In the wake of a global pandemic, businesses everywhere appear to be experiencing a so-called talent shortage and repercussions to 2021’s “Great Resignation." To address what this is and how this is affecting recruiting, we need to consider issues such as: • A realignment of the labor force's priorities, collectively addressing the employee’s material as well as social and emotional needs. • The changes brought upon employers and employees by Remote Working • How remote working affects entry-level training and engagement as well as team building • Employer Value Propositions –– Values, Mission, Vision –– how to actually walk the walk. Through the story of the modern-day frustrated candidate, we can start to anticipate the needs of the new workforce and revamp recruiting on a global scale. Join Ellie Dailey, Global Recruiting Expert and Team Lead for BetterUp Europe GTM Recruiting via Russell Tobin, for this insightful discussion on the new paradigm of global recruiting. This session will include: • The profile of today's frustrated candidates and what companies can do to meet them where they are • Why many companies are struggling with a so-called talent shortage • How global recruiting teams can solve candidate needs • What companies need to do to lure back their workforce

5. Where is
everyone?
BREAKING DOWN
THE TALENT SHORTAGE MYTH
AND THE GREAT RESIGNATION

6. • What is and what led to the Great Resignation?
• What does this tell us about the Workforce?
• What can we do about it as recruiters/HR?

7. What is
The Great
Resignation?

8. According to
WorkHuman
42% of workers
are looking to
leave their jobs
in the next 12
months
According to Harvard
Business Review a 2021
Women in the Workplace
report found that one in
three women are considering
leaving the workforce,
switching jobs or cutting
work hours
47 million 42% 1 in 3
According to the
US Bureau of
Labor Statistics
over 47 million
Americans
voluntarily quit
their jobs in 2021

9. What led to this?

10. • Mid Career - 30 to 45 year olds
• Technology & Healthcare
sectors
64% of working parents have
experienced burnout
The highest resignation rates:

11. COVID

12. So, is there a talent shortage?
Yes...
Goods are undelivered for want of truckers.
Code is unwritten for want of coders.
Hotel beds are unmade for want of bed makers, with both Hilton Worldwide Holdings Inc.
and Marriott International Inc. dispensing with automatic daily housekeeping at their
nonluxury properties.
Even the Internal Revenue Service’s struggle to have enough people to deal with taxes on
time is bordering on the apocalyptic
America Is Facing a Great Talent Recession
By Adrian Wooldridge
Bloomberg
February 4, 2022

13. • Avoid Infection
• Recover, Care for others
• School Closures
• Early Retirement
• Population growth slowdown (0.1% growth in 2021)
• Lack of immigration (2016, Brexit)
• Non Participation (62% in the US vs 77% in the UK)
• Education Debt (40% of recent grads in low wage roles) & lack of Vocational Training
More than 50 million Americans are stuck in low wage jobs without much prospect of
acquiring the skills that they need to climb out of poverty;
at the same time, three-quarters of employers say that they can’t hire people with the
requisite skills.
This is the equivalent of “the last mile” hurdle in supply chains where getting goods over
the last mile of the journey is the most perilous and costly part of the whole undertaking.
America Is Facing a Great Talent Recession
By Adrian Wooldridge
Bloomberg
February 4, 2022

14. Meanwhile Philip Lowe, governor of the Reserve Bank of Australia, argued last week that
inflation could be less problematic there than in the US, because labour participation was
returning towards record highs, in common with Japan and other countries in the region,
with little pressure on wages.
He argued that the difference was due to the high incidence of infection in the US, to
school closures and
to its policy of channelling income support directly to workers, rather than through
schemes that preserved links between businesses and employees.
“The result has been a significant shock to labour supply in the US. This has not been the
case in Australia,” he said.
Where did all the workers go?
Delphine Strauss in London
Financial Times
November 22, 2021

15. Five Rs:
• Retirement: Workers are retiring in greater
numbers
• Relocation: Workers aren’t relocating in large numbers
• Reconsideration: they’re reconsidering their work-life
balance and care roles
• Reshuffling: they’re making localized switches among
industries, or reshuffling, rather than exiting the labor market
entirely
• Reluctance: because of pandemic-related fears, they’re
demonstrating a reluctance to return to in-person jobs.
The Great Resignation Didn’t Start with the Pandemic
by Joseph Fuller and William Kerr
March 23, 2022
Harvard Business Review

16. Aneta Markowska, chief economist at Jefferies, argues that a “structural decline in labour supply,
coupled with unprecedented labour demand . . . will create the tightest labour market conditions
in decades”.
The crucial question is whether those workers now standing on the sidelines will rejoin the labour
force — or whether employers, consumers and policymakers will need to adapt to a world in
which labour is scarce.
As Jason Furman, a senior fellow at the Peterson Institute for International Economics, puts it:
“The biggest wild card is not the strength of demand or desire of
employers to hire, but the desire of workers to find jobs.”
Where did all the workers go?
Delphine Strauss in London
Financial Times
November 22, 2021

17. What does this say
about the current
workforce?

18. Millennials
Will be 75% of the
workforce by 2025
according to the US
Census
Currently 35%
Born 1980 – 1996
Aged 26 – 42
Geriatric
Millennials
Born
1980-1985
Aged 37- 42

19. • 22% of the population in the US =71 million millennials in the US
• 72% of female millennials are employed
• 66% of millennials are employed full-time
• 39% of millennials hold a bachelor’s degree or higher
• 35% of the USworkforce are millennials
• Theywill represent 75% of the global workforce by 2025.
• Just 57% of millennials are satisfied with their pay.
• Just 29% of millennials are engaged at work.
• 73% working more than 40 hours perweek
• 21% have changed jobs within a year.
75% OF MILLENNIALSBELIEVE THATORGANIZATIONSARE
TOO FOCUSED ON THEIROWN GOOD.
Millennials in the Workplace Statistics: Generational Disparities in 2022, Teamstage.io

20. Just 29% of
millennials are
engaged at work.

21. So what do they want?

22. • Fairness
• Kindness
• Diversity & Inclusion
• Purpose
• Positive Social Impact
• Meaningful Work
• Investment in Wellbeing
• Flexibility
• Freedom
• SELFDETERMINATION

23. The Deloitte Global 2021 Millennial and Gen Z Survey
MillennialsandGenZsbelieveintheirindividualpowerto drivechange.
Respondentsarechannelingtheirenergiestoward meaningfulaction
increasingpolitical involvement,
aligningspendingandcareerchoices with theirvalues,
anddrivingchange onsocietal issuesthatmattermosttothem.
Inturn,theyexpect institutionslike businessesandgovernmentstodo moreto
helpbringabouttheirvisionofa betterfuture

24. Saying NO to
• Burnout
• Inequality & Discrimination
• Lack of Appreciation
• Meaningless Work
• Companies driven by Profit only
• Unfair & Unequal Pay
⚬ Work ethic statistics further show that their
employee loyalty is less important than their
principles, success, and job satisfaction.
(Teamstage.io)

26. Millennials or Gen Z: Who is doing the most job-hopping?
Sibile Marcellus
Yahoo Finance
20 October 2021

27. Theyareleavingbecauseof:
• Burnout
• LackofAppreciation
• LowPay/BetterOpportunities
• ToxicEnvironment /BadManagement
• 21%ofmillennialssaythey'vechangedjobswithin
thepastyear(Gallup)

28. What can companies do
to attract and retain
talent?

29. Flexibility

30. Advertiseyour flexibilityand
inclusivityfrom the beginningof the
candidatejourney:
1. Recruitment Branding:websiteandGlassdoorandSocialMedia
2. TheJobDescription(isitflexible andinclusive?)
3. TheATS(usepeoplenotamachine)
4. Theinterview process(isitremote/accessible)
5. Onboarding(isitthoughtful andfostering belonging)

31. Look at all the available
options

32. Coaching
Mentoring
ERGs
Volunteer
Days
D&I
Training
Awards
Family Leave
Flexible
Working
Clear Goals
Succession
Planning
4 day week
PTO
Perks
Career
Planning
Social Impact
Environmental
Impact
Equity in the
company
Compassionate HR
Good
Management

33. With employees spending less time in the physical
office, “code switching” — changing one’s behavior,
appearance, or speech to fit into the dominant culture
— is now less of a job requirement.
People can simply do their work, without that extra
emotional labor.
Given this, it’s easy to see why 81% of U.S. Black
knowledge workers say that they prefer a hybrid blend
of in-office and remote work going forward.
Why Flexible Work Is Essential to Your DEI
Strategy
by Sheela Subramanian and Ella F. Washington
Harvard Business Review
February 25, 2022

34. Recognition: Appreciation
& Encouragement
Wellbeing and WHY
GOOD MANAGEMENT MEANS:
Clear Goals
with Milestones

35. • Quantify the problem
• Identify the root causes
• Develop tailored retention
programs
Who Is Driving the Great Resignation?
by Ian Cook
September 15, 2021
Harvard Business Review
Number of Separations per year divided by Total Number of Employees = TURNOVER

36. Thank you
ellie@intro30.com