The Great Resignation: Why It's Important To Get Recruiting Now

Following the global pandemic, employees are re-evaluating what constitutes a worthwhile job. 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.

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 that's been designed for employers to automate their recruitment processes, manage talent relationships, 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.

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