To recruit new employees, companies need to be more flexible than ever before and show that they are willing to evolve in a changing work environment, while also valuing their current workforce.

Tending to the needs of staff is just as important as focusing on new hires, as a company with a good reputation and happy staff will be more desirable to those seeking employment.

The experts at Hogan Assesements have cultivated five tips for recruiting and retaining staff during the Great Resignation to allow companies to paint themselves in the best light as they seek to fill roles and build the best team possible.


Tip 1: Identify candidate goals

During the hiring process, it is important to focus on what each potential hire’s goals are and see how well they align with a company.

Interestingly, 62 percent of HR directors believe that workers will need to hone their current skills or acquire new ones at least once a year to maintain a competitive advantage in a global job market. Providing employees chances to upskill means investing in their future. Organisations must be willing to make these investments and offer new hires the necessary support and training opportunities to advance their careers.


Tip 2: Embrace flexibility within the workforce

The pandemic proved that people can be just as productive working from home as they can be working within an office environment. Two out of three employees are now looking for flexible working opportunities as they believe it makes them more productive.

Also, 30 percent of employees globally stated they would quit their job if they were not offered a long-term flexible hybrid working model.

To be competitive in the hiring market it is important to listen to the wants of employees and shift business models to suit this new working era. Embracing more flexible working hours will not only make a company more attractive to new hires, but it will also help to satisfy the needs of staff.


Tip 3: Ask employees for connections

A pool of well-trained employees that already works well within a company might be beneficial in terms of the network of contacts they can provide. Try asking current employees if they have any similar connections and keep them engaged in the hiring process by asking what they would look for in any new candidates. This exercise will benefit retention and can help engage the workforce in the hiring process.


Tip 4: Showcase Employee Benefits

Many employees feel like those in a leadership role are out of touch with the needs of the average worker, with 54 percent of the general workforce feeling overworked and underappreciated. Potential recruits will be more likely to take a job if they feel like the company will look after both themselves and their families. Highlighting employee benefits and additional support is necessary for any organisation.

Offering benefits such as mental health resources, subsidized childcare, and paid time off are just a few examples of how an organisation can improve employee satisfaction levels and establish its business as one that appreciates its staff, making it more attractive in a competitive hiring market.


Tip 5: Highlight & elevate the purpose of your company

While benefits and salary are important to potential hires, many employees want to work for companies whose missions and values align with theirs. It is important to lead with what a company does and how they wish to operate to sway potential hires.

Highlighting sustainability strategies, a diverse workforce, and programs that help women in the workforce can all help to differentiate a company from one that is just focused on the bottom line. A belief in what a company stands for or is trying to achieve is important to employees, particularly in busy or challenging times. Leading a recruitment strategy with these values will result in a loyal staff that is willing to work hard to achieve the company’s vision.

“Resignation levels are the highest we have seen in recent memory. Employers must take a data-driven approach to determine why people are choosing to leave and who at their company has the highest turnover risk,” adds Chief Science Officer at Hogan Assessments, Dr. Ryne Sherman.  “Recognising and addressing the root causes for these resignations will be key for any employer to retain and attract top talent.”

Melvyn Payne, Commercial Director at Advanced Peoples Strategies Ltd remarks:

“In the UK, for the first time, there are more job vacancies than people registered as seeking work, so not only do existing employees have more choice of who they work for, but potential replacements are harder to find if they leave. When (potential) employees have more choice, our clients use the results from Hogan Assessments not only to predict potential skills, and risks, but also to better understand what an individual really values in their career – why?

Employees tend to leave their manager, not the job or organisation, so being in tune with what motivates them and gets them out of bed in a morning can be helpful for a boss. It provides the opportunity for them to reflect on how, and where, to adjust their own behaviour and communication style to get the most out of the existing employee relationship or attract the right talent.”