--- title: "The Great Resignation: Why It's Important To Get Recruiting Now" description: The ‘Great Resignation’ is seeing the global workforce considering their career options. 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[Compliance Management](https://www.graylink.biz/recruitment-compliance-management) - [Reporting & Insights](https://www.graylink.biz/recruitment-reporting-insights) - [Data Exchange](https://www.graylink.biz/data-exchange-and-integrations) - Guides Show submenu for Guides - [Recruitment and AI](https://www.graylink.biz/ai-recruitment) - Connect Show submenu for Connect - [Contact](https://www.graylink.biz/contact) - [Join our team](https://www.graylink.biz/about#joinourteam) - [About us](https://www.graylink.biz/about) - [Blog](https://www.graylink.biz/blog) - [Get demo](https://www.graylink.biz/getdemo) 7 April, 2022 # The Great Resignation: Why It's Important To Get Recruiting Now ![Picture of Mark Gray](https://www.graylink.biz/hs-fs/hubfs/Mark-Gray-graylink.png?width=50&name=Mark-Gray-graylink.png) [Mark Gray](https://www.graylink.biz/blog/author/mark-gray) Share: [facebook-f icon](http://www.facebook.com/share.php?u=https://www.graylink.biz/blog/the-great-resignation-why-its-important-to-get-recruiting-now) [linkedin-in icon](http://www.linkedin.com/shareArticle?mini=true&url=https://www.graylink.biz/blog/the-great-resignation-why-its-important-to-get-recruiting-now) [Twitter icon](https://twitter.com/intent/tweet?url=https://www.graylink.biz/blog/the-great-resignation-why-its-important-to-get-recruiting-now) [pinterest-p icon](http://pinterest.com/pin/create/link/?url=https://www.graylink.biz/blog/the-great-resignation-why-its-important-to-get-recruiting-now) [envelope icon](mailto:?body=https://www.graylink.biz/blog/the-great-resignation-why-its-important-to-get-recruiting-now) Following the global pandemic, employees are re-evaluating what constitutes a worthwhile job. The ‘[Great Resignation](https://hbr.org/2021/09/who-is-driving-the-great-resignation)’ is seeing a significant chunk of the global workforce resigning or at least considering their options. In this changing economic climate, it is important to be smart about the recruiting process. Valuable employees need to be recruited, retained and actively engaged with. Employers find themselves faced with the need to implement some radical changes. Here we discuss some key strategies in recruiting and retaining talent. [![Neptune Demo](https://www.graylink.biz/hs-fs/hubfs/Neptune%20Button.png?width=1996&height=222&name=Neptune%20Button.png)](https://www.graylink.biz/getdemo) #### What Is The Great Resignation? This term is used to describe the significantly high job turnover rate that companies are experiencing following the global Covid-19 pandemic. This mass global resignation is a result of several factors, including: - Poor employee treatment during the pandemic - Stress working during the pandemic leaving employees feeling burnt out - Shift in employee priorities after spending more time working from home - Increased opportunities for freelancing and remote work. #### Pipelining Talent During The Great Resignation The evolving work environment means that, currently, it’s very much a candidate’s market. Potential employees may be more selective about who they work for, favouring businesses that can meet their demands and offer a supportive, tech-integrated environment. Given this new normal, how do you ensure that your business always has the right people working in it? After all, a resignation, whether en-masse or once-off, could mean a crippling lack of skills for the company and extra work for those left behind. One of the answers is to build a talent pipeline. This way, you are guaranteed access to potential candidates who can fill critical roles that arise much more quickly than recruiting from scratch. A talent pipeline can be built using both external and internal candidates. ***External candidates*** may have previously applied for a job at your organisation and were unsuccessful. They may also have submitted their resume for consideration, but no suitable position was available at the time. ***Internal candidates*** come from within the company. When you have a role to fill, they either apply on their own accord to move into the position, or they’re nominated for consideration. There is a very big benefit to recruiting internally - it leads to better employee retention. When you can support internal mobility, you help employees fulfil their career goals. In turn, they won’t be as inclined to seek professional progression elsewhere. No matter which recruitment approach you plan to take to build your talent pipeline, it pays to be proactive. Line up your potential candidates before you need them so that you can take quick hiring action when it’s required. #### Using Tech for Proactive Recruitment and Employee Retention The right tech can be used to build and nurture talent pipelines. graylink's Neptune solution is a [recruitment CRM](https://www.graylink.biz/neptune-cloud-software-for-enterprise-recruitment-management) that's been designed for employers to automate their recruitment processes, [manage candidate relationships](https://www.graylink.biz/neptune-cloud-software-for-enterprise-recruitment-management), and build/ manage pre-qualified pipelines of talent. With intelligent search tools, you can find and match talent to your job requirements almost instantly and at scale. The features also support better internal mobility and, consequently, retention. You can segment candidates, engage them with personalised email and/or SMS, and easily share them with internal hiring managers for their feedback, rating and approval. #### FAQs about the Great Resignation Can upgrading our software genuinely help us secure top talent before our competitors do? Absolutely. During a talent shortage, speed is everything. Clunky legacy systems frustrate applicants and delay offers. A modern solution like Neptune ATS streamlines the entire journey, allowing you to move candidates from application to offer incredibly fast. This agility prevents your best prospects from accepting alternative offers while you are still scheduling second interviews. How do we handle sudden hiring spikes without overwhelming our current recruitment staff? Sudden resignation waves often lead to chaotic hiring sprees. Moving away from shared inboxes to a centralised platform prevents your team from drowning in administration. You can use intelligent screening to automatically filter out unmatched CVs based on set criteria. This allows your recruiters to actually speak with people rather than just processing paperwork. [Recruitment](https://www.graylink.biz/blog/tag/recruitment), [ATS](https://www.graylink.biz/blog/tag/ats), [Talent acquisition](https://www.graylink.biz/blog/tag/talent-acquisition), [Talent pipelining](https://www.graylink.biz/blog/tag/talent-pipelining), [Delete tags](https://www.graylink.biz/blog/tag/delete-tags) ## Related posts [Recruitment](https://www.graylink.biz/blog/tag/recruitment), [Talent acquisition](https://www.graylink.biz/blog/tag/talent-acquisition), [Talent pipelining](https://www.graylink.biz/blog/tag/talent-pipelining), [Recruitment Software](https://www.graylink.biz/blog/tag/recruitment-software), [Delete tags](https://www.graylink.biz/blog/tag/delete-tags) ## [WFH and the shift to recruiting from a global workforce](https://www.graylink.biz/blog/wfh-and-the-shift-to-recruiting-from-a-global-workforce) 8 July, 2022 The Covid-19 pandemic has created a permanent change in the workplace and experts predict there... 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