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The world’s economy is witnessing a Fourth Industrial Revolution, whereby organizations and their processes have moved online. As we emerge from the impact of the pandemic, the needs and demands of employees & employers and, therefore the future of work, has transformed marginally with an unprecedented hiring boom or what it has been known as - Talent War. The IT sector today presents, a tight job market with countless opportunities and evolved employee expectations such as flexible hours, hiring bonuses, and attractive incentives. The hiring process as well has evolved, right from video interviews and remote onboarding to increased demand for gig laborers and data-driven strategies. Creativity is at its peak when it comes to methods used by organizations to imbibe values and enable new talent to adapt to the company culture including a blend of self-paced learning and instructor-led live classes through video mediums.

Here are five key trends that can have surfaced in the industry which will continue to impact organizational behavior in the days to come.

Higher need for new-age skills

New-age technologies, after a period of experimentation, have evolved into the mainstream for most organizations. Keeping up with this, there has emerged a sudden demand for talent with hot skills. Confirming this, the Indian Staffing Federation (ISF), an apex body of temporary workers industry in the country has highlighted the sudden elevation of demand for digital skills, particularly Artificial Intelligence, Data Science, Cloud Computing, Information Security and Blockchain. In addition, while cybersecurity has always been a critical component for IT organizations, with the increase in remote working, its importance has escalated three-fold to ensure the security of their workforce and data. As a result, cybersecurity skills have become a key parameter while hiring.

Emerging demand for freshers

Since laterals are more expensive to hire, companies are now tilting towards freshers, which would help to addresses the issue of high attrition and the challenge of salary inflation. A recent report by Teamlease Employment Outlook has stated that the growth rate of intent to hire freshers has seen a 32 percentage point rise, with junior-level hiring leading. A major portion of these freshers are sourced from small cities are provided digital training before being deployed on projects.

Increased demand for contingent labor

Following the uncertainty that 2020 brought it, gig workers across the length and breadth of the country are now seeing a ray of sunshine. While before the pandemic, the demand for gig workers was restricted to blue-collar jobs, today this demand has moved to white-collar jobs as well. With growing adaption towards remote working, organizations are identifying with the idea of engaging with a freelance talent for their marquee projects.

The rise of fully remote and hybrid working models

In the pre-covid era, remote working was not sympathetically by organizations as it was expected to cause a loss in productivity and efficiency. However, the one and a half years spent under the large-scale experiment of working remotely proved to organizations that work from home can be even more productive in many cases. Several employees, as well, who have got the taste of working from home while managing their household responsibilities and spending more time with their families are demanding WFH or hybrid working models. A recent survey by Indeed shared that 46 percent of job seekers preferred remote working over a hybrid work model. Employers however preferred a hybrid approach at 42 percent. Therefore, instead of viewing today’s work-from-home world as a temporary phase, many organizations are embracing it as the way of the future. For jobs that demand physical presence at some times, organizations are exploring the idea of hybrid working models which grant employees flexibility as well as experience the physical culture of the workplace.

Hiring beyond geographies

Finally, with remote and hybrid models of working becoming a permanent practice amongst organizations, we see the talent pool for corporations of all sizes, cutting across geographical boundaries that existed earlier. Randstad India revealed a trend of borderless employment opportunities, where employees have been exploring the idea of working for a company abroad but remotely. Therefore, today the world is now the new talent landscape for organizations. As a result, the experience, recommendations, and skill sets that an employee comes with are of prime importance, while the location of where they are based can be overlooked. This largely widens the pool of talent and deeply benefitting both organizations and employees.

Concluding, as organizations continue to venture on the road to digital transformation, a digital mindset is critical to generate a strategic talent supply that is future-ready. Adapting is key to thriving and therefore organizations must stay agile. As it is said, depending on the route you take, you can pivot or perish!

Rebecca is the HR Director for a uniforms wholesaler, and she has a frustrating problem. Employee turnover has been steadily increasing, and the resounding feedback from these exiting employees is they feel invisible and inconsequential at the company. Their work feels mundane and meaningless, and they don’t feel like their efforts are recognized. As she recruits new employees, Rebecca finds that the best candidates (among few) seem uninterested and don’t understand what contributions they can make at a faceless corporation that deals in scrubs and embroidered polo shirts. Maybe their industry isn’t the sexiest, but she doesn’t know what she can possibly do about that.

This situation is common across the US right now. According to the National Federation of Independent Business, 46% of small businesses have jobs open they cannot fill, and a whopping 89% of those businesses say they cannot find qualified candidates. Prudential found that among the approximately 1 in 4 American workers seeking to change jobs post-pandemic crisis, 42% graded their employers a “C” or lower for ability to communicate and foster employee connectedness. “Issues of communication and company culture were also top of mind among workers surveyed, and employers that worked to maintain both will find it easier to retain talent, the survey finds.”

Many companies fail to communicate effectively both with their existing employees—fail to inspire, connect, and empower them—and cannot present a compelling story of their organization to attract talented new prospects. These problems are solvable by adopting a storytelling approach.

Here are three key ways business storytelling can help inspire current and prospective employees.

1. Create meaning with company history.

The three-generations-old family business focused on personal excellence and pride. The innovative company started in a garage by two high school classmates reunited after ten years. The woman-owned or minority business enterprise founded in the wake of struggles for justice. The company that came back from bankruptcy with a brand new product.

Humans are wired for story and for creating connections among events and people. Consider our fascination with prophecies, coincidences, epics, cycles, and heroes’ journeys. Stories create meaning, and meaning drives buy-in.

What is your company’s story? I have previously outlined different types of story structures that help us connect, from tales of rags to riches to overcoming the monster. Finding the structure that fits your story allows you to draw a clear picture and provoke the emotions that build connection.

Your employees need to know your company’s history to feel a connection to all the work that has been done to get to the present point. It’s also essential to present that history to job candidates who are wondering who you are and why they should choose you.

2. Illuminate purpose in work.

Fast Company found that “CEOs who use purpose across their organization are more likely to see very practical perks when it comes to growth and long-term value creation.” Employees want to feel that their work matters and is contributing to something worthwhile.

Ninety-one percent of Patagonia employees report that their company is a great place to work, compared with 59% of employees at a typical American company. Among the reasons for their high rankings are reports that they “feel good about the ways [they] contribute to the community” and they are proud to tell others they work at Patagonia. These employees have a very positive story about their company and the purpose served by their work!

A CPG client of ours contracted us to help them find the right story to help recruit MBAs to their company. What worked? Stories about food—its comfort, nostalgia, and connection. Once the candidates realized their work would bring warmth and nourishment to people’s tables, it was a game changer in their perception of their potential career. The client’s conversion rate increased 20% with this storytelling strategy.

Rebecca’s uniform company has many stories to tell of their diverse clients—hospitals, family owned businesses, summer camps, and more. Her company can and should highlight those stories to bring purpose to employees’ everyday to-do lists. It should also show employees how the company’s success is a direct result of their hard, passionate work.

3. Paint the future in color.

Most employees are cognizant of their own professional needs and goals, and this should be incorporated in your company’s story. If you want your employees and prospects to paint you into their future, you must paint them into the company’s future with vision and clarity. Paint a future of opportunity, of growth, of positive change, of evolution—whatever you see ahead!

Individuals who see an exciting future with you are not going to stealthily update their resumes during staff meetings. If you know where you are going, if you have great plans, if you’re excited for your company’s future, you absolutely must build this narrative and communicate it often to your employees. It should also be part of the narrative told to prospective employees; make them excited to join you!

Who should be telling your company stories? Yes, it should be top leadership, and yes, it should be your HR team. But it should also be every employee of your company. Once you have formed and told your story and have a storytelling culture in place that brings narrative into your celebrations, low points, and times of upheaval, you’ve built a strong sense of history, purpose, and optimism to rally everyone together.

Happy Fourth of July Independence Day to all American From Orabase Solutions

As a serial entrepreneur, I have had to start the recruitment process for a startup many times. It is never an easy process, because once you have created the concept and you know what you want to do, you even already have some clients, you know that you will need talent to join your vision of the company, but in many cases you are still selling air, or a project in a PowerPoint. How do you convince someone to join your adventure? Especially when you have a limited budget and need to manage costs. You must be creative with the recruitment strategy and to find good candidates, since the success or failure of your venture will undoubtedly depend on this first team .

It is very important to remember that the initial talent that is hired for a startup helps define the culture of the company for the coming years, so it is vital to prioritize a diverse group of candidates with the right skills but above all the attitude you are looking for. your business.

Here I propose recruitment solutions for startups that can also help you recruit for the business you are starting.

1. Understand the requirements for hiring employees

It is a good idea to make sure you are familiar with employment laws as well as employment discrimination laws. Hiring employees for a business can leave you exposed to new risks such as labor disputes, the need to terminate contracts and pay settlements, as well as social security issues. It is very important to be aware of this type of notions to be able to offer what the law indicates in addition to being competitive in the market.

2. Learn to recruit the best talent

The first step in hiring your first employee is knowing where to find them. As a startup, you may not have the resources or brand recognition that more established companies have, but you don't need to rely on traditional job boards to recruit top talent.

You can find potential employees through referrals from friends and colleagues, using social media, or working with recruiters.

It is also important to know what type of expertise is needed for each position. Obviously, the more senior positions, where you need people with more experience is where you have to work more to convince people that working for you is a good opportunity, maybe for them you can think of some flexible work plans or think about offering them within of the compensation package a component of shares in the company. The latter will also help you align interests.

Another interesting source of talent for startups is what is called "early talent" or "early talent".

Who is the early talent?

Early talent simply means those with less than three years of work experience. This group is generally made up of college graduates or recent graduates, and tends to occupy general or technical entry-level positions. This generation of early hires is primarily made up of Gen Z , those born after 1996, who are tech-savvy, entrepreneurial, and true digital natives.

3. Provide a work environment that is friendly to these early talents.

When you hire your management people who must be people with previous experience, make sure they are people who know how to lead and collaborate with people from the new generations, millennials and Generation Z.

The set of good leadership, plus early talents who are digital natives, is ideal as early talents know how to adopt new technologies more quickly, are open to change, and have no preconceptions about how "things should be done."

Hiring early talent is mutually rewarding: Young professionals develop their careers and increase their skills, while companies benefit from their work.

Find out more: Top 10 CV Phrases Recruiters Hate

Although these benefits also come with certain commitments, these new generations cannot be expected to want an 8 to 5 job, where they have to do the “famous butt hours” to reach their goals. So you have to design growth plans for these ambitious kids, in addition to keeping them with constant challenges, offering flexible hours more based on goals than on schedules.

4. Innovate in the interview process

The interview is a fundamental step when hiring for startups. Don't just take a traditional interview and ask them questions. Follow some of the best interviewing practices to make informed decisions and find candidates who fit your culture.

You can ask candidates to complete a task - a good way to check candidates' experience is by assigning them a task. It doesn't have to be complicated, but it is a way to make sure they have the necessary skills for the job.

Candidate Background Check: When you screen candidates for a position and conduct a background check, you verify the information on their application.

Checking references: You can learn more about your candidate's work ethic and qualifications by checking references.

5. Create a unique onboarding process that makes them feel like part of the team

You've posted a job description, interviewed candidates, made an offer, and now you have your first employee. The next step is onboarding the newest member of the team. A successful onboarding process is important for long-term growth, cultural fit, and impact on employees. Having details when they enter, a good explanation of what they are expected to achieve in the position they occupy is basic. But also that they know the rest of the team.

All these steps are essential to create a team that will grow your business. Remember that a startup cannot hire too many people so each position is key. This will really be the way to get your company off the ground.