It's no secret that the number of job openings in the United States is at an all-time high. The fight for talent is creating a challenging hiring climate for firms across all industries. This has caused a self-fulfilling prophecy, and in turn, a fundamental issue for all
firms — the power has well and truly been put into the hands of employees (of
all types).

Those sourcing individuals with digital capabilities, in particular, are encountering some of the starkest shortages. Because of this, if businesses don't begin to address these issues as soon as possible, they risk having to put their digital transformation efforts, which
are essential to their long-term success, on hold.

Priorities are changing

Digital transformation has taken place over the past 18 months, but it is a continuous process with no end in sight. In reality, most organisations are still playing catch up as they attempt to address the problems caused by the pandemic as many weathered the storm by
adopting a reactive business continuity strategy to digital growth rather than
taking a more strategic stance on the potential. This is in addition to the
difficulties caused by Brexit and the associated difficulties in the supply
chain. Without the appropriate people in place to drive it, digital transformation
is doomed from the start.

As a result of the rising need for certain types of qualified personnel, firms are changing their recruitment strategies. According to a recent study, employees are more concerned about their work-life balance than they are about their pay, and they are willing to sacrifice their
wage in order to achieve it.

It's possible that corporations may require a creative approach to recruiting new employees because so many other companies are looking for new talent. After all, the current environment indicates that sourcing employees under the old-fashioned approach is getting
more time consuming and costly.

Breaking a lifetime of bad behaviours

There are a lot of specific skills and quick notice requirements when it comes to hiring for digital positions. Often these abilities are required for specialised and individual initiatives, which might put HR departments under pressure to fill the gaps rapidly. However,
finding full-time, the permanent staff is still the ultimate aim, and the
traditional recruiting process is too time-consuming, expensive, and restricted
for this to be achieved effectively.

Instead, businesses need to use more flexible techniques to fill in the gaps in their workforce needed to complete these initiatives, rather than relying on full-time staff. If you can get away from the environment of set notice periods and inadequate scaling, you can get
access to great personnel that firms may not have been able to acquire
permanently.

It is important for businesses to realise that adopting a more flexible and elastic workforce requires a more flexible working environment. When it comes to hiring talented individuals, companies that want to take advantage of the sharing economy will need to think globally
rather than just look locally, which is easier to do now that most knowledge
workers can work from home. After all, having a flexible and adaptable staff is
of little use if the hunt for those individuals is limited to a reasonable
commute.

I think it's time for a shift in perspective.

To think that so many companies are postponing revenue-generating initiatives because of labour shortages is incomprehensible to us. The incumbent recruitment method feels even more antiquated when you consider that many of the abilities they require now can be
changed tomorrow. It's fairly uncommon for firms to utilise freelancers or a
flexible team to supplement full-time workers since it allows them to use as
much (or as little) of their resources as they need.

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