This 2022 Talent Trends research report is based on a survey of over 900 C-suite and human capital leaders at international and regional organizations across 18 global markets. This 54-page report identifies ten talent trends, ranging from refocusing recruiting on human potential, ramping up your own talent marketplace to boost internal mobility, and obsessing over your talent experience to create a game-changing employer brand. As it relates to recruiting, the report raises the question: How can pulling back educational and other non-essential job requirements help us attract more diverse applicants? This question aligns with previous posts I’ve made on how firms often miss opportunities to consider “hidden workers” to meet firms’ talent needs. These workers or job candidates have the skills or adjacent skills to effectively perform jobs or work tasks. Still, they go undetected since they don’t meet narrow requirements (e.g., academic degrees, industry experience, etc.) that may be less relevant to success in a line of work. This issue of hidden workers is described more deeply in a post I made on a 74-page report by Harvard Business School and Accenture, Hidden Workers: Untapped Talent. Another 30-page report by The Burning Glass Institute, The Emerging Degree Reset, outlines how many firms are moving away from degree requirements and toward skills-based hiring to unlock the value of hidden workers. As organizations continue to report on the challenges they face in finding the talent they need, one question they can ask is: Where are there opportunities for us to adjust non-essential work requirements to identify hidden workers?