The Great Resignation:
Hiring Innovators in a Tight Market
In this scenario, the salaries attracted the talent. Everyone gets paid well for their role, yet the total is still within the hiring budget.
Paying people what they’re worth is a sign of value and respect. So is not leaving them hanging.
Cultivate a positive
recruitment experience
Most companies wouldn’t dream of not calling back a potential client after meeting them. Sales teams nurture and guide prospective clients along the path to a contract. In fact, everyone who has contact with an existing or possible client knows to treat them with value and respect.
And yet, almost all of us can think of a time we—or someone we know—were ghosted during an interview process.
“But we get so many applications! We can’t respond to everyone!” I get it. But I’m talking about candidates you’ve spoken with, either by phone, virtual, or in-person. (Although it’s not that hard to set up a bulk email letting non-selected applicants know they’re not getting interviewed.)
Candidates who have taken the time to talk with you deserve to know where they stand in the process. This is especially true if you want to hire them. How inspired will someone be to work with you if you treat them like they aren’t important to you? You can count on candidates sharing their interview experiences, good or bad.
Think of candidates like clients you’re trying to win. Respond to emails or calls quickly. If there are delays, keep them updated. If something internal is slowing the process, fix it. An in-demand candidate will not wait around.
But you’re already understaffed! Don’t worry. You can get help.
Partner with specialty recruitment firms
Companies often use recruitment firms, which is a good idea. Employed people don’t always look at job postings, so recruiters can help bring them to your door. And if you’re using recruiters, it pays to develop a relationship with a specialist recruitment firm in your industry.
Just like recruitment marketers help improve your talent attraction, so do these partnerships. Niche recruiters use their network and expertise in your industry to bring you quality candidates. Establishing this relationship also helps if you need to ramp up quickly. Rather than hiring, paying, and training an internal team or educating various recruiters, a firm that understands your industry and company can help you hire talent faster.
Better process, better results
The old ways of hiring aren’t effective anymore—just look at our first company. Luckily, the better way isn’t more time-consuming, costly or complicated. The process isn’t even “new.” Just make small changes to the five steps you already take to see significant improvement in your hiring outcomes.
