More Hiring Hang Ups in Queue for 2022

In our last post we broke down how your workforce will eventually force the CEO’s hand if the company is slow to adapt to change. Why? Today’s workforce now has much more leverage in the employer-employee relationship. So much so that many HR experts sense that in 2022, companies will be reporting more and more hiring hang ups. Much of this is due to ongoing talent shortage and skills gap. However, a new variable is at play now as remote and hybrid workforces are also having a negative impact on business continuity.

Here’s three way to avoid or even just abbreviate any future hiring hang ups.

1: Focus on Recruiting and Retaining a Core Executive Team 

2: Focus on Growing Your Bench of Technical Consultants

3: Focus on Accelerating the Hiring Cycle

As more and more hiring managers scramble to fill even the positions on their core team, data strongly suggests the hiring cycles of old are now a cause for concern. Why? Well, because top talent is getting more appealing job offers earlier in the recruitment process.

One such appeal that a growing number of in-demand executives and technical consultants are opting for is working remotely. It seems clear that the painful commutes and toxic work environments are a thing of the past for many in the workforce.

This hot trend in recruitment and hiring is called “work-life balance” and data indicates many US companies are behind the curve with their competitors. Similar to a “skills gap” for talent, there’s a growing “work-life balance” gap for many corporations.

Given ongoing workforce trends will continue to destabilize your hiring process, one thing remains a firm fact, significant hiring changes are coming in 2022.

Top Three Reasons Todays Workforce Is a Destabilizing Force

For any company slow to adapt to change, know that your workforce will eventually force your hand. That’s right! The workforce now has much more leverage in the employer-employee relationship. So much so that many HR experts sense that companies slow to adapt to remote and hybrid workforces will absolutely lose out on talent.

Here’s three reasons why employees can be a destabilizing force:

1: Employee self-empowerment can be a destabilizing corporate force.

Accenture recently discovered every corporation has within it influential, purpose-driven employees. How is this a destabilizing force you may ask? Well this group of pathfinders, as the study refers to them, values a well-rounded, whole-brain skillset in their leaders. It turns out many CEO’s have those left brain skills down but lack the right brain skills of creativity, intuition, empathy and imagination. Not only that, but pathfinders will influence others AGAINST the corporation if it’s leaders lack these right brain skills.

2: Employee talent wars can be a destabilizing force.

While it can’t be said as fact, the 2021 war for talent in some sectors has returned for good. Yup, there are clear signs that the struggles employers had faced sourcing hard-to-find skill sets in areas that have notoriously faced a dearth of talent are starting to surface once again. What sectors you ask? Well its no surprise that technology and life sciences are struggling to find in-demand talent. However, as the financial sector develops an appetite for cryptocurrency aficionados other sectors are craving new skills as well. It seems the pre-pandemic employment landscape may reappear soon.

3: Employee work-life balance demands can be a destabilizing force.

As hiring managers prepare for a new business year, data strongly suggests there’s a stronger relationship between productivity and worker well-being. Why? Well, because more creative employment models will be entering the job market.

As their careers flourish, a growing number of in-demand talent will opt to either work less or work smarter. Their previous job hindrances such as an unreasonably long commute or an unfulfilling career path will be so 2020 come next year.

This hot trend in recruitment and hiring is called “work-life balance” and data indicates many US companies are behind the curve with their competitors. Similar to a “skills gap” for talent, there’s a growing “work-life balance” gap for many corporations.

Given these destabilizing forces are only increasing in strength, one thing remains a firm fact, significant corporate change is coming one way or the other!

SYNTAGMA GROUP - January 2021 Moneyball Webinar Article

Moneyball Recruiting – The Next Big Thing in Hiring.

In a recent blog post  on the downsides of an inexperienced recruiting team, we highlighted the 2011 movie Moneyball. We’re doing it again. Why? Well, it’s not only one of the greatest corporate underdog stories of our time but it’s the blueprint for how to compete for top talent come 2021.

Based on the best selling book “Moneyball: The Art of Winning an Unfair Game”, the movie begins with Oakland A’s GM Billy Beane handicapped with the lowest salary constraint in baseball. If that isn’t troubling enough, his veteran team of scouts and coaches push back on his new ways of recruiting talent. So to win against the better financed teams, Billy needed not only a competitive advantage, but also a way to change a team of malcontents.

Doubling Down

So given this is our second reference to this iconic movie, it’s safe to say we’re doubling down on both its entertainment value and its ability to provide business perspective.  With certain references to this movie, we can help you think differently about how to recruit next year.

On January 11th from 11AM to 12PM EST we’ll be stretching a single into a double by hosting a live Moneyball Recruiting webinar. In that one hour, we’ll be breaking down a few key scenes and how they correlate with better ways of to recruit top talent next year.

Recruiting’s 5 P’s

So what can a decade old movie like Moneyball teach you about recruiting top talent? Well, it actually depends on not only your recruiting team’s experience but on their level of curiosity and compete level. When it comes to corporate change, without a deep curiosity to find better ways to hire top talent there will be no change. For example, take this scene where Billy, played by Brad Pitt, confronts the young statistical analyst.  Notice it’s the Billy’s intense curiosity that can drive change. People like this young analysts have innovative ideas all the time but lack either the passion or the path to express it. Without a passionate, well connected change agent, innovative ideas face resistance and ultimately fail. But not this time. Check out Billy’s unwavering drive to find a better way to compete. This is what it takes to win at the recruiting game in 2021. The background music starting at the 3:00 minute suggests Billy found a better way. In our webinar, you’ll discover how this formula can be applied to hiring top talent in your industry.

So it’s now clear Billy Beane was an intense competitor who hated losing top talent to the competition. His goal was to win, not keep the status quo. But along with being competitive, he was also clever. Before reworking his recruiting process, Billy redefined his recruiting problem. Only then did Billy look for better solutions.

After speaking with a number of our clients, we sense this approach works well in today’s business environment as well. So we’ll be looking to redefine your recruiting problem and cover these five topics in more depth during the January 11th webinar.

  • Problem  – quality of hiring manager’s view of the top barrier to winning.
  • Pitcher – quality of hiring manager’s capability as a change agent.
  • Players – quality of hiring manager’s starting lineup and bench depth
  • Process – quality of team’s operational techniques and systems
  • Provisions – quality of team’s tools, supplies, technology, partnerships

Moneyball Recruiting’s 5 C’s

If you are familiar with baseball scout lingo, you’ll know the quality of a baseball player can be broken down into five areas. In the movie, the actors casted as the scouting team were actually real scouts. They mentioned each of these “five tools” that a complete player possesses.

  • Speed: How fast can a player run.
  • Throwing: How a player throws in terms of strength.
  • Fielding: How a player catches, throws and handles the ball.
  • Hitting: How a players bat meets the ball and quality at bats.
  • Power: How a player exhibits home run and extra base potential.

Can these five tools carry over to the business world? Of course not. However, think about it? What skills are needed to not only survive but to thrive on your team? You likely do have a good sense. But believe it or not, we do too.  You see, Syntagma Group’s team of experienced recruiters have personally assessed thousands upon thousands of job candidates for our clients. This collective knowledge, along with our latest industry research, allowed us to build a data set on the top five tools needed to succeed regardless of industry, department or role.

This knowhow and research we’ve come up with these five general cognitive competencies. Individually each yields the highest career and economic rewards. However, collectively they’ll help you identify your potential team MVPs. 

These five competencies are in high demand across all labor markets:  

  • Competitiveness: quality of personal grit and resiliency when solving problems and thinking both critically and creatively
  • Communication: quality of personal expression one-on-one
  • Collaboration: quality of personal expression within team dynamics and team leadership
  • Charisma: – quality of vibe, energy level and presentation
  • Command: – quality of self-confidence, self-discipline, preparation, organization and domain knowledge

Change is Coming Fast

Unlike in the movie, you may not need to implement a new recruiting system or completely break from traditional best practices. But perhaps you need to refine a problem you’ll know you’ll be facing in 2021. Or perhaps you’ll need to readjust your team’s critical and creative thinking in 2021. To do so you must think differently. Why? Well, it may be obvious to some but come next year, change will come faster than ever before. So you may end up with one of two choices as Billy rightfully points out in this clip.

Webinar Registration

As it turns out, Billy Beane’s new player recruiting and management system actually became part of many successful sports teams and businesses. That type of knowledge is a Google search away if you’re interested.

So this live webinar will spend little time on the “how” of this system and most of your time on the 5 P’s and C’s above. In the end, it’s up to you, as the recruiter, to look in the right places and analyze the right KPIs.

If you’ve made it this far in the article then it’s likely that Moneyball resonated with not only the competitor in you but also the leader hoping to change things up next year. If that’s accurate, this webinar is for you.

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syntagma group 2021 the year of #worklifebalance

2021: The Year of #WorkLifeBalance

As hiring managers prepare for a new business year, data strongly suggests many will see a stronger relationship between productivity and worker well-being in 2021. Why? Well, because more creative employment models will be entering the job market.

In 2021, a growing number of in-demand talent will opt to either work less or work smarter in 2021. Their previous job hindrances such as an unreasonably long commute or an unfulfilling career path will be so 2020 come next year.

This hot trend in recruitment and hiring is called “work-life balance” and data indicates many US companies are getting low grades. Check out the Statista.com graphic below to realize how United States and other countries get a D grade or worse.

2021 Opportunities and Risk

Keep in mind, the point is not to place the USA in the corner with a dunce cap or toss a scarlet letter on it. The point is there’s little work-life balance in the US and the opportunity to rebalance is underway. This is great news for workers! However, what risks will companies face if caught flat footed?

According to a recent BenefitPro.com article, as more and more employers realize well-being is a growing concern among workers, these related trends will likely gain traction in 2021.  

Top 3 Employee Trends

  1. Employer Support. Today’s workers want employers to support more flexible hours, remote work and the career path development program that includes with training classes and regular feedback.  
  2. Employer Stability. Key aspects of a workers life are now top of mind for workers and thus should be for their employer such as reliable employment, mind/body health program, a solid financial foundation. 
  3. Employer Satisfaction. Workers want to feel satisfied with the way their employer operates as a contributing member of society. They want a personal and social purpose and expect to be updated and acknowledged throughout the process. 

Top 3 Employer Trends 

  1. Flex wages. The gig economy, tech and the pandemic created a perfect storm of new employment models as more workers can now dictate their terms and cash flows. Employers outside of the gig workforce are going to be expected to support this funding capability.
  2. Concierge Health Care: Worker behaviors have changed in this uber-ized service economy. Today, new concierge service models provide on-demand medical care. The key to driving down the increasing cost of health care for both employers and employees is efficiency, access, knowledge, and cost control mechanisms.
  3. Career & Child Care. The pandemic has decimated childcare and k-12 educational systems across the globe. Employers going beyond financial support and providing an infrastructure to offer career and child care for employees and their families will find themselves in a premium benefit tier.

Upcoming Live Webinar

In an upcoming post we’ll tease our live 60-minute webinar on January 11th from 11:00am to 12:00pm EST. The webinar is titled “Moneyball Recruiting – The Next Big Thing in Hiring”. This webinar is designed for hiring managers and HR professionals looking for better ways to recruit and hire top talent in 2021.

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What's Your Hiring Hang Up in 2021

The Next Big Thing in Hiring Come 2021

Guess what recently happened in the world of recruiting and consulting services? Well, first of all, it’s likely no surprise to hear more and more full-time salaries are being replaced with in-demand consultants in 2020.  But did you know that a recent survey of US corporate hiring managers indicates an upward trend in such hiring regardless of business or market conditions.

According to a recent HRExecutive.com article, in 2021, more organizations will “open up the talent marketplace” amid a surge of flexible work arrangements. You may not think so now, but this is a BIG DEAL for HR and hiring managers.

Change is Coming

Along with the remote work arrangements already in place in 2020, the survey’s underlying data strongly suggests any hiring hang ups you experienced in years past will likely be change big time in 2021 and beyond.

Why? Well, you know those in-demand, full-time workers you’ve been wooing for the last decade? This cohort of talent aren’t as loyal as in years past will leave for more favorable job options. One job option that’s top of mind for most full-time workers is mental health. Perhaps they’re career path is not clear or their commute to a 40-60 hour a week job is too much. Whatever the reason, a growing number of in-demand talent is opting to work less or work smarter (ie. remote work, freelance work). Another name for this hot trend is “work-life balance“. When last checked, the U.S. was graded a D at number 11.

A recent article entitled “Why revamping benefits should be a priority for today’s new reality” made it quite clear that increased employee benefits are gaining momentum for many employers.

The timing seems right too as employee loyalty continues to wane. Today company’s are looking for new ways to hire and retain top talent.

So what’s all this mean to your hiring strategy and underlying processes? In short, it means you as an HR and/or hiring manager must think differently.

In an upcoming post, we’ll help you predict and avoid your top hiring hang ups in 2021. We’ll also suggest ways to identify the diamonds in the rough who may be undervalued or underutilized. It all revolves around refining your understanding of where a job candidate’s value comes from now and in the long term.

Stay tuned as we plot a better path to recruiting and hiring in the coming weeks and months.

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How Experienced Is Your Recruiting Team?

For both baseball and business fanatics alike, the 2011 movie Moneyball, starring Brad Pitt, tells one of the greatest underdog stories of our time. Based on the best selling book by Michael Lewis, the movie begins with the Oakland Athletics struggling to compete in the unfair game of Major League Baseball. The team’s GM, Billy Beane, requests a budget increase to acquire the top talent needed to win but is denied. If that isn’t troubling enough, his veteran team of scouts are resistant to his new ways of recruiting talent.

Losing Stinks

What can a decade old movie like Moneyball teach you about recruiting top talent? Well, it may actually depend on your recruiting team’s experience and compete level. You see, Billy Beane was an intense competitor who hated losing top talent to the competition. His goal was to win, not keep the status quo. So before he reexamined his recruiting process, he redefined his recruiting problem. Only then did Billy look for better solutions. Check out this pivotal scene where Billy finally gets to the root of the problem after listening to his scouting team’s typical babble.

Problem Refined

Change Stinks

Unlike in the movie, you may not need to implement a new recruiting system or completely break from traditional best practices. But perhaps you need to refine the problem you’ll trying to solve in 2021. Or perhaps you need to readjust your team’s competitive and creative vibes in 2021. One thing is for certain, you must think differently. For example, Billy’s new system added more data-driven insight and less reliance on traditional key performance indicators on players. Ask your recruiting team if their current system could benefit from such changes. If so, be aware of the roadblocks to business change. As the clip above reveals, the biggest are discomfort and fear. Over the years, perhaps previous recruiting team’s have similar discomfort when asked to think out of the box.

Recruiting Today

As it turns out, Billy Beane’s new analytical system has actually become the foundation of many successful sports teams and businesses. However, despite the power of analytics, it’s up to you, as the recruiter, to look in the right places and analyze the right KPIs. In the end, Moneyball resonated with not only the competitor in each of us but the pathfinder looking to inspire or manage institutional change.

Just like high-priced players don’t determine a team’s MLB season, high-priced talent doesn’t determine your brand’s success.  The key to both winning games and building brand value is finding the undervalued or underutilized talent that consistently outperforms their peers. In our next blog post, we’ll describe how to find these brand MVP’s in 2021. Most importantly, we’ll help you think differently about talent acquisition heading into the new year.

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9 Reasons To Resolve Your Hiring Hang Ups in 2021

Meet ESPN personality and broadcast media pro, Rebecca Grant. She’s helping Syntagma demonstrate the pain B2B hiring managers feel when working with inexperienced recruiting managers. Why’s it so painful? Hiring managers like Rebecca know an inexperienced team limits their ability to quickly recruit and hire top talent. In 2021 and beyond, that’s a hiring battle that must be won every time.
Here’s why:

Recruiting Rules

For decades, B2B companies in every industry have known that recruiting top talent was a priority. However, as the pandemic continues to destabilize job markets, recruiting top talent has now become THE priority. 

Think about the highest performing brands in your industry. It’s quite possible they’re more effective during this pandemic at recruiting top talent than ever before. How could this be? Well, according to HR Executive Magazine, 97% of enterprise decision-makers believe the pandemic sped up their company’s digital transformation including recruiting.  

Recruiting Trends

Recently, a World Economic Forum report on the future of jobs identified nine trends forcing many brands to reimagine the future of recruiting. For example, 40% of future jobs will have require new in-demand skills — and these skills will not just be in technology. Here’s a summary of the trends listed in the report. 

  1. TECH ADVANCEMENT: The pace of technology adoption is expected to continue and even accelerate in some areas. The adoption of cloud computing, big data and e-commerce remain high priorities for business leaders, following a trend established in previous years. However, there has also been a significant rise in interest for encryption, non-humanoid robots and artificial intelligence.
  2. PROCESS AUTOMATION: Automation continues to disrupt existing workers as 43% of businesses surveyed will be reducing their workforce due to technology integration, 41% plan will expand their use of contractors for task-specialized work, and 34% plan to expand their workforce due to technology integration. 
  3. JOB DISPLACEMENT: Employers expect that by 2025, increasingly redundant roles will decline from being 15.4% of the workforce to 9% (6.4% decline), and that emerging professions will grow from 7.8% to 13.5% (5.7% growth) of the total employee base of company respondents. 
  4. IN-DEMAND SKILLS: Skills gaps continue to be high as in-demand skills across jobs change in the next five years. The top skills and skill groups which employers see as rising in prominence in the lead up to 2025 include groups such as critical thinking and analysis as well as problem-solving, and skills in self-management such as active learning, resilience, stress tolerance and flexibility. 
  5. BRAND-IMPROVEMENT: Digital transformation is in full swing as 84% of employers are set to rapidly digitalize working processes, including a significant expansion of remote work—with the potential to move 44% of their workforce to operate remotely. 
  6. SELF-IMPROVEMENT: There has been a 4X increase in the numbers of individuals seeking out opportunities for learning online through their own initiative, a 5X increase in employer provision of online learning opportunities to their workers. 
  7. RE-SKILL WORKERS: The window of opportunity to re-skill and up-skill workers has become shorter in the newly constrained labour market. For those workers set to remain in their roles, the share of core skills that will change in the next five years is 40%, and 50% of all employees will need re-skilling (up 4%).
  8. HUMAN CAPITAL: Despite the current economic downturn, the large majority of employers recognize the value of human capital investment. An average of 66% of employers surveyed expect to get a return on investment in up-skilling and re-skilling within one year. 
  9. BETTER MEASUREMENT: Companies need to use more elaborate metrics for human capital and adopt new measures of human capital accounting. 

Recruiting Resolutions

Perhaps it’s time for you to make an early new year’s recruiting resolution. For example, for your first resolution, we’d suggest focusing on a broad concept. For example,

  • In 2021, I resolve to rethink my recruiting mindset.
  • In 2021, I resolve to rethink my recruiting vision.
  • In 2021, I resolve to rethink my recruiting strategy.

This approach will allow you to explore more creative recruiting options. Once all your recruiting resolutions are listed out, you can then prioritize those resolutions that, if completed successfully, will make all others fall into place. We can help.

In the end, with all the change happening in 2020, one thing will remain constant this new year. Recruiting top talent should be priority one if your company hopes to remain competitive! In our next blog post we’ll dive deeper into how to hire top talent and describe how we identify top talent no matter the industry or job order.

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Jim Muntone on Chris Miller as a UX Talent Partner

Episode 11: UX Community Shouts Out to Chris Miller

As the producer of the Chris Miller Show, I usually stay behind the scenes. However, after producing close to a dozen episodes on the growing importance and variances of UX, I want to give a shout out to Chris Miller.

You see, when Chris isn’t podcasting about UX, he’s on the phone finding high quality UX gigs for job seekers or online landing top UX talent for his clients. Chris is committed to informing and serving his growing network of UX professionals and hiring managers everyday. So, for this brief episode, we’re selfishly showcasing Chris Miller’s UX know-how, connections and skills as a talent partner.

In fact, the inspiration for this podcast’s topic came from a LinkedIn post within Chris’s network. Check out Jim Montone‘s comments below and notice the value Chris offers each of his customers.

To hear my thoughts on what makes Chris a valuable asset to any HR team, hiring manager or job candidate, listen to the podcast below.

Hosted by: Chris Miller, Creative and Digital Staffing/Recruitment Consultant at Topfolio, a Syntagma Group company.

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Nick Strickland on his Ideal UX v2

Episode 10: Nick Strickland on UX at Turbo Speed

Here’s the job situation; you just finished up a project for the Air Force and now starting a six-month gig for NASCAR. Your UX task is to help produce a high velocity, high impact media blitz campaign that energizes the growing fanbase for the upcoming season. As part of the project, you’ll not only be recording live racing footage onsite, but will be working in studio with a twenty-five-foot green screen named “The Cycolorama”.

Now doesn’t this sound like you’d be working on UX at turbo speed? Well, as a media UX Design & Strategist Consultant, Nick Strickland did work with AIR FORCE and NASCAR marketing teams. However, surrounded by all the “move fast” and “go big” marketing mentality, Nick realized the true fuel driving each campaign’s UX success remained grounded in simple, foundational concepts. For example, check out this quote from our recent podcast with Nick:

“While there are many paths to good UX, its foundational elements include onboarding quickly, orienting immediately, and exploring effortlessly. Just open your phone’s weather app to experience all three.”

Nick Strickland on the key elements of good UX

Now here’s a UX pro experiencing the full-throttled power of both Air Force and NASCAR marketing saying good UX remains grounded in the basics.

Listen to the full podcast as Nick describes not only these memorable UX gigs but the power of deep collaboration, creativity and curiosity throughout his UX career.

Hosted by: Chris Miller, Creative and Digital Staffing/Recruitment Consultant at Topfolio, a Syntagma Group company.

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Glenn Greenberg LMS Podcast

Episode 9: Glenn Greenberg on Simplifying Online Education Deployments

As the need for online education capabilities increases during the COVID-19 pandemic, learning institutions slow to deploy solutions are now scrambling.  In episode 9, Chris discusses this online infrastructure gap many learning institutions are racing to fill by summer’s end. Chris speaks with Glenn Greenberg on the implementation options available to these overwhelmed and understaffed institutions.

As the digital learning strategist and owner of ggLearningworks LLC, Glenn has vast experience in the eLearning space. Listen to the podcast as Glenn breaks down how those institutions left flat-footed can still successfully navigate the critical path ahead. He breaks down the path to success into three key areas: speed, simplicity and substance. 

  • Speed – To launch a fully functional online education program by summer’s end, the old way of hiring talent and rolling out departmental projects must evolve. Interdepartmental collaboration, project staffing precision and quick action are all imperative. 
  • Simplicity – To design, develop and deploy a fully functional, easy-to-use UX remember that less is more. Consider a hybrid approach of live video classes (synchronous learning) and course assets (asynchronous learning) mapped in a Learning Management System (LMS). Complexity will be a key contributor to failure if you let it. 
  • Substance – Focus on quality when identifying project talent, technology and techniques. There are many high quality LMS tools available at a relatively low cost so choose wisely. As for course material, consider working with what’s already available as opposed to wasting resources creating new content. Finally, a high quality project team is essential.

Here’s the full podcast of Glenn detailing the key elements of an eLearning system along with his suggested discovery and deployment strategies.  

Hosted by: Chris Miller, Creative and Digital Staffing/Recruitment Consultant at Topfolio, a Syntagma Group company.

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