By Jay Forte
The unemployment rate across much of the country is 4% or lower. This means it is difficult to find great talent, right?
Consider this: The Gallup Organization has been tracking employee engagement for nearly 20 years. Employee disengagement has hovered at nearly 70% for most of that time, indicating that nearly three-quarters of the people you meet anywhere in work or life are either disengaged or actively disengaged in their jobs. These people are interested in new opportunities, opportunities that give them more than just a pay increase. These people are looking for organizations that are employee-focused, that have managers who act like coaches, have a hiring process that aligns employees to the right roles, that provide employees with the opportunity to learn and grow, and share the value and impact of every role so employees feel – and know – that the work they do matters.
If this is not you, be aware: your people are looking for organizations that offer these things (and that is a discussion for another time).
If this sounds like your organization, you are in great demand.
So, when looking at the unemployment rate, the real challenge is not as much about supply as it is about branding. How can you get the attention of those disengaged employees in other organizations to show them you are different – you are a remarkable place to work because you create an employee experience that amplifies engagement and helps employees succeed?
Create a dynamic workplace and then build a job center on your website that attracts people to see who you are, why you are remarkable and what your current employees say about working for you. This can create a talent pipeline, a constant source of talent who are disengaged in their current roles and could therefore be dynamically engaged in your organization because you offer the things they want and need, things they do not have in their current workplace.
Instead of fixating on the 4% unemployment rate that frequently has you accepting talent that doesn’t fit your roles or your organization (because you feel this is all that is available), focus on creating the kind of workplace that would attract the large number of highly talented and high-performing employees who are disappointed and disengaged in their current situations. Be employee-focused and let the world know it. Build it and they will come.
How are you sharing what is unique, amazing and exceptional about your workplace to get the attention of disengaged employees in other organization who could be great in your workplace? Challenge yourself – and your hiring team – to develop ways to better spread the word about who you are and what you do, and why every employee does work that matters.