20211210-埃森哲-Hidden_workers_Uncovering_untapped_talent_24页_10mb

Hidden Workers: Uncovering Untapped Talent

Overview:
Public sector employers struggle to find qualified talent, yet many suitable candidates remain overlooked. These hidden workers represent a vast, untapped resource with high potential.

什么是隐藏工作者？

• A diverse group facing barriers to entry in the labor market.
• Estimated to be up to 27 million in the US alone.
• Include caregivers, veterans, military spouses, immigrants, refugees, individuals with disabilities, mental health conditions, developmental/neurodiversity challenges, those from disadvantaged backgrounds, and individuals with criminal records.

为什么隐藏工作者难以被发现？

• Structural barriers: Overly detailed job descriptions and inefficient recruitment systems automatically screen out eligible candidates.
• Stigma: High barriers to entry and societal perspectives discourage them from seeking work.
• Difficult application process: Highly discouraged by complex processes, leading many to stop applying altogether.

雇佣隐藏工作者的好处

• Improved performance: 60–61% of executives note that hidden workers perform significantly better in key areas such as attitude, work ethic, productivity, quality, engagement, attendance, and innovation.
• Meeting diversity goals: Hiring hidden workers increases workforce diversity, aligns with quotas, and improves overall skills with positive work ethic and commitment.

如何提高隐藏工作者的就业率？

五大战略行动

1. Shifting job filters from negative to affirmative
   Modify automated systems to focus on minimum required skills rather than excluding factors like gaps in employment or education.
2. Refreshing job descriptions to focus on critical skills
   Simplify language and emphasize skills relevant to success, refreshing traditional job criteria.
3. Adopting an experience mindset to make the recruitment process more tailored and personal
   Humanize the process with user-centric design, transparent skill requirements, and relevant outreach channels.
4. Undertaking more targeted outreach
   Focus on specific groups based on strengths, such as veterans through programs like “Hiring Our Heroes.”
5. Fostering a culture that is more explicitly supportive and inclusive of hidden workers
   Visible championing by senior leaders and educating current staff on the strengths and performance potential of hidden workers.

These strategies are vital for public service organizations to address current staffing gaps effectively and sustainably.