SHIFT - November 2022

SHIFT – Trending Topics in the World of Work



Trending Topics in the World of Work_

11 / 15 / 22

Our November issue of SHIFT focuses on the workforce landscape in 2023 with reports on strategic workforce planning; the impact businesses and their employees have on each other; how remote work affects hiring; and critical trends in executive search.

Strategic workforce planning

A recent report from KPMG tackles the issue of strategic workforce planning amidst disruption — a time when it becomes clear that traditional, tactical workforce planning isn’t only ineffective, but leaves organizations unprepared and reactive to whatever risk or opportunity next crests the horizon. By contrast, strategic workforce planning, says the report, aligns the composition of your workforce with your strategic objectives. It brings finance, HR, and operations together, and rolls everything from strategy to headcount analysis, talent mix to organizational changes into the same conversation and system. The result is a workforce plan that’s both flexible and future-oriented and that’s centered on matching talent to strategy, rather than headcount and titles.

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Trends that will change the way people-centric businesses and their employees impact each other in 2023

In most industries, the last 25 years has been marked by an obsession with the customer — how to acquire them, how to keep them, and how to maximize their lifetime value. The next 25 years will be similarly consumed by the employee — how to acquire them, how to keep them, and how to maximize the value they contribute to a business.

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How remote work has changed hiring

In 2019, almost no companies offered remote or hybrid roles — today, most companies do. Remote work has shifted the ground beneath hiring teams’ feet, for remote and non-remote jobs alike. Research from Datapeople and reported in “Hiring in a Distributed World” explores how remote jobs are impacting candidate pools for all types of jobs and how employers are responding. In it, you’ll find insights based on a unique dataset of millions of actual jobs, along with helpful tips for hiring remote, hybrid, or onsite roles in this new landscape.

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Executive Hiring in 2023

If your organization plans to expand or overhaul the C-suite next year, you’ll want to note some critical trends in executive search. Companies are moving away from outdated principles such as working in the office, top-down leadership, and offline advertising. They’re moving toward more international opportunities, inclusive working environments, and online brand management. Newer executives must understand these recent trends and implement them in their management strategies.

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© 2022 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.

SHIFT - October 2022

SHIFT – Trending Topics in the World of Work




Trending Topics in the World of Work_

10 / 17 / 22

Our October issue of SHIFT looks at the challenges of winning and keeping your customers’ loyalty; provides insight on several highly effective recruiting trends; examines the value of work experience; and isolates the most common workplace issues.

Winning customer loyalty

The challenges of winning and keeping your customers’ loyalty are very real, but so are the opportunities. Here are some ways you can better connect with your customers and increase the odds of earning their loyalty, according to findings from PwC’s 2022 Customer Loyalty Survey.

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Emerging recruiting trends every organization should know

Even organizations that weathered the pandemic relatively well are dealing with the struggle to find and retain top talent. According to Forbes, this situation has led to the emergence of several highly effective recruiting trends.

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No such thing as a dead-end job, new McKinsey research finds

There is no such thing as a dead-end job, according to the newest McKinsey Global Institute (MGI) report, Human Capital at work: The value of experience. Every job is an opportunity to develop skills that can lead to a better position. The most important resource in any economy or organization is its human capital, which McKinsey defines as the collective knowledge, attributes, skills, experience, and health of the workforce.

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McKinsey and Company

What are the most common workplace issues?

According to Smart Capital Mind, an online publication of Wise Geek, isolating the most common workplace issues depends at least to a certain extent on the type of business and overall office environment, but in general problem areas fall into four broad categories: communication, harassment and bullying, gossip, and overall morale.

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Smart Capital Mind

© 2022 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.

SHIFT - September 2022

SHIFT – Trending Topics in the World of Work



Trending Topics in the World of Work_

09 / 15 / 22

Our September issue of SHIFT looks at the industries that grew the fastest in August; provides insight on why interim executives are in demand; examines how employers can meet expectations of workers; and recommends seven must-read business books for 2022.

U.S. Jobs: Industries that Grew the Fastest in August

U.S. employers added 315,000 jobs in August, and the nation’s unemployment rate ticked up to 3.7 percent, according to the latest data by the Labor Department. Meanwhile, average hourly pay for workers rose 5.2 percent from a year earlier, to $32.36 from $30.76. Access these findings as reported by Bloomberg below, which allows you to search a wide range of industries to chart changes in employment or wages over time.

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Hiring Trends In 2022: Why Are Interim Executives An In-Demand Management Solution?

According to a recent article in Forbes, many people are accepting volatility as the “de facto operating mode” for business in 2022. The war for talent, new Covid variants, hybrid work and the highest inflation levels in a generation are creating new business challenges. One smart strategy for navigating this volatility, advises the Forbes Human Resources Council, is hiring an interim executive.

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The Rise of the Whole Employee

According to MetLife’s 20th annual U.S. Employee Benefit Trends Study 2022, the power dynamics between employees and employers have shifted. Over the past 20 years — and even more so in the past two years — loyalty has declined. The disruptions of the last few years have caused many individuals to explore more meaningful work, start their own businesses, and prioritize personal and family commitments over careers. As a result, employers must figure out how to address low job satisfaction rates and meet expectations of workers from various generations, races, gender identities, and industries.

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7 Must-Read Business Books for 2022

Gartner experts are known for their salient research and commentary around all things technology, business and strategy, aimed at empowering executives to make faster, smarter decisions. Each year they publish a list of books recommended by their experts. Each book on the list comes with a note from the expert highlighting its value to you as a leader and an individual.

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© 2022 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.

SHIFT - August 2022

SHIFT – Trending Topics in the World of Work




Trending Topics in the World of Work_

08 / 15 / 22

Our August issue of SHIFT looks at the power of intentionality in business; examines the value of curiosity in the workplace; provides insight on how to play the new talent game and win back workers; and advises companies on how to cope with today’s business ethics issues.

The Intentional Business Leader

The power of intention can help executives and leaders solve some of their biggest business challenges. As an intentional business leader, you can begin to develop crystal clear vision and a strong culture of excellence and innovation. This advice comes from consultants at HR and compensation company Prosper Consulting.

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Prosper Consulting

The Value of Curiosity in the Workplace

Analytics, artificial intelligence and data management company SAS surveyed 1,973 managers working within the financial services, retail/consumer goods, manufacturing, healthcare/life sciences and government sectors on the value and utility of curiosity in the workplace. The findings served to paint an impressive but nuanced portrait of curiosity as a potential asset for individuals and organizations worldwide.

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Gone for Now, or Gone for Good?

According to research from McKinsey, 25 percent of the employees who voluntarily left and then returned to both traditional and nontraditional roles are at least somewhat likely to leave their current employers in the next three to six months. They know that other opportunities are out there — particularly in this strained labor market. And they say that if professional development, workplace flexibility, support for mental and physical health, and other needs aren’t being met at one company, they will look for the right conditions elsewhere.

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Ethical Issues Facing Companies Today

Ethical issues in business can be an unforeseen and difficult challenge. Although discrimination laws and statutes are in place to keep workers and employers responsible, they can’t wholly deter employees or employers from acting unethically. Understanding how to detect and deter current ethics issues before they become a problem can help you keep your focus on business growth rather than remediation.

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Fast Capital 360

© 2022 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.


SHIFT - November 2021

Trending Topics in the World of Work_

November 2021

Our November issue of SHIFT explores a study of remote work at Microsoft, driverless trucks in response to labor shortages, emoji etiquette at work, and holiday pay increase for flight attendants to prevent operational meltdown.

Study of Microsoft employees shows how remote work puts productivity and innovation at risk

A new study finds that Microsoft’s companywide shift to remote work has hurt communication and collaboration among different business groups inside the company, threatening employee productivity and long-term innovation. This one of the key findings in a peer-reviewed study of more than 61,000 Microsoft employees published by Microsoft researchers in the journal Nature Human Behaviour.

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nature human behavior

Driverless trucks – the way of the future?

One response to the growing labor shortage in the transportation industry is the introduction of driverless trucks. According to CNBC, Walmart recently announced that it has started using fully driverless trucking in its online grocery business, aiming to improve logistics, increase capacity and reduce inefficiencies — an objective that may have other sectors such as grocery deliveries and ride-share services jumping on the driverless bandwagon.

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Emoji etiquette at work

A survey of over 1,000 U.S. employees, conducted by Fast Company, reveals the latest findings on emoji etiquette — and which emoji you should never use. To explore workplace communication, 68 sample emails were drafted and each received feedback from 200 respondents. These drafts were written for a variety of scenarios, containing different emojis, tones and characteristics. Based on how these emails ranked in terms of their different communication elements, the survey reported on perceptions of professionalism and effectiveness.

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Fast Company

Staffing shortages prompt holiday pay increase for flight attendants

Other industries, such as the airlines, are taking aim at the labor shortage by offering pay premiums, a tactic that reflects the growing power of the employee in today’s market. Employers recognize that they have to take decisive measures to ensure they can hire — and retain — the workers they need to keep their businesses in operation.

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© 2021 Management Recruiters International, Inc. .

SHIFT - October 2021



Trending Topics in the World of Work_

10 / 15 / 21

Our October issue of SHIFT explores the fastest growing and declining jobs over the next decade, 2021 technology trends, effectiveness of talent mobility, and empathy as a critical skill for leaders.


The Fastest Growing and Declining Jobs over the Next Decade

The U.S. Bureau of Labor Statistics (BLS) projects there will be 11.9 million new jobs created from 2020 to 2030, an overall growth rate of 7.7%, although some jobs have a growth rate that far exceeds that level. Drawing on this data, Visual Capitalist, a global online publisher, has compiled a series of graphics showing the fastest growing jobs — and those declining the fastest — and how much they each pay.

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Visual Capitalist


Let Your Top Performers Move Around the Company

A recent article in the Harvard Business Review (HBR) on cross-functional management advises managers to actively move employees into different roles. Multiple studies on talent mobility show that this is one of the most underutilized, yet most effective, development and cultural enhancement techniques in companies today. The benefits are clear: Cross-functional collaboration increases; departmental cooperation is enhanced; innovation improves; and companies begin working more as one cohesive team instead of separate fiefdoms.

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Harvard Business Review


2021 Technology Trends

Accenture, an Irish-based Fortune Global 500 company specializing in IT services and consulting, has published a comprehensive report on the technology trends that will shape the future. A sampling of these trends include:democratizing technology, multiplying the impact of complex ecosystems, and changing the workplace to avoid hindering the workforce.

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Empathy Is the Most Important Leadership Skill According to Research

Empathy has always been a critical skill for leaders, but it is taking on a new level of meaning and priority. New research demonstrates its importance for everything from innovation to retention. A recent article in Forbes cites several studies indicating that the reason empathy is so necessary is that people are experiencing multiple kinds of stress due to the pandemic and the ways our lives and our work have been turned upside down.

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© 2021 Management Recruiters International, Inc.
SHIFT - September 2021





Trending Topics in the World of Work_

September 2021

Our September issue of SHIFT explores talent strategies to bridge skills gaps, location-based pay considerations, using crisis behaviors to evolve company culture, and trends that are defining 2021.


Trends That Are Defining 2021 – and Beyond

McKinsey & Company set out to identify some factors that business leaders should keep in mind as they prepare for what they are calling “the next normal.” They discuss how these trends will affect the direction of the global economy, how business will adjust, and how society could be changed forever.

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How to MixTalent Strategies to Bridge Skills Gaps

As improved job prospects, new skill needs and changing employee expectations threaten to reduce the availability of critical capabilities, companies must deploy the right mix of talent strategies to solve the skills gaps, advises a recent report from Gartner. The report identifies 11 talent strategies ranging from upskilling and reskilling to contingent hiring and outsourcing. The real challenge, however, is figuring out the right mix of talent strategies for the right circumstances, and Gartner outlines five steps to follow to do just that.

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Location-Based Pay Heats Up as Workforces Remain Remote

While geographic pay differentials are common, most companies don’t have policies that define what happens to pay when an employee relocates from a high to a low cost of labor location or begins working remotely away from any company location, according to a report from global professional services firm Aon. As this situation is increasingly common today, the report suggests that companies would be well-served to develop a more comprehensive policy around these situations.

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Using Crisis Behaviors to Evolve Company Culture

Leaders who struggled with cultural inertia while managing a remote work force during the pandemic are finding themselves in a surprising situation: Employees spontaneously adopted positive behaviors during the crisis. This comes from consultants at PwC who report that the bureaucracy that was common in previous times seemed to vanish.

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© 2021 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.

7 Negotiation Tips


7 Negotiation Tips from MRI Sr. Director of Vendor Management_

Negotiation is a daily practice within business organizations. We negotiate all the time — with clients and partners, vendors and suppliers, supervisors and colleagues, employees and recruits. As MRI’s Senior Director of Vendor Management, Beth Turner understands that the best negotiators are ones who are able to create win-win situations.

Being a good negotiator is central to Beth’s role at MRI. “Every day, I’m in discussions with third-party vendors with the goal of achieving positive outcomes that yield mutually beneficial results,” she says. “It’s not about beating the opposition out of the other party. In the end it’s about everyone feeling that the deal is a good one.”

Beth observes that the number of women working in roles requiring keen negotiating skills is much greater than in the past, when many believed that these roles required the toughness that men could bring to the table. “In my experience,” she says, “women tend to excel at reading people and building relationships, two incredibly important parts of negotiation. While the ability to aggressively get what you want might seem like a victory in the moment, the reality is that the lack of goodwill generated by this can cause problems down the road.”

Here are some of Beth’s most valuable tips to help all negotiators develop this make-or-break professional skill.

Do Your Research

“Always do your research, show up prepared, and demonstrate early on that you understand exactly who you’re negotiating with. In my role at MRI, I have to work across numerous industries from software companies, to telecommunications, to hotel contracts. You must be well-versed enough to understand the industry in which you’re negotiating — if your negotiation partner needs to educate you, you’ve lost credibility and leverage.”

Get Straight to the Point

“Especially when negotiating with men, directness is the best approach. I recommend keeping your focus on closing the deal, and your desired outcome, rather than spending your time on the minutiae in a very detailed discussion. Start out by sharing your goal to set expectations, and ask your negotiation partner a few succinct, pointed questions so you can understand what they want out of the negotiation.”

Show Consideration

“Often, early on in my negotiations for MRI, I’ll ask the rep or vendor what closing this deal would mean for them. For example, what would a win for them look like? Is there a time frame in which they’d like to get the contract executed?

“Almost every time, the vendor is caught off guard — they so rarely feel considered during negotiation. In my experience, this shows that you value partnership and a mutually beneficial outcome, right out of the gate.”

Stop Anytime

“Confidence is key to effective negotiation — and that includes the confidence to walk away. If for any reason, a negotiation is not going well, I will stop or pause the process altogether, no matter how badly I want the deal to close. You can always reopen the discussion later, but there is little to be gained by prolonging an interaction that is no longer serving you.”

Always Self-Review

“After every negotiation, good or bad, I spend fifteen minutes doing a quick self check-in. What went well? What do I wish happened? What could I have done differently? This moment of self-reflection allows me to assess my own role in the negotiation, and ensure that my skills are always improving.”

Keep it Honest

“If you cultivate honesty and strong relationship and communication skills, other people will trust and want to work alongside you. In my role, vendors know what to expect from dealing with me, and colleagues and Managing Partners trust that I am acting in good faith to get the best deal for them.

“Having strong negotiation skills will also help when you have to deliver bad news about the outcome of a negotiation to a partner or co-worker. Because you’ve established an honest, trusting relationship, they can be confident you did everything I could to get the best results possible — even if the outcome wasn’t exactly what they hoped for.”

How Beth Opens a Negotiation

There is no one right way to negotiate, and you’ll likely settle on an approach that feels comfortable and authentic for you.

However, if you’re looking for some guidance on how to get started, Beth often uses these three points to open her negotiations. Next time you aren’t sure how to start your negotiation, give them a try:

  1. Ask your partner why closing this deal is important to them and their company.
  2. Assure your partner that your goal is not to squeeze every last penny from them, but to find an outcome that is mutually favorable for you both.
  3. Set a boundary about your expectations. Communicate that you are not interested in wasting time trading multiple offers back and forth, and that you expect them to come forward with their best possible proposal once initial discussion is out of the way.

An Essential Life and Business Skill

Many professionals find negotiation difficult, stressful, or challenging, but successful negotiation boils down to a few simple principles: relationship building, strong communication skills, honesty, and transparency.

“We must have the confidence to put those skills to use in a persuasive style and build relationships on a foundation of honesty and professionalism,” Beth concludes.

Focusing on these areas while developing yourself as a negotiator will benefit you outside the office, too. Negotiation is a part of life, whether you’re debating with your significant other on where to go for dinner or attempting to get the best deal on a new vehicle. No matter your age, gender, or professional title, negotiating is something by which you should not be intimidated.

July 2021

2400 E. Commercial Blvd., Suite 718
Fort Lauderdale, FL 33308


Recent MRINetwork Analysis

"Many clients are focused on bringing talent into their organization who can be transforming and multipliers. Past education and past roles remain important, and candidates who demonstrate and prove their drive toward their ‘intentional north star’ are increasingly in demand."

Bert Miller
President & CEO


Notable International Events

  • The Henley Passport Index, which has been regularly monitoring the world’s most travel-friendly passports since 2006, has released its latest rankings. As the index doesn’t take temporary restrictions into account, Japan is once again top of the leaderboard, with its passport offering visa-free or visa-on-arrival access to 193 destinations around the world. But international mobility was still only 12% of its pre-pandemic levels. The passport top 10 remains virtually unchanged with Singapore remaining in second place and South Korea tying with Germany in third place. As usual, most of the remaining top 10 spots on the index are held by EU countries. Finland, Italy, Luxembourg, Spain are in fourth place; Austria, Denmark are at number five; while France, Ireland, Netherlands, Portugal and Sweden are together at number six. Via
  • G20 finance ministers could rally the world’s top economies behind a global plan to tax multinationals more fairly in 131 countries representing 90 percent of world output. The Group of 20 – the world’s 19 biggest economies plus the European Union – have already backed the framework for global tax reform, but negotiations continue to convince low-tax EU countries such as Hungary, Ireland and Estonia, to tax global companies at a rate of at least 15 percent. The hold-out European countries have relied on low tax rates to attract multinationals and build their economies. Ireland, the EU home to tech giants Facebook, Google and Apple, has a corporate tax rate of just 12.5 percent, while Hungary has one of 9.0 percent and Estonia almost only taxes dividend payments. However, the support of these three countries is crucial for the EU, as the adoption of a minimum tax rate would require unanimous backing from member states. Via
    The Economic Times.
  • France’s pension system is back in the spotlight as President Emmanuel Macron prepares his final grand act before new elections next April. Macron had plans to change France’s pension system, where workers can retire at 62 – one of the lowest retirement ages in the world – but he was forced to put his plans on hold to deal with the pandemic crisis. Macron is now considering reviving his plans and make good on his 2017 promise to reform the pension system. It is yet unclear how and when he will choose to change the pension system. However, he met with leaders of trade unions to discuss the “demographic challenge,” and is expected to present his ideas soon. The main trade unions in France are reportedly against changing the pension system. Via
  • Mexico chose state-owned Pemex to run a major shared oil find over the private consortium led by a U.S. oil company that first discovered it, in the latest win for President Andres Manuel Lopez Obrador’s nationalistic energy policies. The disputed deposit, believed to hold some 700 million barrels of oil, is thought to straddle two neighboring blocks in the southern Gulf of Mexico, one belonging to Pemex and the other to a private consortium of oil companies led by Houston-based Talos Energy. It was the first major oil discovery by foreign companies after reforms spearheaded by Mexico’s previous administration opened up the country’s energy sector to foreign and private producers. Talos, which announced the discovery of the well in 2017, and argues that it should run the project, said that it would explore all legal and strategic options to maximize value for its shareholders. Via

© 2021 Management Recruiters International, Inc.

Each office is individually owned and operated. An equal opportunity employer.


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Four Ways to Update Your Hiring Strategy This Year

The new World of Work has compelled companies to take a fresh look at the way they do just about everything. And in the course of making necessary adjustments, they’ve come away with insights that will prevail well after the crisis has passed. From how they schedule meetings and manage teams to how they fill open positions and promote their culture, they are adjusting to the demands of the hybrid workforce.

“Remote working on a large scale and the evolving hybrid workplace are uncharted territory for most companies,” says Bert Miller, President and CEO of MRI. “But we are already seeing signs that business leaders are learning from the experience and pivoting in the direction of strategies that will successfully move them forward.”

Miller outlines four ways leaders can optimize their talent attraction and retention strategies for the new World of Work:

Clarify Job Descriptions

Job seekers are looking for security and safety, which often translates into work-from-home opportunities. “When you’re writing a job spec now,” says Miller, “the scope of telecommuting should be clearly outlined. Whether you’re looking for people to fill remote, hybrid, or in-office roles, be clear from the first touchpoint. Communicate expectations for the position and outline what you’re doing to keep your team safe and supported. You’ll build trust in the company and increase the likelihood that strong candidates follow through with the entire recruitment process.”

Update Priority Skill Sets

Recruiters and hiring managers are already closely monitoring the traits in employees that will determine long-term hybrid success — but those key traits are shifting as the World of Work moves increasingly online. “You need people who can communicate well and maintain a team approach even when they’re not able to be together in a communal setting,” explains Miller. Remote working requires discipline and a proactive, self-motivated approach — something all workers don’t necessarily possess. When reviewing candidate resumes, Miller suggests that it can be helpful to determine if candidates have worked remotely in the past, perhaps on interim assignments, and how successful they were in those situations.

Implement Digital Hiring Practices

As companies look to fill open positions, recruiters and hiring managers are turning to digital hiring tools to make the most effective decisions, including programs used to facilitate prehire assignments and virtual interviews. “Digital, remote-ready recruitment and candidate screening tools were in use before the pandemic, but now they can help you even more effectively seek out and engage talent,” says Miller. “Properly applied, they can also cut down on time-to-hire and encourage enduring employee satisfaction.” He points out that digital hiring and remote work eliminate geographic restrictions, giving companies access to a larger and more diverse talent pool than ever before.

Identify Reskilling Opportunities

The pandemic has accelerated the need for employees to undergo reskilling in order to meet the demands of our new World of Work. “It’s up to leaders to help their hybrid employees adopt the technologies they need to drive productivity by prioritizing their reskilling efforts,” says Miller. These may include company-wide training sessions on specific tools, individually selected courses, or one-on-one mentoring. There’s an added responsibility for managers to pay close attention to how their people are faring, including from a professional development standpoint, and to anticipate their needs before problems arise.

Flexibility and resilience are paramount in adapting to change. The companies that not only adapt to the new World of Work but also learn from it and improve upon their old ways of doing things are the ones that will survive, prosper, and grow.


© 2021 Management Recruiters International, All Rights Reserved. Each offices is independently owned and operated.

When is the Best Time to Hire

Article by Joe Mullings

One of the most common stressors for companies is knowing when to hire. Many build out hiring plans for the next year in late Q3 or Q4 while they’re deep in budgeting mode, and start hiring in Q1 when bonuses have been paid out vacation time has been used, and top talent is willing to make a move.

But attaching seasonality to the decision can be a major roadblock to finding the best talent for your team — especially if it means waiting until you desperately need to fill a position before starting the process.

Apply a Hum/Sing/Shout Approach

I’ve talked at length about how to implement a hum/sing/shout approach for your branding efforts — but the same framework works for hiring. Here’s how it works:

  • Hum: Keep the underlying rhythm of your employer branding at work at all times to ensure that your opportunities remain front of mind for top talent in your industry niche.
  • Sing: About 60-90 days out from when you actually need to have your new employee on board, get a little bit louder — not just about the open position, but about what it’s like to work for your company.
  • Shout: Within a 45-60 day window it’s time to shout about the position itself and the underlying opportunities associated with joining your company.

How to Build Your Hum

Most likely you already know how to focus your strategy to sing, or even shout, when a specific role is open and a hire needs to happen. But the best people — those you really want to attract to your company — are rarely seeking a new position actively, so no matter how loud you’re singing and shouting, they won’t hear you. Developing a strong hiring brand narrative in the public domain, with a heavy humming chorus, ensures that you’re always “on” from a talent attraction standpoint, and allows you to build recognition among top talent long before there’s a specific role in question.

People follow the brands that they feel they can connect with emotionally and learn from — and there’s a ton you can do in your “hum” phase to position yourself as a value-add in their feeds. For instance, professionals are always curious about topics and trends relevant to their industry or careers. By sharing meaningful insights, they’re likely to stumble upon you and begin following you for your analysis and perspective, without even thinking about a career transition. Then, as you continue sharing helpful and interesting information with them, their trust in your company grows long before you ever connect with them directly.

As you start to build your hum, focus on the four pillars of an effective corporate content strategy:

  • Market: Gretzky famously reminded us to “skate where the puck is going.” As people consider the next step in their careers, they want to ensure they’re placing their bets on a market that’s ripe with opportunity — where the trends are heading, not where they’ve already been. Talk about why your space will see success long into the future in order to build their confidence.
  • Product: Once you’ve established your market’s value, explain how your specific products or services align with that opportunity. The goal here is to highlight why your organization in particular is an exciting one to join.
  • Leadership: You are most influenced by the people you hang around with every day. Candidates know this and are becoming increasingly focused on opportunities where they know they’ll learn from a strong leadership team. Take the time to highlight the expertise at the helm of your brand so that they understand their development opportunities.
  • Mission: Your team doesn’t show up every day because of the product or service you provide, but rather because of the underlying problem they care about solving and the opportunities they’re excited to create. Communicate this North Star externally to illustrate to prospective candidates what could be motivating them every day.

By the time you move to the sing and shout portions of your strategy when you have a role to advertise, potential candidates are primed to pay attention. They already have a clear idea of who they can become when they work for your organization. And that’s what people really want: the chance to evolve and be part of something meaningful.

Take Timing Out of It

You should always be looking for talent, not just when you need it. Otherwise, you will only be getting the people who happen to be available during that very specific window — and they may not be the best people for your team.

Applying the hum/sing/shout approach gets you out of the seasonality trend that decades of hiring managers have established. Instead, you develop a bench strength mindset that encourages you to constantly be networking, connecting, and sharing the vision of your organization. By learning how to hum, you can add depth to your existing team and find the best people to grow your organization, regardless of when you hire them.


© 2021 Management Recruiters International, All Rights Reserved. Each offices is independently owned and operated.