How Is Talent Acquisition Facing Challenges In The Labor Market?


The hiring challenges in global talent acquisition are getting substantial day by day in the labor market. And if you must ask what takes up the labor market by the storm, qualified candidates with skill shortages. Augmenting the low labor participation with skill shortage and competitive demand creates an exemplary talent storm. But how do business leaders and talent acquisition deal with these situations? Well, my friend, if you are the one looking to solve the talent recruitment process with ease, here we have come to the rescue. 

One of the best advice is to deal with the problem by asking for help to resolve hiring challenges. Do you know why? The global talent acquisition situations you are dispensing with are the ones that have been dealt with millions of times before. So, someone has been there before and knows what to do. The advice is ideally beneficial with applications in our personal as well as professional lives. Also, it is genuinely relevant these days with an extensive range of employers from across industries struggling to spot the right talent. 

What creates the talent acquisition process most challenging is early retirement, employees reconsidering their careers, and then comes the “great resignation.” According to the October Insights report, the estimated data of 85% of job openings have increased since the beginning of the year 2021. But the applications haven’t come anywhere near 8% over the same period. 

However, the challenges you may face aren’t untouchables. As unified job positions and recruitment tasks can cost your organization tens of thousands of dollars, the pressure level has increased for recruitment and selection strategy. Here are the proven solutions to mitigate typical global talent acquisition obstacles to improve your recruitment strategy and candidate quality. 

Solution #1 Talent Hunt on The Autism Spectrum

The most overlooked spectrum in hiring industries is people with autism. Let me show you how Garret Westlake tapped into the pool of talent hunts to grow his company. When Engineers and other college graduates on the autism spectrum were overlooked, Garret Westlake knocked on the door of real gems. You must wonder how he inspired himself to conduct the autism spectrum. The story started when Westlake was diagnosed with dysgraphia and dyslexia in the first grade, which later led him to support individuals with intellectual disabilities. In the second grade, a teacher told him to hold out the recess to inhibit cursive handwriting. Given that he was suffering from dyspraxia, a handwriting spatial disability, no amount of break was going to overcome his life-long challenge. 

Well, as it turns out, he is now- director of the Disability Resource Center at Arizona State University, where he worked with hundreds of students. His assignment was to discern and observe the students with different learning disabilities, including intellectual and physical disorders. Westlake worked with Engineering students on the autism spectrum who were the best and the brightest among all in Honors college. The most surprising factor came as a shock to Westlake, as the students could not land a job after graduating. Now, this is the field where talent acquisition lacks qualitative hiring on an extensive level. You might find literature everywhere, but a skilled talent is a hidden gem, sometimes found off track. 

Westlake set an example by hiring twelve employees on the autism spectrum. And he grew his organization to the point where it was held off by another firm in Mindspark and California. What amazes us the more in regards to talent acquisition, Mindspark became the largest employer on the autism spectrum globally. Also, Westlake joined the Board of Directors and managed to grow the company in just a couple of years. It is an estimation based on the job openings in America only with 15.7 million accurate data. 

Currently, Citibank has estimated that one out of 8 jobs will be available as of 2022. Moreover, the National Autistic Society surveyed about 2000 people with autism to dig up their experience regarding the job opportunities. In the survey, about a third of the people experienced the same work capacity, and 77 percent were willing to work. Now, you can see for yourself where the problem is and how the global talent acquisition process can be resolved. 

Solution #2 How About People with Employment Gaps?

If you are looking for a creative source of talent, then go for people with employment gaps. According to the Harvard Business Review, Amazon opened job portals that implemented a return-to-work program that allowed employment gaps. And as a result, the company hired approx. 1,000 professionals. Now, let’s explore the best strategies to successfully hire people with employment gaps. 

#1 Appoint a program manager

With several departments in your firm, there is always a place for a program manager, and it works as the best talent acquisition strategy. Now, what is the role of a Program Manager? The job role is to plan each move and ensure it goes accordingly. As the firm gets bigger, the program gets more prominent. Here, the program manager is supposed to keep everything the same as before across the different departments and countries. In addition, prepare a pepper plan and strategy for who would take over and how a company will manage the firm if a program manager leaves. Programs must have good leadership, or your succession plan might not impart a positive outcome. 

If you wish to compete for recognized work performance, do consider the “return-to-work program” policy as a global talent acquisition planning. 

#2 Appoint an executive champion 

You need to get the support of a senior manager to run the return-to-work campaign. And this person is known as the executive champion. They help run the campaign and show support for people who have been on a break from the workspace. 

#3 Apply success stories

You can make the return-to-work policy work by relaunching the career journey of senior officials who have taken a break from the workforce but resumed the career track. You must consider the examples of seniors who have actual life & career tragedy to share with the motivation to live the life ahead with pride. 

Solution #3 Exclude screening people with a social media profile

Many companies make the mistake of conducting recruitment and selection processes based on their social media prominence. This strategy might work to employ people beyond their resume capabilities, but it also has adverse outcomes. According to the Harvard Business Review report, new research suggested that hiring managers should undertake caution while conducting this type of sourcing. During the talent acquisition process, the details gathered are usually unhelpful, and in some cases, it does not even legitimize the recruitment and selection process. 

Researchers recommend exploring social media traits for global talent acquisition to analyze what kind of personality a particular individual is inhibiting. This way, you can sort out the additional skills that can be useful for your company's growth. 

Will These Emulsions Be Enough to Resolve Talent Acquisition Challenges?

While your organization may be struggling with a fair share of challenges, it depends on how you plan to overcome these stumbling blocks. In this guide, we have reviewed three creative solutions. These strategic approaches towards the talent acquisition process will improve the authenticity and attract compatible talents for your company. So, to conclude, talent acquisition challenges are known to be an existential crisis, but we have brought up the solution for you. 

Now, create a robust pool of candidates from places known and unknown with us. Let us help you resolve your requirements with our special services such as RPO, outsourcing, digital marketing, website development, staffing, network security solutions, and IT support services. Please visit our E-Global Soft Services resources to learn more about the creative talent solutions.