Surviving the Great Resignation: How should employers approach hiring?

Did you know that the Microsoft 2022 word trend survey reported that 43 percent of employed people were “somewhat likely” or “extremely likely to consider changing jobs in the next year”?

Following on from the negative impact of the pandemic on the UK economy, businesses still face a looming uncertainty - the Great Resignation.

Here are our top tips to support your hiring process.

Competitive Salaries

If you want to receive interest in your job posting (and the right kind) you need to be offering the most competitive job salary you can! What are your rivals offering? Put yourself in the shoes of the candidate - would you apply for the role with the higher salary or lower?

Remote working is a must

Companies need to acknowledge that hybrid/remote working is a non-negotiable requirement for many roles and candidates. Choosing not to offer remote or hybrid working could have a very negative impact not only on your talent pool, but also on your ability to retain your current workforce.

Prioritise Health & Wellbeing

Ensure the well-being of your employees is a top priority. You could do this by training your managers and team leaders on how they can better support mental-health within the workplace and offering health and fitness benefits for the employee. This shows employees that they’re not just seen as a resource but an invaluable asset to the team.

Show your progression path

Fast career advancement and opportunities to further develop skills are sought after by candidates. Why not introduce a career growth framework to help your candidates better understand their future within your company?

Personal Development

Does your company encourage personal development in line with the growth of the role? By offering your staff the chance to grow within the company you are clearly showing you are willing to invest in them and want to see them develop their skills within the company.

Bonus Schemes

Does your company offer a yearly bonus? While smaller organisations may not be able to do this with the current cost of living crisis - if you’ve had a good year in terms of profits why not deliver a Christmas Bonus with the people that got you there?

Remember - the changes you make to the workplace will not only attract candidates, but keep your current employees happy which in turn will help to prevent employee turnover and impact your business performance and success - and who doesn’t want their business to succeed?