“We’re going to need 400 hires of varying skills and experience to be trained and ready to deploy in six months to run our new plant location in southern California—and by the way, we have never operated in this market, so company recognition may be a challenge.”
Many manufacturers struggle with finding and recruiting the credentialed labor they need in the right volumes and locations. They compete with manufacturers and companies in other industries searching for candidates in limited talent pools.
Talent acquisition is evolving out of necessity to keep up with the accelerated pace of business and to react to the increasingly competitive and complex talent market.
The talent industry is facing a major shift to reinvent itself. We are moving to a new era where companies need to work and operate with increased speed and agility, along with more efficiency, to predict solutions for problems before they occur.
Diversity and inclusion goals for talent acquisition leaders are nothing new. It has become standard for TA to have targets related to diversity of candidate slates and hires.
With the fall of the price of oil and a larger percentage of the population under the age of 40, governments in the Gulf Region are imposing stricter restrictions on expatriate visas while pushing nationalization agendas.
I’m sure you’ve heard the saying, “Happy wife, happy life.” If this phrase is true, when a wife is happy in her marriage, then her spouse is more likely to be happy in life overall.