Over the last year as companies struggled to find good people to hire and fought at the same time to keep their best staff, I knew there had to be a story there. I began digging into the data and found some surprising and potentially alarming details: there is a real talent shortage.
I began writing about my findings and soon realized that this was a problem that begged for solutions, so I gathered stories of companies that are hiring and keeping their people in creative ways. Today, I’m proud to announce that Talent Scarcity: How to Hire and Retain a Shrinking Workforce is now available on Amazon!
Not only that, but if you want to download the book 100% for free, it’s available this week only. Just click here and complete the free “purchase” on Amazon.
In the book, you’ll learn about:
- The key contributors to Talent Scarcity, both within the US and worldwide (including demographic changes, gig work, and personal choices)
- How companies like Coca Cola, Zapier, Audible, Delta Airlines, and other firms are evolving their People processes to find and keep the best talent
- Why and how business agility plays into how successful a company will be in this new environment
- And so much more
This is a message that needs to be heard by business and talent leaders just like you. Get your copy of the book for free today.
Note: if you’re like me and still prefer a physical book, that’s certainly available too.
We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace.
George Rogers, Chief Culture Officer, Lighthouse Research & Advisory
We’re Only Human — Episode 153
There’s no shortage of conversations today about DEI and the newest addition to that set of perspectives–belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case.
In today’s episode, you’ll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone’s plans to quit their job (spoiler alert: there’s a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.
This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib
Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/
Listen to our show archives: https://lhra.io/were-only-human-podcast/
“Our main priorities right now are not unlike all people leaders. We’re focused on hiring and we’re focused on retention. On the hiring front, it’s less about volume hiring. I think that everyone’s slowing down just a little bit. With this economy we’re focused on smart hiring and making sure that we’re bringing in the right people for the right roles. Making sure not just to check a box or to make sure we’re getting people in, but we want them to be happy in that role.”
Allison Lee, Chief People Officer, Persado
We’re Only Human — Episode 152
When we select candidates, bias enters the process. There’s no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado’s case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable.
As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.
“One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer.”
Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines
We’re Only Human — Episode 151
Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!
In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.
“One day he challenged me and he said, ‘Listen, I want you to help our 477 store directors be great. But listen, I don’t want you to go and teach them about engagement. They don’t need like a history lesson. But I want you to teach them how to be engaging.’ As I’ve navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance.”
Kamaria Scott, Manager Enablement Expert at Accenture
We’re Only Human — Episode 150
During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles.
Yet most companies still don’t have a structured way to identify, select, and equip managers to be capable professionals.
In today’s conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about:
- Some of her favorite methods for helping to create more openness around manager performance enablement
- Supporting open dialogue with “manager circles”
- Carefully applying training where it needs to go instead of wielding it as a weapon.
This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.
“What I’ve seen over the last six to 12 months is that companies are literally craving this information to understand: are they still competitive? Because they’ve made so many moves, whether it was with pay or benefits, they want to understand where they stack as it relates to their competition.”
Terry Terhark, Founder and CEO, NXT Thing RPO
We’re Only Human — Episode 149
If you want to be an Olympian, you’d look at what Olympians do and learn from their approach. If you want to achieve that same world-class level of success in hiring, you should look at what world-class organizations are doing in hiring.
NXT Thing RPO is a recruitment process outsourcing partner for innovative companies that desire support in their hiring operations. The leader of NXT Thing is Terry Terhark, a veritable legend in the RPO industry and a wealth of information about what creates successful hiring outcomes.
In today’s discussion, Ben talks with Terry about how hiring is evolving, what’s next for the economy, and how cultural alignment between employers and service providers plays a role in success of outsourcing relationships.
And so we experimented and said, let’s have a trial run at being a manager. We took about 25 people that wanted to be a manager as a cohort. We said, okay, for a period of six to nine months, we would give you a small team you’d be responsible to learn how to interview and make hiring decisions. Then you get to decide whether or not you want to continue the manager path or not.
Pat Wadors, Chief People Officer, UKG
We’re Only Human — Episode 148
Managers are an essential part of getting work done.
But many times managers and talent leaders end up butting heads, having mismatched expectations, or simply not getting along. In this episode, Chief People Officer Pat Wadors shares her experiences and advice for creating stronger manager relationships and outcomes that benefit not just HR and line managers, but their teams as well. Pat also dive into belonging and what it means in the modern workplace, giving each of us some ideas on how to make it a part of what we do every day.
Links and Show Notes