Tapping Non-traditional Talent Pools to Help You Hire

A 2021 survey from McKinsey revealed that 87% of Executives expressed concern about a skills gap in the market, and fewer than half said they knew what to do about it.  The post-pandemic workplace is facing a shrinking talent pool, so how can leaders find skilled, motivated workers? By tearing down stereotypes and searching out quality candidates from diverse talent pools they may otherwise have ignored.

Older Workers

According to the U.S. Bureau of Labor and Statistics, the workforce growth rates of individuals age 65 and older are projected to outpace those of individuals in all other age groups between 2014 and 2024. The U.S. has a youth-obsessed culture but to hire so narrowly means overlooking older talent with decades of knowledge and experience, a history of relationship-building, and a goal-oriented mindset. They also don’t think they need to become C-level employees in a short time.

Photo by Marcus Aurelius from Pexels

People in the U.S. are living longer and need to work longer, resulting in a wealth of mature candidates.  Retaining talented mature workers and recruiting new ones is simply smart planning for most organizations.

Workers with Disabilities

Companies that have an inclusive approach to employees with disabilities see higher revenue, higher net income, reduced turnover, lower recruiting costs, increased productivity, and improved customer outreach.

For example, a construction worker who can no longer swing a hammer but is an expert in estimating jobs may be a great asset to your team.

Military Veterans

Those that hire veterans find that employees with military backgrounds often not only outperform other employees but also stay with the organization longer than the median length of time employees stay. The impact of veterans in the workforce is clear:

• 65% of veterans have some college education or higher making them more educated overall than their civilian peers

• 57% of veterans stay at their jobs longer than the median tenure of 2.5 years

• 68% of employers report veterans perform “better than” or “much better than” their civilian peers

Formerly Incarcerated

The U.S. government reports that for those who find employment within a year of their release the chance of returning to jail is reduced from 32.4% to 19.6%, and yet 75% of those released from prison remain unemployed a year later.

These workers have paid their dues. There is nothing to fear from hiring a skilled second-chance worker, and everything to gain.