Job Seekers’ Wishlist 2022: Top 7 Hiring Practices to Implement Amid ‘The Great Resignation’

As the business sector prepares for the post-pandemic, an unprecedented disruption in the labor market, known as “The Great Resignation” or “The Big Quit,” has presented itself. Businesses are experiencing ripple effects from the COVID-19 outbreak as employees reevaluate their careers and quit their jobs. 

Resignation rates are at an all-time high, rising to 3% in September 2021 alone. In addition to losing workers amid “The Great Resignation,” businesses also struggle to find new employees to take on the roles of those who decided to quit or switch careers. 

As of the last business day of October 2021, there were 11 million job openings, with only 6.5 million workers hired. Simply put, there were more vacancies than the number of people looking for jobs. 

Don’t worry if you are one of the companies affected by the “Great Resignation” wave. In this article, we’ll try to figure out what job seekers currently look for in their ideal employer amid “The Great Resignation.”

Due to the “Great Resignation” wave, job seekers are now in the driver’s seat, having a greater capacity to negotiate all of the must-haves on their dream job position. To remain competitive in the labor market, companies must become more flexible in their arrangements to attract and retain quality talent. 

Here are just a few of the top items on job seekers’ wish lists, according to the latest data and statistics:

#1: Mental Health and Well-Being Provisions

In a recent Washington Post Live webcast, Anthony Klotz, the Texas A&M University professor credited with coining the term “The Great Resignation,” shared his thoughts on the reasons for the mass employee departures. One explanation is that many workers, especially those in the food, retail, and healthcare sectors, experienced pandemic burnout.

Stress combined with an overwhelming workload caused many essential frontline workers to quit their jobs and reconsider their chosen career paths. As such, one of the top items on job seekers’ wishlists is to find work with better mental health and well-being provisions.

For companies navigating the effects of “The Big Quit,” consider how you can help employees deal with burnout, stress, and work-life balance. Ask yourself, “Do my workers feel psychologically safe? 

How can the company create a culture that ensures all employees feel seen, heard, and valued?” These are essential questions to consider when implementing company-wide changes in today’s post-pandemic reality.

#2: Flexible Working Options

Remote work became necessary to help workers avoid COVID-19 exposure without shutting down or slowing down business operations. In fact, most U.S. workers (56%) continue to work remotely, whether part-time or full-time, up to this day. 

What started as a temporary necessity quickly became a preference for many workers. The desire to work remotely fueled much of the “Great Resignation” wave. In one survey, 26% of millennials, currently the largest demographic in the American workforce, said they quit their jobs or switched careers because they prefer remote work opportunities.

Remote work is here to stay in the post-pandemic “new normal.” To remain competitive amid “The Great Resignation,” businesses must consider implementing flexible or hybrid work models to attract and retain quality hires.

#3: Skill Development Programs

According to the Pulse of the American Worker Survey, 3 in 4 people (73%) say there is a gap between U.S. employees’ skills and the skills future jobs require. Although workers recognize that upskilling is essential, 58% find it challenging to learn new skills in the remote work environment.

Today’s employees want to feel that their employers care about their personal and career development. One way businesses can keep employees happy amid “The Great Resignation” is to provide generous training programs. These opportunities help workers become adequate in their chosen roles, upgrade their skills, and develop their character for present and future roles.

#4: Speed in Recruitment and Hiring

Quality employees are in record demand during “The Great Resignation.” And although there are no perfect solutions for locking down ideal candidates for a position, one crucial factor for businesses to consider for hiring success is speed.

According to Forbes, speed is the name of the game in today’s labor market. If your business wants to succeed amid the “Great Resignation” wave, you must be quick and efficient in evaluating, referencing, and offering a role. Unlike in the pre-pandemic norm, candidates are no longer willing to wade through months of assessments and interviews. They likely have many job opportunities to consider. 

A well-organized and seamless recruitment process allows businesses to compete for the best candidates. In addition, being decisive and putting your best foot forward in the initial offer can make your business the applicant’s priority.

#5: Mobile-Friendly Application Process

Studies have found that a majority (roughly 61%) of all job applications are submitted through mobile devices, significantly surpassing those made via desktop. This number shows that having a mobile-friendly application process is essential during “The Great Resignation.”

Companies must invest in quality web development services, ensuring that their website (including application forms) can be easily accessed via mobile devices. Shifting to virtual interviews and onboarding sessions can also help streamline and speed up the recruitment process.

#6: A Strong and Positive Online Presence

“The Great Resignation” has provided workers the opportunity to be more selective. As such, companies need to find ways to stand apart from the competition, especially in the highly competitive digital landscape.

Since today’s job applications are primarily digital, businesses need to create a robust online presence for their brand. Research has found that 70% of job seekers read reviews before making career decisions. 

Companies that fail to provide a good candidate experience (whether from poor communication or “ghosting” of candidates to seemingly unprofessional hiring practices) may take a hit on their online reputation and lose out on quality applicants.

#7: Transparency From the Start

As stated previously, speed is essential for success in today’s competitive labor market. And one way to speed up your hiring process while simultaneously putting your best foot forward is by practicing transparency from the start.

Businesses can start by being transparent in their job listings by displaying accurate salary ranges and role descriptions. In this “Great Resignation” wave, candidates want to know exactly what they are applying for from the very beginning. 

Businesses can spend less time interviewing candidates who aren’t a good fit for the role and company culture by being upfront about the salary information and job expectations.

Now that we know what job seekers are looking for, let’s talk about the business side. How can companies address all of the challenges brought about by “The Great Resignation” without breaking the bank? One solution is to work with recruitment process outsourcing providers.

Helping Streamline Your Recruitment Process 

The right RPO provider understands that time is money, especially amid “The Big Quit.” As such, they will help businesses streamline their hiring process and address bottlenecks, creating a more seamless experience for both the candidates and the company. 

Experts in Competing for the Best Candidates

The labor market is highly competitive these days as companies continue navigating the effects of “The Great Resignation.” Thankfully, RPO providers can help your business stand out from the crowd, implementing the best practices to make it easier for qualified job seekers to find your company.

Highly Focused on Talent Acquisition and Recruiting

RPO companies are well-versed in all the best recruitment practices because it is their primary area of expertise. Work with the right provider, and they will help you find and hire the candidates best suited for a role, following the timeline you set and using the metrics you require.

Access to Top-of-the-Line Technology

Navigating the “Great Resignation” wave requires innovation and efficiency. So, RPO providers utilize the latest recruitment technology to help make the end-to-end process easier and more effective. Especially, when assessing candidate qualifications, interviewing, and onboarding new hires.

Maximizing your business potential starts with hiring a highly qualified and competent workforce to provide the results you need to succeed. Despite the challenges brought about by “The Great Resignation,” your business can still attract and hire the best talent in the market with help from an experienced RPO provider like SuperStaff.

SuperStaff offers unique and innovative recruitment process outsourcing solutions for businesses of all sizes. Reach out today, and trust us to maximize every growth opportunity for your business with our proven and effective RPO strategies!