Let’s Go Back to School in the New Work World
August is traditionally the month of going back to school. But sitting at my desk as a recruiter the past several months, I have found myself needing to go back to school, so to speak, for a refresh on the many changes upon us in the New Work World. What if we focused on embracing a mix of the tried-and-true along with important new ways of thinking about our hiring methods to better contribute to the workplace and the world at large? Although the past several months have posed extreme challenges for so many, it’s important to recognize the positive happenings in how we work. New developments allow us to grow, expanding our positive work experience.
I’ve always liked what Albert Einstein said about adaptability:
“The measure of intelligence is the ability to change.”
This is so important any time we evolve. We so often resist change because it’s not in our comfort zone. As the third step of the Faremouth Method® purports, you often need to embrace change and “Step Out of Your Comfort Zone.”
After the havoc the past few years have wrought on the workplace, several leaders are looking at how they can embrace the many burgeoning trends and technologies to make the work experience of the future a better, more meaningful one for customers, employers and employees. It seems that every week companies are being challenged to incorporate these new ideas that rapidly impact how they conduct business.
Just last week I was interviewed by CEO/President Russel Treat of EnerSys Corp. on the “Pipeline Technology” podcast about the many challenges to find good people in the pipeline business. Since 1985, I have done much recruiting in the pipeline-service industry and have been proud to sit on boards and be a member of some of the professional organizations for this industry.
But the tips and information I shared on this podcast and other recent events I have participated in apply to other fields as well. Let’s look at ways we can get “back to school” to be more successful going forward in the New Work World and beyond:
1. The Human Element
Although technology has become an enhanced mainstay of the New Work World, there is a growing demand that builds on human skills. Though technology such as AI for repetitive tasks is becoming the preference, the customer still needs to have trust in doing business with a company. A human on the other end of the phone with understanding of the customer’s needs and specific challenges is really one of the best methods to facilitate that trust — and keep that loyal customer in an ever-changing, more competitive market. Taking time out of my busy day to be a guest on this podcast and share my knowledge with its listeners is an example of the human element. No technology can replace that; I’m a firm believer that utilizing the human element of helping each other always proves to be a win-win!
2. Doing More Research
Before a candidate conducts an interview with the company’s human resources representative, the candidate needs to do their homework. Investigating the web presence of the company, learning how its social media presence could be enhanced, etc., is an area of discussion that might produce much interest from the prospective company representative. A good interviewer will recognize the value in an outsider’s impression of its front-facing online “display window,” if you will. Any insight with the potential to improve the company’s bottom line will always be seen as a positive and might allow you to stand out from others in contention for a particular opportunity. The candidate needs to find areas where they can offer a level of experience or expertise of benefit to that company. It is becoming more and more imperative that each employee become integral to an organization to ensure customer response.
3. Consider Alternative Ways to Hire
With the unprecedented talent shortages, traditional methods of hiring are not working. When the company has strict parameters such as degree requirements or strong tenure in a particular industry, not fishing in different ponds to find good people keeps jobs open for many months. And that affects the bottom line. Hiring from the military and training the excellent raw talent, working more closely with colleges and considering internships, and networking more with professional associations and organizations often will yield an outstanding candidate who will perform well and appreciate the opportunity to work with a solid company. Done correctly, that candidate’s hiring and onboarding can ensure they are aligned with the company culture and will stick around a long while. Longevity is the name of the game; all that solid recruiting doesn’t amount to much if companies aren’t thoughtful about retention.
4. Creating Community
With remote and hybrid working now more of a norm than an exception, the prospective or current employee could suggest ways to interface with teams to be able to create more of a sense of community in the company. Also, becoming a member of networking events, like those held by such organizations as NASPD and NAPCA in the pipeline-service industry, for example, can create a valuable sense of community, expand business platforms and allow workers to feel connected and that they are receiving valuable industry insights to expand their knowledge base.
The future of the New Work World can be filled with much positive momentum but only if we embrace the positives of change. As the philosopher Henry David Thoreau powerfully said:
“Things do not change; we change.”
This month and beyond, let’s go back to school — let’s commit to changing our mindsets to make the New Work World an even more enjoyable experience, not only for the employees but also for the leaders of companies who are trying to bring about more positive results. It takes an open mind for us all to get through this together. This has to be our best game plan.
