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HR Tech Trends 2023- report

Today, we present the HR Tech Trends 2023 report, which we have prepared in May 2023, and it gathers the main technological trends in the talent management environment.

Informe tendencias en el entorno HR Tech

Throughout its 170 pages it breaks down the market and the technological proposals that are influencing it from various areas of need:


-HRMS (human resources management system): The main trend in this area is a focus on rapid growth (through M&A) or significant investment, all within an environment with a high number of players (consolidation will occur), and increasing interest in XS/S companies, with "liquid" business models and a low pricing approach.


-Talent Acquisition: In this area, three main lines stand out - the fierce battle for audience (whoever has the candidates has control over the market), specialization, and screening (matching - the Holy Grail).


Another significant turning point is the evolution of business models, with the traditional "pay&pray" approach being increasingly questioned.


-Talent Development: It is one of the main focuses of innovation in the sector, both due to a focus on talent retention and the need for upskilling the internal talent. However, Talent Development goes beyond traditional training directories.


This is where variables such as gamification, VR/AR, nano learning, the blend of real and AI, the use of data, verification via blockchain, all come into play, along with high personalization, a focus on STEAM knowledge, and continuous learning models based on subscriptions.

-Talent Engagement: As a tool for talent loyalty/retention, it revolves around four main axes:

a) Employee experience

b) Health and well-being

c) Social benefits d) Motivation and work environment


Talent Engagement, due to the difficulty of attracting talent, has become a critical area, ranking 2nd in the number of operations in 2022 and 4th in terms of investment volume.


-Talent Operations: The major challenge lies in managing hybrid organizations with remote and on-site workers, dispersed across different locations, and regulated by various legislations. From this foundation, value propositions are built and evolve to offer comprehensive solutions with complementary services such as payroll management, advances, etc.


-Talent Planning: An emerging category, 100% based on massive data exploitation - ML/AI. Its level of evolution can still be considered "early stage," with few players and, above all, a low culture of adoption in organizations.


-Talent Rewards: This category is imported from incentive marketing, which organizations have incorporated into their HR areas as a tool for loyalty and rewarding their employees, aiming to retain and motivate talent. It covers three main areas - compensation systems, benefit management, and Earned Wage Access (EWA).


-Talent Analytics: A rapidly growing area, as "what cannot be measured, can hardly be improved." With the increasing complexity of organizations, maintaining a vision of what is happening within them becomes exponentially more challenging.

Beyond the main areas of need, the report also analyzes the specific challenges faced by HR departments/responsibles. It explores the evolution of worker relationships with concepts such as:

  • The virtual executive

  • The "unretired"

  • 5-star offices

  • Non-linear work

  • "Inter-week" nomads

  • Workplace well-being

  • Flex generation

Lastly, the report delves into emerging technologies impacting talent management.


We hope that the report captures your interest, and should you require a presentation at your organization or assistance in addressing these challenges, we would be delighted to help. Please feel free to contact us here.

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