Home » Blog » Consultant Resources » The future of talent consulting: 5 trends to watch for in 2022

The future of talent consulting: 5 trends to watch for in 2022

3 min read

2021 was a year of change and transition. Amid heightened health concerns, businesses adopted new office layouts and policies. Teams explored ways to collaborate in a hybrid world. And people of all industries stopped to ask: “Why do I work—and when is it time to quit?”

As a consultant, you guide organizations through their biggest changes. And that expertise takes foresight. Stay ahead of major trends with these five 2022 workplace predictions, courtesy of our talent experts here at The Predictive Index: 

1. Speed to hire remains a top concern.

“There are more open jobs than ever in U.S. history, but the time to fill a role has never been longer

Competition for hiring right now is fierce. The smartest companies across the nation are redefining their hiring strategies to attract and win over the right candidates for their open roles—and they often need the help of consultants to do this well. 

As recruiters turn to remote hiring to expand their candidate pool, evaluating great talent becomes even tougher. Clients may be tempted to fill a critical hire quickly—but unless that hire is the right hire, they’ll be wasting time, effort, and money.

With the right consultant’s touch, clients will be able to reduce the time to hire, while ensuring new hires are invested for the long haul.”

– Alex Rosier, Sr. Product Marketing Manager, PI Hire

2. Teams will be entirely redefined.

“The meaning of the word ‘team’ will continue to evolve. Nowadays, we don’t just work with the same group of people—we work with an almost endless combination of peers based on changing roles, projects, and meetings.

As teams evolve, so will the science of team building. Leaders must be in tune with the daily microinteractions of their people, and find opportunities to bond more often, with less prep.”

– Laura Morrison, Sr. Product Manager, PI Design

3. Empathy becomes a necessity.

Employee relationships will be less hierarchical than ever, with organizations advocating for leaders at every level.

In a digitally connected Zoom world, empathy is becoming less of a nice-to-have, and more of a required skill for every job. This is especially true of people managers.”

– Will Otto, Director, Talent Optimization

Join 10,000 companies solving the most complex people problems with PI.

Hire the right people, inspire their best work, design dream teams, and sustain engagement for the long haul.

4. AI will drive engagement.

“Gone are the days where engagement surveys must be created and managed. The future of engagement lies with artificial intelligence. Leaders will be able to determine what surveys to send out, when, and to whom based on the needs of their organization, department, or team.

This future is a collaborative effort. Currently, engagement pulses are initiated from the top down via HR. Moving forward, it will be driven by all employees, from every department.”

– Joe King, Sr. Product Manager, PI Diagnose

5. Learning becomes a group effort.

“In this hybrid world, leaders have to meet employees where they are, and provide new opportunities to grow. This starts with bringing high-priority, just-in-time learning together with strong community-building efforts.

Employees learn by connecting with each other and sharing lived experiences. This is the power we need to tap into.”

– Yonca Ural, Lead Learning Experience Designer, PI Learn

PI Certified Partner

Help your clients prepare for change.

As you head into 2022, make sure your clients feel confident about what’s to come. Use our change management toolkit to help them adopt new processes, phase out old ones, and transform their business for the road ahead.


Matt Poepsel, PhD is the author of Expand the Circle: Enlightened Leadership for Our New World of Work and host of the Lead the People podcast. He serves as Vice President & Godfather of Talent Optimization at The Predictive Index. He holds a PhD in Psychology, an MBA, and a Harvard Business School Certificate of Management Excellence. Matt has more than 25 years of leadership experience as a software executive and consultant. He’s also a US Marine, an Ironman triathlon finisher, and a student of Buddhist philosophy.

View all articles
Copy link