Recruiting firm owners and hiring leaders are reimagining and renewing their talent attraction and retention strategies. They are standing up to the challenges of the pandemic, showing remarkable resilience, and taking advantage of tremendous growth potential within the talent access industry.
Entrepreneurship & Recruiting Are on the Rise
In 2020, 4.4 million new businesses opened in the United States, up 24% from the previous year. According to the U.S. Census Bureau, nearly 1.4 million business applications were filed in the third quarter of 2021 alone, setting a new record.
With more than 10 million jobs open in the U.S. alone, it’s an unprecedented time for recruiting and entrepreneurship. The war for talent, combined with many professionals’ desire to change careers or open their businesses, has many people looking to recruiting as the next chapter in their careers. With the talent shortage and ever-increasing skills gap, there is a significant need for specialized recruiting expertise and services. At Protis Global, we have found ourselves and our clients offering new, innovative strategies and solutions to candidates.
Lessons for Leaders: Engaging & Retaining Top Talent
As business leaders set their sights on growth, they recognize the need to develop leadership practices that reflect their teams’ needs — and the demands. It is incumbent on them to prioritize their people and create stronger connections with those who work with them if they want to engage and retain them.
Companies are working to create environments that support employee well-being and career goals and increase compensation and benefits. They’re working to help employees align their personal, professional, and financial goals to achieve satisfaction and fulfillment.
So how do leaders achieve this?
By re-examining what it means to lead. This may require leaders to leave their comfort zone and dramatically alter their long-held perceptions of leadership. Increasingly, leaders need to take a step back from the day-to-day and reassess what their business is trying to achieve and how they want it. The opportunity to create a better future for their organizations — and their people — exists only if leaders concentrate on strategies reflecting the new reality rather than revert to how things used to be.
By taking responsibility for openness and honesty as foundations of a supportive culture. When team members clearly define and understand a culture, peak employee and organizational performance. It can be very informative for leaders to examine how their culture has changed over the past two years — and just as informative if it hasn’t changed at all.
By embracing change, adaptability, and agility. If we look back to March 2020, we see that the companies that pivoted their products and processes to virtual and flexible solutions survived and succeeded. Change is a constant, and leaders need to use their position to provide the support and the tools their employees need to manage change effectively. Effective change management starts with leaders becoming more agile and open to change.
Realizing Business Goals in 2022. 2022 is a time for leaders to take stock, and make real, sustainable progress to benefit their businesses, their people, and society. The pandemic ushered in new expectations and priorities surrounding the World of Work and our daily lives. Suppose entrepreneurs and leaders continue to harness business ingenuity, agility, and flexibility. In that case, they can reinvent themselves and shape a new World of Work: one focused on fulfillment, optimism, and a more rewarding future.