How Flexible Do You Need to Be to Win the War for Talent?

On Tuesday, September 27th HireRoad and Brandon Hall Group presented a webinar — Creating an Adaptable Approach to Talent Acquisition. One of the major points discussed in this webinar is that fluid talent markets require adaptive talent acquisition. Which is a fancy way of saying, “things are changing and so we need to change.”

There really have been too many different upheavals, global events, workplace revolutions, and various names people have made to describe all of those phenomena to remember here. The lesson from all of this is that unpredictability is just the new way of life, both at home and in the (traditional or virtual) office. 

What does this mean for the professionals who are trying to keep their business staffed with the best and brightest people, regardless of internal and external challenges? That we must be resilient, adaptable, and flexible in how we approach the competitive landscape of recruiting, hiring, and onboarding.

Simply throwing money at the problem by increasing salaries is not the solution, even if it were an option (which it isn’t). Having a flexible work schedule was listed as more important than compensation in maintaining a strong Employer Value Proposition, according to Brandon Hall Group’s latest research, and having a flexible work location was nearly as important. 

Again, simply having the option to work from home or allowing for self-scheduling is not enough. Your organization must have the policies, procedures, and technology to allow that to happen. The process must be automated, seamless, and personalized for all different types of employees. This requires flexibility on the part of the TA professional, their organization, and the systems that support the entire endeavor. 

All of this is not to frighten anyone into inaction, but rather an appeal to think differently about how we go about the hiring process, and how we can best support our organizations’ strategic efforts with the hiring process. After all, we are asking for our employees to be flexible, so it’s only fair that we show the same adaptability in how we hire. 


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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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