You only have to scroll through your LinkedIn news feed this morning, and you can see clear signs of the Great Resignation - a moment in our history unlike any other we’ve seen before in the world of recruitment.
It’s safe to say we were all caught off guard by the COVID-19 global pandemic, which aggravated an already intense competition for talent and the need to source the best candidates to fill a rapidly growing number of roles both casual and permanent.
Fast forward to today and the Great Resignation has forced every business, large and small to rethink their hiring and retention strategy and rewrite the script on their Employee Value Proposition and now is definently the time to do it with some research stating that up to 72% of our workforce are actively searching for new roles.
Like most labour force trends they have their high highs and then down it comes with low lows and it looks like we’re slowly entering a new period being dubbed as the ‘Great Rehire,’ and its impact on recruitment and retention will be just as bracing as the Great Resignation.
What does this new trend mean for internal and external recruiters as companies work to meet the NEW expectations of talent in 2022?
Cast your net far and wideTalent hold all the cards, thats right. Activity from active and passive candidates will rise, soon especially with more employees looking to switch careers or positions,after making choices around finance instead of culture; however top talent will be specifically looking or you to showcase diversity, culture, development, and compensation based on performance.
Let’s break it down.
Talent hold all the cards, thats right. Activity from active and passive candidates will rise, soon especially with more employees looking to switch careers or positions,after making choices around finance instead of culture; however top talent will be specifically looking or you to showcase diversity, culture, development, and compensation based on performance.
Faster recruiting processes will be key
Top talent will not waitr and they need to be moved through your recruitment pipeline with gusto and efficiency because if your not I can guarantee you your competitors are.
The New Norm of Remote Recruiting
Remote recruiting will soon become mainstream if it already hasntfo r some.
Some talent short sectors have already adopted fully remote recruiting practices, to ensure speed to market.
Your hiring team will need to be prepared to leverage SMS and text-based recruitment to engage top candidates while offering fully remote options like virtual interviews even once in-person hiring goes back to ‘normal.’
Diversity, equity, and inclusion (DEI)
Diversity, equity, and inclusion (DEI) will become a crucial component of recruiting
At Murdock Education Recruitment we believe DEI should be baked into every part of your recruiting process. However, in 2022 you’ll see DEI become a crucial component of hiring as more employees seek out organizations that prioritize diversity. This includes leveraging diverse talent pools, building DEI-based referral programs, and using integrations to help de-bias hiring practices (like interviews and job descriptions).
What you need to know to maximise your recruiting efforts
You are going to get asked if you offer internal mobility programs, so be prepared.
Internal mobility refers to the movement—both vertically and laterally—of employees within your business. An internal mobility program takes this idea a step further by implementing a specific process for moving internal talent between roles. Since the the pandemic, we have all struggled to hire external talent at pre-pandemic rates, internal mobility has become a must have for filling critical skills gaps.
Employees expect robust onboarding processes.
It’s time to rethink how you onboard new hires and dig deep because4 they want to hear all about it djurinfg the interview process.
Pull out all the stops
Attracting talent will mean pulling out all the stops, including being transparent around compensation, providing modern benefits, and making candidates aware of the impacts and contributions they’ll make when hired.
Sourcing efforts RAMP UP, cast your nets far and wide
Recruiters need to ramp up their sourcing efforts to ensure they’re attracting diverse talent—your companies commitments to DEI are reflected in every aspect of your recruitment process.
You have to make them feel something
Candidate experience is everything, which means your team will need to consider churn data to understand why people leave
Personalise your strategic approach and ensure your communications sounds like its coming from you not from a script.
Be transparent about your EVP
Let them peek behind the curtain so they can get buy in to the way you do what you do and most importantly let them see your authentic self.
Authenticity always wins over anything else.
If you focus on these key areas you will be ready to go when the Great Re-Hire” commences.