Weapons in the War for Talent

What do candidates want?

With 168 hours in a week, workers are looking for more meaning and value in the 40+ hours they are investing in the work that they do. According to the ‘State of the American Workforce’ report, more than half of all employees state they are active – looking for a new job, watching for openings, or flipping the “available” sign on their LinkedIn profiles.  Workers making a job change in the past three years were reported at 35%, and 91% of those workers left their employer voluntarily (rather than being laid off, downsized, or let go). This workforce instability has very real effects on business outcomes and client service.  

It’s more than the money.

The remote work force is expanding as well. With more employees working outside the confines of the employer’s walls, communities are getting in on the action to attract those workers. Remote workers conceivably can work from “anywhere;” therefore, numerous news stories report towns and cities across the US are inviting this workforce to choose their communities to live, work, and play. Enticements in the form of cash, repayment of student loans, tax exemptions, and housing assistance are just some of the ways cities and states are using to lure remote workers to their locations. Communities have taken the economic and workforce development to the private-citizen level. Tulsa, Kansas, and Vermont may not be at the top of the lists for boasting a technology workforce, but with the promises of an economic impact on an individual or family with a housing stipend or repayment of $10K in student loans could help to attract and build a sustainable workforce without the reliance on a single, large employer in the community.  

Workers are clearly gaining prominence by being in the driver’s seat. Gallup succinctly offers a line-by-line comparison, detailing the workforce of the past versus the workforce of today.  Here are some of the differences: 

In the past: 

  • Workers were evaluated annually by their boss. 
  • Money drove all decisions. 
  • Employees turned off once they hit the parking lot. 
  • My job and my success were everything. 


  • Workers want to be coached by managers in real time and have ongoing conversations. 
  • Meaning and lifestyle motivate employee engagement. 
  • Employees are digitally connected, at all times, rarely turning off completely. 
  • Ongoing development is more important than individual wins. 

As employees want something different, organizations and now communities are adapting. Workforce leaders, as mentors, sponsors, and employers, are learning the importance and the connection between activating a person’s strengths and the performance excellence necessary to elicit the kind of results needed for success in business. They are taking the feedback from existing employees on what is needed to create a positive work experience that is in harmony with the workers’ lives outside work. Make no mistake, the workforce is changing, are you ready? Our team and our strategic partners are monitoring trends, collecting data, and measuring outcomes – We can help.