Customers are important but nowadays company owners must prioritize their employees better. ‘The Great Resignation’ is still ongoing, wherein a record number of people leaving their jobs. It is either to start their own business or better employment terms to meet their work-life balance. Unfortunately, it might not end. So, if a problem is perpetual, then it is not a problem anymore but rather the reality we must all face.
In this case, companies must adapt to the changes in the dynamics of employer-employee relationships during these times. Tech solutions can aid in doing so.
For the recruitment process
1. Set flexible job qualifications
If you find it difficult in filling a post, review it. See if rewriting is necessary to achieve an attractive job description. Some hiring managers wish to get the most qualified personnel for the job by setting the bar too high. Unfortunately, they forgot to check if the company can afford them- not just in terms of salaries but as well on the benefits and other demands from the potential employee.
Moreover, a lengthy list of requirements may cause a good candidate to opt out of applying for the job. Someone can be good for the post without necessarily having all the merits on his back, especially if the internal processes can be learned in a week or two.
The technology used for screening applicants may amplify this risk if you do not set it well. When posting the job ad, limit the number of qualifications needed. Set it to basics like job level, critical skills needed, and nature of work.
Put the other “requirements” as preferences. For example, you ideally want someone with five years of experience for the job. If you list that qualification under preference, someone who has 4 years of experience will still have the inkling to apply. He may also be more fit compared to someone with more than 5 years of experience as you interview him or use tech to test his skills.
2. Consider skill tests over conventional CV
Leonardo DaVinci may have ‘invented’ the first CV in 1482. However, like his other inventions such as the parachute, tank, and scuba gear, it needs an upgraded version.
As mentioned above, there is software now that can test the skills of an applicant. Skill tests applications can help both the applicant and the employer to see if they are compatible with each other better than written words over a resume.
Hiring someone over merit than credentials benefits the company as it eliminates the “good in paper” but not in practice applicants. Tech platforms like Vervoe or Merifyme help you focus on the candidates’ performance rather than their backgrounds. It lets you see diamonds in the rough and will be polished in your company culture.
3. Search for talents wisely
Recruiters nowadays don’t have problems with the lack of information about a candidate, but rather finding what is relevant for the post. They can read a barrage of achievements from the LinkedIn or Indeed accounts of the applicants. However interesting it may sound, those may not be relevant to your company. In this case, talent intelligence platforms convert talent data into insight through AI.
Hence, the above-mentioned talent platforms have paid versions that allow you to utilize their talent intelligence tech. There are other talent intelligence tools like Eightfold.ai and Workable. These untapped resources could deliver surprisingly strong candidates. These platforms help your company find a match with those who meet role requirements and company culture.
For the transition of employees leaving the company
4. Create effective knowledge transfer plans
A knowledge transfer program is essential to every organization prior to or even after the Great Resignation. It gives you a strong foundation for growing and developing team members. You can utilize Meeting Management, Board Management, and Objectives and Key Results (OKR) software for this purpose.
These platforms let you create, organize, and prioritize the comprehensive list of tasks the predecessor needs to learn. A good strategy makes knowledge transfer easier and better aligned with management goals.
5. Re-assigning the contact database
Contacts are valuable company assets. Some outgoing employees may have been handling prospects and customer databases. Some are communicating with suppliers, logistic firms, or government agencies. In any case, a secured turnover is imperative to the operations.
Shared Contacts for Gmail® makes contact database transfer a breeze. The outgoing employee simply needs to transfer ownership through the web app. The company data administrator may also do this if the previous owner failed to do so.
Takeaway about the Great Resignation:
Hiring struggles and employee turnover during the Great Resignation present a challenge to businesses. Finding useful tech and tools combined with strategic planning will help you face these problems. The improvement of hiring practices and onboarding practices can be the key for your company not only to survive but to thrive.