Three Ways Employers Can Improve the Recruitment Process Amid “The Great Resignation”

While the Great Resignation presents a challenge for employers and recruiters, there’s also opportunity. According to Steven Karau, the Gregory A. Lee professor of management at Southern Illinois University Carbondale, “It does create an opportunity for businesses that are willing to be progressive and flexible to create a more transformative and rewarding employment experience that is mutually beneficial for the employee and the company.” The trick for recruiters is to understand the root causes of mass resignations, such as job dissatisfaction, depressed wages, or inflexible bosses and counter them with strategic actions and the right technology. Attract Candidates With Flexibility According to the research firm Future Forum, 93% of surveyed workers note they want flexibility, both in terms of their working hours and physical work location. This flexibility ranked only behind compensation in terms of job satisfaction, underscoring the dramatic shift during the pandemic towards flexible remote employment. We have found the most popular benefit is hybrid-flexibility for the following reasons:
It offers the opportunity for a real work-life balance
It is more personal in nature and practice
It shows current and future employees that companies can be understanding and accommodating on an individual basis regardless of scale, within reason
It gives employees more choices about how to live their lives
It can be more impactful on a personal level than a few extra days of PTO, a marginal bonus, or traditional benefits that are already expected by today’s workforce
It is aligned with the values, needs, and conditioning of people who entered the workforce since COVID-19 started.
Recruiters need to recognize the flexibility expectations of employees and craft job descriptions that embrace an open results-driven culture. They also should consider contract hires and freelancers for certain roles, as there’s a massive increase of this type of talent who can perform well but do not want any of the constraints of full-time employment. See More : 3 Ways To Stand Out and Attract Top Talent During the Great Resignation Use LinkedIn the Right Way Recruiters need to develop rosters of potential candidates, not for the openings they have now but for the ones they might offer next year. Building a pool of great candidates requires a strategic approach, primarily using LinkedIn as the best way to find talent. Recruiters can use LinkedIn to find well-rounded people who’ve done well in several different roles or verticals. Teams can find people who engage in continual learning and have developed new skills that prime them for the modern work environment. Recruiters should consider what work will look like in 2022 and beyond and use that context to find matching talent for open or future roles. And when they find a standout candidate who’s not looking for a new job, they should have the flexibility to develop a new role for that person. Recruiters can move their LinkedIn data into an ATS platform to better match jobs with potential candidates. It’s the best way to save this data and get the most out of every prospect through automated tracking and communications features. Modernize With an Engagement-based ATS The newest iterations of ATS enable talent managers to engage with candidates. It combines the features of a traditional applicant tracking platform along with passive candidate headhunting. For example, it uses a tagging system to simplify recruiting that pairs open jobs with the skill sets and titles tags of leads and candidates. This greatly reduces manual sorting and gives recruiters a robust list with just a few clicks. Armed with such a platform, recruiters and HR can focus less time developing candidates or managing routine tasks. They can instead act more strategically and address employee satisfaction and retention metrics. Companies with a strategic and tech-driven approach to recruiting can create a “Great Opportunity” for their firms. They might lose some talent, but they’ll stand out from competitors through a smoother recruiting process that emphasizes growth and flexibility. And they can accomplish this with a modern ATS that eliminates routine processes and gives recruiters time to find the right talent that will keep the company moving forward during periods of uncertainty.


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