If organizations can be innovative and flexible in their approach to accessing and deploying talent in the right places, at the right times and in the right ways, the consequences of the talent shortage can be mitigated. As Michael Schrage quoted in his blog in July 2013: "people looking for a job today aren't competing against each other. They're competing against alternative ways to getting that job done. [Most organisations are] not hiring employees, they're hiring value creation. If they can get that value — or most of it — from contingency workers, outsourcing, automation, innovative processes or capital investment, why wouldn't they?".
If Asia's organizations are going to access enough 'value-creating' talent to capture the opportunities that are now in view, they're going to need to embrace better, smarter talent management and attraction strategies. They will need to embrace flexibility in their workforces in order to:
- Fill critical skill gaps in a timely and efficient way
- Keep talent engaged and retained, even across borders