acquisition must move beyond reactive hiring and embrace long-term, strategic workforce planning. Here are some practical strategies to help you move forward.
The world of work is evolving at an unprecedented pace. Rapid skill shifts, AI-driven automation, and rising employee expectations are reshaping how businesses attract, retain, and develop talent. To stay ahead, talent acquisition (TA) must move beyond reactive hiring and embrace a sustainable, long-term workforce strategy.
According to the World Economic Forum’s 2025 Future of Jobs report, talent management ranks among the top 10 critical skills for the future. This presents a major opportunity for TA leaders to shift their focus from short-term recruitment to building a workforce that is resilient, adaptable, and prepared for what’s next.
The challenges facing TA
TA leaders must navigate an increasingly complex talent landscape:
- Skills have a shorter shelf life: The World Economic Forum reported that workers can expect 39% of their existing skill sets will be transformed or become outdated over 2025-2030. Continuous learning, upskilling, and reskilling are no longer optional—they’re essential.
- AI is reshaping jobs: McKinsey predicts AI could automate up to 30% of total work hours by 2030, transforming job roles and required skill sets.
- Candidate expectations are evolving: Flexibility, career growth, and purpose-driven work are now non-negotiable.
- Globalisation and economic shifts: Talent pools are shifting regionally, requiring more adaptable hiring strategies.
- Reactive hiring is costly: Short-term hiring cycles create instability, increase expenses, and frustrate teams.
The message is clear: TA must move beyond outdated practices and adopt a smarter, more sustainable talent strategy.
How can TA evolve?
To build the workforces that will ensure tomorrow’s business success, TA must take on a more strategic, cross-functional role. According to LinkedIn’s Future of Recruiting 2024 report,collaboration is key:
- Cross-functional partnerships: High-impact TA teams work closely with HR, L&D, and business leaders to align hiring with broader workforce goals.
- Stronger ties with L&D: 84% of recruitment professionals believe TA and L&D must collaborate more to strengthen internal mobility.
- Internal hiring boosts retention: Companies that invest in internal mobility retain employees twice as long as those that don’t.
By embedding sustainability into hiring decisions, TA becomes a key player in long-term business resilience. But achieving this shift requires a combination of upskilling, talent mobility, and smarter hiring strategies.
4 strategies for long-term success
TA leaders don’t need to start from scratch—here are four practical strategies to embed resiliency into your talent approach:
#1: Unlock hidden talent with internal gigs
What it is: Short-term internal projects that allow employees to gain new skills and experiences without leaving their current role.
Why it matters: Increases engagement, supports career growth, and reduces external hiring costs.
Example: L’Oréal boosted internal mobility, cut hiring costs, and improved retention—just by making internal gigs a priority.
TA Tip: Partner with L&D to create an internal gig marketplace where employees can explore new opportunities.
#2: Think beyond job titles with skills-based hiring
What it is: Hiring based on skills rather than rigid job descriptions to increase workforce adaptability and diversity.
Why it matters: Expands the talent pool, improves retention, and future-proofs the workforce.
Examples:
- EY scrapped degree requirements, which boosted diversity and retention.
- Cisco went all-in on a skills-first hiring model, achieving a 96% retention rate.
TA tip: Use skills-based assessments to identify candidates with transferable competencies instead of focusing on past job titles.
#3: Plan for the ‘unplannable’ with an agile contingent workforce
What it is: Leveraging Managed Service Providers (MSPs) and Recruitment Process Outsourcing (RPO) for on-demand talent.
Why it matters: Provides scalability, keeping businesses agile and ready for workforce fluctuations.
Example: Delta Air Lines created a contingent talent pool to quickly fill specialised roles during peak seasons, ensuring smooth operations.
TA tip: Strengthen relationships with RPO and MSP partners to ensure a reliable talent pipeline.
#4: Supercharge talent acquisition with tech
What it is: Using AI-driven tools to automate hiring tasks, predict workforce needs, and enhance decision-making.
Why it matters: AI boosts efficiency, helps uncover hidden talent, and removes hiring biases.
Examples:
- Unilever leveraged AI for internal mobility, redeploying 8,300 employees and boosting productivity by 41%.
- Schneider Electric launched an AI-powered Open Talent Market to connect employees with career growth opportunities.
TA tip: Use AI to spot skill gaps and recommend upskilling initiatives to future-proof your workforce.
Future-proofing talent acquisition
The role of TA is expanding beyond filling vacancies—it’s about building a workforce that fuels business resilience and long-term success. By adopting forward-thinking strategies, you can create a talent approach that is not only sustainable but also adaptable to the evolving world of work.
Now is the time to act. Start by assessing your current TA strategy and ask: Are we building a workforce that’s prepared for the future? By making small but strategic changes today, you can ensure your talent strategy remains strong, adaptable, and ready for what’s next.
