The current labor market has a lot of folks confused. On the one hand, we have historically low unemployment rates but on the other hand many small and large businesses are finding and retaining key talent has become extremely challenging. This situation has perplexed employers and HR professionals, leading many to reconsider traditional hiring and retention strategies.
There has been a ripple effect from the pandemic and the priorities of job seekers has changed. This requires shifting our hiring focus from rigid job descriptions to skill-based assessments, in line with Jim Collins’ philosophy of “getting the right people on the bus and getting them in the right seats.”
The pandemic has reshaped people’s attitudes towards work. Lockdowns, remote work, and economic uncertainty have led many to reassess their professional and personal priorities. Employees now demand greater flexibility, meaningful work, and a healthy work-life balance. This shift has made it harder for companies to attract and retain top talent using pre-pandemic strategies.
Hiring for Skills, Not Just Job Descriptions
Traditional hiring often leans heavily on filling roles based on fixed job descriptions. This method is limiting and will exclude great candidates that don’t tick every box. We have to follow the concept Jim Collins put forth in his book, “Good to Great,” we should focus on getting the right people on the bus and then figuring out the right seat for them.
Focusing on skills rather than stringent job descriptions allows for a more dynamic and adaptable workforce. It is hard to teach attributes like reliability, adaptability, and a growth mindset. But you can teach a new employee the requirements of a job if they have the right skill set and attitude.
Getting the Right People in the Right Seats
Once you’ve got the right people on the bus, the next crucial step is ensuring they are in the right seats. This involves continuous evaluation and, if necessary, realignment based on the individual’s strengths and company needs. Managers should regularly check in with employees, not just to assess their performance but to gauge their job satisfaction and career aspirations.
Post Pandemic Hiring Tips
The post-pandemic labor market requires a fundamental shift in how companies approach hiring and retention. By focusing on skills rather than rigid job descriptions, businesses can not only navigate the current labor market challenges but also build a resilient and adaptable team. Here are few things to consider:
- Revamp Job Descriptions: Shift from rigid job requirements to skill and competency frameworks. Highlight the core skills needed and emphasize a willingness to learn.
- Focus on Soft Skills: During interviews, assess candidates for soft skills like communication, problem-solving, and teamwork, which are often more predictive of long-term success.
- Invest in Onboarding and Training: Create robust training programs that help new hires acquire the industry-specific knowledge they need while honing their inherent skills.
- Culture Fit: Ensure that hires align with your company’s values and culture. This can lead to higher job satisfaction and retention.