Workforce Strategies: Finding and Retaining Talent in a Shifting Workforce

“In a market like that, you can’t just post a job listing and hope for the best,” Kumabe says. “You have to compete not only on pay and benefits, but on meaning, mission and flexibility.”

She emphasizes that recruiting is no longer the sole domain of HR. “It’s everyone’s job,” she says. “Your brand, managers and employees — everyone contributes to how your organization is perceived as a place to work.”

A compelling job listing, in her view, highlights the company’s mission, values and community impact before diving into the logistics. “People want to know how they’ll make a difference,” she explains. “Include photos, stories and the things you’re proud of as an organization.”

Kumabe says that employers also need to “monetize benefits” by clearly distinguishing what sets them apart, whether it’s an Employee Stock Ownership Plan (ESOP), flexible hours or wellness initiatives. These tangible and intangible perks, when properly communicated, can influence a candidate’s decision as much as base pay.

For younger generations, she adds, the definition of “total rewards” has shifted. “Generations Y and Z are looking for fair pay and personal meaning,” Kumabe says. “They care about inclusive benefits that go beyond parenthood, equity at all levels and flexibility that supports their well-being.”

She cites a telling observation from Business Insider: younger employees are unapologetically setting boundaries by taking mental health days, delegating work when necessary and defining success by balance rather than burnout. “That’s not laziness,” she says. “That’s evolution. They see work as part of life, not life itself.”

Recruiting talent is hard enough but keeping it can be even harder. 

Kumabe believes retention strategies must adapt to reflect the same human-centered thinking that drives modern recruitment. “You retain people by creating conditions where they can grow, connect and belong,” she says.

That means addressing the fundamentals — competitive pay, flexible scheduling and job security — but also nurturing a sense of purpose. “Offer paid volunteer days, support community engagement and make sure employees see how their work ties to something bigger,” she suggests.

Kumabe says companies should treat retention like a living system, not a one-time initiative. “It’s about personalized, evolving rewards,” she explains. “That could mean offering hybrid work for parents, professional development for mid-career workers or leadership pathways for rising stars.”

She encourages employers to listen actively through employee surveys and feedback loops. “Job security today doesn’t just mean keeping your position,” she says. “It means knowing your employer is invested in you, including your skills, your well-being and your future.”

One of Kumabe’s recurring themes is the idea of strategic workforce development, which is the long-term process of cultivating talent from within. 

“Cultivating internal talent is a strategic imperative. By upskilling and reskilling your workforce, you unlock their hidden potential and ensure they thrive into the future.”

She points to both formal and informal learning opportunities. Formal options include industry certifications, such as the Sheet Metal Career Certification, and professional learning through platforms like LinkedIn Learning or SMACNA’s development webinars. Informally, she recommends mentorship programs, shadowing opportunities and inviting emerging employees to sit in on meetings where they can observe leadership in action.

“These experiences build confidence and a sense of belonging,” she says. “And they tell your employees, ‘We see a future for you here.’”

To make all of this real, Kumabe urges leaders to reimagine how they present their organizations, starting with job descriptions. “At the top of every posting, tell them who you are and what you believe in,” she says. “Describe why your people love what they do before you list qualifications or duties.”

She suggests attending job fairs and industry events to tell your story and show pride in your field. “Ironically, very few people outside certain professions know what realistic career paths look like,” Kumabe says. “We have to bridge that gap early, especially with high school and college students.”

That visibility, she argues, can inspire new generations to discover fields they might never have considered. “If we want to find them, get them and keep them,” she says, “we have to show them why our industries matter and that they can belong here.”

Kumabe says building a strong workforce is about cultivating community. “Talent doesn’t grow in isolation,” she says. “It grows in environments where people feel valued, challenged and connected.”

For her, that’s the essence of the future of work: recruiting with authenticity, retaining through empathy and developing through opportunity. 

“Everyone in your organization plays a role in that,” Kumabe says. “We all share the responsibility to build workplaces that people want to be part of — not just for a paycheck, but for purpose.”  

“Everyone in your organization plays a role. We all share the responsibility to build workplaces that people want to be part of — not just for a paycheck, but for purpose.