“I belong to a generation for whom having a job was a feat,” observes the woman who has 15 years of experience in marketing, communications and sales. “We kept it at all costs, because finding another one was difficult. Today, the talents we recruit can receive three to four offers per week. So if they are no longer happy or motivated in their current job, if they have stopped learning, they just have to take the next call and move on. This dynamic creates enormous pressure on employers.”

While the talent shortage has been affecting a large number of companies for a good five years, it has been accelerating over the last twelve months. "Before, we could generate five or six candidates in three weeks, today, in the same time frame and with the same efforts, we find one or two," illustrates the headhunter. And these are often already in the hiring process in other organizations."

In this context, employers must be prepared to completely transform their recruitment methods. "I compare this transition to the technological transformation of recent years. Some companies adapted, others did not, and quickly, we saw the gap."

SOLUTION #1: A change in recruitment culture

In order not to miss the boat, companies must therefore do some introspection to define their DNA and strengthen their employer brand: “It is time for employers to wake up: they must prepare to go through an interview too and to be authentic. A job and a salary are no longer enough for the rising generation who are looking to work for inspiring superiors, for companies in line with their values, who give back to the community, who get involved. Today, people no longer define themselves by their work. It is rather part of a fit that defines them as a person. So they are looking for opportunities to grow, to make a difference.”

So no more pre-prepared speeches, they want transparency. "We must impose the same demands on ourselves as those we impose on candidates!" insists the expert.

Also out go the long four-step recruitment processes that risk losing good candidates along the way. "In a context of talent shortage, you have to be prepared to make an offer to an employee who resigns. Losing an employee often costs more than a salary increase."

SOLUTION #2: Talent transfer

In industries where the war for talent is particularly fierce, executives must be more creative than ever. “The perfect candidate may not exist. One solution we see is to be open to candidates who have the motivation or ability to learn. Think of a marketing director who wants to become a CEO, for example. They may have never worked in finance, but they want to learn and they will learn.”

Another avenue would be to recruit a candidate who has the skills, but who comes from another industry. A sales representative who has always evolved in the telecommunications field and who dreams of going great, for example. You simply have to recognize his skills and train him. An employer who responds to the call of a candidate's motivation will usually find a loyal, faithful employee who will give the best of himself."

SOLUTION #3: Diversity

The word "diversity" is also part of the solution, according to Ms. Starenkyj. Diversity of cultures, but also of age. "There is currently an older force that is available and employers would do well to integrate these experienced people into their team. With young talent, it creates a very interesting cocktail. When we know that young people want to learn so much, there is a very interesting sharing that can be done in accelerated mode."

Is there ageism in business today? Elisabeth Starenkyj thinks so! “Even active workers think about their careers with this sword of Damocles hanging over their heads. As if they had an expiration date! We see this a lot in the marketing field where we think that youth equals creativity. However, in my opinion, creativity is not the prerogative of youth. People who have experience have more thoughtful and less instantaneous ideas that can also propel us!”

"Conversely, there are also young people who are capable of occupying senior positions, but who are not given a chance for fear that they will not be ready."