In 2023, mobility defines our workforce. Job stints have grown shorter, and the political influence is dictating where individuals choose to call home. This new reality is a stark contrast to what was considered conventional just a decade ago. However, it’s precisely this environment that presents organizations with a golden opportunity.

Turnover, in many ways, is an inevitable part of any organization. Yet, it’s crucial to recognize that if it’s happening within your company, it’s also happening elsewhere. So, what’s the silver lining? A pool of talented individuals is eagerly awaiting their chance to seize new opportunities. While some might be ready to make a leap without the safety net of having a new role in place, there are even more who are passively seeking, patiently waiting for the perfect role to come knocking. And therein lies the key.

The job search process is a challenge. It’s exhausting, frustrating, and often overwhelming. After a demanding day at work, coupled with the responsibilities of daily life, diving into yet another taxing task is a tough ask. However, this doesn’t mean people aren’t interested in new opportunities; quite the opposite is true.

Angst is a constant in the workplace. Despite organizational commitments to non-discrimination and anti-retaliation policies, the reality is that these issues still persist. Most employed individuals keep their job search efforts under wraps, and for good reason. If your intentions to leave are exposed, what incentive does your current employer have to retain you?

Every currently employed individual is a potential asset for your organization, provided you’re willing to engage with them accordingly. One of the most common hiring mistakes is limiting the search radius. Often, organizations focus locally and then lament the limited number or quality of applicants. If your organization operates in a metropolitan area, you’re competing with numerous other organizations for the same talent pool. It’s possible to win some of these battles, but why only wage constant warfare?

When recruiting my volleyball team at the college, the majority of my recruits came from out-of-state players. We had a less-than-stellar reputation within our state, so I pursued individuals seeking novelty, eager to embrace a fresh experience and buy into a vision that didn’t exist in their current location. It paid off the first year in a way I could never have envisioned. Was it more effort? In some ways, yes, but what I learned was that with the right pitch and opportunity, people will respond.

Organizations should adopt a similar approach. Start by identifying the unique strengths you offer that others may lack. Is there a geopolitical advantage that might appeal to some? Does your organization provide exposure to a larger market? Does your locale offer a distinct lifestyle? Can your organization act as a “transfer portal” where individuals can gain valuable experience to propel them towards better opportunities? It could be anything; the key is to be transparent about what you can offer and then target individuals who align with and are attracted to those offerings.

Recruiting, at its essence, is about finding inventive ways to attract the talent or attributes your organization desires. There’s power in embracing this approach. No one is off-limits, and you’d be surprised who’s willing to engage in a conversation and even consider leaving their current situation for a fresh opportunity.

On the employee’s side, loyalty has undergone a seismic shift. Reflect on your current job — if someone offered you an identical role at a different organization with a $20,000 salary bump, at the very least, you’d listen. It might not even take that substantial of an offer to pique your interest. A simple message about a new opportunity could set your wheels in motion. But unless that outreach is made, organizations will remain in the dark about the who in the workforce is available and interested in pursuing a new opportunity.