We are heading into uncharted territory with the tightness of the labor market. A recent Associated Press story shared that “for the first time on record, the number of job openings in the United States exceeds the number of unemployed Americans.”
The figure struck Milwaukee Journal Sentinel Business Editor Steve Jagler enough that he sought to find what some organizations are doing to recruit and retain top talent in what is essentially a time of full employment. Not only do people who want jobs have them, but more people are switching jobs to pursue higher pay and career advancement opportunities.
For a recent edition of his “C-Level” column, Jagler spoke with Sue Marks, Cielo’s Founder and CEO, who emphasized the importance of engaging potential employees with a sense of purpose involving an organization, and making sure that compensation and is competitive.
Excerpt from the article:
Sue Marks, founder and CEO of Cielo, a Brookfield-based [Recruitment Process Outsourcing] firm, says employers need not overthink this unprecedented help wanted crisis.
“What’s love got to do with it? Everything. Candidates and employees need to know you care. Help your employees see themselves in the purpose of your organization and communicate it widely both internally and externally,” Marks said. “Let’s be honest, money matters. If you’re not paying competitively, you will lose talent. Competitors are happy to pay more to lure your top talent away from you.”
Visit JSOnline.com to read, “Employers need to be proactive to recruit and retain top talent in full labor market.”