Takeaways:
– Even if companies go beyond local markets to hire talent, it is harder to convince recruits from a different part of the country, especially those from underrepresented communities, to move. Social networks and support systems are elsewhere.
– We suggest it starts with meeting high-quality recruits where they are without being constrained by geography and identifying regions that also have suitable conditions to retain such talent.
ideascape View: “Meeting people where they are” reminds us of a story we heard from a Consulting Executive when he discussed a Fortune 500 company spending $50M on a new HQ campus, in a mid-size Midwest city, “to attract and retain the best of the best.” The Corp Executive was convinced the amenities, open floor plan and top-of-the-line technology would attract people from all over the world to move. Ultimately, this didn’t happen. Instead, the Consultant asked “do you want the best of the best or the best of those that’ll move to your city?” Clearly, there are jobs requiring someone to be in person; however, a large majority of white-collar work doesn’t. This article poses evidence that prioritizing ways to allow people to work from anywhere (and remote engagement) can yield better candidate and diversity results – and not spend $50M!
