Magnifying glass and people Hiring teams will need to balance their “nice to have” and “need to have” role requirements and accept some tradeoffs if they want to hire someone quickly. (Image: Shutterstock)

In business, evolution comes in response to change. The current state of business in the fall of 2021 exemplifies change, from the “Great Reshuffle” to millions of people working from home. According to Department of Labor data, a record 2.9% of workers quit their jobs in August. This represents a massive number of people who left jobs they didn’t enjoy, or those without attractive pay or benefits. People are not just leaving jobs, they’re also leaving their towns and cities. Research firm The NPD Group found 20% more Americans are looking to move this year (2021) compared to the prior year. It’s a transformative shift of people choosing to move and work for personal instead of professional reasons.

Remote workforces have varying needs and expectations, placing unique strains on hiring managers. Hiring is always a supply and demand equation, but as of the fall of 2021 and into 2022, demand is outstripping supply. It’s a period where workers for once have leverage, and they’re awakened to using their power to find jobs with better pay and benefits. The shifts in worker expectations and locations require evolutionary thinking by hiring and staffing managers. With the Society for Human Resource Management (SHRM) noting firms spend between 40% and 80% of gross revenues on salaries and benefits, it’s imperative hiring managers find the right people during tumultuous times.

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