“What’s in a name? That which we call a rose, by any other name, would smell as sweet.”
The world is still resetting from the Covid-19 pandemic. After record numbers of employees voluntarily resigned (to the tune of 47 million, according to the U.S. Bureau of Labor Statistics,) we christened the phenomenon “The Great Resignation,” “The Big Quit,” or “The Big Reshuffle.”
Employers are now moving into a season of “The Great Rehire” as they scramble to fill roles that have been vacated. We’re already hearing rumors of “The Great Regret” on the employee side, as some Great Resigners are having second thoughts after transitioning to a new job.
Whatever we choose to call it, it’s exposed a serious disconnect between leaders and employees.
We’ve experienced a seismic shift in the way that employees evaluate their career options. Most employees intend to work. They just don’t intend to return to an unsustainable work environment. According to the Pew Research Center, workers said that low pay (63%), no opportunities for advancement (63%) and feeling disrespected at work (57%) were reasons why they quit.
On this side of the shelter-in-place season, employees prioritize work/life balance. Flexibility isn’t seen as a perk anymore- it’s a necessity. Employees need Paid Time Off, and work from home options to accommodate their physical and mental health realities, and childcare needs. They’re looking for companies that can offer this.
Businesses need workers that add value to their workforce and contribute to the company’s mission. They need to retain the talent they already have and recruit new talent. If the right candidates aren’t sticking, or if they’re attracting the wrong candidates, they need to make changes to address the concerns that employees are raising.
👉 A good recruiter is perfectly positioned to bridge this gap between the ideal candidates and the businesses. Recruiters possess a matchmaker’s skillset. They’re all about finding the right candidate, for the right role, in the right company, at the right time.
They’re interested in the win/win, and they’re thinking long term.
For a CEO, there’s wisdom in delegating this strategic task to an expert.
1. Recruiters can work with a company to make the changes necessary to attract and keep top talent.
At RecruitGyan, we offer a more comprehensive consultative approach to our clients. We assess the overall health of your company, to create systems for keeping and developing new talent, and to help you develop a strategic hiring plan.
We’re passionate about helping you create a culture that prioritizes diversity and inclusion. This is best-case-scenario, for both the business and the employees. Studies confirm that diverse workplaces increase profit because of awareness and understanding of a broader customer base. Productivity improves because of an infusion of creative innovation and faster problem solving. And when you protect a safe space for everyone to be accepted, included, valued, and able to contribute, you attract the right people to your team.
2. Recruiting looks different.
Recruiters have adjusted to the new way of doing things.
Gone are the days when a company can post a job, sit back, and wait for resumes. Top tier talent isn’t looking for new opportunities or reading job postings. If you want to connect with the best candidates, you have to make the first move. Recruiters keep track of passive talent and know how to connect with them when the right fit comes along.
Auto-populating names into an email isn’t going to cut it anymore. The recruiting process is personalized. A recruiter takes the time to determine how best to contact individual applicants.
3. Recruiters save time and money.
Recruiting is a major undertaking! From prescreening to onboarding, it requires deliberate focus. A recruiter gives the hiring process their undivided attention- because it’s their job! They have the technology and specialized HR tools to streamline the administrative process.
There’s an opportunity cost to having unfilled positions in your company. You’re losing revenue from missed business. Employees spend less time at the job they were hired to do, because they’re doing the extra work that’s not getting done while they wait for the role to be filled. With someone dedicated to filling the role, you minimize the time these roles stay vacant.
4. Recruiters have access to high quality candidates- they attract top talent
A good recruiter works with a business to determine what they’re looking for in a role. They’ll talk through job descriptions- the responsibilities of the role, and what qualifications are necessary for a recruit to thrive. When they have this information they can pre screen candidates, so time isn’t wasted on a bad fit.
Recruiters are excellent sourcers; they know where to find qualified leads. They’ve built a talent pool database from their passive referrals. And they’re gifted in building relationships for the sake of the company and the potential candidates.
5. Recruiters have specialist knowledge and industry expertise
A recruiter understands how technical roles fit into the context of the company. And they’re familiar with the industry, so they can advise a company on how to offer a competitive salary and benefits.
A wrong fit costs time, effort, and money. Employee turnover kills momentum. The process of rehiring and retraining is the equivalent to spinning your wheels in a race that’s already running at a breakneck pace.
If we’ve learned anything from The Great Resignation, it’s how critical it is to find and keep the right people. When this learning curve outpaces a company’s capacity to adapt, its viability is in danger.
Recruiters keep companies a step ahead of this trend by determining how they can offer a healthy work environment to employees, and by finding employees that have the knowledge and skillset to contribute meaningfully to the company’s mission.
If you’re ready to hire, remember our name! RecruitGyan’s mission is to scale tech startups. We’re an agency that works as an extension of your company. We integrate seamlessly with your team and implement strategies that work.
We’re proud of our ability to analyze and improve the effectiveness and efficiency of recruiting operations- while providing a superior candidate experience. We have a 98% fill rate and, on average, have increased hiring rate by 65% and decreased turnover rates from 54% to 21%.
Recruiting is what we do best- we enable you to be unencumbered, to do what you do best!
