In the ever-evolving landscape of recruitment and retention, attracting top talent remains a paramount goal for employers. Even before the latest disruptions, the age-old adage “Good people are hard to find” still held true. Let’s revisit our conversations with business leaders to delve into the intricacies of managing an effective workforce and the significance of tangible experience in this edition of Navigating Disruption.
Seizing Opportunities Amid Disruption
The VP of Sales and Marketing at a baking equipment manufacturing company emphasizes that businesses prepared for disruption often emerge as market leaders when recovery takes place. Furthermore, they are well-positioned to recruit top-notch talent that their less-prepared competitors may have had to let go.
“While expanding our workforce is a desire, the labor market’s tightness has posed challenges. Some positions remained unfilled for six months. However, optimism is in the air. The concept of remote work is gaining prominence, becoming a primary consideration when hiring.”
Location Matters Less; Talent Matters More
As underscored by the previous leader, the geographical location of an employee has become less significant, expanding the talent pool exponentially. This shift has gained momentum and is considered one of the silver linings discovered during the latest disruptions. The President of a Midwest financial institution shares insights on the subject:
“The staffing of our offices is undergoing significant long-term changes. We are gaining invaluable insights into office staffing and the necessary on-site workforce. Permanent changes are on the horizon.”
The President of an insurance company headquartered in North Dakota echoes this sentiment, emphasizing how flexibility will shape their approach to talent acquisition:
“Flexibility is the key, regardless of the industry or workspace. If you’re attracting younger demographics, offering remote work options is essential. Now, we can hire talent from anywhere, allowing employees to work from home a few days a week and come into the office on others. It broadens our talent pool. If we have an applicant in Chicago, do they really need to relocate to Fargo, or can they work remotely?”
While flexibility and remote opportunities suit many roles, certain situations demand in-person talent. This necessity is particularly evident in the food production sector. The VP of a Midwestern food production equipment manufacturer emphasizes the importance of being physically present:
“Our customers have unique food production processes, and we must understand them to supply the right equipment. It’s hands-on work. We’re dealing with dough; you need to touch it, feel it.”
Similarly, the CEO and co-founder of a furniture manufacturing company highlights the challenge of building relationships and getting new hires up to speed when physical presence is limited:
“Now, establishing new relationships poses a challenge. The ability to travel and meet people face-to-face is invaluable. We must find creative ways to navigate these challenges.”
Thriving in the Face of Disruption
Disruption is indifferent to whether your team is at full strength or not when it strikes. Companies that excel in recruiting and nurturing a workforce with a balanced “high-tech” and “high-touch” focus are likely to thrive. Creativity in staffing, the ability to find highly skilled talent, and retaining them will be your most potent assets when confronting disruptions of any kind.
Here’s to embracing the art of hiring in the midst of disruption.
Are you a business leader seeking to adapt, change and grow following a business environment disruption? Let’s talk about how PRIME46 research and strategic advice can help.