Respond to discussion post. Topic 1: Finding and Retaining Talent Please review the Discussion Board participation guidelines. This is important information that will ensure that you earn maximum points. Your professionally written APA-compliant postings, using appropriate sources, should provide substantive depth that advances the discussion. Please edit your posts for grammatical errors before you post. Be sure to review the requirements for each week's discussion topic(s). Remember that a post to the instructor is not considered a post to peers, so please be sure that you respond to at least two peers for full credit. Access all required readings (articles, videos, etc.) from the Library. In the Marketplace simulation this week, you will be assessing strategies for hiring and compensating employees to support your growth plans. According to the ManpowerGroup 2018 Talent Shortage Survey (2018), employers are struggling to fill open jobs. Job seekers may also have struggles finding the jobs they want (Zahn, 2018). Understanding the causes of this problem can alleviate the gap between employer talent shortage and candidate success in the search effort, increasing company success in a world economy that is experiencing a talent shortage. For this discussion topic, you will: Main Response Using the readings and videos for this unit as a base, along with other sources you uncover in your research, provide a synopsis of the points that stand out for you on the gap discussed above. Use the 6-step problem-solving process from Unit 2 to complete a diagnosis on the problem(s) as you see it/them. Use Steps 1–5 and explain how you would incorporate Step 6, Follow Up & Evaluate Progress. Post the results of this diagnosis, including how you used integrative thinking in the completion of the diagnosis. If given the opportunity, how would you use this information to increase hiring and retention success in the simulation? Example Responses to Peers to Increase Discussion Success Provide additional research to support or refute the information that peers have posted. Include personal examples of how your company (if applicable) may be overcoming the talent shortage. Talk about how this could be included in simulation game play or in the work you do every day. Provide a personal example of how this has happened to you in the past and the outcome. References ManpowerGroup. (2018). Solving the talent shortage. Zahn, M. (2018). Get your job application into the hands of a hiring manager with this perfect method. Money, 47(10), 18–19. Discussion to respond to: Following the 6 step problem method from the “Problem Solving and Decision Making: Achieving Desired Results” workshop (2007), we can explore the topic of the gap between employer shortages and candidates being successful when pursuing jobs. The first step is defining the problem which is that employers are struggling to fill open positions while candidates are having trouble in finding a suitable position and company whilst searching for a job. Second is analyzing the problem and figuring out what the current state is and what the future state should be. To start, according to the Bureau of Labor Statistics (2022) the unemployment rate is 3.6% which is roughly about 6 million Americans. Interestingly though, “the number of persons not in the labor force who currently want a job was little changed at 5.7 million in May” (BLS, 2022, p. 2). Which means that there are almost the exact amount of people that want to work as there are open job positions. So why are we not able to meet the ideal future state of everyone having employment with a 0% unemployment rate? For step 3, there are possible solutions that can be explored to try and achieve this ideal future state. The first solution is that companies need to review how the lowest turnover rated companies are able to retain their workforce. More often than not lower turnover rates are attributed to creating work-life balance through programs like flexible work schedules, daycares, gyms, and more (Seiko, 2018). On the other end of the spectrum, the solution could be up to the people seeking jobs. Perhaps job seekers should do better research on how they can make sure their resumes are being picked by a company so they are not missing out on opportunities. Many companies have turned to applicant tracking systems as a way to weed out anyone who does not meet the posted job requirements. The best way to get a resume seen by an actual person is to understand the algorithm and use the right words in the resume so that it gets through (Zahn, 2018). The 4th step is to look at the different solutions to determine what drivers or barriers there are. For the company solution, the main driver is that by creating a better work environment, the company will have higher employee retention and anyone who wants to work for the company will have to be a competitive and competent worker. The main barrier is that implementing programs may be too costly and the Board of Directors may not be in favor of supporting the idea. For the job seeker solution, the main driver will be anyone who has created content directed to help job seekers understand and work with/around the applicant tracking systems. The main barrier is that this puts a lot of strain on job seekers as they will have to rework their resumes for every job as all job postings are different and there is never a guarantee that you will know for sure that the resume was able to make it past the applicant tracking system. Step 5 is to try and choose the best solution and implement it. Since the companies are the ones that are driving whether someone has the opportunity for a job, the companies should be the ones to devise the solution. The companies also have the most to gain if they are able to create and retain the best workforce for them. To follow up and evaluate progress, step 6, there is one major way to see if it was successful and that is if the unemployment rate drops close to 0%. There could also be surveys done to see whether a person is happy, content, or unhappy with their work conditions after a certain time frame i.e. 6 months, 1 year. I personally think there are a lot more factors that go into employer/employee gaps but then this would be a much longer and more in depth post. For integrative thinking, stage 3 exploring the possibilities will be the most important (Reid & Martin, 2014). There is no one solution that will work with every company but each company will need to find the solution/programs that work best for them and their workforce. For the Marketplace Simulation, our group wants to focus on what employees list as the most important factor and making sure that we reflect that in the simulation and which decisions our group makes. References Problem solving and decision making: Achieving desired results workshop from Edge Training Systems (2007). Riel, J., & Martin, R. (2014, Winter). Integrative thinking 2.0: A user’s guide to your opposable mind. Rotman Management, 4–9. Seiko, A. (2018). It’s not a job, it’s an employee experience: To recruit and retain the best workers in their markets, Nvidia, Ingersoll Rand and Genentech have all adopted a more holistic approach to employee management. Industry Week/IW, 267(6), 20–23. U.S. Department of Labor. (2022, June 3). The employment situation - May 2022 - Bureau of Labor Statistics. BLS News Release. Retrieved June 3, 2022, from https://www.bls.gov/news.release/pdf/empsit.pdf Zahn, M. (2018). Get your job application into the hands of a hiring manager with this perfect method. Money, 47(10), 18–19.