Recruiting In The Great Resignation

Aug 10, 2022

In 2021, business owners across the UK were stunned as hundreds of thousands of employees voluntarily quit their jobs, seemingly out of the blue. This happened in every part of the country in such historic numbers that it was christened ‘The Great Resignation’. Many employers assumed that the pandemic and the rise of hybrid working were to blame, as many people’s priorities had shifted after going through a prolonged global health crisis.

The reality though is rather different. Now we’re over halfway into 2022, and the Great Resignation is still happening. Research has shown that 85% of businesses are still feeling the pinch of the Great Resignation and the staff shortages it caused, which has led to many employers shifting their focus onto employee retention strategies Bit there is another area that businesses need to focus on to survive the Great Resignation – and that’s recruitment.

Works In The Great Resignation

The pandemic was such a global catastrophic event that it’s not surprising a lot of studies were done in its wake. And while that research has spanned pretty much every element of modern post-pandemic life, the studies around the workforce attitudes, priorities and intentions have been incredibly enlightening to read. For example, one study by Pew Research on the workers of the Great Resignation found:

  • 40% of workers feel burned out
  • 28% of workers quit their jobs without having another lined up
  • 34% of workers quit because of organisational changes
  • 20% of workers quit because of a lack of flexibility, discrimination or because their ideas weren’t valued
  • 19% of workers quit because of a lack of benefits
  • 16% of workers quit because they didn’t feel that their employers supported their wellbeing

What do all of these slightly scary numbers mean? It means that employers need to be focused on providing the right environment for employees to flourish. That means taking a critical look at your business, gathering feedback from your employees and making real, meaningful changes to solve the problems they may have. It also means taking a hard look at your recruitment practices, because attracting high-quality talent during the Great Resignation is more challenging than ever.

Recruiting During The Great Resignation

While employee retention seems like the obvious area to focus on, you can’t force people to stay in their jobs. And with a fifth of workers planning to quit in 2022, you need plans in place not only to try and keep your people on board but to replace them if they do decide to leave and to bring new team members in. So, what can you do to attract the best talent for your vacant positions?

Evaluate your in-office requirements: One thing the pandemic has shown us is that employees don’t need to be in the office all the time. Working from home even some of the time is more common now than ever before, and workers are actively seeking roles that allows them the flexibility to work from home for part or all of their role. Now, that might not always be possible, but by evaluating how much you really need people to be ‘in-house’, you can create job roles that are flexible and attractive to modern employees and deliver some value to both your business (lower bill for office space) and your employees.

Offer flexible hours whenever possible: Life is hectic, and when you have the freedom to move everything in your life around to meet the needs in front of you, it removes a whole host of stress. Giving your employees the chance to work flexible hours, even within certain limits, is an incredibly popular benefit, and will help you attract some of the best talent that is frustrated with their current employer not offering that flexibility.

Outsource to a professional: Where you can, outsourcing your recruitment to a professional is always going to be your best bet. Professional recruiters have all of the tools and skills needed to find the right person for your role, and they can take on a lot of the legwork in terms of eliminating unsuitable candidates and presenting you with great matches. Recruiters can also work with you to develop job roles more clearly, market vacancies effectively and even improve your onboarding experience for better staff retention.

Offer competitive salaries: About 37% of employees leave a job because they are looking for better pay. So while it’s true that there are more candidates out there to choose from, don’t short-change them on salary. If you offer lower salaries, you get lower-quality candidates. Instead, try to offer a salary that is fair and competitive at the market rate.

Invest in tech training: With remote working being so popular, understanding how to use technology properly has never been more important. So invest in technical training for all of your employees, allowing them to develop their skills and providing them with a level playing field. Some may already be tech-savvy and not take you up on it, but those who struggle with technology will appreciate the support and ability to learn.

Don’t drag out the recruitment process: Long recruitment and interview cycles are an enormous turn-off for modern candidates. Before you start recruiting, review your process and trim any fat from it to keep it streamlined. Pursue the best candidates quickly (with the help of your recruiter), and let those who aren’t successful know as early as possible in the process.

At Wildcat Careers we specialise in helping businesses like yours create a robust recruitment process, finding the right candidates for each role and making sure they get off to the best start possible. If you would like to know more, just get in touch with the team today and book your free consultation.


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