/ By David Zimmel / Uncategorized/ 0 Comments

The Future Workforce Series – Talent Acquisition for 2021 and Beyond

The Future Workforce Series – Talent Acquisition – 3 of 6

Our introduction to this series outlined the bittersweet reality of the changes taking place in the workforce and the pressing need for serious deliberation on what that means for recruiting and retention. Our second blog discussed critical issues with supply and demand. Now, more than ever, employers need a highly strategic plan for effective talent acquisition.

The last 15 months gave employees plenty of time while working from home to draw conclusions about their best future. They developed preferences around work style, flexibility and commutes, and they are better equipped to pursue a work schedule and environment that generate inspiration and creative opportunity.

A shift has taken place.

In this blog, we’ll discuss the status of the talent pool and how to understand and accommodate their needs. As an employer, your need to attract the best talent requires a solid game plan if you are to remain competitive and moving forward.

Yes, the workforce is changing, and the time to prepare is now. Waiting is not a viable option. We are seeing a much higher percentage of employees ready to consider a new position and make a move. Many of them have adjusted to working from home and created a working lifestyle that they much prefer to the old standard.

Employees who have the drive and ambition to excel in the workplace now understand that they can be highly successful and productive without adhering to an 8- 5 in-office routine. The former practice of being seen eight hours a day, meeting in person and gathering around the water cooler no longer holds appeal for the majority of workers.

Employers have realized the truth of this scenario as well. In cases where workers do not need to be physically present for production or customer service, they can be even more creative and productive than when on the premises under a watchful eye.

Technology has enabled changes.

Technology has played an impressive role in offering employees more flexibility and freedom on the job. With available connectivity, they can readily access the data and resources needed to be successful. At the same time, it also allows them to actively network and increase their opportunities in the marketplace. They’ve been given access to the pulse of the job market and finding options for their advancing objectives.

With technical flexibility at their fingertips, employees had more choices on how to manage their personal life and family schedules. Forward-thinking leaders will leverage technology for effective communication channels that can bind the group together without the physical restrictions of the past.

There’s wisdom in leveraging communication.

While communication has always been important, it is now more critical than ever. This is a point not to be missed. Clear channels of communication will make a significant difference for thriving managers, employees and teams. Not only do these channels need to be open, but they need to be used regularly.

Especially when employees are not on site, managers need to touch base more often to give encouragement, build the team and bridge the gap of miscommunication. This doesn’t mean micro-management. Rather, this means empowering capable, motivated employees to drive results.

With training, managers will learn how to build a cohesive team and lead with confidence within the new norm. Policies and procedures must underscore the benefits of technology and communication as an organization so everyone remains on the same page.

Who is competing more effectively?

To compete for this pool of resourceful talent, employers must clearly understand that employees have options. They are fully aware that they possess the ability to secure a position that complements their professional and personal goals. How can your organization address employee needs while competing in the marketplace?

The InPursuit Search Solution

Companies that fare the best will be those that take the time to understand the new workforce and address their needs through policies and procedures. They will use employee engagement surveys as a Voice of Employee tool to ensure that those needs are being met and that everyone shares the vision and works toward it collectively.

To compete successfully, tweak your policies and procedures. Your communication and internal training with executives, line managers and employees will define your targeted workforce and what motivates them.

Hiring strategy must include thorough research of external candidates. Until you know what drives them, you can’t ensure a good fit for the culture and mission. To make an attractive offer, you need to know more than their experience history and skills. You must uncover what is most meaningful to them on both a personal and professional level.

Equally as important is the knowledge of the marketplace. What other opportunities are on the horizon for them? To better understand candidates within the talent acquisition process, you need to be aware of other opportunities they may be seeking. Once you know what you are up against, you can close the offer process.

If you have comments about this topic and would enjoy a conversation, call David Zimmel at InPursuit Search: 612-810-0406. And if you have a friend who would benefit from the discussion, please share the blog with them. Thank you!

 

InPursuit Retained Search:  www.inpursuitsearch.com

/ By David Zimmel / InPursuit News/ • • • • / 0 Comments

The Future Workforce Series – Talent Acquisition for 2021 and Beyond

The Future Workforce Series – Talent Acquisition – 2 of 6

Supply/Demand 

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:  dzimmel@inpursuitsearch.com.

InPursuit Retained Search:  www.inpursuitsearch.com

 

Workforce
/ By David Zimmel / Uncategorized/ 0 Comments

The Future Workforce Series – Talent Acquisition for 2021 and Beyond

The Future Workforce Series – Talent Acquisition – 1 OF 6

We’ve seen major changes in the business landscape over the past 15 months, and the imprint will be a lasting one that needs to be addressed. We’ve had conversations, listened to news reports and read commentaries that suggest that we don’t know what it all means or where the solutions lie. In this blog series, we’ll discuss the major areas of impact and how to successfully manage the new normal for an effective workforce.

The workforce is changing.

Recent events have changed the way we do business and how our employees and clients are affected. As the workforce changes, recruiting will need to change with it. Companies, hiring managers, work teams, positions and job descriptions will need to evolve.

Management teams are re-evaluating the traditional workplace environment of offices, workstations, cubicles and conference rooms. They are re-examining work hours, digital options, automation and how to best serve clients while offering employees the flexibility and support needed to be productive.

We aren’t in Kansas anymore.

The pre-pandemic workplace will be difficult to replicate. Some business owners may wish to go back to what was, but the reality is that the world has forever changed. We need to adjust and plan for a vibrant, successful future. That future must be promising for the business, employees and customers.

For business to thrive, productivity is essential, and workers have a variety of personal situations that need to be considered. Some employees can’t wait to get back to work, and some never left their post. For the millions of virtual workers who have worked diligently from home, backyard and vehicle over the last year, many have proven to be highly productive.

It takes a plan to get from here to there.

We see companies creating new work procedures and talent acquisitions processes. Businesses, young and old, are re-designing their How to achieve their Why. Remote workers have tried to carve out a quiet workplace at home, and some organizations are stepping in to help create a more conducive work experience for them at home. Others are creating resourceful options at the office.

One major factor in the success of every business is its employees. We want to hire well, provide education, mentoring and support, and understand what motivates them. That means first understanding the job you are creating and what types of character and skills are required for success.

The InPursuit Search Solution

The Future Workforce Series will provide solutions for employers addressing current and post-pandemic talent acquisition including:

1) Imbalance of the workforce demand and supply

2) How to address the talent pool

3) How we manage communications

4) Creating employer/employee solutions

5) Your Talent Acquisition Toolkit

If you have comments about this topic and would enjoy a conversation, call David Zimmel at InPursuit Search: 612-810-0406. It’s a primary focus for future success!

InPursuit Retained Search:  www.inpursuitsearch.com