Episode: 471

Episode Title: Innovation or Stagnation

Amid the Great Resignation, organizations can either innovate their hiring process—or stay stagnant. Let’s talk about it, next on The Perna Syndicate.

Ep 471 show:

Hello and welcome! I’m your host, Mark Perna, and this is a new week on The Perna Syndicate. The Great Resignation is rolling on, with companies everywhere scrambling to find workers. And yet, there are still talented people who can’t seem to land a job. What gives?

I think that many organizations are paying lip service to the Great Resignation, without really changing their hiring practices at a fundamental level. Maybe they’re hoping it’s all just temporary and they can weather the storm until things get back to normal. 

Sure, it would be nice if there was an end in sight for all this upheaval and change, but it’s not something I’m counting on. Things have changed too quickly and too deeply to revert back. Instead of trying to recreate the past, we need to innovate the future.

But are companies willing to do this? I’m concerned that many organizations are clinging to obsolete recruitment methods. 

Unfortunately, these outdated hiring practices may be exacerbating the talent shortage by creating artificial barriers between workers and the jobs they can successfully perform. 

We can meet the Great Resignation with innovation or with stagnation—there really isn’t a middle ground. 

This week, I want to look at the specific ways that organizations need to rethink how—and who—they hire. On the next episode of The Perna Syndicate, we’ll talk about a big one: requiring experience for entry-level jobs. See you then!