Saying “the Great Resignation” never felt quite right in the context of the investment industry. “The Great Reprioritization” is what Fast Company calls it – closer to reality but not very catchy. We prefer Fortune’s take, “The Great Rethink.” This post-quarantine period has seen a re-examination of our whole relationship with work. You can’t ignore the changes. Rapid employee turnover—or at least, the threat of it—and fierce competition for talent have been driving compensation increases, new models of working from home and the office, and a renewed emphasis on work/life balance and mental health.

What is less clear is how to react to these changes. What are the best firms doing to reign in top talent in this white-hot hiring market? What can they do more of? What issues should they consider to keep employees happy?

To that end, we’ve gathered perspectives from some leading industry participants, crunched data from our proprietary survey on talent attraction along with retention best practices and distilled this into eight recommendations to share with you.

We publish this knowing full well that macro-economic events are shifting, seemingly by the day: stocks are dipping in and out of a bear market; Crypto is crashing, then rebounding, then crashing again; the tech bubble is bursting; inflation is… still high; the word “layoff” is re-entering the lexicon; a global recession may be looming. Given these turbulent dynamics, it’s hard to predict how firms will hire over the coming months. But even if hiring managers do eventually take their feet off the gas pedal, many of the best practices currently under development around attracting and retaining talent will likely be cemented as industry standards going forward. Hence, the importance to stay on top of these latest trends.

As ever, we hope you find the information included here useful, and we’d be happy to open  discussion, in person, again (finally).

The Odyssey Team