A lot of things changed since the start of the pandemic. But one of the hottest talking points in business is the Great Resignation. A record number of workers quit their jobs in 2021, and now recruiters are complaining that people who accept offers are ghosting them. The bottom line is companies need help to identify and retain top talent in today’s competitive job market. And one HR expert—James Cooper-Jones, CEO of award-winning HR technology company Simply—knows just what to do. Here’s what he had to say.
Do you feel that certain companies were better positioned for the Great Resignation because of how they were hired previously?
“It’s clear the Pandemic has triggered or brought to light trends on how employees viewed their work previously lurking underneath the surface. For example, McKinsey found that two-thirds of US-based employees said that COVID-19 has caused them to reflect on their purpose in life and nearly half of those surveyed said they are reconsidering the kind of work they do because of the pandemic. With so many employees wanting to feel a purpose or values fit with their employer, companies focused on values-based hiring and engagement were obviously better positioned.”
“The key is learning from what has happened and changing how hiring is approached. For example, when companies hire intending to find the right personality type for the role, this creates a path for employees to feel engaged with the organization and thrive. The business will also be better equipped to engage with that employee and deal with paradigm-shifting events like COVID.”
You say that you can fix the Great Resignation quickly. How?
“Our investigations found that although managers recognize the need for a culture fit and believe in the benefits of a values-based recruitment process, implementing such a process is time-consuming and expensive. So Simply was created to fill this market gap. We have adapted proven methodologies into a simple software platform that makes values-based hiring easier and cheaper for a significantly wider market.”
In terms of hiring, what should companies/HR teams be doing?
“As mentioned, the Great Resignation has highlighted that many employees seek a job that aligns with their values and offers purpose. However, many recruitment processes and the recruitment tools available to managers focus on qualifications and experience in hiring, meaning they overlook this demand for values fit from candidates. So, the HR landscape has changed, and there is a gap between current HR technology tools and what candidates want, evidenced by the Great Resignation.”
What are three ways that companies should change their hiring process and why?
To meet the challenges of a now changed recruitment landscape, I would recommend companies consider the following:
1. Hire for values and purpose: In the words of Adam Nicoll, Group Marketing Director at Randstad UK, this is no longer a nice to have. If you’re not hiring for values and purpose, you’re just not going to attract and retain the best people.
2. Implement a diversity recruitment strategy: This is morally the right thing to do, but the research is detailed that this will help your company perform better and access a potential untapped talent pool.
3. Level up your HR technology game: I think we agree that the HR landscape and ‘world of work’ have changed in the last two years. If your technology hasn’t, then you’re being left behind. It’s that simple.
The recruitment landscape has changed, but our skills as companies and HR teams are still valid. We just need technology to help us bridge the gap to this new reality.