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How To Survive The Great Resignation

How To Survive The Great Resignation

Have you heard the term “the great resignation” floating around? According to Microsoft, over 40% of the global workforce has considered leaving their employer in 2021. This phenomenon has been referred to as “the great resignation.” Employers are struggling to retain staff, and with 10.4 million job openings in August, hiring is as competitive as it gets. So, how do you endure as an employer? Follow these guidelines to survive the great resignation, hire the employees you need, and retain the team members you love.

Simplify Your Application Process

When candidates have to rehash their qualifications repeatedly throughout your application process, they go elsewhere. Simplify your application process by requiring only a resume. Partner with an ATS that automatically parses information from a candidate’s resume into your database. Additionally, eliminate any excess requirements like an online application, cover letters, assignments, or an extensive list of references. The easier it is to apply to your job, the more applications you will receive!

Speed Up Your Hiring Process

Great candidates will not wait for you to make up your mind about who you want to hire. In the current market, people are receiving multiple offers at competitive salaries. So, if you find someone you like, make an offer! Don’t shy away from offering during an interview. Your hiring process needs to be as expedited as possible. Additionally, come out of the gate with your absolute best offer. This is not a time to lowball. To beat the competition, you must meet (or exceed) the candidate’s salary expectations.

Cater To Candidate’s Priorities

Above all, the most significant piece to retaining your current employees and attracting new ones is simple. Give them what they want. In addition to adequate salaries, workers are looking for impressive benefits, flexible work schedules, and remote work options. Assess your resignations and exit interviews to understand why people are leaving your company. If you’re losing more people of color, overhaul your diversity and inclusion programs. If your employees continually note salary as a reason for leaving, do a full audit of your team’s salaries and implement change.

In conclusion, these trends will only continue as we head into 2022. Candidates are in the driver’s seat, and they expect all the creature comforts of a luxury vehicle. During the great resignation, companies that don’t adapt will get left behind. Looking for advice on how to stay ahead of the curve? Get exclusive access to our client resources here.

retain talent

4 Foolproof Ways to Retain Talent

HR professionals around the country dedicate their careers to retaining great talent at their organization, making it their ultimate goal to hire AND retain the best talent. Yet, over 50% of organizations globally claim they have difficulty keeping their most valued employees. So why is that? Talented employees that quit within the first six months reveal that their parting was due to poor onboarding experiences, workplace culture, and working conditions. This issue begs the question: how can your organization offer the most competitive and appealing environment that keeps employees around for the long haul? Here are four ways your company can retain talent now (and into the future). 

Flexibility

The demand for workplace flexibility existed before the Coronavirus outbreak, and now, because of the virus, companies were forced to offer it. Providing flexibility in the workplace is not about being lax with workplace rules; it has more to do with understanding every employee as an individual with different circumstances and needs. If your organization can provide this flexibility, you extend a branch of trust, and your employees should as well. Therefore, if there is trust within your team, your employees will stick around longer. As businesses begin opening back up in the post-pandemic world, you should look at it as an opportunity to start new with flexibility at the forefront; therefore, it’s imperative for companies to not revert back ti their old, strict habits.

Recognition

The companies with the best retention rates are the ones that recognize their employees for their hard work. In fact, according to HR Technologist, 63% of employees recognized in their career are extremely unlikely to seek alternative career opportunities. Simple acts of recognition not only retain talent but strongly motivate employees as well.  You can provide praise through financial compensation, promotions, meaningful verbal acknowledgments, awards, and more. Whatever suits your company’s culture, find a way to incorporate it into how you treat and recognize your talent.

Clear Expectations

Do you know that setting goals and deadlines for your employees motivates them and encourages longevity? Recent research has proven that employees with clear goals have higher performance, but also improved emotional well-being. Thus, setting goals makes people happy, and happy employees are more likely to stay with your organization. Help your employees set manageable goals, and neither party will regret it!

Growth Opportunities

In the same light that clear expectations motivate employees, growth opportunities have the same effect. If an employee has the opportunity to grow within the company, they are more likely to stay. People tend to avoid companies where there is no sight of change, and the work is relatively stagnant. Providing your employees with a meaningful and happy workspace is a foolproof way to increase employee retention. Retaining great talent is extremely crucial because the cost of replacing a single employee can exceed 200% of their annual salary. Great talent creates a good culture. As the job market picks up, so will the need to preserve your talented team.

If your company is facing problems with retaining your staff, reach out to Johnson Service Group today. We can help you source employees that want to make an impact and stay with your team for the long haul.