How Employers Can Win The Talent War Amid The Great Resignation


Kamal Kataria, Founder, Dasro—an IT staffing and consulting firm

There is a war underway for winning talent. Employers that want to come out on top need to offer more than just a paycheck. Over the last couple of years, professionals in every industry have redefined what they need in a job to be fulfilled. The resulting change is dramatic—and it has left recruiters scrambling to meet new demands.

The Great Resignation has people looking for better work-life balance, opportunities for growth and development and a sense of purpose. Simply put, they are searching for a better experience.

Winning over the hearts and minds of professionals is a challenge. But it’s not impossible. Reimagining your hiring process and workplace culture can go a long way toward attracting and retaining the best talent available. Here are three free things your organization can do to get started.

1. Reduce your hiring cycle to days.

Months-long interview processes are a thing of the past. Today’s recruiting industry needs to be fast and agile. In fact, per CareerBuilder research, 60% of candidates have quit the hiring process because it was too long or too complex. The best way to fix this is by shortening your hiring cycle.

Human psychology does not want us to wait for the next best option. The fear of the unknown, the worry caused by waiting and the stress of being between jobs mean candidates won’t wait. The longer your process takes, the more likely you will lose the best talent to a competitor.

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Treat your candidates with respect and don’t waste their time.

Benefits for talent: A fast and easy hiring process makes candidates feel essential and valued. A quick offer signifies desire. It shows them that you recognize their skills and want them on board. Quick turnaround times for hiring allow candidates to manage job searches better. They can quickly compare offers and make a decision. It gives them peace of mind knowing they are valued and can confidently sign on for your position.

Benefits for employers: For recruiters and their companies, a fast hiring process has many benefits. First, you don’t need to compete with other offers. There is power in being “first to market” with a top candidate. You can win the talent war by differentiating your company from others. When you draw the process out, you are pitting yourself against other businesses for the same person. And in a competitive market, you may not be able to win. If your company isn’t offering an astounding compensation package, it will be increasingly difficult to convince talent to choose your position over others.

2. Offer flexibility.

Covid-19 has accelerated the work-from-home revolution, especially in technology. Many companies are beginning to realize the benefits of offering remote work options. Businesses are offering more flexibility to their employees. This flexibility is a significant selling point for many workers, especially those with families.

A survey by Harvard Business Review found that 77% of people would prefer to have a job with some flexibility. And of the 39% of Millennials surveyed by Indeed who said they have never worked in-person full-time, 89% said the benefits of working from home outweigh the perks of going into the office every day. The days of the 9-to-5 job are gone. Cubicles are obsolete and candidates are letting recruiters know that they want more control over their workdays.

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Professionals want options that allow them to have lives outside of work. By offering your candidates a flexible work schedule, you tell them that you understand their needs. This connection is invaluable when trying to win over top-tier talent.

Benefits for talent: Flexibility means more time at the places and with the people who matter most. That’s what you can offer with flexibility. When talented individuals can work from home or outside the traditional office setting, they have more time for their passions, families and friends. They can take care of their health and well-being without sacrificing their work. It means fewer hours stuck in commuter traffic and more hours pursuing their passions and developing their personal lives.

Benefits for employers: The benefits of offering flexibility to candidates go beyond winning the talent war. Sure, outhiring your competition is an incredible way to reach your business goals. But, there are other advantages to offering a flexible work policy. Fewer people in the office means lower overhead. When you combine less overhead with contract work, your personnel costs are drastically reduced. Also, employee retention is much higher when people have the option to work remotely. When you offer flexibility, you tell employees that you trust them and value their skills. This is a big deal, and employees will be more likely to stick around if they feel appreciated.

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3. Provide a good candidate experience.

Some of our clients conduct one interview and hire their top paying consultants, while we have others who do three to four rounds of interviews.

It is essential to understand that a candidate has a life, too, and the more you waste their time, the higher the probability that they will take an offer from one of your competitors. You need to ensure that each touchpoint in your interview process is valuable for both the candidate and the interviewer. The following are a few essential tips:

• Don’t ask irrelevant questions.

• Get to the point.

• Don’t make them wait.

• Make sure the interviewer is prepared.

• End with a clear next step.

By following these simple tips, you can ensure that your candidates have a positive experience throughout the interview process.

It’s time to humanize hiring for better results.

Overall, winning the talent war means humanizing the process. Remember, you are not just hiring an employee to fill an empty slot in your organizational chart. Your company is hiring a person—a person with a family, a life and passions. By understanding the needs of your candidates and providing a good experience throughout the process, you will be one step closer to outhiring your competition.


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