Employers are struggling to recruit and retain employees.  It is an employee’s market, but that doesn’t mean your company cannot attract the right talent to fill empty positions. Here are three radical (long- and short-term) solutions to staff shortages.

COVID the catalysis of workforce 1punctuated equilibrium

To paraphrase – the punctuated equilibrium model is when a situation remains stagnant for an extended period; no significant change happens because we maintain the status quo. Epic change occurs because catalysis, like a crisis, causes a rapid change in “punctuated bursts.” The results are a deep shake-up of beliefs, systems, and institutions.

One: Retire the hierarchical organization tier

The hierarchy was very effective in its day, but more effective organization models are attractive to younger workers. New generations are social, tribal and thrive where they are trusted and allowed to grow. They are not afraid of competition or competing for the top, but they demand an equal playing field.

Flat or mixed models allow companies to utilize their employee’s maximum potential. These models delegate authority and promote quick responses to your clients. Flat models encourage faster response to market change which is vital to the survival of an organization.

This may be a slow process, but change is necessary to thrive in the current market. In the past 65 years, 88% of Fortune 500 companies failed because they were unwilling to embrace change.

Two: Train managers to be champions of your employees

The companies struggling with the highest turnover rate are those that have deskless employees. From a fiscal standpoint, if a customer buys a $10.00 product, your company makes a profit. If the customer’s abusive attitude causes an employee to leave, it will cost $1,500 to train a new hire and six months to recoup the cost.

Managers can help decrease the employee turnover rate

Nine in ten deskless workers have been verbally abused or had threats of violence against them by customers. Low pay is not the only factor causing The Great Resignation; 33% are leaving in search of better management.

“This was a long time coming, and I’ve never seen an influx of new patients like I am now. However, most of my patients aren’t worried about COVID; they are experiencing burnout that is taking a toll on their mental health. Any patient that has the desire and can afford to leave their current work environment for a more peaceful one, I wholeheartedly endorse it.”

Dr. Fateh Agnihotri
Psychiatrist, VA Clinic
Oklahoma City, OK

2Managers have the power to protect their employees and create a safe environment for them. It takes great customers and valued employees to build strong companies.

Three: Rules are made to be broken – set new standards

A corporation can set job qualifications that make it challenging, if not impossible, to find qualified candidates for positions. Human Resource and job candidates 3question the need for a college education to hold specific jobs. Statistics show:

  • 80% of employers want candidates with work experience
  • 75% of employers think schools do not prepare students for the workforce
  • 66% of HR managers will hire experience over academics

“I have entry-level positions that pay $15 – $18, and the company requires a bachelor’s degree. I have not found any candidates with a 4-year degree that are willing to work for $15 – $18 an hour.’”

Bobbi Gutierrez,
Corporate Recruiter,
Troy, MI

Changing job qualifications gives your company access to more viable candidates. It may be the solution you need to quickly find employees to fill shortages.

Conclusion – embrace the employee’s market

“Job candidates are shopping. They are looking for the company with the best offer. Even those making minimum wage are looking for companies that offer benefits. The company with the most attractive employee package will win.’”

Stephen Quinn,
Recruiter, Staffing Agency,
West Jordan, UT

It is an employee’s market. Embracing new concepts can attract great candidates to your firm. Offering outstanding benefits and showing them they are valued team members can help you fill open positions.

  1. Leah Sheppard, Fundamentals of Leadership, Pressbooks, n.d., https://opentext.wsu.edu/organizational-behavior/chapter/9-2-group-dynamics/
  2. Michele Brott, What HR must do when customers harass employees, HR Hero Line, January 7, 2008, https://hrdailyadvisor.blr.com/2016/03/04/what-hr-must-do-when-customers-harass-employees/
  3. Odolena Kostova, Do you need a marketing degree to work in marketing, Medium, May 14, 2018, https://medium.com/@odolenakostova/do-you-need-a-marketing-degree-to-work-in-marketing-a7146df95a89