The Great Engagement: Hiring to Stop the Great Resignation
Nov 12, 2021
Nov 12, 2021
We can’t decide if hiring during “The Great Resignation” is down right scary or the most opportune time to hire. We need to understand why people are quitting (approximately 40-50% of the workforce right now — as we talk about in last week’s edition of The Great Engagement), master our retention plan, and take advantage of the large pool of talent that is searching for a job.
There you have it. It’s as easy as 1-2-3. Except if it were, we wouldn’t be here right now.
Hiring the right people isn’t a perfect recipe to duplicate over and over.
At HireLevel, prior to The Great Resignation, we made on average 1,000 calls/day; reviewed 150 resumes; completed 75 interviews; started 35 people at new jobs every day. Now, we spend an average of 72 hours per 8-hour work day making recruiting calls, have increased calls by over 15,000 per month and as a result have had 292 more people starting new jobs on a monthly basis.
Our clients rely on us to do this because we have a certified team dedicated to full time recruitment and sourcing who extend our clients’ capacity reducing time to hire and the chance to find the right new team member the first time due to having more candidates to interview. They use outside perspective and unbiased, creative strategies, partnered with super smart technology to widen the pool of talent.
Sure, sometimes the first person we interview is a rockstar and blows our socks off. Then there are times we do interview after interview after interview and no one really does it for us. Either way, when you find the rockstar, try to find another rockstar. Being able to compare strengths and weaknesses, pros and cons, fit for fit, and side by side helps you envision different people in the role and empowers you to make better informed decisions. Is it going to take longer? Maybe. That’s why you have to cast that wide net to start. #1 is key to being able to do #2.
Tried and true personality tests, strengths finders, the list goes on– Stop skills testing candidates to death and get back to using these behavioral assessments! Right now, more than ever, it’s about experience and connection. That’s what is driving The Great Engagement. Start with increasing the odds – how compatible are new hires with current team mates. Don’t discount the power of peer interviews in the process.
Today, whether employees can or cannot work from home or wherever they please is the leading dealbreaker. People are ditching commutes and heading to their kitchen table, home office, etc, and if you have been on Linkedin lately, you’ll know you can’t scroll through the news feed without at least one story or stat about how their productivity is drastically greater since going remote.
The work from home – remote work – movement has high influence and is here to stay. That being said it’s not feasible for every role in every industry. Know where you stand and have clear upfront conversations about this. Also, be aware that team members who have been working remotely for an extended period of time will have challenges transitioning back into the office grind. If they are ready to make the jump —how will you support them during this transition? Don’t pass them up if they are the right fit but have a plan! (They may not see the obstacle until they begin again)
Next week as we continue diving into strategies to turn the Great Resignation into the Great Engagement we are going to talk about how to ensure 51% of your new hires aren’t tempted to leave due to their onboarding and training experience.
How We Help
If you are considering adding to your team now or in 2022, HireLevel is here to help you cast a wide net so when you are ready to hire you have options. During the Great Resignation, let us be an extension of your team and drive engagement with our certified, equipped, and dedicated team at your fingertips using a tailored, data-driven recruitment strategy.
Having one solution and one partner for your entire employee experience is possible. At HireLevel, we unify recruitment and applicant tracking, onboarding, benefits administration, learning management, engagement and performance management, expense management and much more to stop the Great Resignation and help our clients grow from the inside out.
Whether you have 5 or 500 team members, we can tailor a solution to ENGAGE & RETAIN YOUR TEAM!