Will They Stay or Will They Go? The Great Resignation of 2021
Let’s start by discussing what “The Great Resignation” is and how it affects businesses. After Covid-19, many people are evaluating what they want out of life. Various data suggests that a high number of workers are considering leaving their jobs. For example, a recent survey by Bankrate reports that up to 55% of employees are expected to look for a new role.
If your business is in the technology sector you are more likely to encounter this new shift. Here are five tips to weather, and even benefit from, the “Great Resignation”.
1. There is a larger group of candidates to recruit from.
With more people seeking different employment, more businesses are looking to fill those vacancies. Can you offer candidates what they are looking for? Sometimes it’s as simple as offering more flexibility or fostering their desire to try something different.
Recruiting is more important than ever. Everyone in your company needs to be actively recruiting. Spend money on promoting jobs. Make sure your recruiters are skilled and know what you are looking for. Being specific with your parameters is essential.
2. Employee referral programs are key.
Most of our hires have come from employee referrals. Red Sky has the right employees in the right roles. They know how to promote and find the right people for us. We offer incentives to our employees to recruit skilled candidates. The harder the role to fill, the bigger the incentive. When you have your employees looking for you, they do the screening. They are motivated to refer the right person for the role. No one wants to set up someone for failure and have that reflect on them.
3. Remote versus non-remote.
The workplace has changed. The shift from working in office to at home allowed some employees to thrive. Others missed working in a more social setting. Ultimately, employees want flexibility. They look more closely at employer requirements. It’s important to be clear about what type of role you are filling. Don’t tell a candidate that they can work remotely and expect them to show up in the office twice a week. Many jobs require employees to be in the office or on location. Candidates need to know that up front. If you’re looking for an IT role who must physically install equipment, don’t pretend it is a work from home option.
Yes, it can require businesses to rethink how they communicate with their employees. Training can be more of a challenge. But, everyone’s time is wasted when you aren’t specific and upfront about what the role requires.
4. Time is of the essence.
Don’t take forever to decide on a candidate. In this market, they have options. Speed up your hiring process or other business will beat you to the punch. Be better and more effective at interviewing your candidates. Don’t let the competition take away an opportunity.
5. Look at different types of candidates.
Don’t overlook experienced people for roles they seem overqualified for. People have shifted their priorities. Some want the freedom to do more outside of work. They may be looking for something less taxing than their last job. People we could never afford previously are looking at roles that are remote and easier to execute. Bottom line? It’s their choice. Let them decide for themselves.
On the other hand, don’t discount bringing in less experienced candidates. Recruit people making career changes. Hire for soft skills that will translate over different areas. Take the time to train for the rest.
Currently, hiring is like the housing market.
People selling have more choices than those that are buying. Don’t be afraid to use the pathways that the “Great Resignation” offers. Start thinking about hiring outside of the box.
Foster, Sarah (2021, August 23). Survey: 55% Expecting to Search for A New Job Over the Next 12 Months . Bankrate
Michael Zema, Michael (2021, September 13). Research: Workforce of 2022: Reskilling, Remote and More . Amdocs