3 Cs for better hiring in a red hot labor market

In my career as an executive recruiter and coach, I’ve never seen a candidate-led market quite like the one we’re experiencing today.

Candidates are calling the shots about when, where and how they go to work. Many “knowledge workers” have proven that all they really need to be productive is a laptop, earbuds and strong Wi-Fi. The ability to theoretically live and work from almost anywhere in the world is a beautiful silver lining for many.

But remote work is not without its complications—particularly when the home office includes sharing time and space with partners, children and pets. Flexibility comes with tradeoffs, and without boundaries working from home can morph quickly into living at work. What’s frequently overlooked is that being in an industry or having the type of job where remote work is even an option is a privilege—one that during the past two years has begun to be perceived as a right.

When coupled with an incredibly tight labor market, the expectation of a flexible, commute-optional workplace has created a uniquely complex hiring environment that employers are struggling to navigate. For the first time (maybe ever) I’ve seen clients—iconic brands and companies that most would clamor to work for—having trouble finding and securing top talent.