The Future Workforce Series – Talent Acquisition – 2 of 6
We’ve established in our intro blog that the workforce is changing, and there’s likely no disagreement with that statement. The last 15 months have swept through the workplace like a tornado, and it’s no wonder we say, “We aren’t in Kansas anymore.” Clearly, we don’t expect pre-pandemic times to reappear and erase the anxiety of what’s in store for the future.
As new workforce challenges emerge, one of the primary obstacles for the immediate future is the issue of supply and demand. It has become just as difficult to find a good match for professional labor as it is to find unskilled labor. Unfortunately, the old ways of finding professional personnel are no longer effective.
Supply doesn’t meet demand.
Statistics show that employers are having a much more difficult time finding and hiring talent to help them move forward without losing their competitive edge. To make matters worse, the rules have changed, and business owners do not have a neatly typed copy of those rules.
Now more than ever, workers are making demands and setting the criteria for employment non-negotiables. Employees are much quicker to start looking for another opportunity when they are unhappy in their current role. To find a great match, we need to uncover the underlying reasons for their dissatisfaction.
Just because candidates have the capabilities doesn’t mean they will be happy in the role you have open. We need to take the time to understand their motivations and preferences. Here’s where it gets personal and that makes all the difference in finding the right candidate.
Having worked from home for over a year, many employees prefer to keep it that way—at least for the most part. They are saving time wasted on a commute and money spent on parking, lunches, wardrobe and childcare.
Flexibility is the new attraction.
Yes, there are also employees who can’t wait to get back to the office for the collaboration, camaraderie and a renewed appreciation for a separation of home and office. Business owners are learning that employees want flexibility to do their best work without the restrictive nature of “Everyone quiet and in your seats by 8:00.”
With the uncertainty of how to plan for a stable, successful operation, employers must find ways to keep employees happy and productive. Key concerns surround turnover, safety, childcare issues, compensation, etc. Within an extremely competitive market, businesses can look for ways to automate further to reduce manual labor and/or adopt effective strategies to locate, attract, hire and retain employees.
He who hesitates is lost.
Let’s be upfront by saying that you have options. That said, we know that to get what you want, you must know what you want. If you want to leverage your business, you’ll need to leverage your talent pool. To do that, you’ll need the best talent available for the position. Communication is key, and it’s imperative to find out what motivates the candidate.
Building relationships will uncover what is missing in their current role and what will motivate them in the future. In today’s market, how do you find that talent and ensure a good fit for your culture? Your recruiting message must be loud and clear as to why you would be the employer of choice.
The InPursuit Search Solution
From my years of experience, I understand that you need to know the solution before you start searching. It’s a lot like buying a house when you haven’t been in the market for ages. You need to get really clear about what you want.
What are the must-have features? How will it complement your lifestyle? Similarly, once you know what you need for creativity, productivity and a culture fit, you will have a clear target.
When looking at houses, we typically need to look at many before finding the right one. In my recruiting experience, I’ve learned that we need to take the time to look at many candidates before the right one surfaces.
Generally, the first to appear are those who are actively looking because they are dissatisfied in their current role. Although they are looking, they are not necessarily the right fit. In later waves of candidates, we find those who were not actively pursuing a change and are much better suited and interested once they hear about the excellent opportunity.
Doing your due diligence includes getting clear on what you need, analyzing your targeted workforce market and understanding how to access that market. Clearly define what motivates the (hidden) talent pool, including culture, leadership, compensation, role and responsibilities, benefits, flexibility, safety, technology, etc. Equally important—you must recognize how you compete against other employers who will be pursuing the same candidate.
If you’re going to play, play to win.
To gain—and retain—the best employees, you must know how to compete and win them over. Review your talent acquisition processes—to win—by defining your needs and differentiation, moving quickly and onboarding creatively. And don’t forget to appreciate your employees for the great job they do for your company and your customers.
If you have comments about this topic and would enjoy a conversation, call David Zimmel at InPursuit Search. There’s no time like the present!
Mobile: 651-756-8862 or email: firstname.lastname@example.org.
InPursuit Retained Search: www.inpursuitsearch.com