How to avoid a catch 22 in 2022

In his book of the same name, author Joseph Heller coined the term 'Catch 22' to mean a paradoxical situation from which an individual cannot escape because of contradictory rules or limitations.

Everywhere you look, the media are talking about a great resignation. Many companies are operating with COVID-related supply chain issues and reduced staff with myriad knock-on effects. At the same time, business owners and hiring managers are looking to attract talented people when the demand has never been higher.

In Catch-22, the protagonist, Yossarian, is a bombardier in World War II. He's been in the war for so long that he's starting to lose his mind. The rules keep changing, and he can't seem to do anything right. No matter what he does, he's trapped within this catch-22 scenario. It's a fitting analogy for the dilemma many businesses contend within the current job market.

Creating a sticky culture

Allan Ryan, founder of innovation and leadership consulting business, Hargraves Institute believes “The future of work, as a concept, continues to evolve and can be interpreted in many ways. But one thing is clear: the momentum is moving from the employer to the employee in many businesses.”

As Executive Director of the Hargraves Institute, Australia’s largest community of collaboration and innovation organisations, Mr Ryan speaks to CEOs and CIOs every day across all sectors, and the message is the same.

"The employment market has become frictionless; it's easier to onboard new employees than it ever has been. But there's also a more significant movement of staff as skills shortages appear across the board due to the growth of technology and reduced talent immigration. So, the focus needs to be on the attraction and retention of staff. We need to know why people stick, which is about far more than just salaries and pay rates.

"Our research at Hargraves Institute reveals that sticky culture is about how confident and connected people feel in their current workplace. They need to be confident to do their jobs and connected within and between teams,” Mr Ryan said.

The idea of creating ‘sticky customers’ has been a long-term goal for many organisations, now it’s sticky employees that are vital for success.

“Being a sticky business is the challenge for 2022. Sticky is good!”

Staying competitive?

?As a recruitment company leader, I regularly meet with other industry leaders, many of whom are currently experiencing significant staff turnover. ?

?I've observed over many years and across markets that people leave jobs for several reasons. I've seen some companies develop creative ways to keep the people they have working for them and others that aren't as concerned. ?

?But this market is more extreme than ever. There’s a famine of quality talent in many areas, especially in technology and leadership. So, I believe more businesses will invest in understanding why people leave and what makes them stay.?

?When you operate in a competitive talent market, it’s important to consider:??

?1.??????Market demand in the desired skill area. (You may be blissfully unaware that a global multimillion-dollar VC funded start-up is about to set up shop in your area and is looking for 70 people with a skill set you need. They may cannibalise your market a couple of times a year, with ease.)

2.??????Who you’re competing with for the talent and what they have to offer. (In the scenario above, the start-up may have attraction tools you don’t have around options or a flexible policy, for example. Being aware of this could help you shape your offering and attraction strategy.)

3.??????How your company compares in areas that are important to the potential candidates. (As a recruiter, we often know why people leave seemingly great businesses and why they might be more attracted to your business.)

Maintaining objectivity

At Exclaim IT, our deep networks and relationships throughout the IT industry with clients and candidates enable us to help you find these answers in the broader market context.

It can be tricky to remain objective when considering your market strengths and weaknesses. However, you benefit from an outside perspective when partnering with a recruitment company. We speak to hundreds of people looking for talent or work every week, so we have that big picture view you can't get from the inside.

For example, we're seeing many businesses undertaking digital transformation and automating internal processes now. This move has manifested in high demand for business analysts, product owners, AI and software developers with experience using modern technology stacks.

But do you know why they would choose your business over a competitor?

Even when candidates have the same skills, they can be quite different. The people with the skills you're looking for may be attracted to your company over the others for reasons ranging from picking up industry knowledge to joining a supportive team, earning more money, or working towards a vision that has meaning for them.

So, here are a few helpful questions to ask your recruitment partner:

1.??????What attracts candidates to certain companies and not others?

2.??????What can I do to ensure that my ideal candidate accepts my offer?

3.??????Who (precisely) is looking for a job offering like ours?

4.??????What can happen to make a candidate decline a job offer?

5.??????How can I present and promote my role in the best light?

If you're dealing with your own hiring Catch 22 in this competitive market, please don’t hesitate to give me a call.