Ryan Thomas of RedShift Recruiting Featured on Albany Business Review's "Executive Forum: Recruitment & Retention"
Ryan Thomas, the executive vice president of business development at redShift Recruiting, was honored to be one of three local experts in the staffing and recruiting industry who participated in the Albany Business Review's "Recruitment & Retention" executive forum panel discussion on January 26, 2022. Also on the panel were Rose Miller, senior director of strategic partnerships at GTM Payroll Services, and Renee Walrath, president and CEO of Walrath Recruiting, Inc. The forum discussed challenges faced by local businesses in finding and retaining talented employees, with the panelists offering advice to attract top talent while managing the challenges of a changing labor market and the ongoing Covid-19 pandemic. Employers in Albany, NY as well as nationwide are seeing a tight labor market that puts the candidate in a position of power. Businesses are experiencing increasingly high turnover rates in what is being termed as the "Great Resignation," and employees are demanding higher pay, flexibility, work-life balance, and workplace diversity. Adding to the complexity are immigration restrictions and Covid-19 issues such as vaccination requirements.
Hiring Expectations Have Changed
After an illuminating hour of discussion, one conclusion was clear-- the old way of hiring is not working anymore, and companies need to be ready to pivot and adapt to the changing market to stand out from their competitors and attract talent from a smaller candidate pool. Hiring managers can no longer rely on just an ad to attract the perfect candidate. "We did a study of ourselves here in the office of the last 100 positions we filled," Thomas explained. "We run ads ourselves, and we found that only 28% of placements came from the ads that we run. The other 72% had to be found using the hunter mentality. They were the LinkedIn and the 'who do you know' candidates, and having to really go out there and dig into our database to find people." With such a competitive market for talent, Thomas advocated speeding up the hiring process to avoid losing candidates to competitors. Hiring managers who delay making an offer to a good candidate on the chance of finding someone better risk losing the candidate entirely. "The act of going to more resumes could take another three to five days. And now the candidate is gone in this market," Thomas observed.
The panelists stressed the importance of impressing candidates from the start. A poor first impression can cause a candidate to form a negative view of your company and work culture, which can result in drop-offs and ghosting. Thomas emphasized the importance of staying organized to ensure a seamless candidate experience. Companies need to put their best foot forward throughout the hiring process, including being on time, open, and communicative. "I talked to a candidate of mine yesterday," Thomas shared, "and she said that one job was number one, until there was a Zoom meeting that the two managers were five minutes late on. And she said, 'That just gave me a bad impression.'"
Emphasis was put on the role of hiring managers, who need training to be strong interviewers and communicators, identify any unconscious biases which may turn away diverse talent, and learn to how to support new hires. Even after a successful hire, the panelists highlighted the importance of maintaining open communication and awareness of employees' needs. They advised giving particular attention to the onboarding process, which provides numerous opportunities to build connections with new employees and facilitate a smooth transition into the team.
Remote Work and Flexibility in the Workplace
The panelists also pointed to remote work options as a growing trend that has been accelerated due to the pandemic and is currently in high demand from employees who are seeking flexibility and work-life balance. Citing a statistic from LinkedIn, Thomas pointed out that one in six US jobs will offer a remote option in 2022 compared to one in 67 jobs in March 2020-- a dramatic increase that underscores the changing job market. In the technology industry, the rise of the remote worker has resulted in Albany talent being recruited by organizations across the country, reducing the talent pool available and increasing competition for certain skill sets among local employers. "With that came these incredible salaries and the work from home options," Thomas observed. "Companies here in Albany have had to really adapt to that on the technology side of things."
To remain competitive, organizations are reevaluating wage rates and offering better benefits, more inclusive work environments, flexible schedules, and better technology. Scheduling regular meetings with employees can help prevent turnover and a strong rewards recognition program can boost motivation, confidence, and initiative. By regularly checking in and listening to their employees, companies can help workers feel valued and identify ways to support their goals within the organization, before they start exploring outside options with rival companies. The panelists emphasized the need for employers to be purposeful and deliberate in their efforts to diversify staff and create inclusive workspaces. Companies should look for ways to support minorities as well as women, who are leaving the workforce at disproportionately high rates due to issues surrounding the Covid-19 pandemic.
About The Albany Business Review’s Recruitment & Retention Event
The Albany Business Review's "Executive Forum: Recruitment & Retention" panel discussion provided a unique opportunity for local businesses to gain insight from staffing and recruiting experts on the latest challenges in attracting and retaining talent. The job market is changing rapidly, and employers will need to adapt to avoid being left behind. "It's about listening to their employees," Thomas advised. "It's reprogramming themselves. What has worked in the past is not going to work right now from what we're seeing."
Ryan Thomas has spent more than 20 years connecting the area's top companies with the best local talent. He and his team provide expert recruiting and staffing services to employers across a wide range of industries, with a specialty in technology.
