2 mins, 19 secs read time
Hiring has gone into overdrive
We wanted to understand how businesses are thinking about hiring and the job market, so we did some research.
We surveyed 1,000 C-suite executives and HR managers to learn about their plans for future hiring, what challenges they foresee in the months and years ahead, and how they plan to overcome them.
Early on in the pandemic, many companies were forced to scale back or even pause recruitment. Today businesses are planning for the future. With so much at stake, we believe “the Great Resignation” offered savvy business leaders a once-in-a-lifetime chance to reset and revamp their talent strategy.
Post-pandemic, candidates want flexibility
In the post-pandemic workplace, employees are prioritizing work-life balance above all else.
What are popular benefits mentioned by candidates?
Meeting benefit expectations plays a major part in attracting talent, while also helping to retain current employees.
Where and how to find the next generation of talent
Hiring problems can quickly become retention problems if leaders fail to build an environment of diversity and belonging that encourages candidates and employees to express their identities.
Leaders should not squander the opportunity to invest in culture and diversity, particularly through their hiring practices. Some of the ways organizations are doing this is by encouraging existing employees to help source candidates, with:
There are risks to this sourcing approach, however, as outlined by Daniel Chait, Co-founder and CEO of Greenhouse.
In order to widen your talent pool and attract the best talent, business leaders must ask themselves what really matters. Does a role really require a university degree or will enough experience matter? And while employee referrals can be a great source of talent, they can also be a real impediment to increasing diversity. You may end up essentially replicating the makeup of your current workforce. - Daniel ChaitCo-founder and CEO, Greenhouse
Organizations that continue to bring an old playbook to a new game will quickly fall behind their competitors in attracting new talent. Favoring a copy-and-paste strategy over clear criteria and structures for decision-making will limit their chances of building an inclusive workplace. By continually sourcing candidates from the same talent pool, companies are not only cutting out many great candidates, but also likely permeating unconscious biases in the types of people they hire.
A strong and structured hiring process will be the deciding factor of who wins on this newly leveled playing field.