By: Ethan Rogers

The staffing and recruitment industry has faced significant challenges ever since the coronavirus pandemic in 2019. The pandemic prompted what is often referred to as ‘The Great Resignation,’ which saw millions of employees leaving their jobs. In 2022, approximately 50 million employees quit their positions, with the numbers dropping to around 30 million in 2023. While this might seem straightforward, a more accurate term for this phenomenon could be ‘The Great Reshuffle,’ as hiring efforts intensified with newly unemployed individuals seeking new employment. Yvan Demosthenes, founder and CEO of HamiltonDemo, provides valuable insight into this trend, its underlying reasons, and possible paths to finding economic stability once again.

Unsettled by the pandemic and its ripple effects on economic well-being, companies have faced difficulties in finding the right candidates to fill available roles. Looking for long-term employee retention, many companies have experienced a rapid turnover, which can result in wasted resources and may lower performance levels and profits.

On the other hand, there is a growing workforce attempting to find their place in the job market, often ending up in roles that are less fulfilling than they had hoped for. Demosthenes, with over 20 years of experience in roles such as sales, management, talent acquisition, and recruiting, explains, “Through the years, I’ve developed a solid understanding of this complex issue. Consider the problem like a jigsaw puzzle, where the right pieces are not finding the matching spaces, resulting in a distorted and incomplete picture. This is dysfunctional and goes against the goals or expected outcomes that either companies or employees could have. To solve this, it’s essential to align the concerns and requirements of both sides. Once you find a way to do that, you can achieve more favorable outcomes.”

Specializing in executive and project-based recruiting, as well as retained search and contingency, Demosthenes shares, “I’m old school. I’m all about the handshake. Ongoing communication is a critical element in successful executive search. It’s easy to get caught up in automation trends, forgetting the value of personal interaction.”

He goes on to explain that Applicant Tracking Systems (ATS), which are often used to review and eliminate job seeker profiles, may have an adverse effect on staffing and recruitment due to over-automation.

Demosthenes observes that bridging this gap forms a significant part of his expertise. By understanding the nuances of the role a company is trying to fill, he speaks directly to candidates, assessing their education, key skills, experience, and the value they can bring to the organization. Additionally, he works on behalf of the candidate to make sure that their requirements, such as pay, work culture, growth potential, and other desired outcomes, are aligned with the company’s offerings. This approach helps Demosthenes connect companies with the right individuals, boosting employee engagement and retention, ultimately creating a more cohesive environment.

With a varied professional background in handling senior-level leadership recruiting and hiring for global and local nonprofits, Demosthenes emphasizes that instead of seeking change in a physical sense, society needs to undergo a significant shift in mindset.

A large portion of the labor force believes that changing companies or careers is necessary for growth. Demosthenes challenges this perspective, encouraging introspection about the current situation. He argues that companies should consider the possibility that they may already have competent employees within their ranks. Boosting employee morale through clear communication, providing upskilling opportunities, creating space for promotion and career growth, acknowledging good performance, and developing effective reward systems could have a considerable impact on employee retention levels.

He applies this same thinking to employees, urging them to reconsider their mindsets and allow space for training and coaching. Demosthenes believes that this can significantly alter how employees view their current company environment.

Drawing from his experience partnering with both small and large enterprises, HamiltonDemo assists them with online advertising, technology integration, and hiring strategies. Demosthenes concludes, “Opportunity may already be within reach, right in front of you. But you might not see it if you hold on to outdated beliefs. Employees should realize that the nourishing work environment they crave could very well be within their current organization, and companies must focus on preserving the valuable knowledge they already have through their competent employees. There is ample scope for smooth and uncomplicated growth, if the right perspective is embraced.”

Published by Jeremy S.