Reframing Talent Acquisition: A Visionary Approach to Value and Inclusion!? 🔮

Last week, I had the opportunity to attend an inspiring event hosted by Detroit SHRM ("Reframing the Talent Acquisitions Lens with Visions, Values and Valor"), where we explored innovative ways to expand the candidate pool.

With ongoing labor shortages, HR professionals in Michigan- and across the USA- face significant challenges in finding the right talent for open positions. Interestingly, this issue is just as prevalent in Germany.

The presentation shed light on three underutilized talent pools that are often overlooked in traditional hiring strategies:

Seasoned Professionals – Experienced individuals who aren’t ready to fully retire and have a wealth of knowledge, industry expertise, and strong professional networks to offer. Their years of experience can be invaluable, particularly in mentoring and leadership roles.

Veterans – Highly skilled individuals who often need support in translating their military experience into civilian roles. Veterans bring discipline, teamwork, and problem-solving abilities- critical assets in any workplace.

Returning Citizens – Individuals who have successfully completed reform programs after incarceration and are committed to rebuilding their careers. With a strong support system and a willingness to learn, they can be dedicated and highly motivated employees.

From an intercultural perspective, this discussion was incredibly insightful. It reinforced the importance of diversity in hiring and the need for inclusive recruitment strategies. However, I couldn't help but notice one missing group- professionals with international work experience who struggle to enter the U.S. job market.

With so many qualified candidates applying for open positions on job search platforms, there seems to be a disconnect between recruiters and job seekers. This echoes what I shared in a post back in November: Why Does It Feel Almost Impossible to Find a Job in the US Right Now? 📉

💡 So, the big question remains: Why do HR recruiters and applicants keep missing each other? What structural or systemic barriers are preventing this connection? I’d love to hear your thoughts- how can we bridge this gap?