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Mercer’s 2018 Global Talent Trends Study gathered input from more than 7,600 voices across 21 industries and 44 countries around the world. Hear from Mercer clients as they discuss the five key trends and what they mean to their organizations. To learn more visit: https://goo.gl/H2WpBZ

Because we look into that digital age and this age of disruptive technology, we’re going to have to think about the mix of our talent very different. That is really pressing up against some of the Japanese employment systems and Japanese HR systems. So for example, in an employment for life type system or structure you’re generally thinking about a more generalist population so what that means is that if somebody’s joining you for life, you want them to be able to move around in lots of different functions so they could go from HR to finance to manufacturing to sales. I think the other critical component for the Japanese workforce is having a robust management strategy that allows you both to have talent moving in and out of Japan. I think where we see it’s a game changer is where we either have a global talent coming into Santori or Santori talent doing some form of global rotation and combing back. So that talent rotation is really critical. At Banner Bank we are focused on moving our organization into a much more digital world. It’s changing the way that we have to think about recruiting because we’re not solely tapping talent pools in the banking sector. We’re having to look outside in other industries to bring that type of expertise and talent. Also other banks are doing the exact same thing so we are seeing a lot of competition in terms of hiring talent that not only has a customer service aspect but also has a technical aspect as well.
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