In today’s fast-evolving workplace, organizations must adapt to rapid technological advancements, shifting employee expectations, and the growing need for talent retention.
Recently, Sri Chellappa, Founder and President of Engagedly, sat down with Sarah White, CEO of Aspect43, to discuss the key trends in HR Tech, talent mobility, and the future of work.
This conversation provided valuable insights into how companies are reshaping their talent strategies, integrating employee-centric technologies, and preparing for the next five years of workforce transformation.
HR Tech Trends & The Shift Towards Employee Experience
At one of the biggest HR Tech conferences in Las Vegas, Sarah White observed a significant shift in how companies are prioritizing technology. She noted that there was a record-high number of vendors (400–500) and 8,500 attendees—a clear sign that HR Tech is booming.
One of the biggest takeaways from the event was the increasing focus on user experience. Traditionally, HR software was designed for HR administrators, but today, more tools are being developed for employees themselves. Companies are moving away from simply managing HR processes to enabling better workforce experiences.
Another key revelation from Aspect43’s research was that for the first time in 12 years, retention has surpassed recruiting as the top concern. Organizations are realizing that investing in talent retention helps them preserve institutional knowledge, reduce hiring costs, and enhance overall business performance.
This shift is fueling an increased focus on Talent Mobility, a key strategy that connects talent acquisition, workforce management, employee experience, and talent development.
Talent Mobility as a Retention Strategy
Talent mobility is emerging as a critical tool for organizations looking to retain their workforce.
Sri Chellappa pointed out that talent hoarding—when managers resist letting employees move to different roles internally—has historically caused high retention issues. Companies are now recognizing the need to break this pattern.
Additionally, there’s a shortage of niche skills in the market, making it even more important for companies to reskill and redeploy employees internally. Instead of continuously hiring externally, organizations are shifting towards upskilling and internal mobility strategies to keep their workforce engaged and future-ready.
The Role of Technology in Talent Mobility
Traditionally, succession planning and internal job postings were manager-driven, making it difficult for employees to take charge of their career paths. However, modern HR Tech is empowering employees by enabling them to:
✔️ Identify career opportunities based on their skills and aspirations.
✔️ See internal mobility trends and career paths followed by others in similar roles.
✔️ Identify skill gaps and access LMS-based training.
✔️ Explore lateral moves and adjacent skill development without waiting for a formal job posting.
By shifting the control from managers to employees, organizations are building a more agile workforce, reducing turnover, and improving engagement.
How Can Mid-Sized Businesses Implement Talent Mobility?
While large enterprises like GE and IBM have dedicated tools for talent mobility, mid-sized companies (150–200 employees) may struggle to implement new software.
For companies of this size, a cultural shift is more important than technology adoption. Leaders should:
🔹 Regularly assess talent fit within their teams.
🔹 Encourage flexible roles rather than sticking to rigid job descriptions.
🔹 Reward managers who actively support internal mobility.
Sarah White emphasized that companies should view job roles as fluid rather than static. She shared her own experience—every role she has ever had was custom-created for her skills and the company’s needs.
The Future of Work: What’s Coming in the Next 5 Years?
As an industry analyst, Sarah White predicts that the workforce will look both the same and drastically different in the next five years. Key trends include:
📌 Increase in Contingent & Freelance Work:
- Organizations will increasingly rely on freelancers, contractors, and gig workers.
- The line between full-time and freelance work will blur, creating more flexible workforce structures.
📌 Remote-First Mindset:
- The return-to-office push is temporary—remote work is here to stay.
- Hybrid and remote-first strategies will dominate HR policies.
📌 Rise of Specialist Roles:
- Companies will hire specialists as contractors rather than maintaining full-time roles.
- Small businesses are leading this trend, with large enterprises beginning to follow their example.
📌 HR Tech Will Evolve to Support Contingent Workforces:
- Performance reviews and internal mobility tools will start including freelancers and contract workers.
- HR Tech will help companies seamlessly integrate full-time employees, gig workers, and contingent staff.
Another major shift Sarah foresees is that small businesses are now driving innovation in work models—a reversal of the traditional trend where large enterprises set the standard.
The Talent Shortage & Its Long-Term Impact
Even as economic uncertainty looms, the talent shortage is not going away. With:
✔️ Millions of people leaving the workforce,
✔️ Tighter immigration policies, and
✔️ Lower birth rates leading to fewer new workers entering the job market
companies must rethink their workforce strategies. The future workforce will be a blend of full-time, remote, freelance, and global talent, requiring organizations to adopt more fluid workforce structures.
Final Thoughts
The future of work is being shaped by talent mobility, HR tech advancements, and a shift towards a more flexible workforce. As companies focus on retention, upskilling, and adapting to remote work, HR leaders must embrace new tools and strategies to stay ahead.
Want to stay updated on the latest trends in HR Tech and talent mobility? Subscribe to People Strategy Leaders Podcast and follow Sri Chellappa on LinkedIn & Twitter (@SriChellappa) for more insights.
🚀 The future of work is evolving—how is your organization preparing for it
