By mid-2008, the Phoenix, Arizona Police Department was in trouble. As the city expanded, so to had the need for more uniformed officers patrolling the streets. But no one in Phoenix seemed particularly interested in becoming an officer. In fact, the department had to look for recruits outside of the state of Arizona just to maintain its current numbers. But luckily for the Phoenix Police, something great came along and changed everything: the recession.
Now, people who previously might not have considered working in law enforcement as a career were banging down the doors and sending in applications with such great fervor that for the first time in a while, the police department got to be more selective with its hiring processes. After all the screening, tests and the academy, the top-tier applicants were accepted, giving the force the numbers it needs. The recession saved the Phoenix Police.
The above story is true, and from an article that I can’t seem to find a link for (I read it in the Arizona Republic a while back if anyone wants to look it up). And while some people might take it as an isolated incident of a positive trend in employment that has occurred during the current recession, it isn’t the only case. After all, the Great Depression helped to redefine career roles across gender lines and provided the US with a solid road system. But regardless of historical precedent, it still stands that companies are hiring less and operating with fewer employees.
These operations, in some cases done with only a “skeleton crew” of workers, are still churning out profits. Businesses are redefining corporate structures as they trim the fat and eliminate redundancies. As such, they become more effective and efficient, able to respond to client requests, crises and public trends more quickly. Their brands develop from being faceless corporate logos to living entities, connecting with consumers on a new, more personal level.
Additionally, the lack of funds that may create a decrease in available traditional benefits, including health care, has led to businesses developing new ways to compensate their employees. Partial work-from-home agreements, more casual workplaces, better financial compensation offers and other new forms of reimbursement are leading to more personalized and comfortable work experiences for employees.
Employees in these companies find themselves granted more responsibilities, but autonomy and greater value to the organization are there as well. Skilled workers become more skilled, and the best in their respective fields are left to produce higher quality results with less interference.
Similarly, unemployed workers can benefit from their current situation by developing their skills and competencies. Rather than limiting themselves to a single pursuit, they find themselves faced with more options to develop their skills and competencies. This leads to a more competitive job market, but also encourages greater knowledge, skill, experience and specialization. So even if we have more unemployed people, they will be smarter and more competent unemployed people.
The desire for work also creates a more eclectic work history for those who grasp onto contract or temporary jobs. Much like those who suddenly found themselves applying to be members of the Phoenix Police, workers are discovering new skills and abilities in areas they may not have previously thought of entering. Our specialized workers become better at their jobs, and have a greater breadth of understanding of their careers and those of complimentary positions as well.
So even though unemployment numbers are rising (though not necessarily as you might expect), companies, employees and job seekers are benefiting in new ways that will create lasting changes on corporate and social cultures. And I mean that in a good way.
