Replacing lost talent following the Great Resignation continues to pose hiring difficulties for companies struggling to overcome the Great Resistance, the desire among workers to work from home versus the office setting. Companies seeking top talent are competing for workers in a post-pandemic world that now offers employees more choices. It’s a win for candidates shopping the job market, but how can employers navigate the employment cycle and attract applicants enthusiastic about re-entering the office setting?
Here are tips for navigating the Great Resistance and attracting top talent:
Implement Strategies for a Quality Hiring Process
From the moment a company’s job posting appears online, potential candidates may receive email notifications that you’re hiring. Create winning job descriptions that list the position’s requirements in an easy-to-understand format and language. Balance formality with a tone that’s personable and inviting. People want to feel good about their decision to pursue your opening and you’ll attract more top candidates with ads that resonate with a welcoming and authentic culture. If you’re not getting a substantial number of applicants based on your expectations, consider reassessing your job ads.
Next, be mindful of the requirements for the role and consider what skills can be taught after employment versus the skills and/or education needed to satisfy the requirements of the position. IT companies have different prerequisites that necessitate formal training in their respective fields, whereas some roles in financial services may include on-the-job training that grooms candidates to the sales force. Develop a strategy that helps attract suitable applicants by including information in your job listing that highlights what the applicant can expect on the job.
Before the interview, prepare an outline of questions pertinent to the role and decide what answers could eliminate the candidate from moving forward in the application process. Establish a congenial environment for the candidate and remain open during the interview. You can expect applicants to be more forthcoming in their responses and they’ll feel more comfortable putting their best foot forward.
Highlight Your Company’s Strengths
Attracting top talent starts with convincing candidates that they would be better off working for your company. Make a list of your company’s benefits. How does your company measure up compared to your competitors? What is your company doing well that stands out? In the age of the Great Resistance, people have more employment options than ever before. Now more than ever, companies are finding that it’s just as important to win over recruits during the interview as it is to identify which candidates are most suited for the job description. Indeed, the employment process has shifted and job seekers have an advantage.
Consider this list of amenities that your company might offer:
- Health insurance paid in full for employees or shared premiums
- Employee Counseling/Mental Health Resources
- Dental Insurance
- Life insurance
- Vision insurance
- Disability insurance
- Health savings accounts
- Wellness Programs
- Daycare Funds
- Retirement Plans
- Stock Options
- Paid time off
- Vacation and Sick Leave
- Paid Holidays
- Extra Personal Days
- Remote Work
- Partial Remote Work
- Company-provided vehicle
- Expense Accounts
- Company provided office equipment for remote workers
Communicate What Workers Need and Want
Employees want more work/life balance. Consider the needs of your candidates juggling multiple responsibilities as parents and career seekers. While earning an income is a must for most people, finding time to enjoy personal fulfillment with families and extracurricular activities/hobbies outside the workplace is a prerequisite that job seekers are no longer willing to compromise.
It has been said that private-sector accountants typically work 50+ hours per week. Factor in parenting or other responsibilities and you’ve got a work/life balance dilemma. Enter the Great Resignation. Furthermore, Human Resources has the task of designing and implementing programs that counter employee dissatisfaction and instead motivate and inspire their workforce. And if offering a hybrid office environment is necessary to attract top talent, put a work schedule in place that allows workers to work remotely a couple of days per week.
Reassess Your Company’s Job Position
When conducting interviews virtually or in person, make sure you’re using the meeting to discover your candidate’s work/life needs. Candidates will likely have questions even though a company’s job ads are usually thorough in their respective descriptions and expectations. Furthermore, reassess your company’s job position and decide what attributes the ideal candidate must have. How important is a degree versus ambition or a proven track record of accomplishments? LinkedIn is a valuable resource for tapping into prospective candidates.
The Great Resistance doesn’t seem to be slowing down and it’s already projected that we’ll see more of this in the coming year. With the job market hot and record unemployment rates, hiring quality workers will continue to frustrate employers. At the end of the work day, companies that demonstrate flexibility and ingenuity will be the winners of today’s top talent.