How Companies are getting around the Talent Shortage in 2022

As high turnover rates continue into 2022, many companies are left wondering both how to hold on to their employees and how to entice new talent to come aboard. However, with record numbers of people quitting their jobs, companies are finding it hard to keep up with the talent shortage the labor force is experiencing.  

Even with 10.6 million job postings listed in December, 2021, there are still millions of unemployed Americans as we enter 2022. Many retail, restaurant, other service workers, and teachers called it quits during the past two years due to the strain of the pandemic among other issues involving compensation. 

As these workers look for opportunities in new job sectors, often seeking remote options to avoid covid-19, they struggle to be hired. Whether it is because workers are reevaluating their relationship between work and personal life, or because required qualifications for jobs are simply too high, the number of open jobs is staying the same. 

There are a few answers to the job climate issues we see today. Some companies, like IBM, are recognizing quickly that the shortage of talent is not a blip on the radar. Instead of waiting for highly qualified candidates to come along, they are reaching out to those without degrees and taking a shot with less qualified talent. The way around the talent shortage may be to focus on on-the-job training for less experienced candidates. 

At Sharp Decisions, we take the time to invest in our candidates, training them through our Sharp University. We provide training to ensure our candidates hit the ground running when arriving at their new position. It is now more efficient to upskill employees and provide on-the-job training needed to be productive versus waiting for highly qualified applicants to apply. 

In addition to providing training for junior workers, companies must offer in-office, remote, and hybrid options. In 2022, workers will continue to want to do their job at home, and if companies want to avoid a talent shortage issue, they need to meet the demands of the current workforce. 

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