Reverting to the Mean: How to Win in an Irrational Labor Market

In nature, the rule of balance reigns supreme - things will always return to an equilibrium, no matter what. In finance, reverting to the mean is a certainty, a swinging pendulum will always return to center.   The employment market is no different - right now everything is irrational, and it’s driving everything from jet pricing to salaries, but eventually the music will stop.   The challenge is keeping your business stable while things rebalance and still being able to play the game at a really high level on handicap mode.   How do you retain the best people when you can’t afford the crazy salaries being driven by this market? In this episode, we talk about the challenges in today’s job market and how to deal with them.   This labor shortage isn’t temporary - it’s structural, it’s demographic and it isn’t going away. -Craig Picken   Three Things You’ll Learn In This Episode    The truth every company must grapple with Are your expectations realistic for the long-term or are you just making decisions on the sugar high of an irrational market? Why the pressures on the job market persist Will the employment market ever return to the normal we knew before, or will it readjust to a whole new normal? How to eliminate barriers to success on your team If it’s hard to find talent, how do you make your existing talent more productive?    Learn More About Your Host:   Co-founder and Managing Partner for Northstar Group, Craig is focused on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well-known aircraft OEMs, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers.   Since 2009 Craig has personally concluded more than 150 executive searches in a variety of disciplines. As the only executive recruiter who has flown airplanes, sold airplanes, AND run a business, Craig is uniquely positioned to build deep, lasting relationships with both executives and the boards and stakeholders they serve. This allows him to use a detailed, disciplined process that does more than pair the ideal candidate with the perfect opportunity and hit the business goals of the companies he serves.