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Recruiting And Retaining Talent During The Great Resignation


As more workers quit their jobs, America's Great Resignation has not gone unnoticed. Inc.com reporter Philip Kane said in his article that 11 million people left their position between April-June this year because they were actively looking for new employment with half of those being employed individuals who are active participants of the labor marketplace today; he also mentioned how quitting is on an all-time high - which might be what you call desperation if there was ever proof needed about why employers should pay attention to employee engagement levels


The labor market's as tight as it's ever been, and more and more companies are at a loss when it comes to recruiting top technology talent, and we hear this every day at Perspective Talent.


It's no surprise that when unemployment rates are low, businesses will face stiff competition in trying to attract the best candidates. Even if you're interviewing for an entry-level position, it can be difficult in a tight labor market to find someone who is both highly qualified and willing to work for your company. The truth of the matter is that you're competing with other employers to get that elusive ideal candidate. With this in mind, it's important to make sure your job descriptions and salary packages are up-to-date and competitive.


Make sure your job descriptions are up to date:


Job descriptions are too often written poorly or are not specific enough to draw in qualified candidates, according to Marylou Tyler, HR manager at Papa John's. "I hear complaints from both parties - interviews complain that the applicant isn't qualified for the position and applicants complain that they didn't think the job was what they wanted." A poorly defined job description can result in a lot of time wasted interviewing or even worse - you offer someone a low-paying job when they were expecting something else. Job descriptions should be clear about the qualifications needed for the position, any benefits offered by the company, and be specific about what is expected of employees.


Provide an opportunity to grow:


"It's not just about salaries," says John Kuczala, HR director at the American Helicopter Society. "Candidates want a chance to learn and grow." When it comes to salary negotiations, some companies have a more straightforward approach than others. For example, Toyota is known for being able to offer a higher initial salary on first-time offers. Toyota knows that they will be able to provide an excellent opportunity for growth in the position. Alderman says that Xerox doesn't like to assume all candidates are looking for higher salaries. Xerox has an "up or out" policy where employees are encouraged, but not required, to move around within the company if their current position isn't meeting their goals.


Pay attention to company culture


Company culture is your company's personality. It can be used as an asset when trying to attract new recruits and retain current employees. When the company culture is aligned with the values of the job, it creates a natural fit that will reduce turnover these are some examples:


  • E-mail blasts: Sending out e-mails to staff members that share details about events or milestones in your company could make them feel like they're part of something larger than themselves. Include other departments in these e-mails to show how the work they do impacts other aspects of the business;

  • Collaboration: Inviting employees to meetings that are outside their areas of responsibility can help them feel like they're helping the company to succeed. However, these meetings should be kept short and relevant;

  • Diversity training: Spending time teaching new recruits about your company's mission, vision, and values can not only increase cultural awareness but will help them feel welcome and engaged;

  • Language: Making sure everyone is on the same page with your company's language (i.e., jargon) helps bring down barriers and create a sense of inclusion;


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