Leader Consulting Group

Leader Consulting Group

Roth Staffing is a staffing company which provides staffing services to other companies. The company offers a wide range of services from direct hiring of staff, temporary hiring and temporary to hire services. The company works alongside technology, legal, finance, accounting and engineering firms. Roth Staffing has high credibility. The CEO Adam Roth has 91% approval with a 70% positive business outlook. 69% of people who use their services recommend them to their friends.

The purpose of Roth Staffing is to make life better for their clients. They aim at making a difference and doing good to others.

The mission of the company is to be ambassadors, leaders and co-workers who bring creativity to the staffing industry. They aim at fulfilling the various needs of their customers. The vision of the company is to bring ultimate satisfaction to their customers, co-workers and ambassadors and nothing less!

The company has the following core values

Respect- act accordingly and provide dignity to every individual

Ethics, integrity and honesty to guide behaviours and decisions

Commitment to quality. To provide uncompromised services to customers

Company slogan: ‘If it is ethical and enhances customer satisfaction, do it’.

Our company is called Leader Consulting Group which is a global management consulting firm that provides consulting services to leading businesses, non-governmental organisations, not for profit organisations and the government.

The mission of our company is to help our clients to realize their most important goals and to make a lasting improvement to their performance.

Our values include professionalism, confidentiality and commitment.

According to the latest poll review from Statista in partnership with Forbes, Leader Consulting Group was rated the highest in twenty one of thirty two categories. 72% of our clients always recommend us to their friends and business partners.

Leader Consulting Group has been appointed to analyse the following economic problem: Unemployment in the US is the lowest it has been in over 70 years, but job growth is also at historic lows. Companies are facing challenges with attracting, hiring, and retaining top talent in a market that is driven by candidate needs. An overview of the above problem gives us an overview of the record economic cycles have been setting. The US is experiencing almost ten years of economic growth. The employment rate in US is at a thirty year low and it is expected to go even lower in the years to come (Brown, 2004).

The low unemployment rate also sheds light on the dark side of this situation. One of the major issues is that there are a lot of jobs but there are not enough skills in the market. A lot of jobs are being created in fact there are more jobs than the number of people. Employers are opening up new employment positions in view of economic growth. Majority of the jobs are in service, sales engineering, design and software. It is interesting to note that majority of these jobs require soft skills and not technical skills. According to a LinkedIn study, jobs such as cyber security, cloud computing, analytics and machine learning are in great demand.

It is sad to note that as much as there is an increase in job creation, there are not enough technical and soft skills. A study by Work day shows that the current college graduates do not have enough technical and soft skills to meet the job market requirement. This elongates the issue to a situation where companies are facing challenges with attracting, hiring, and retaining top talent in a market that is driven by candidate needs. Some companies are trying to bridge the gap by providing training programs to try and fill the gap on little to no soft skills.

Information on current state of job market

Lead Consulting Group has several strategies that we will implement to effectively tackle the above issue. First we will seek to provide information to Roth Staffing about the current state of the market. The most common reason why people seek the services of a consulting firm is to acquire information. Our firm is a lead specialist in carrying out feasibility studies, surveys, cost studies and market studies to analyse the competitive structure of an organisation. It is necessary to conduct a background check of the underlying problem. The key is to do a research on the issue and provide the client with data which they will use to make better solutions.

We will also conduct an effective diagnosis. The value of consultancy lies in the expertise of conducting diagnosis of the problem at hand. `Competent diagnosis will require a careful and in depth examination of the external environment. Examining technology and economics of the business environment will also provide a solution to the problem. Effective diagnosis also calls for diagnosing strategic problems in connection to the organisational problem. The idea is to develop a sense of skills of key people in the organisation. When we develop strategic and organisational recommendations they will be effective because they have been tested.

Providing recommendations involves coming up with a report or an oral presentation ( Hall, 2005). The report will include the statement problem, an overview of the problem, and a summary of the consultation. We will also give a conclusive solution and the recommendations that we suggest the organisation should implement for a permanent outcome. As a consulting firm, we devote a great deal of effort in designing reports so that we present clear information and analysis.

In order to provide amicable solutions to the underlying problem, we need to have a clear understanding of what is going on. As earlier mentioned, United States has been experiencing economic growth for the last 10 years. High economic growth has translated to low unemployment. It is absurd to note that as much as there is low unemployment job growth has been a great problem. Slow job growth translates to companies finding it difficult to attract, hire, and retain top talent in a market that is driven by candidate needs.

A recap of what we had mentioned earlier is that there are lot of jobs but not enough skills in the market. People have acquired creative ways of creating more jobs. In fact, there is a possibility that there are more jobs than the number of people. Employers are opening up new positions as a means of taking advantage of the notable economic growth. Job positions have been created in the software, sales, engineering, service and design industries. There are other numerous digitally enable roles that have been created in the recent economic times. (Hiltrop, 1999). Jobs such as health care and elder care jobs are in demand more than ever before. The top marketable jobs in LinkedIn include machine learning, analytics, cyber security and cloud computing.

It is astonishing to note that even in the face of such a booming job market, job growth is historically at its lowest. A close analysis of the underlying problem gives an interesting revelation. It is interesting that most of the jobs which are in demand require one to have more of soft skills than technical skills. The sad truth is that most of the graduates who are released in the job market do not have the required threshold of soft skills and technical skills. Many employers feel that about 35% of the graduates are really prepared for the job market. So where do we leave 65% of the other graduates? In order to fill the gap created in the job market, about 4 in every 10 firms are trying to come up with a remedial program that seeks to train graduates and equip them with the necessary soft skills and technical skills that the job market so desires.

There are a lot of jobs being created but also a wide gap between the jobs created skills and experiences the work forces requires to fill them. This situation creates a stressful environment for CEOs, hiring managers and the human resource department at large. A study conducted by 2018 Conference Board CEO reveals that the number issue that most CEOs are battling with is how to attract top talent and at the same time retain top talent already acquired. This underlying issue is even more puzzling than the one created by technology and competition. This is the very reason why L&D market is experiencing notable growth in terms of tools and solutions but all these are being taken by other employers.

A close analysis of the statement problem from a different perspective reveals that automation is creating jobs and a stressful environment at the same time. Contrary to articles written years ago, the truth of the matter is that robotics and AI have indeed been helpful with job creation (Philips, 2004). There is demand in the job market for people with skills and the know-how for building robotics and AI. We need to create them, sell them, repair them and train them. The demand for measuring, refining and operating data driven systems is on the rise.

The 2018 Deloitte Human Capital Trends reveals that there is an overwhelming increase in the rise of automation. This creates a stressful situation where it is difficult to select technology and implement the technology. It also raises questions of whether the tools you are purchasing are competent enough to compete in the job market. The complexity of the current economy gives room for zero error when it comes to purchasing tools. There is no room for delaying implementation, purchasing the wrong tools and selecting the incorrect vendor.

With that in mind, one of the biggest challenges that hiring managers face in this kind of economy is to attract the right calibre of people. Many recruiters are coming up with different strategies of finding talented people. This has created a 40% increase in the time frame that companies take to hire staff. The increased time frame is caused by the fact that people are becoming choosy in terms of job selection. There is also a growing trend of job ghosting where job candidates walk away from their jobs without resigning or informing the management (Schweyer, 2010). An interview with one Telecommunication Company reveals that they experience job ghosting frequently.

To curb the above negative trends, we suggest a number of things. Our advice to Roth Staffing is to implement the following strategies to deal with the above underlying issues.

Focus on employee well-being and productivity. Our job market is full of people who are under massive pressure and stress. The goal of every HR manager or business leader is to find ways to ease the situation or make it better. The management should work towards reducing clutter and helping people set clear goals. When it comes to goal setting, employees should ensure that they set SMART goals. This is an acronym which stands for Specific, Measurable, Attainable, Realistic and Time-bound goals. Any goal which fits in all the above categories will eliminate the possibility of employees feeling stressful. It will also reduce the frequency of job ghosting which is caused mostly by employees feeling that they are not good enough. The management also needs to simplify the organisation structure. They will also require to come up with a set of programs that are aimed at promoting the well-being of the employees. There is a 100% guarantee on Return on Investment by investing in this strategy.

Organizing Companies Recruitment Strategy

The second solution is to organise your recruitment house. A research conducted by Deloitte Talent Acquisition Research shows that 74% of the interviewed companies are doing what we call ‘transactional recruiting’. Transactional recruiting involves taking a job requisition, posting it on the internet and then start to recruit. This method is absurd in today’s job market. The hiring department needs to hone its employment brand and seek out passive candidates who fit into the company’s culture. There is also the need to actively engage with senior leadership to improve talent, leverage talent pools and seriously look at gig work.

Engaging employee’s problems

The third solution is to take employee engagement problem seriously. Every company wants to grow by gaining marketing share. This is quite impossible if there is mistreatment of employee, unfair pay and lack of diversity. Every company procedure needs to be conducted in a meaningful way. In the process of not engaging employees, we end up ultimately losing the best people. In future, when the company is experiencing recession, employees will find it difficult to make sacrifices that are needed to keep the company growing.

There is an urgent need to simplify technology. Focus on buying less of the AI tools. There are many wonderful AI tools in the market but most are immature. The focus should not be on the AI tools but on improving the core HR systems such as Oracle, SAP, ADP, Ultimate and Workday. These are easy to use when they are well implemented. There is need for the management to come up with a platform where employees can share information. This will be a learning session which will help employees learn from each other. The management should also desist from buying many communication tools which only make the lives of the employees hard. There are many different ways which employees can use to collaborate. An average company needs to use only four of these tools and not all of them.

Gather together the management team and talk about these issues. The team should consist of the IT, HR and business leadership. One important discovery was made during the 2018 Deloitte Human Capital Trends. It was discovered that the c-suite of many companies is not working together. Each department is on its own trying to figure out what to do without interacting or consulting other departments. About 73% of CXOs rarely work on cross sectional issues. The majority of the issues which fall under this category are low job growth, rise in need for productivity and a super speed competitive job market. Working closely together as a team is one of the surest ways to concur this problem.


Brown, P., Hesketh, A., & Williams, S. (2004). The mismanagement of talent: Employability and jobs in the knowledge economy. Oxford University Press on Demand.

Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press.

Hall, R. (2005). Job Loss, Job Finding, and Unemployment in the U.S. Economy Over the Past Fifty Years. doi: 10.3386/w11678

Hiltrop, J. M. (1999). The quest for the best: human resource practices to attract and retain talent. European Management Journal, 17(4), 422-430.

Phillips, J. J., & Connell, A. O. (2004). Managing employee retention. Routledge.

Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley & Sons.

The Top 10 Ways To Attract And Retain Great Talent. (n.d.). Retrieved from https://www.forbes.com/sites/brentgleeson/2016/10/13/the-top-10-ways-to-attract-and-retain-great-talent/.

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