You know the challenges we are up against right now. In November of 2021, 4.53 million Americans quit their jobs (see here). And, according to Harvard Business Review, “41% of employees in the global workforce are considering resigning from their roles, and 36% of those leaving their roles do so without having their next job in place.” This trend is called the “great resignation”. A focus on flexibility, working conditions, and compensation can all positively impact retention, but what can we do to win new talent this year?
As soon as a candidate starts to think about making a switch, as HR, Talent, and People leaders, we need to make sure all of the interactions they could have with our company are positive. From sourcing to recruiting to analyzing and onboarding – we need to design our processes and interactions with a candidate who has recently resigned in-mind.
- How to use recruiting tools to build a more robust talent pipeline
- Ways to develop consistent onboarding plans that will have a positive impact on employee retention
- Ideas on improving your time to hire / time to fill roles to get talent started faster
- Tips for using screening tools to expand your talent pool