Top Talent to Win


It seems like everyday another news headline highlights a talent shortage or new insights into the 'war for talent'. Certainly there is little CEOs and Executives can do about factors such as changing demographics (accelerated early retirements), the pandemic (shift in how and where work is done), or the rapid growth in some industry sectors (information technology, entrepreneurialism, construction). A recent article by HR Reporter highlighted that "nearly seven in 10 employers globally are struggling to find workers to hire for specific positions, marking a 15-year high".


There has been much hope by employers seeking to fill vacant positions that as the pandemic aid support programs taper off an influx of workers looking to return to the job market would address it, at least to some extent. Clearly this hope is beginning to fade as the AP reports in the United States, "Where are the workers? Cutoff of jobless aid spurs no influx". Similar in Canada, The Globe & Mail recently shared that, "job vacancies increased to more than 700,000 in the second quarter of 2021, up from around 560,000 in the last quarter of 2020".


So what can employers do? Certainly some will simply hang onto hope and wait for the past to return. Certainly not a proactive strategy for success. Experience shows us that agile and growth focused companies and organizations will use this opportunity to reflect on current talent strategies and leverage it to explore changes, ranging from minor people and culture change to larger transformations of people practices. One very public message from today's workplaces is clearly emerging. "Help your employees find purpose—or watch them leave" according to McKinsey & Company, detailing that, "employees expect their jobs to bring a significant sense of purpose to their lives. Employers need to help meet this need, or