JJ: With the U.S. labor shortage, regional concentration of workers and persistent preference to work remotely, employers will likely need to adopt a global strategy, reaching out to where workers are, which may not be local or in‑person. This also means employers will need to consider virtual protocols and flexible work arrangements to accommodate employees working from different locations. Businesses can stand to benefit from this strategy with the potential for increased productivity and speed to market—when the sun goes down here, employees elsewhere can still be active.
Filling open positions could also mean looking beyond traditional sources to recruit talent. Recruiting workers with diverse backgrounds—whether foreign-born or neurodiverse individuals with different ways of thinking, learning, processing and behaving—can help build and strengthen teams. A diverse workforce can generate greater reputational equity for your company. It can also provide cultural elasticity to move from one business environment to the next without missing a beat. Both can translate into competitive advantages in the global marketplace.
Women, who are expected to represent about 60% of the population within the next two decades, will also figure prominently in hiring and retention strategies. We are losing a whole generation of male workers, with about a million men giving up on college and “deaths by despair” affecting a disproportionate number of young men. A smart business strategy will be to offer women on- and off- ramps for employment that can help them balance career and caregiving, while helping provide your company with a source of talent over the long term.