Beyond the Great Resignation- How to Enhance Candidate Hiring in 2022?

January 27, 2022 by Aanchal Sharma

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THE GREAT RESIGNATION! Once, the uncharted territory has now taken the recruitment industry by storm. Often cited as the trend that began during and post COVID 19, there’s much more to how and what factors drive the phenomenon. One of the reasons is the conventional recruitment process that fails to deliver a promising work environment to skilled candidates.  

The great resignation can be accredited as the budding ‘gig economy’, where a large number of employees are opting for freelance or contractual work.   

So, what exactly does the great resignation imply for the recruiters? Does it mean that the recruiter needs to re-access the existing hiring practices? Or does it mean that it’s a sign for the others to tap in the talent pool before the competitor does and strike a right chord with the potential candidates?

A smart recruiter, perhaps, will opt for both options. The industry is as hot as ever, courtesy of the threat this trend has imposed. This means that it’s more important for the recruiters and the companies alike to have a candidate-friendly recruitment process.

What Do Recruiters Need To Realize?

The stakes are quite high, especially when it comes to recruiting and hiring. What’s scarier is that the repercussions of a wrong hire can be bigger. When attracting, engaging, and hiring potential candidates, the recruitment team needs to get off the auto-pilot mode and make more conscious efforts. If not, conscious or unconscious bias is going to creep in, and the hiring process will be marred by the lack of diversity in the company. 

What Does the Stats Say?

Studies suggest that there’s an increase in the number of Americans quitting their jobs, especially because the low-wage employers struggle to fill the open positions. The reasons can be many, but a common one is that the employees aren’t willing to spend the hours and put in the labor they usually did before the pandemic, at the low wages offered. 

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In fact, the quit rate is peculiarly high in the industries where frontline workers are involved, like, healthcare, retail, and hospitality. Despite being one of the most crucial segments, especially during the pandemic, the safety concerns have forced many workers to go for the exodus.

Source: Statista

 The Boomerang Effect

The great resignation has indeed put the recruiters and hiring managers in a tizzy on how to recruit and retain proficient employees. However, Anthony Klutz, has a different perspective towards the scenario. He believes that the wave will pertain to the next five years, and after this, people will resume job search and return to the in-house work model.

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Shedding a ray of hope is his observation that as the companies revamp their business model, which includes positive candidate experience, and the very reason that led employees to leave their jobs, won’t exist. Nevertheless, what’s worth pondering over is that the recruiters and companies that adapt faster will get to pick the potential candidates faster.  

Is It True That The Employers, Who Don’t Understand, Won’t Fix The Problem?

Imagine visiting a doctor who, despite seeing all the symptoms and reports, fails to understand your problem. How do you expect him to treat you and make you better? The same goes for the recruiters who need to understand the impact of the great attrition to realize why the employees are leaving.

We’re sure for most employers, the emotional health, work-life balance, and physical health of the employees stem secondary. As important as these are for the employees, being valued by the managers and having a sense of belongingness are equally significant.  

Another important and common reason employees leave is because of the biased approach they are subjected to every day at the workplace. The employees who call themselves non-white are more likely to leave their jobs or not get hired in the first place as compared to their white counterparts.

The Impact of Great Resignation on HR Tech

Recruiting skilled candidates is a problem, Period. With employees taking the reins of their careers, the great attrition bought with it a significant change in the HR tech industry. This meant that the recruiters needed to realign their priorities and evolve their approach. This would mean ensuring that you value their time and are willing to offer flexibility in where they work till they deliver quality work. 

The past eighteen months have been eye-openers for the recruiters to reflect upon their hiring practices. It’s time for them to change the conventional approach that no longer blends with the mindset and expectations of their employees. One needs to dig deep to find out strategies that could attract the attention of potential candidates and retain talented employees.

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Source: Harvard Business Review

We’ve covered a few among the many check-points on the gray areas that the great resignation has highlighted and what they need to do.

  • Better Employee Visibility: The most common approach amongst the managers has been that they mistake the employee visibility as their value in the company and remunerate the presence instead of performance. The one’s working remotely, however, don’t get acknowledged and subsequently don’t advance in their careers too. What needs to be done is that the recruiters, while selecting the candidates, should follow a holistic approach and pay close attention to the skills developed.  

  • Setting an Enhanced Learning Trail: One of the best ways to seize the attention of skilled candidates is by offering them better career development opportunities. The great resignation trend has forced many companies to re-access their employee learning and training programs. No doubt, flexible work opportunities have become the key element to employee engagement. The availability of digital learning tech will bring in broader skills-based applications. 

  • Better Use of Analytics: The great attrition has left many companies without employees. Having good technologies in hand will help access the job losses and further access the techniques to access employee engagement. Automating the HR process is the only and the best way to enable the reach to potential employees. Unless the systems are automated, there will be a disconnect between hiring and retaining employees.

What Can Be Done To Fine-tune The Hiring?

Starting 2022 can be termed as the open enrollment season. Even Julie Rieken, CEO of Seattle-based talent platform Trakstar, says, “We’re definitely seeing more people being ready to move jobs and think about either new career paths or new companies or different kinds of work environments."

She also stated, “Data surrounding today’s employee movement is "stunning." According to her company’s research, job postings rose by 52%. Applicants are up 23%, interviews 85%, and hiring has risen by 163%.”

Despite the positive approach and numbers, we can’t forget that the great resignation has starved many companies of some of the most talented employees. To not make it happen again, the recruiters need to play a proactive role and define the reasons that are barring the candidates from applying for your jobs. Once the reasons are noted, it’s important to make the necessary adjustments that will work in sync with the needs of the current workers.  

So, what can the recruiters do to get out of the churn?

  • Go For An Applicant Tracking System

Automation is the key to successful and speedy hiring. An ATS (applicant tracking system) can be an ideal tool that helps both the recruiters save their time and the company save its money. Designed to make recruitment easy, it helps in the applicant sorting and easily imports millions of resumes overnight. Finding qualified candidates is the key to beating the great resignation, and once the process becomes automated, the results can be way more accurate.  

  • Revamp Your Careers Page

First and foremost thing, take a look at your career page. It’s important to see whether the job description clearly defines the role and the expectations, whether it depicts your corporate culture, and is easy to apply to.

In the current competitive scenario, making candidates spend 10-15 minutes filling out the same details mentioned in the CV while applying for the job will be the least productive. A career page in retrospective, which helps them apply in a click, signifies that you value their time.

  • Strive to Build A Positive Candidate Experience

Gone are the days when the candidates would patiently wait to hear back from the company for days. Neither do the candidates have the patience nor will your competitors wait for you to act after days and hire the deserving candidate.

Scrolling through hundreds of CVs takes days. It’s normal. But does it mean that this speed bump should affect the efficacy of your company’s performance? Instead, calling them in a day, if not hours, is something that will make the candidate appear for the interview at your office first. This is possible by automating your processes. A resume parser helps fetch you accurate candidate details that match the skills chosen by you. So, you won’t have to sift through resumes, especially when an AI-driven parser can do a better job in a few minutes.

  • Start Employee Referral Programs

Employee referral is another great way to recruit perfect candidates (Of course, your current employees need to be happy, and that’s another thing to talk about, which we’ll do in another blog). As a matter of fact, setting up rewards for the employees for each successful referral can help you get access to talented professionals.  

When the existing employees speak of a company’s flexible and happy work culture, it carves credibility in the minds of candidates. In fact, reaching out to passive candidates also becomes easy this way. Don’t forget “Word Of Mouth” can have a strong influence within the industry.

  • Carve A Strong Brand Value

Your company’s or employer's brand value can play a significant role in your recruitment process. This is what will be your USP and will make you stand out from your competitor recruiters. Keep yourself in a candidate’s shoes and wonder, “Why would I want to work in that company?”, “What do the current employees have to say about the company they work in?” and “Does it support a diverse team?”. If you have these pointers check-in, believe me, you’re sorted.

Don’t forget your employer's brand value eases your candidate hunting job. To begin with, scroll over your company’s About Us section, social media handles, and see whether the advertisements are in sync with your brand.   

  • Weigh the Achievements and Skills More Than The Pedigree

Having a huge recruiter’s circle, I tend to meet many on a regular basis. Now, quite shockingly, many of the recruiters boast about how their workspace is dominated by the Whites, while others say that they prefer onboarding more male members in the team as compared to the women. For most, name, age, color matter more than the candidate’s skills, qualifications, and experience. I’ve underlined just a few biases that happen to occur when skimming through the resumes.

1. Name: Recruiters tend to have an inclination towards white-sounding names as compared to African American names. Just a glance at the name can give them an idea of whether to call them for the interview or not.

2. Geographical Location: The address can give an idea about the locality the candidate put up at, the travel time, and even the salary expectations.

 3. Qualification: No doubt education qualification is an important aspect, but there can be instances where the university or college name can evoke elitism or affinity bias.

4. Age: Displaying the birth date can be a hindrance, especially at places that prefer to hire only the young professionals or vice-versa, avoiding skills and knowledge.

To alleviate such biases, it’s important that the recruiters go for automated hiring. Resume parser is one such tool that could help redact personal preferences when short-listing the candidates. The tool helps stop cognitive bias and sets up a funnel that helps identify the skills of the candidates. Remember, an anonymized resume will help make a better decision in the candidate selection.  

Identify The Best Recruiting Tool

Setting up recruiting strategies can indeed be very helpful, but the crux lies in selecting the resume parser that helps you from the first stage itself. RChilli’s resume parser + Oracle HCM Cloud Profile Import Plugin streamlines the recruitment process and helps enhance the positive candidate experience. The one-click apply feature helps them save time that they would have initially wasted by re-filling the information mentioned in their resumes. This means the candidates won’t leave the career page because of the lengthy job application process.

RChilli’s resume parser for Oracle HCM helps recruiters by parsing resumes in any format, including DOC, DOCX, PDF, RTF, TXT, ODT, HTM and HTML, DOCM, DOTM, DOT, DOTX. Further streamlining the recruitment process, the parser fetches the data from resumes and automatically saves the entries in Oracle HCM Cloud.

Talk about the resume parser for unbiased recruitment, and RChilli’s tool helps you stay ahead of the competition by fetching data of nearly 140 fields. All you gotta do is select the fields, and the candidate data will be there in seconds.  

Final Words

The Great Resignation is real, it’ll continue, but this shouldn’t stop you from making the right changes in your conventional approach towards hiring. Seize the opportunity and make some of the best hires to stay ahead of the competition.  

What is your take on how “The Great Resignation” trend is going to shape up the recruitment industry? Got any suggestions for the recruiters? 

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