After the pandemic, companies have changed how they attract, manage and retain talent. The latest Deel Global Hiring Report data shows emerging trends which can change your workforce planning strategy, no matter where you operate.
This article breaks four global hiring trends down into actionable steps and offers workforce planning strategies. It also outlines strategic implications for each.
Trend number one: Gen Z is the new priority of employers
Gen Z workers will have the highest rate of salary growth (9%) in 2024 and the lowest rate (36%) of terminations due to no fault on their part. Gen Z is only just starting their career, but the tech-savvy attitude and commitment to learn have made them a priority for many companies.
This is what it means for your employee strategy
Gen Z is on the rise, which means that we need to rethink our strategies for onboarding, career advancement, and compensation to retain and attract these digital native employees. They are familiar with new technologies such as AI and this is an asset. But only if the environment they work in meets their needs.
Next Steps
- Redesign onboarding and upskilling programs: Tailor your training initiatives so that they emphasize digital literacy and continual learning.
- Update compensation models: Review your pay structures and update them to reflect the rapidly changing salary trends of Gen Z.
- Use HR tools to improve your workforce’s experience. Invest in AI-driven platforms that streamline remote onboarding and ensure global compliance.
Trend number two: domestic hiring is on the increase
Deel’s hiring reports show that domestic hiring (hiring in the same country) grew by 104% between 2024 and 2026, while cross-border hiring remained at 42%. Even though remote work is still popular, employers prefer candidates who are closer to their home (especially those in the same time zone).
This is what it means for your employee strategy
Companies are putting more emphasis on local or regional talent. Localised hiring simplifies compliance with labour laws, reduces challenges related to time zone differences, and improves team coordination, all while maintaining the benefits of remote working.
Next Steps
- Refocussing your talent acquisition efforts: Optimise recruitment efforts to target local markets. Consider creating regionally-specific job listings that appeal to local candidates.
- Improve compliance and payroll management. Make sure your hiring strategy is aligned with local laws and payroll requirements. Implement robust processes that will allow you to efficiently manage compliance across multiple regions, while still maintaining the flexibility of your workforce expansion.
Trend number three: Accountants will be the next must-have talent
Accounting salaries will increase by 15% in 2024 and the number of accountants hired will grow by 74%. This is more than software engineers. The demand for accounting talent is increasing as organisations expand into new market segments.
This is what it means for your employee strategy
Accounting skills are essential for organisations with global ambitions. To address this talent shortage, a targeted recruiting strategy is needed that recognizes the importance of accounting expertise in different regulatory environments and regions.
Next Steps
- Refine the recruitment process: Create specialized compensation packages to account for high demand, unique skills sets and regional market conditions.
- Investing in retention strategies.Offer incentives for performance and continuous professional development to retain top accounting talent.
- Improve payroll and tax compliance. Establish clear processes for managing cross-border payroll obligations and taxes efficiently.
Trend 4: The number of terminations and voluntary resignations is decreasing
US terminations are down from their peak in 2023, after a period of aggressive recruitment and cost-cutting. The number of voluntary resignations has also decreased, which indicates that employees are staying longer in their jobs.
This is what it means for your employee strategy
Attracting top talent is important, but retaining highly-skilled employees is also crucial. Stability in the workforce is key to long-term growth, and consistency of operations. This can be achieved by tailoring retention programmes for different markets.
Next Steps
- Improve retention programmes: Implement pay-for performance models that reward contributions and longevity.
- Reassess your compensation strategies: Invest in robust compensation planning that is data-driven and takes into account both global trends as well as local market conditions.
- Improve retention by using data-driven strategies: Create retention initiatives that are aligned with changing market trends and use insights from workforce data in order to develop compensation, benefit, and career development programs tailored to different areas.
Refresh your hiring strategy
You can improve your future hiring strategy by focusing on these four trends. From the rise of Gen Z workers to local hiring and the importance of accounting talent, you will be able to revamp your current hiring strategy.
Deel
Deel offers comprehensive solutions for HR, payroll and compliance, so your business can adapt quickly to the competitive talent market of today, no matter where it operates. Deel can help you learn more.
