Great Resignation has provided companies with a series of challenges in hiring. In order to understand those challenges, we asked entrepreneurs and specialists the question, "What is one major hiring challenge brought on by the Great Resignation?". Here is what 10 thought-leaders had to say:
- Meeting Employees Changing Expectations
- Candidates Ghosting During the Interview Process
- Minimal Onboarding and Training for New Employees
- Identifying the Best Channels for Job Postings
- Speeding up Time to Hire
- How to Assess Applicants Who Are Switching Careers
- People Want Purpose, Not Just a Paycheck
- Finding Commuters
- Job Positions With Better Work-life Balance Principles
- Increased Competition
Meeting Employees Changing Expectations
So much has happened in the last two years. Employees' expectations have gone through multiple iterations and continue to evolve. As a business owner, it is a challenge to keep a finger on the pulse of how to best support employees and provide the ideal working environment to keep them happy and healthy. Despite the challenges, everyone will benefit in the long run from the shake-up in workplace expectations because, ultimately, we will find the best way to support a productive and happy workforce for years to come.
Ann McFerran, Glamnetic
Candidates Ghosting During the Interview Process
Ghosting has been a challenge since last year. I think it's because candidates are applying to so many jobs that they're getting multiple interview offers and simply choosing the ones they think are the best fit for them.
Mark Pierce, Cloud Peak Law Group
Minimal Onboarding and Training for New Employees
Businesses are struggling to run new employees through standard onboarding and provide thorough training for their new position. Given the worker shortage, many companies need employees to start working immediately, taking away time that normally would have been allotted for proper training.
Due to experienced workers leaving companies on short notice, many businesses don't have employees available to assist with training and onboarding, leaving new employees to fend for themselves in their new workplace.
This reduces employee retention rates and increases the likelihood of losing a new hire, costing money and time as hiring managers search for another replacement.
Roy Morejon, Enventys Partners
Identifying the Best Channels for Job Postings
One of the biggest hiring challenges caused by the Great Resignation has been navigating which online channels are best for displaying job postings. Marketing and advertising has become a major part of hiring and recruiting. Gone are the days of simply using a "Careers" page on your business website. Businesses need to be investing in marketing and advertising for job postings in order to build a diverse pool of candidates. This means consistently posting about job openings on social media and using networking platforms like LinkedIn to your advantage. The Great Resignation was spawned out of workers wanting more autonomy from their careers, so businesses are going to have to work a little harder to procure quality candidates.
Peter Robert, Expert Computer Solutions
Speeding up Time to Hire
As candidates seek flexible, high-paying job opportunities, they may take other opportunities. If you wait too long to follow up with an interview or offer, they might not accept. After the interview, be clear where you stand with a candidate and when they can expect to hear from you. If you're interested in a particular candidate, let them know about your intentions to hire them as soon as you can.
Ankur Goyal, Coterie
How to Assess Applicants Who Are Switching Careers
The Great Resignation has partly been due to a number of employees switching careers in order to find more fulfilling work–and that's led to a difficult puzzle for many hiring managers.
It's sometimes hard to project how applicants who have a great deal of success in experience in one field will translate over to another. At the same time, it's hard to evaluate how they compare to another applicant who has had less overall success but has more relevant experience. It's certainly a challenge, and in the end, it requires a strong understanding of the job you're hiring for and all its prerequisite needs.
John Jacob, Hoist
People Want Purpose, Not Just a Paycheck
Prior to the Great Resignation, many people were content with going to work every day in order to pay their bills. During the COVID lockdowns and other changes to the way we live, many of us accepted our mortality. Time is far more valuable than money, and as workers realized this, many of them quit their jobs. If you want to hire people today, you have to show them that they will be part of something greater than themselves.
Dennis Consorte, Snackable Solutions
Finding Commuters
Finding qualified talent willing to show up in a workplace setting. More and more qualified hires are less willing to commute to work, even for the higher pay grade, if they can take a lesser amount and work remotely. Depending on the industry, you may or may not be able to afford the luxury of remote work for your employees. Therefore, incentivizing hires with perks, bonuses, and an engaging atmosphere is vital to hiring, retaining, and advancing talent in today's market. Alternatively, you can even offer to help out with a gas stipend or bus/train fare costs which will surely be appreciated.
Mitzi Runyan, Lashlette
A Brief research on govisafree confirms a great variety of remote work opportunities and a growing remote workforce out there.
Job Positions With Better Work-life Balance Principles
With the Great Resignation, companies need to adopt better work-life balance policies, offering employees flextime, hybrid work plans, home office, and remote development and learning opportunities. Hiring managers and recruiters must design job positions around these once called 'benefits', which are now considered a must by many workers. The shift to a hybrid workplace must be carefully thought out in order to ensure employee engagement and communication.
Andrei Kurtuy, Novoresume
Increased Competition
Over the past couple of years, there's been a marked shift toward remote and flexible work that's now become an expectation for many workers. Job seekers who left their roles as part of the Great Resignation found substantially more opportunities, also helped by a decrease in unemployment.
For hiring teams, that increased competition means it's more important than ever to stand out from the pack. It's not just enough to share responsibilities and requirements; recruiters need to successfully convey their team's mission, source creatively, transparently share benefits, personalize outreach, and be extra responsive.
Ben Travis, HR Chief
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