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THE FUTURE WORKFORCE SERIES

Talent Acquisition for 2021 and Beyond

Blog 6 of 6

In this series on our Future Workforce Series, we have discussed recent workforce changes, supply and demand issues, and the new employee mindset. We went over why technology, communication and recruiting strategies are critical to winning the talent acquisition game.

We’ve also examined the value of understanding exactly what type of talent employers need while competing with other companies for the same talent. We then highlighted ways to find solutions that mutually benefit the organization, employees, and customers.

So… how do you pull all this together for rock-star results?

In this final blog, we provide you with our Recruiter Toolkit. It will equip employers with the essential components to drive success during the continuing pandemic and into the aftermath of Covid.

We know there is a supply and demand issue, and you want exceptional employees who can manage the job beyond expectations and help you achieve your long-term goals. You also want recruits that not only fit into but provide role modeling for your culture. We have a process for that.

Here are 5 key factors that are often missed.

We’ve established in previous blogs that you must begin with an in-depth evaluation of what is needed to move the company forward. This analysis is not focused on current employees, their strengths, and the work. Rather, it is an honest review of future needs, skills, and talents to drive performance toward goals and complete the work to best advantage.

Once this is determined, it is evident if we have that expertise in-house or if we must look outside the organization. To search and find appropriate talent, we address the following factors for effective recruiting:

1. Deeper clarity of candidate motivations

When recruiting, a mistake we often see is that employers (and sometimes recruiters too) do not ask the right questions and do not invest enough time into discussions with potential candidates. We must gain a level of rapport and comfort to get clear on the candidates’ real motivations. We know from experience that you must understand what’s most important to them. Ultimately, these reasons will affect how well they adapt, their performance, commitment, and longevity.

2. Multi-dimensional candidate assessments

We’ve found that results are greatly improved when we increase our ability to perform multi-dimensional candidate assessments. This will including digging deeper into work experience, skills, and capabilities. You will have created a detailed description of what the successful employee will bring to the table. It’s critical that the discussion covers all relevant areas.

3. Clear employer branding at all levels

The future employee needs to have a clear picture of what the company stands for, including the mission, vision, and culture. They need to feel confident that they will fit in and that the company’s values align with theirs. This increased clarity is found among the leadership team, within each department, with hiring managers, and further solidified into the job description.

4. Technology that allows an expanded talent search

With supply and demand a consistent issue, the best results require an ability to use technology to expand your talent pool geographically. It no longer works to only search locally. In our mobile society, there are many reasons employees relocate, near or far, for the right job. There are specific methods to searching and finding a candidate that is an ideal match.

5. Candid communication about work style preferences

As noted in previous segments of this series, employees have formed definite opinions about their preferred work environment. Many have decided they want to work remotely and won’t settle for less. Others like the idea of having splitting time between home and office, while others want an in-person office setting. Employers must be clear on their requirements and possible compromises, and a heavy discussion on remote work capabilities must be open and direct.

The InPursuit Search Solution

 We’ve all seen obvious shifts in employer-employee dynamics, and we recognize that there are several important factors at play. Here are the necessary steps to winning at the new recruiting and retention game for 2021 and beyond.

 Your Recruiter Toolkit for success

 Have detailed discussions that define the Employer Brand at all levels.

1. Exercise creativity in building a candidate pool that meets your targeted requirements.
2. Create a new job design with discussions around how to get the work completed rather than centered on a specific, current employee or on the work itself.
3. Devote the time for significant candidate communication and relationship building to determine a candidate offer closure.
4. Recruiters need to know the answers to the following questions:

• Why are you looking for your next position?
• What is missing in your current position?
• What are the driving factors in accepting your next position?
• What are your compensation expectations?
• What other opportunities are you considering and how does this one rank?
• How will you respond to a counteroffer?
• What are others in your life saying about you making this move?
• Who will help you make your final decision?

The last 18 months have been difficult for employers and employees, families and individuals. We want to see businesses thrive and move forward with confidence. Of course, this means defining goals and what is needed to reach them. And you need to find—and keep—employees best suited to help you make that happen.

We also want employees to find companies that can provide the challenges, growth and interesting jobs they are craving. As important to the employee is a work setting that can instill the motivation, creativity, and performance that lead to pride in a job well done.

I have devoted my career to enhancing the recruiting process and finding excellent matches that make a positive difference to the company, its employees and their families. If you’d like to discuss the new normal for recruiting success, give me a call at 612-810-0406.

And if you’ve found value in this series, please share it with a friend who might also benefit. Thank you!  —David Zimmel, InPursuit Search

The Future Workforce Series – Talent Acquisition – 5 of 6

In this series, we have discussed recent workforce changes, complications that accompany supply and demand issues, the newly designed employee mindset, and what it means to the employer. We’ve emphasized the need for appropriate technology, communication and recruiting strategies when planning to win at talent acquisition and retention.

We’ve noted emphatically that employers need to carefully assess what type of talent they need, how to attract that talent, and how to compete with other employers for acquisition and retention.

So… how are employers and employees creating solutions?

In this blog, let’s examine what we see when companies navigate the changing workplace successfully and how their leaders differ from those who are indecisive or resisting change. We’ll also gain a view of how the employer’s stance is being received by employees and applicants. And most importantly, we’ll look at what this means to the business and a healthy, competitive future.

We want to see employers come through this dramatic period of history unscathed, but even more that than, we want to see businesses adapt and thrive. With that type of outcome, they will have a stronger business model, more productive employees, a larger claim on the marketplace, and more substantial profits.

From some perspectives, this is a tall order. From our viewpoint, it is not only doable with realistic planning, but imperative for future success. We know that employers and employees can work together extremely well to find solutions that benefit the business, the employee, and the clients.

Resilience leads to a mutually beneficial outcome.

Most of us can remember a time when employers found employees easily, gave them a place to work, an extensive list of duties, and a timetable within established work hours to adequately complete the work. Those days are dead and gone, or as we like to say, “Recess is over.”

We must get down to business, and the past 18 months have changed the game for both employers and employees. We all had to find new ways of getting work done. Creativity was essential and, often, the only route to success. The status quo had lost its value.

Prospering employers are building a deeper understanding of accountabilities and deliverables. Forward-thinking leaders have recognized the positive outlook of business in a pandemic, rather than focusing on the negatives. They are taking an honest look at what needs to get done and what talents are required. They are also taking a fresh look at how to accomplish their goals under a different set of rules.

Employees are leveraging their newfound preferences.

Working from home, employees often went above and beyond, with unquestionable productivity. Failing was not an option. Over time, many employees learned to love the flexibility and convenience of creating their own workspace and schedules. For those contributors, it would be hard to go back. And they aren’t likely to do so.

We hear most employees say they are now seeking a virtual or, at least, hybrid environment. They are quick to add that they will leave organizations that are inflexible and require an exclusively in-office workforce.

Clearly, successful employers have heard this message and understood that changes are needed quickly. These leaders value their achievers and trailblazers and are willing to make adjustments that allow for productivity while honoring their employees’ favored work conditions.

Understand the risks; then make HR adjustments.

When competing for top talent, you must extend an attractive offer. The only way to do that is to make sure your HR policies are aligned with the new standards for top performers. Review your current employee manual with an eye to the key factors now preferred (and even demanded) in the workforce. Are your policies painting a picture from 2019 or do they reflect today’s employee-focused priorities?

Without a new set of standards, your outdated HR policies may significantly increase turnover and limit the opportunity to entice top talent. Especially if your competitors have already made changes to accommodate the new normal, your offer will pale in comparison to what’s being offered elsewhere. And your contributing employees will soon understand that they can find what they want at another, more supportive, company.

 

The InPursuit Search Solution

 There are several important factors at play. Here are necessary steps to winning at the new normal. It starts with a new mindset for being the best employer and understanding the preferred work conditions for your current and future employees. Conduct a thorough review of your HR policies to build policies and procedures that will accommodate a hybrid workforce. Design more productive in-office workspaces, offering a selection of collaborative work areas and spaces with a quieter environment.

To achieve highly productive team performance, hiring managers must receive the necessary training to improve in-office and remote team efficiency. And to be effective, they need to define complete responsibilities and accountabilities. Employees do best when they understand what’s expected with a concise description of the outcome. For top performers, their creative brilliance and experience will show them how to get there.

Your HR department needs to build a value proposition to attract and retain an effective workforce, knowing that negotiation and flexibilities are warranted for both employer and employee. Along with the changes in policies, job descriptions must be tweaked to reflect the new work parameters.

With positive expectations and a realistic perspective on today’s job market, employers are creating a culture of mutual respect with the help of their employees. In honest conversations, they are learning what matters most to their employees and, together, they are exploring ways to make it happen. The outcome is a workforce that is more enthusiastic, appreciative, and highly productive.

In our next—and last—blog of this series, we’ll wrap up our discussion with our Recruiter Toolkit to maximize your effectiveness in hiring and retaining all-star employees. We’ll also give you the questions that recruiters must know the answers to before making an offer to a candidate. You won’t want to miss this critical piece of the puzzle.

Stay tuned—and if you’d like to discuss the new normal for successful recruiting, call David Zimmel at InPursuit Search: 651-756-8862. If you’ve found this series interesting, please share it with a friend who might also benefit. Thank you!

 

 

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

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