The “Great Resignation” is here, now is the time to start recruiting smarter. It’s no secret that the COVID-19 pandemic has changed the way we work forever. Now, everyone is talking about “the great resignation,” as more employees than ever are considering quitting, changing their jobs, or simply not coming back to work as the pandemic is fading.
Stress levels among HR professionals dramatically increased during the pandemic as both corporate leadership and employees looked to HR for help in responding to workplace changes. More demands were placed on HR staff due to policy changes, employee safety concerns, and the uncertainty among corporate leadership.
One study reported that 90% of HR professionals had increased stress levels in the past year, and 60% of them felt emotional exhaustion.
Today, recruiting talent is more competitive than ever. The pandemic has really changed the way people work and more and more individuals are searching for new jobs in this newfound environment. In fact, it’s been termed “The Great Resignation.” You need to stay one step ahead of the game to attract the best employees, and that might mean changing your strategy.
First and foremost, you need to determine the time period in which you would like to measure retention. Some companies will do this once a year to once every other year, while others see better results when calculating their retention quarterly or twice a year.
“Annual review [of retention numbers] Employee retention is an essential factor to your business’s success. Your staff lays the foundation of your company’s structure, and you want to keep your employees committed to their roles in the organization. Conserving their engagement and keeping them happy is vital to retain your staff. Thus, you want to make sure to understand and accurately calculate your workforce retention rate.
Of course, every organization wants a new clientele to grow their business, but don’t forget about your repeat customers. Those repetitive individuals that keep coming back to spend even more money, make them a valuable asset to your company. Spectrum Business asked 5 businesses owners how they drive repeat customers.
For the last 18 months CEOs have struggled to respond to the risks to their workforce and consequently to their business resulting from the COVID-19 pandemic. Government enacted benefit programs, debates over mandating face coverings, vaccinations, the rising fears of the Delta and other variants of the virus along with information and misinformation on mainstream blasted through social media outlets have only increased the complexity of managing employee concerns and business productivity. In the mist of the pandemic chaos, it’s vital that Human Resources is working with CEOs of small and medium-size companies to take proactive initiatives to engage these issues and manage the hesitation as well as employee fears in the workplace.
The idea behind automation is to streamline workflows and free up the workforce for more valuable tasks. As seen in the past, technological advancement tends to destroy jobs, but it also creates more jobs. Automation is creeping into almost all fields making the workforce worried that their jobs might become obsolete one day.
Human Resources (HR) is constantly stereotyped as the bad guy reporting to the company, and not in support of the workers. Dissimilar management teams view the role of HR very differently. The typical role carved out for HR ranges from administrative only, to overseeing the employee lifecycle, outlining company policies, talent acquisition, payroll and on up to strategic partner. This said, employee interface is inherent in HR’s role.
Recruiting times have been tough during the pandemic but now companies are coming back strong and looking to hire the right candidate for their open positions. So how can you get ahead of those other contenders? It’s time to impress by asking some more in-depth questions that help reveal important information about yourself.
It’s only when you’re a business owner yourself that you fully understand the challenges other entrepreneurs face. Flex HR’s Founder, Jim Cichanski, sat down with Bill McDermott of ProfitSense on Business RadioX about his own entrepreneurial journey, what it took to start his Human Resources business, and how that experience aids in rendering outstanding service to clients. McDermott speaks to “[showcasing] the need for high quality human resources and that most businesses are not as focused as they should be to make sure their HR resources are taken care of.”
