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Be aware of the new hiring reality

June 12, 2023
The balance of power has tipped toward job applicants in recent years. To stay competitive, companies must acknowledge this reality and take another look at their recruiting, training, and brand.

When it comes to hiring, the realities have changed, according to Kim Richardson of TransRep. During a presentation at a recent NationaLease meeting, Richardson explained just how different things are.

The old hiring reality looked like this:

  • People needed companies
  • Machines, capital, and geography were the competitive advantage
  • Better talent made some difference
  • Jobs were scarce
  • Employees were loyal and jobs were secure
  • People accepted the standard package they were offered

The new hiring reality looks like this:

  • Companies need people
  • Talented people are the competitive advantage
  • Better talent makes a huge difference
  • Talented people are scarce
  • People are mobile and their commitment is short term
  • People demand much more
  • Using data to understand today's hiring environment

To understand today’s hiring environment, Richardson says it is helpful to have some data. More than half of workers (57%) are working remotely at least part-time and 86% want to keep working remotely as least part-time. A whopping 90% of hiring managers expect some form of remote work to continue. Clearly, these are general statistics that cover all industries, and it is likely for trucking that these numbers are lower as some jobs like servicing trucks must be done in person.

He also shared that people seeking jobs are willing to sacrifice up to 12% of their salary for training and flexibility. Businesses with reputable brands receive 50% more qualified applicants and 89% of passive candidates evaluate your brand before applying for a job at your company. In addition, company diversity and inclusion matter to 76% of the people seeking jobs today.

See also: For hiring, go back to the fundamentals

The recruiting process matters to candidates

I’ve written in previous blogs about the importance of having a professional recruiting process. Richardson backed me up by sharing that 49% of job candidates will decline a job offer because of a poor recruiting experience.

Given all this information, now is a good time to review your hiring processes and practices to make sure you are attracting the right people and providing them with a good recruiting experience. In addition, take a look at the way your brand is perceived as well as the opportunities for additional training and development you offer your employees.

You need to address the new realities of the workplace because your future success depends on your employees' understanding that you see them as your most important asset.

Jane Clark is vice president of member services for NationaLease. In this position, she is focused on managing the member services operation as well as working to strengthen member relationships, reduce member costs, and improve collaboration within the NationaLease supporting groups. Prior to joining NationaLease, Clark served as area vice president for Randstad, one of the nation’s largest recruitment agencies, and before that, she served in management posts with QPS Cos., Pro Staff, and Manpower Inc.

About the Author

Jane Clark | Senior VP of Operations

Jane Clark is Senior Vice President, Operations for NationaLease. Prior to joining NationaLease, Jane served as Area Vice President for Randstad, one of the nation’s largest recruitment agencies, and before that, she served in management posts with QPS Companies, Pro Staff, and Manpower, Inc.

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