Lack of advancement opportunities
Higher compensation elsewhere
Poor relationship with manager
Burnout from being overworked
With a record number of people quitting their jobs in 2021, employers have been left in a lurch. Employees are leaving, and yet, there seems to be no one around to fill the job openings left behind. So, what exactly is going on with the Great Resignation?
Employers have an unprecedented opportunity to hire great talent with the number of professionals both actively and passively job seeking. However, it won’t be easy. 64% of employers have already said that hiring new staff is the greatest challenge their company has faced as the pandemic has evolved.
With a record number of people quitting their jobs in 2021, employers have been left in a lurch. Employees are leaving, and yet, there seems to be no one around to fill the job openings left behind. So, what exactly is going on with the Great Resignation?
Employers have an unprecedented opportunity to hire great talent with the number of professionals both actively and passively job seeking. However, it won’t be easy. 64% of employers have already said that hiring new staff is the greatest challenge their company has faced as the pandemic has evolved.
Lack of advancement opportunities
Higher compensation elsewhere
Poor relationship with manager
Burnout from being overworked
With a record number of people quitting their jobs in 2021, employers have been left in a lurch. Employees are leaving, and yet, there seems to be no one around to fill the job openings left behind. So, what exactly is going on with the Great Resignation?
Employers have an unprecedented opportunity to hire great talent with the number of professionals both actively and passively job seeking. However, it won’t be easy. 64% of employers have already said that hiring new staff is the greatest challenge their company has faced as the pandemic has evolved.
With a record number of people quitting their jobs in 2021, employers have been left in a lurch. Employees are leaving, and yet, there seems to be no one around to fill the job openings left behind. So, what exactly is going on with the Great Resignation?
Employers have an unprecedented opportunity to hire great talent with the number of professionals both actively and passively job seeking. However, it won’t be easy. 64% of employers have already said that hiring new staff is the greatest challenge their company has faced as the pandemic has evolved.
With a record number of people quitting their jobs in 2021, employers have been left in a lurch. Employees are leaving, and yet, there seems to be no one around to fill the job openings left behind. So, what exactly is going on with the Great Resignation?
Employers have an unprecedented opportunity to hire great talent with the number of professionals both actively and passively job seeking. However, it won’t be easy. 64% of employers have already said that hiring new staff is the greatest challenge their company has faced as the pandemic has evolved.
What we’re experiencing is the return of the candidate-driven market, and it’s unlike anything we have ever seen before. As people take a look at how their life has been constructed, they’ve realized that they’re not willing to compromise on their needs any longer. Employees are simply ready to find an employer that better aligns with what they want from their life–not just their job.
And with today’s surplus of job opportunities, professionals know they can be selective when making career decisions. If something doesn’t feel right during the hiring process, they will quickly move on to other potential employers.
What we’re experiencing is the return of the candidate-driven market, and it’s unlike anything we have ever seen before. As people take a look at how their life has been constructed, they’ve realized that they’re not willing to compromise on their needs any longer. Employees are simply ready to find an employer that better aligns with what they want from their life–not just their job.
What we’re experiencing is the return of the candidate-driven market, and it’s unlike anything we have ever seen before. As people take a look at how their life has been constructed, they’ve realized that they’re not willing to compromise on their needs any longer. Employees are simply ready to find an employer that better aligns with what they want from their life–not just their job.
And with today’s surplus of job opportunities, professionals know they can be selective when making career decisions. If something doesn’t feel right during the hiring process, they will quickly move on to other potential employers.
Now that candidates are back in the driver’s seat, here are a few ways to adapt your hiring strategy in order to attract top talent.
Candidate experience is critical in a candidate-driven market. From the moment you reach out to an applicant until you extend a job offer, all your actions and communications (or lack thereof) have implications. Many companies turn to digital recruiting tools to help facilitate and accelerate this process, but unintentionally lose the critical element of humanized touch.
In other words—your preferred candidate is more likely to accept your offer if they are treated like a person, not a reference number. This ultimately comes down to fulfilling these basic needs: ensuring candidates feel heard, responded to, and respected.
As professionals demand more flexibility from their employers, they are feeling empowered to seek jobs that are more compatible with their needs. This makes it clear that some workplace trends we have seen as a result of the pandemic are here to stay, especially regarding remote work.
As professionals demand more flexibility from their employers, they are feeling empowered to seek jobs that are more compatible with their needs. This makes it clear that some workplace trends we have seen as a result of the pandemic are here to stay, especially regarding remote work.
As professionals demand more flexibility from their employers, they are feeling empowered to seek jobs that are more compatible with their needs. This makes it clear that some workplace trends we have seen as a result of the pandemic are here to stay, especially regarding remote work.
Employers who drag their feet on making either hybrid or fully remote roles a permanent part of their hiring strategy will miss out on top talent, and find themselves at a disadvantage when it comes to a variety of other business factors in the years to come.
Workplace flexibility doesn’t only mean hiring remote employees. Consider contract or consulting hiring strategies as we emerge from the pandemic, as they’ll allow you to broaden the pool of applicants, find experienced consultants who meet requirements, and assess hiring needs before committing resources to a full-time hire.
Having a more diverse team of employees can offer your business new ideas, new skills, and a perspective that others don’t possess. It also creates a culture where more employees feel valued and heard. Hiring is one step toward increasing diversity in your organization, but many employers struggle to access this talent pool. Here’s a checklist for getting started:
Hiring candidates for potential can be another way to expand your talent pool. While an individual may not have every single technical skill you’re seeking, they may still possess valuable “essential skills” that make them worth hiring due to the potential they bring to the table. When you hire for potential, you may identify personality attributes that make it easy to then train more technical elements of the job.
When you look for certain innate qualities—such as strong communication, adaptability, or initiative/drive—in a candidate, you will find someone who can typically learn other elements of the job quickly and prove themselves to be a valuable asset to your company. In addition to that, offering training up front to a new employee can build loyalty that will last for years to come.
Having a more diverse team of employees can offer your business new ideas, new skills, and a perspective that others don’t possess. It also creates a culture where more employees feel valued and heard. Hiring is one step toward increasing diversity in your organization, but many employers struggle to access this talent pool. Here’s a checklist for getting started:
Hiring candidates for potential can be another way to expand your talent pool. While an individual may not have every single technical skill you’re seeking, they may still possess valuable “essential skills” that make them worth hiring due to the potential they bring to the table. When you hire for potential, you may identify personality attributes that make it easy to then train more technical elements of the job.
When you look for certain innate qualities—such as strong communication, adaptability, or initiative/drive—in a candidate, you will find someone who can typically learn other elements of the job quickly and prove themselves to be a valuable asset to your company. In addition to that, offering training up front to a new employee can build loyalty that will last for years to come.
With several options, job seekers are often going on multiple interviews at once. When you find a high-quality candidate, it’s important that you don’t hesitate in making an offer. Yet, many employers are struggling to adapt their hiring process to match the pace today’s competitive market requires.
Most challenging stages of the hiring process for employers:
Facilitating interviews
Getting accepted offers
Screening applicants
With several options, job seekers are often going on multiple interviews at once. When you find a high-quality candidate, it’s important that you don’t hesitate in making an offer. Yet, many employers are struggling to adapt their hiring process to match the pace today’s competitive market requires.
Most challenging stages of the hiring process for employers:
Facilitating interviews
Getting accepted offers
Screening applicants
To speed up the hiring process to identify and secure high-quality candidates, employers can utilize a variety of strategies including writing stronger job descriptions, utilizing video interviews for pre-screening, and reducing the number of interview rounds. Additionally, showcasing that you understand the candidate’s value is critical. While you may save a few dollars in a lengthy negotiation, you could wind up losing your top candidate to an employer who chose to put their best offer forward first.