The Great Resignation is the name given to a years-long period of record-high quits that rocked the workforce in the U.S. (The U.S. Bureau of Labor Statistics JOLTS report revealed that in 2022, approximately 50.5 million individuals left their jobs, surpassing the previous record set in 2021.) This trend, largely influenced by the economic recession and the COVID-19 pandemic, amplified the importance of having a solid plan in place to retain and recruit employees.
The Great Resignation impacted organizations of all sizes from small businesses to multinational corporations. Employers need to adjust to this new normal. The lasting impacts include:
- Employees will reject workplaces that don’t make them feel safe and respected.
- Companies need to reward and recognize strong performers and not tolerate underperformance.
- Toxic culture and frequent layoffs/fear of job security will always be reasons to quit, but so is a lack of work/life balance.
- There’s still a demand for permanent remote work or hybrid work environments showing this is a trend that will last.
- Good pay and benefits are only the beginning – employers need to invest in employee retention strategies.
TL;DR: No longer is a good salary powering employee satisfaction at their workplace. A team of talented employees can make all the difference at the businesses they work for. Without good staffing, businesses are failing every day.
Here at Overit, we help our clients recruit and retain talented employees so their businesses can thrive. We’ve consulted 100 experts for their tips on the topic and we encourage you to connect with them on LinkedIn as they always have good information to share.
Offer More Than Just a Good Salary
Of course your employees care about salary, after all, a bunch of “great work” praises don’t pay a mortgage. But employees also value other perks of a company. Keep in mind, a little can go a long way.
Julie Titterington from Merchant Maverick “The best way to recruit high-quality employees in this economy is to offer a competitive benefits package. That doesn’t just mean good health care and a matching 401K, those are standard accoutrements these days. Millennial and Gen Z employees have come to expect a certain amount of freedom in their work routines. That means offering at least some form of a work-from-home option, either full-time or hybrid, and a certain amount of flexibility in vacation days, personal days, and mental health days. Salary is still vital – after all, money pays the bills – but more and more people are focusing on other elements that provide a high quality of life.” Connect with Julie on LinkedIn.
Nelson Sherwin from PEO Companies “The best way to recruit and retain talented employees is to be competitive with your compensation and benefits, because ultimately, people work to make money to create the life they want. Secondly, hire employees who have a passion for the vision and mission of your company. Creating a connection between the employee’s skills and the mission of the company will motivate them to stay with your company.”
Mike Brown from Breeze “If companies want to retract and retain the best talent, they should consider offering paid parental leave as an employee benefit. 90% of working fathers said it is important for an employer to offer paid parental leave if they are looking for a new job. 86% of millennials are less likely to quit if paid parental leave is offered as a benefit. 74% of women would have no savings left after 8 weeks of unpaid maternity leave” Connect with Mike on LinkedIn.
Iqbal Ahmad from Britannia School of Leadership and Management “It is imperative to understand what exactly motivates each staff member individually, rather than adopting a generic one-strategy-serves-all approach. For example, some employees are motivated by financial rewards and some by appreciation; you have got to meet their individual motivational needs to be able to have a highly effective team.” Connect with Iqbal on LinkedIn.
Gerry Finn from BeeLine Healthcare “Our owners take a familial interest in the staff and construct tailored rewards depending on individual circumstances (has included help with getting a mortgage, flexible working hours, sending gifts to kids for Easter). People stay because they feel appreciated and respected and are surrounded by colleagues with shared values who become friends. This approach is obviously dictated by the inherent personality of an owner.” Connect with Gerry on LinkedIn.
Miranda Morin from Clearcover “Creating a culture of trust is essential to maintaining a productive remote-first work environment. To support our employees, Clearcover offers a variety of unique benefits including: monthly snack allowances; in-depth mental health sessions and individual support; virtual daily yoga sessions; unlimited PTO; flexible Fridays; multiple employee resource groups (ERGs); the Equity, Inclusion & Diversity Council (EIDC); and more. We also recognize that now more than ever, employees prioritize having more freedom to work where and when they feel most productive. We have a flexible, remote-first work model which means less time commuting and more scheduling options to give our people more time to recharge and do the things they love.” Connect with Miranda on LinkedIn.
Tiffany Payne from Replace Your Docs “There is no way around the fact that employers must assume greater responsibility for the mental health of their employees. Burnout is a major component of attrition. According to Gartner, one-fifth of HR leaders believe that turnover that was halted during the pandemic is a significant cause of attrition.. Leaders must directly address employee fatigue. Some options include providing flexible work hours and locations, encouraging the use of paid time off (PTO) to promote a healthy work-life balance, and expanding training and development opportunities for employees.” Connect with Tiffany on LinkedIn.
David Reischer from Legal Advice “I have found that providing coffee and donuts in the morning is a good motivator for increased performance from our sales team and also long term employee retention. Sometimes motivation is very simple and doesn’t require complex incentive structures. Employees just want to know that they are appreciated by the company and food is always a great way to increase employee loyalty. We also do catered lunches for the major holidays and our employees definitely appreciate it.” Connect with David on LinkedIn.
Daniel Foley from Daniel Foley SEO “Benefits are a method to keep your staff and entice new talent, as you are probably aware. The objective is to set yourself apart from other businesses and from your rivals. A few years ago, parking spaces and lunch coupons might have sufficed, but today’s young professionals demand more from their employers. You can provide health insurance, assistance for parents with children, and strategies for juggling work and personal obligations. For instance, provide childcare services and attractive health insurance contracts with extensive coverage (since all employees now have health insurance plans, and you need to stand out!). Employees are especially grateful for these benefits.” Connect with Daniel on LinkedIn.
Calloway Cook from Illuminate Labs “Granting talented employees equity in the business that will lead to life-changing money if the business exits is the best way to retain these employees. Granting equity aligns incentives across the organization, and provides a strong disincentive for leaving the business. Every member of our team has meaningful equity in our business, and not one of them has left since I began granting equity as part of the compensation plan.” Connect with Calloway on LinkedIn.
Cody Candee from Bounce “We spend so much of our lives at our offices, but oftentimes businesses solely focus on their financial benefits when trying to attract and retain candidates when they should be placing equal attention on the office’s physical layout. Creating an enjoyable workspace with open floor plans, places for recreation, and fully stocked break rooms, not only makes the environment more attractive but productive as well. In concentrating on the physical workspace as much as the compensation and benefits, you can attract and build a place where people want to go to work.” Connect with Cody on LinkedIn.
Rhett Stubbendeck from Leverage RX “To retain employees, I suggest providing employees with creative freedom for the tasks assigned and paying heed to their imaginative thoughts that might benefit the company. Employees should also be given perks if the company’s profit margin increases and they should be given temporary leaves to ease the work load burden.” Connect with Rhett on LinkedIn.
Sai Blackbyrn from Coach Foundation “Many companies invest considerable effort and resources into creating a work environment that is appealing to potential employees. The process of “selling” your firm should never end if you want to retain the best staff. The ability to communicate effectively and provide an alluring workplace setting and compensation package are constant requirements. It’s important to constantly remind staff of the advantages of working for your company over others by sharing the numerous positive aspects of working there.” Connect with Sai on LinkedIn.
Communication is Key
It’s crucial that employees understand a company’s vision and that requires consistent communication. Whether it’s through weekly meetings, persistent emails or simply checking in with your employees, don’t be afraid of “over-communicating.”
Davis Nguyen from My Consulting Offer “Communicate, communicate, communicate. One difficult lesson I’ve learned is that team members need to know what’s going on ‘behind the scenes’ in order to feel good about where they work and how their job fits into company plans. It’s important for management to convey a clear message about the direction of the business as well as its growth potential, especially when those things change with time (which they undoubtedly will).” Connect with Davis on LinkedIn.
Nathan Liao from CMA Exam Academy “Replace internal email communication with Slack. I did this and it has dramatically lowered the amount of emails my staff had to deal with on a daily basis. Instant messaging in apps like Slack will improve the speed of your enterprise’s internal communication, boost employee engagement, and lower email fatigue and overload.” Connect with Nathan on LinkedIn.
Leanna Serras from Fragrance X “Ask your employees what would make them feel happier at work and what they would do to improve the company. Evaluate their feedback, and show them that their opinions are valued with a feedback implementation process based on their suggestions. Keep everybody updated by issuing regular progress reports throughout the process.” Connect with Leanna on LinkedIn.
John Simmons from InboxAlly “When I think about recruiting and retaining talented employees, the first thing that comes to mind is the importance of having an open-door policy. When I was a new manager, I would make it a point to walk around my office and talk to people every day. I know that sounds like common sense, but it’s easy to get caught up in your own head and forget. Talking to your employees not only helps you build relationships with them, but also lets them know that they can come to you with any problems or questions they may have.”
Teri Shern from Conex Boxes “The key to recruiting and retaining talented employees comes down to transparency. You want to make sure that, throughout the hiring process and even after the hiring process, you’re clear about what you want from your employees, what the potential of the role is and the future for employees, and much more. High quality employees appreciate transparency because it helps them to align your business goals with their own goals and shows them that there are no hidden messages when they’re looking for a job. Sure, laying everything out clearly might mean that some employees might not apply for the job, but that just means that they probably wouldn’t have lasted long in the position anyway.”
Mike Murphy from Fluent in Coffee “The most important thing hiring managers need to do to successfully recruit and retain talented employees is to show them they will be working in a positive working atmosphere. During the recruitment process that means responding to candidate e-mails in a timely manner, respecting the time of the candidate, and showing positivity through the interviews. If the candidate chooses our company, we try to carry on with a positive impression in our workplace as well, showing the employee that they are a valued part of the team.” Connect with Mike on LinkedIn.
Eric Jones from Couture Candy “It is essential to keep an open communication line between the seniors and the employees. It gives employees a voice which can lead to a positive organizational environment. You can even consider conducting a regular survey among the company that allows the staff to get feedback on business outlook, office culture, career satisfaction, and career development. Acting on the survey and using that data to improve employee experience can improve our organization.”
Andrew Gonzales from Business Loans “Exercise full transparency. The best talent on the market is already busy with other work, and inundated with offers headed their way. Needless to say, they don’t have time to chase you up for more information about a role.To capture their attention, volunteer as much information as you can upfront. This includes the role’s salary range, benefits, location, and responsibilities. By being forthright about the opportunity, it allows candidates to make a prompt, yet informed decision on whether to move forward with your company.” Connect with Andrew on LinkedIn.
Ian Wright from Business Financing “Companies can seek to individualise their talent retention interventions. That way, each individual in the workforce is empowered to be proactive in communicating what the company can offer that would boost the chances that they’ll stick around for the long term. Not only does this mean the intervention is bespoke to the individual, but it also serves as a fantastic demonstration that the company values the individual, and listens to and acts upon their unique situation and desires.”
Mike Bayes from People First Companies “Businesses who excel at attracting and retaining talent are observers who have a grip on how their employees feel about their position. The most beneficial practice a business employer can implement is stay interviews. Conducting a stay interview while an employee is still employed allows for a better understanding of any issues or concerns they have about their role, leadership, workplace culture, benefits, and colleagues, allowing employers to address them immediately. Taking the pulse of your employees before they leave sends the message that their input is valued and that you’re genuinely invested in their professional growth.” Connect with Mike on LinkedIn.
Andreas Grant from Networks Hardware “Be precise about your Employee Value Proposition (EVP), make it part of the job description. EVPs give employees a clear idea of what to expect if they are willing to put in the hard work. The idea of getting rewarded for your work is still valid to this day and works for both recruiting and retaining talented employees. You don’t feel like walking the extra mile if your company is not willing to do the same for you.” Connect with Andreas on LinkedIn.
Jonathan Zacharias from GR0 “When it comes to retaining talented employees, remember to always take team feedback to heart. Provide ample opportunities for your employees to educate you on where you might be falling short as a leader. Having this awareness will help you adjust your approach and make sure you are providing the best employee experience at your organization.” Connect with Jonathan on LinkedIn.
Dan Close from We Buy Houses in Kentucky “Host a meeting, also known as a “stay interview,” to learn more about the employee’s preferences, the aspects of their work they like and dislike, their experience working for your company, their future career goals, their interests in training and development, and any assignments or responsibilities that might be of interest. These honest discussions are occasionally required because they let workers express what they enjoy and dislike about their work and the company. This knowledge helps you understand what your workers desire. Make changes for the better using the knowledge you gained from these discussions.” Connect with Dan on LinkedIn.
Celebrate Your Employees
Don’t just assume that employees know they are valuable assets to your company. When an employee does a good job, always sing their praise.
Thomas Samuels from Cardinal Expo “A great tactic for both recruiting new talent and retaining high-performing employees is to share the outstanding work that your staff is doing. You could write case studies and employee spotlights for your website, for example, and share those as well as other photos, videos, and updates about staff accomplishments on your social media channels and in your company newsletter. Not only does this show appreciation for your staff and remind them about all the amazing things they’re accomplishing with your organization, but also it can attract new hires who are impressed with your work and want to get involved themselves.”
Temy Mancusi-Ungaro’s from Reachdesk “In today’s day and age, work from home is more popular than ever. Staying connected and creating a genuine, positive work environment are extremely important. New and interesting ways of connecting with colleagues can include sending thoughtful gifts for various reasons. From an employee’s first day of onboarding to celebrating work anniversaries, promotions, new life accomplishments, and more, taking the time to share a meaningful gift is one unique approach that I have loved to do at Reachdesk. This is a great way for employers to show that they care about their employees as humans, and truly care about their employees’ work experience.” Connect with Temy on LinkedIn.
Ashleigh Droz from Linnea Consulting “An often overlooked tip to retain talented employees is to become deeply familiar with and celebrate their unique strengths and how they contribute to the team’s mission overall. As a career counselor, I see many managers make the mistake of believing they know the best way to accomplish a task and dictate that it must be done a specific way, but that way may not be comfortable, easy, or productive for an employee with differing-yet-still-valuable talents. If instead managers focus on articulating the overall goal and trusting their employees to accomplish that goal in the way that they work best, the goal is still met and the employee stays engaged. Think of it like forcing someone to write a sentence with their non-dominant hand just because that is the hand that you write with; if the goal is to end up with a legible, well-written sentence, the way to produce the best result is to let the writer write it how they were naturally born to!” Connect with Ashleigh on LinkedIn.
Nick Castello from New Heights House Buyers “I learned the hard way that top talent will leave for greener pastures unless I regularly acknowledge and reward high performers. Salary increases and bonuses are the most obvious way to do this, and I’ve found that these don’t have to be large to be effective. However, some high performers will also value opportunities for career development such as special projects, specialized trainings, or being given more responsibilities.” Connect with Nick on LinkedIn.
Barry Maher from Motivational Presenter “We all know our people can achieve more than they believe they can achieve. So build them up. Show them the vision you have for what they can become and what they can accomplish: a vision you may have helped to instill but one you’ve worked out with them so it encompasses their hopes and dreams. If they think you have a high opinion of them, it’s amazing what they will do to maintain that opinion. And the more they respect you the harder they will work to hang on to your regard.” Connect with Barry on LinkedIn.
Bill Snow from Rad Air “Make it about the employee, always. Celebrate birthdays with cake and work anniversaries with gifts and make these celebrations public. Focus on the culture (people choose culture, real or percepived, over almost anything else). Show them their career path and discuss it monthly.” Connect with Bill on LinkedIn.
The Onboarding Process is More Important Than You Think
Having a streamlined onboarding approach when you hire a new employee is key. Make sure they’re filled in on things like your position in your industry, your goals, technology your company uses, etc.
Ethan Drower from CiteMed “Use personalized videos for onboarding. No employee likes to feel like a cog in the machine. Even if your company is large, personalized touches like a welcoming Loom video from directors/team members will go a long way in making a new worker feel like they are a part of a team. Recording and sending videos also reduces the ‘intro’ friction on your existing team members, as many are likely already too busy to try and coordinate a non-essential call during their workdays. Videos keep the burden on your current staff low, while still making the new staff feel welcome and valued.” Connect with Ethan on LinkedIn.
Rahul Vij from WebSpero Solutions “Create a winning onboarding and orientation process for your employees from the start. You will get your new hires up to speed faster if you invest time in developing onboarding materials. Employees will feel at ease in their new role because they have a better understanding of the organization. Company swag and personalized welcome emails from coworkers are also easy ways to make someone feel like they’re a part of the team.” Connect with Rahul on LinkedIn.
John Crowley from Sense HR “Have a smooth onboarding process. Believe it or not, many companies lose talented new recruits due to their poor onboarding practices. They sell prospective employees a dream, but then fail to live up to it – e.g. by dropping communication once the job offer has been made; or failing to introduce them to their new team; or never sending their new equipment in advance. Remember that even during the onboarding stage, your new employees will still have other job offers ringing in their ears – if you don’t show them that you’ve got your goals together, there’s a high chance they’ll jump ship before they even start.” Connect with John on LinkedIn.
Company Culture is Crucial
As we mentioned previously, the modern-day employee looks for more than just a good salary. Company culture is a huge component of employee retention and recruitment.
Patrycja Karwowska from hiJunior “Creating a company culture before hiring any employees will assist in determining the right fit for your company as early as during the hiring process. Talent is not everything! Focusing on hiring individuals with a growth mindset will ensure that people working in your company will constantly learn and try different ideas. Stay away from those simply looking for an income opportunity, as they will quickly experience burnout and quietly quit. Individuals with the drive, motivation and constant need of exploring new ideas will guarantee the continuous growth of the company. Invest in the development of your employees, organize workshops and give opportunities to climb the corporate ladder. Research your competition and offer better benefits and flexible hours, which are especially significant to the younger generation.” Connect with Patrycja on LinkedIn.
Natalie Fell from Step By Step Business “Many of today’s top candidates are looking for authenticity in the workplace, cultures that foster well-being, and organizations that put mental health first. Benefits like unlimited PTO, a remote working environment, and flexible schedules help employees maintain a strong work-life balance so they can show up to work energized and productive. The pandemic made many job seekers reevaluate what an ideal working environment looks like, and for many, that means a company with strong human-centric values.” Connect with Natalie on LinkedIn.
Guna Kakulapati from CureSkin “To combat feelings of disconnectedness, I’ve found that peer mentorship is a helpful way to ensure the employees can make a meaningful connection with a team member. It is important that employees feel comfortable being supported by their teammates, and building a solid relationship with at least one peer can be a new employee’s best route for building further relationships. Our peer mentorships often last 3-4 months, with employees meeting bi-weekly or sometimes once a month, depending on what works best for each individual.” Connect with Guna on LinkedIn.
Brittany Mendez with The Florida Panhandle “Maintaining a great company culture is key to recruiting and retaining talented employees. Employees care about the atmosphere that they are in. When you put your efforts towards a great company culture that thrives in communication and care for their other employees, then potential employees can see that their efforts will be valued and appreciated. Not only will potential employees see that when interviewing at a company, but current employees will feel acknowledged and that will show in their productivity at work.” Connect with Brittany on LinkedIn.
Piotr Sosnowski from Life and My Finances “If a company is looking for great talent, they have to showcase the company culture, competitive advantages, and how they invest in the learning and development of its employees. Younger generations, especially, expect their employers to aid them in developing their skills and climbing the corporate ladder. They want to learn and put a lot of emphasis on their own skills but also choose their companies on how ‘good’ they are. This includes benefits, work-life balance, flexible schedules, and learning programs.” Connect with Piotr on LinkedIn.
Pavel Bahu from Trevolution “A lot of people believe HR is there to only hire people and deal with the ones who are being let go. In reality, HR is responsible for growing the organizational capacity and creating meaningful work lives. To recruit people properly, HR team has to know the organizational design, and how to ask questions with different techniques. As an HR, you have to know what the values of the company are, and what is the cultural fit of an individual you are trying to recruit. To retain employees, they have to be engaged and motivated. They have to be seeking autonomy, mastery and purpose, and the workplace shall provide that.” Connect with Pavel on LinkedIn.
Gavin Hammar from Story Prompt “We like to give candidates a sense of our company at the moment they first come across our vacancy. Candidates are skimming many job descriptions and we want ours to stand out. So, we embed an interactive video introducing them to the hiring manager and the team they’ll be joining. We use it to ask a couple of pre-screening questions for the candidate to respond to over video. In return, we receive a video cover letter from the candidate. Often, if the candidate gets hired, we’ll share that video with the team. It’s a fantastic way to help them get to know their new team member.” Connect with Gavin on LinkedIn.
Kristin Stump from MyEnamelPins “What is causing you to leave your job? It’s possible that it’s your corporate culture. Failure on the part of management, pettiness in terms of issues, and a lack of appreciation are all factors that contribute to poor employee retention. The general attitude of your employees and managers is determined by company culture. Just like anything else, company cultures need to adapt over time so they can remain appealing to newer generations of employees. If a company culture becomes outdated, the business may struggle to attract new talent.” Connect with Kristin on LinkedIn.
Jim Reynolds from Sofia Marketing “Divide working employees into smaller teams. This can encourage employees to become closer and create closer bonds between them. Perhaps you can divide them up by the department they work in, the projects they’re working on, or even by the group of people they’ve become friends with. As a smaller group, they can check in on each other, depend on each other, and create a better atmosphere for work.” Connect with Jim on LinkedIn.
Think Outside the Box When Interviewing Potential Candidates
When interviewing potential employees, craft questions that will elicit responses that show if an employee is a good fit past their skill sets. Will they fit in with company culture? Are they driven to acquire new skill sets? Think outside the box.
Benjamin Farber from Bristol Associates, Inc. “Reflect on the company’s ideal candidate for the position and tailor the interview questions based on those criteria. Asking personalized interview questions related to the organization and role will ensure that the employer finds a candidate who will excel and be a part of the team long-term.” Connect with Benjamin on LinkedIn.
Alexandra Cotes from Flower Co “It’s a complex task to uncover talented employees and retain them in your company. My pointer to looking out for such competent recruits is to look for their potential i.e., to evaluate whether they would be able to carry out the assigned task skillfully or not rather than catching sight of their past experiences.You would come across a myriad of candidates who would have extensive experience but when coming into the real role, they would recede. The cause behind this is every job requires skills that would be taught during the working period and this doesn’t depend upon experience. So, keep an eye out for potential candidates.” Connect with Alexandra on LinkedIn.
Ruben Gamez from Signwell “When you stop asking cookie-cutter questions about strengths and weaknesses, you stop getting cookie-cutter answers. Spend the time getting to know candidates and deepen that relationship so you can better understand whether the role and company culture are a great fit from the start. It’s much easier to retain employees when you hire the right people.” Connect with Ruben on LinkedIn.
Inga Koshmanova from VistaCreate “To begin with, you need a thorough understanding of the candidate type for the role. For example, we implemented the practice of “intake meetings” at the start of the hiring process. In this discussion, each participant expresses their vision regarding the position and the ideal candidate. It gives the recruiter clarity of which characteristics a person should have for this role and saves them a lot of time. What’s even more important, it also clarifies the role and responsibilities for the future employee. Candidates, especially those with great talent (and the awareness of this talent), tend to accept an offer only when they clearly understand that it’s an opportunity to express their skills and ambitions. Too general and watery role responsibilities can scare them away.” Connect with Inga on LinkedIn.
Lauri Kinkar from Messente “Certifications and experience are a plus, but it doesn’t guarantee that a candidate is a right fit for the company. The best way to know this is to ask why they left their previous jobs if it’s not confidential. They will likely tell you what’s lacking in their previous company; if your company couldn’t provide that, they will most likely leave the company, too.” Connect with Lauri on LinkedIn.
Jason Cordes from Coco Loan “Think about the qualities a new hire should possess. In addition to testing candidates’ technical skills, it’s essential to inquire about their motivations and how they work in teams. Screening tools like phone interviews, quick online quizzes, and in-person interviews can help businesses quickly and efficiently establish whether a candidate is suitable for the position before devoting time and energy to the hiring process.”
Revisit Your Recruitment Process
Your recruitment process doesn’t need to consist of 5 interviews and a ton of references. Everyone is busy including the candidates you seek out. Make it easy for them to apply and be sure you actively reply to qualified new candidates.
Caitlyn Parish from Cicinia “Keep your recruitment process efficient and to the point. Long, drawn-out processes will only serve to discourage top talent from applying. For example, consider using an online assessment tool to help screen candidates more quickly.” Connect with Caitlyn on LinkedIn.
Marina Vaamonde from House Cashin “Take a mobile-first approach to your recruitment strategy. Most candidates, especially Millennials and Gen Zers, use their smartphones as their primary tool for job searching. To compete, you need to design everything from job ads to listings and application portals to be accessible on any device. If candidates can’t complete each step in recruitment efficiently, they’ll bounce to another prospect.” Update your recruitment communications to focus on mobile, too. Allow candidates to communicate via SMS and build automated SMS campaigns to offer accessible touchpoints throughout the process.” Connect with Marina on LinkedIn.
Jack Underwood from Circuit “Modern recruitment can be challenging for small businesses with limited resources to dedicate because if candidates don’t receive quick responses, they move on. Fortunately, we can use automation to meet those expectations inexpensively and compete for top candidates. Use a chatbot for a faster first touch with candidates, answering their questions and guiding them to more information about your company. They get instant answers, no matter their time zone, and start the application process with a positive experience. Chatbots help you nurture candidates at the top of the recruitment funnel without taking time away from recruiters wooing those that are already moving through the application and selection process.” Connect with Jack on LinkedIn.
Debbie Winkelbauer from SurfSearch “For recruiting, I always recommend employers have a professional agency look over their job postings. Thanks to the Great Resignation, applicants are pickier than ever. If your posting bores them, they’re likely to assume the job will be dull too. Add a little pep to your listing. What unique challenges are you looking to solve and how might those skills fit an innovative and forward-thinking candidate? Today, employees want a job that fulfills them. Let them know how your opening fits that role.” Connect with Debbie on LinkedIn.
Satu Simola from Jobilla “Did you know that 78% of clicks in all digital marketing happen on mobile devices? So when looking for top talent, companies should emphasize a smooth recruitment experience, and ensure that the whole process can be done on all mobile devices. Put yourself in the shoes of the candidate and ask: “how can I demonstrate my experience and competence for this job I saw on LinkedIn while browsing my phone, without my laptop at home?” Then design your recruitment process around that. Make it possible to have just a few clickable answers they can do while riding the bus. Get rid of the traditional challenges candidates face when applying for jobs, like open text fields for large answers and attaching their full CV.” Connect with Satu on LinkedIn.
Stacy Lewis from Eternity Modern “When recruiting, look for candidates that are not only skilled but also a good cultural fit for your company. This will help increase the chances of them staying with your company long-term. For example, you can use pre-screening questions to gauge their understanding of and alignment with your company’s mission and values.”
Mark Osborne from Windows Door “Learn and implement predictive analytics: Over the past ten years, the importance of HR analytics has increased significantly. Despite the fact that you might not need to hire a full-time data analyst, you (or your vendors) should be able to assess the success of every step of your hiring process. Employers must be able to predict the likely return of a recruitment ad in a certain area, among a specific demographic, or at one wage point against another, measure the results instantly, and adjust the placement and content of the ad as needed. Handling your recruitment marketing initiatives in this way will optimize the outcomes and reduce your cost-per-hire.”
Josh Pelletier from BarBend “Even if at first glance this doesn’t appear like a strategy for attracting or retaining employees, I believe it will ultimately lead you to improve said strategies.. Statistics on hiring and keeping employees are rarely kept. Can you imagine answering the CEO’s question about the success of a marketing campaign by saying, “We have a decent understanding of how long it took to roll out and how much it cost, but we haven’t looked to see whether we’re selling more” If you don’t know what works and what doesn’t, you can’t boost your retention or recruitment rates. These things necessitate recordkeeping on your part.” Connect with Josh on LinkedIn.
Abdul Saboor from The Stock Dork “In my opinion, even if your new hire has all the necessary qualifications right now, they will still need to learn at least ten additional skills as they get settled into their new position. Insisting that all candidates possess every talent can result in a short list of viable candidates and the eventual selection of an individual whose knowledge may be out of date within a month. Individuals with a broad range of skills and a willingness to learn more should be prioritized. Think about how to incorporate this into your strategies for attracting and retaining talent. Companies are hesitant to promote from within because they want someone who can immediately contribute to the company’s success. Because the stance will inevitably shift, this approach is delusional.” Connect with Abdul on LinkedIn.
Create Opportunities for Growth
No one wants to stay stagnant. Be sure that growth is encouraged when you’re interviewing potential new employees as well as reminding current employees. When an employee sees a way that they can move up the ladder, they’ll put in the hard work to make it happen.
Alaina Ross from SleepFamily “I’ve found that centering the discussion around growth potential during the recruitment process is extremely effective for generating excitement. In my opinion, job descriptions and initial conversations too often focus on the current role being advertised. In reality, candidates care more about the potential for growth rather than the day-to-day responsibilities of the position they’re considering applying for. They want to envision themselves getting raises and quickly earning promotions to higher levels of management. Therefore, to immediately attract good candidates to your job posting, it’s important to include information about potential promotions and pathways for growth within your company.” Connect with Alaina on LinkedIn.
Matt Thomas from WorkSmart Systems “Allow employees to grow, even if it’s in a different role than expected. Right now, reskilling employees is a necessity. Be open to hearing where employees want to be in their careers and do what you can to help them get there, even if it means moving them into a different department.” Connect with Matt on LinkedIn.
Sue Bortone from Noble Talent Group “Listen to employees and let them help carve the path. It sounds simple, but most companies don’t do this well. You need to ensure you not only listen but put things into action. For example, if someone has an idea for a mentor program, let them be a part of the initiative and help bring it to life. This way you not only empower the employee with a voice but allow the opportunity of ownership of the idea and the chance for recognition around it.” Connect with Sue on LinkedIn.
Azmaira Maker from Aspiring Families “Employees today are ambitious and willing to put in the work to see their goals through. And when it comes to choosing a workplace, they often go with the one that can offer them a growth plan they can count on. Make your company’s growth and promotion plan a transparent one so that every candidate knows what they can aim for, a move that will help you attract promising talent. At the workplace, the same drive will help you retain your employees too.” Connect with Azmaira on LinkedIn.
Kris Harris from Nootka Saunas “The current generations of employees at the workplace believe in constant learning, improving their abilities, and adding notches to their resumes. This individual commitment to development adds to innovation in every industry. Inside organizations, it helps improve efficiency. Committed efforts toward education and learning opportunities are, therefore, beneficial for both employees and employers. They help companies attract talent that wishes to learn and develop every chance they get and, on the job, provide top-notch performance that helps brands grow and succeed. Any company that offers its employees access to educational and development programs is bound to have an advantage from recruitment to retention.” Connect with Kris on LinkedIn.
Chlesea Cohen from SoStocked “One strategy that helped us the most when it comes to recruiting and retaining talented employees was offering ongoing training and education, as well as providing a clear path for career growth for new hires. Employees, especially employees in the IT sector, love working at places that offer ongoing training, education, and career advancement opportunities. We decided to offer exactly this, and our recruiting and retaining have never been easier.” Connect with Chelsea on LinkedIn.
Matt Miller from Embroker “Candidates want to have the opportunity to grow with the businesses they work for, and it is for this reason that it is critical to promote your succession planning. Over 90% of managers believe their professional development is lacking and half of all workers have stated it is the reason for them leaving a job. By providing comprehensive succession planning, you will avoid a sense of stagnation and better attract and keep talented employees.” Connect with Matt on LinkedIn.
Jeff Sherman from Top Marketing Agency “Instead of going after the top talent outside of your organization, work hard to train your team members so they can become a top-level talent. As you work with them to train them and improve their abilities, you will get closer to the employee and build a relationship that encourages them to stay with you. If you can successfully do this (train, build a relationship, and grow within) you will be answering both of these questions on your own. You will have top talent within your company and they’ll be so appreciative of the journey you’ve taken together, that they will show loyalty and continue to work and grow with you!” Connect with Jeff on LinkedIn.
David Bitton from DoorLoop “Every employee we bring on board is viewed as a potential leader in the future. Because of this, it’s critical that we foster a supportive work environment where each person feels appreciated and respected and where pursuing their career goals is given top priority. The secret to attracting and keeping top talent lies in creating and fostering a work environment where they can see opportunities for growth and where each success is celebrated.” Connect with David on LinkedIn.
Jay Soni from Yorkshire Fabric Shop “Plans for employee retention that are tailored to each employee’s needs should also be created. Plans may involve giving employees new projects and responsibilities, raising their pay, putting them on a path to leadership or promotion, providing them with a new development opportunity, recognizing them or giving them a special reward, reassessing their workload, assisting them in achieving a better work-life balance or even assigning them to a different leader.”
Implement Company Goals and Values
People like to belong to a company that has a purpose and conveys clear goals and values. As a leader, it’s your job to come up with goals and values for your company and it’s also your job to convey them.
Andrew Fennell from StandOut CV “To better recruit and retain, businesses need to ensure the reasons for joining and staying with the company are crystal clear to employees. People should know their exact progression plan and how this will impact their overall career with updates being given on this path in meetings with management, and a rough guide should be provided in later-stage interviews. Companies should also make their goals and values explicitly clear on their website, social media, and in interviews. This ensures the candidate knows what they are contributing to with their time and work, for example, how the business is pushing toward sustainability goals, or growing to solve a key problem in their industry.” Connect with Andrew on LinkedIn.
Justin Lovely from The Lovely Law Firm “We promote community service in our office. We have one community service event each month where staff can participate and represent the fim while also working together to help different community organizations. I video-record these events to add to our social channels. The videos feature our employees. We leverage these videos as additional recruiting tools to try and find the right people when we are hiring, who will have the same values that we live by at The Lovely Law Firm.” Connect with Justin on LinkedIn.
Martin Luenendonk from Founder Jar “Provide interesting work to people: Besides the core work, periodically we allow people to work on their favorite side projects even at the cost of overall delays, as those side projects keep them sharp. Let people see their own success in what they have built.” Connect with Martin on LinkedIn.
Linda Shaffer from Chckr “Have clear values and let it permeate everything you do. Make sure that your core values permeate your workplace. From the way that you treat job applicants to the way that you promote and recognize employees, your values should be a consistent theme.The goal is to have everyone living and breathing the company’s values every day. If your values are clear, it will be easier to identify the right employees – and help you keep them long-term. As long as these core values resonate with your employees, they will help retain your employees by making them feel fulfilled both personally and professionally.” Connect with Linda on LinkedIn.
Dana Lawrence from FIDESEO “People in all departments have tremendous influence to impact recruiting activities. Get involved in the local business community, professional associations, mentorship, Linkedin, etc. Share the great work that your teams are doing and engage with others. This type of activity doesn’t have to be expensive or time-consuming. A consistent investment in your professional network will get you access to top talent and folks interested in working with you, even during tight markets. When people have more information about you and your company, you will be top of mind when hiring opportunities arise.” Connect with Dana on LinkedIn.
Michelle Jones from BPT Staffing “Employee resource groups (ERGs) are a great way for companies to support their employees of color and women. These groups provide a safe space for employees to come together and discuss the unique challenges they face at work. They also allow employees to build relationships with others who understand their experiences. ERGs can be a great way to retain diverse employees and make them feel more included in the company.” Connect with Michelle on LinkedIn.
Allow Flexibility
Since the pandemic, working from home has become super popular. Consider giving your employees the option to work from home when they want to and if it’s feasible, come to the office when they want to. Also, consider the fact that your employees have families or other important things, so allow some flexibility with when they work as long as all their work is getting done.
Sam Wilson from Virtalent “One tip I have that has never been more relevant than it is in 2022 (and 2023) is to not limit yourself to a specific location. You have the ability to recruit top talent from around the world, which is pretty unique to our era, so you should take advantage of that.The chances of finding the very best talent for a specific position in your location: very slim. Open yourself to a broad area and reap the potential benefits of this new technologically advanced world.” Connect with Sam on LinkedIn.
Larissa Pickens from Repeat Replay “Reiterate your commitment to work-life balance The renewed interest of employees and employers in committing to work-life balance is proving to be one of the most crucial recruitment and retention factors today, and it only makes sense to create a strategy around it. In recruiting, highlighting your brand’s dedicated efforts to assisting your employees to live well-balanced personal and professional lives will help you attract top talent. In retention, rolling out programs that enable your current employees to find the balance they are looking for will help you meet your employee engagement and loyalty goals.” Connect with Larissa on LinkedIn.
Karim Hachem from Manhattan Beachwear “I aim to ensure that my employees feel comfortable working from home and striking a balance that feels right for them. I encourage my team to take time to get outside during the work day, whether it is a quick walk around the block or a lunch eaten at a park. We prioritize this time by encouraging employees to block off these little breaks in their calendars, so that they feel they have time to set work down and truly take a break. These breaks seem to chop up the day, so employees feel energized when coming back to work. It also helps them knowing that their company wishes for them to prioritize some self-care, which makes them care about their work more and keeps them even more motivated.” Connect with Karim on LinkedIn.
Jazmen Edwards from RPA “Retention efforts look different than they did pre-pandemic. Previously, having a great office space with good work/life balance was all an agency needed; now, to retain top employees, flexibility and transparency are needed. Talented employees are looking for the flexibility of working from home and an option (not mandatory) to go into the office for social events, as well as flexibility for their mental health. The past two years have not been easy on anyone: from mothers having to be an employee and finding daycare, to employees who live alone and were alone the majority of the pandemic. Retaining top talent means having empathetic hiring managers in most cases. Also, top employees are looking for more transparency around growth and next steps for their careers.” Connect with Jazmen on LinkedIn.
Calvin Willis from Moo Soft “When it comes to attracting and retaining quality talent, I believe that one of the best things you can do is offer your employee’s a flexible, hybrid approach to work. The world has changed, and most employees want to be able to work from home to a certain degree. For many, this is a non-negotiable. I have found a flexible, hybrid approach to work to be a lot more attractive to my employees than a high salary.”
Monte Deere from Kizik “About three-quarters of job seekers prioritize work-life balance, so detail which perks and benefits will offer them a better lifestyle. A job posting that proudly touts its supportive culture and policies designed to prioritize a worker’s mental health is automatically appealing for most applicants. You can worry about pay scales once you enter the interview process.” Connect with Monte on LinkedIn.
Christy Pyrz from Paradigm Peptides “Giving workers the opportunity to vacation internationally while working helps employees feel appreciated, increases their productivity, and improves morale. Workstations allow employees to take advantage of a better work-life balance as long as boundaries are put in place that prevents the work around the clock mentality. If companies can adapt to this new way of doing business, they can acquire and retain top talent from around the world.” Connect with Christy on LinkedIn.
Jerry Han from PrizeRebel “To increase retention, encourage staff to take “me days” when they’re showing early signs of burnout. This also doubles as a way to attract top talent when positive word of mouth is driven by employees to peers and others. Finally, provide volunteer opportunities for staff located near each other in order to connect and serve their communities.” Connect with Jerry on LinkedIn.
Robert Calderon from Dalvey “Offer flexible hours, opportunities for advancement and work-life balance. Also provide health insurance and other benefits, making it easier for employees to get the care they need when they need it. In these volatile times, some sense of security could go a long way to retain talent.”
Equip Management Staff to Thrive
Anjela Mangrum from Mangrum Solutions “Invest in Training Your Company Leaders. Effective managers who inspire your workforce to achieve their career goals and trust them to perform their job duties without micromanagement can reflect well on your company image and attract valuable talent over time. I’ve seen plenty of talented professionals leave high-paying jobs because of bad bosses, so it’s high time organizations invest in management training and ensure their leaders are competent enough to engage, drive and retain qualified teams.”
Alisa Cohen from Close Cohen “Today’s candidates and employees value companies that are transparent and offer a shared sense of purpose. Employees are more likely to stay with organizations that provide psychological safety and invest in leadership training so that management has the tools to work effectively with their teams and each other.” Connect with Alisa on LinkedIn.
Involve Your Employees
Making your employees feel a part of your brand as opposed to an extension of your brand will go a long way. Loyal employees deliver the best work.
Jessica Arias from onpay “Develop an employee referral program that rewards staff for sending qualified candidates your way. It’s not flashy, but an underrated tactic that delivers a steady stream of top talent to your door, which usually comes with a glowing recommendation from an existing employee. It encourages team members to play a role in attracting and retaining quality candidates: not only do employees get to work with people they know — which improves their their workday — but they can also can share their first-hand experience about your workplace’s culture and environment with a potential new hire.” Connect with Jessica on LinkedIn.
Chris Kelly from AssetHR “Promote personal branding – encourage your staff to share fresh content that they have created on their LinkedIn, YouTube, blog and more – this empowers them to build confidence in their work while also promoting your company.” Connect with Chris on LinkedIn.
Max Wesman from GoodHire “Instead of sitting and waiting for the perfect candidate to come to you, take a more proactive approach by rewarding your team for successful referrals. By offering an assortment of financial and experience-based incentives, employees will be highly motivated to go out and bring proven talent into your company. Associated costs come at a fraction of traditional recruitment fees, and get re-invested right back into your team. You gain access to top-tier talent and your team gets rewarded for it. It’s a win for everyone involved.” Connect with Max on LinkedIn.
Nathan Hughes from Art Ignition “You can ask your organization’s employees to share reviews on the company’s Google page because before applying to a company, a candidate checks reviews, background, and more details about it. Try reaching them through social media marketing in their own generational fashion.” Connect with Nathan on LinkedIn.
Brian Nagele from Restaurant Clicks “Chances are, your employees have deep connections with like-minded talent in their networks. Seeing that you approve of their skills and work ethic, it’s likely they’d be able to vet someone with similar qualities for your position. Allowing your team to scout candidates means that you’ll probably hire someone whose performance they can vouch for. It will increase your odds of hiring someone with the capacity to stick around for the long haul.” Connect with Brian on LinkedIn.
Richard Clews from Pants and Socks “I have had near flawless success at recruiting and keeping talented employees through the implementation of an employee referral program.. I have committed to rewarding my employees with a generous referral bonus ($7,000.00) for each employee that is hired through their referrals. I wanted to offer a significant incentive for bringing on talented individuals, in addition to providing a way for employees to make more money outside of their normal job description. This has created a great team atmosphere and has really opened up my recruiting reach.” Connect with Richard on LinkedIn.
Look For New Ways to Find New Talent
The recruitment landscape has changed a ton in a short amount of time. Think of new ways to find talented employees or else you may be missing out on some fantastic candidates.
John Li from Fig Loans “Job seekers are looking to social media first. Meet candidates on social platforms by building a recruitment-specific profile targeting them. While your company’s main social profile should remain active and polished, having a separate recruitment profile allows you to personalize and tailor content to attract more high-quality candidates.Use your recruitment profile to show off your awards and share company culture, available positions, and hiring event details. Candidates don’t want to have to dig through your website to find out if you’re hiring – make it easy with a recruitment profile.” Connect with John on LinkedIn.
Nilesh Thakker from Zinnov “Leveraging the power of communities is an effective yet underrated way to recruit high quality talent. This includes online communities like Fishbowl, focused LinkedIn groups on tech talent, etc., along with building local technology communities that can be a source of skilled and vetted talent. Such communities are home to diverse professionals with varying skillsets, experience, and backgrounds, thus making them fertile grounds for recruitment. Recruiters are also exploring on-demand talent platforms, passive hiring, contingent workforce, gig workforce, structured campus programs, university tie-ups, and acqui-hiring as other channels of talent acquisition. Another under-tapped workforce is the pool of professionals who have had to take a career break but are looking to reintegrate into the corporate jobs.” Connect with Nilesh on LinkedIn.
David Batchelor from Dial My Calls “Don’t be afraid to expand your horizons on multiple platforms to recruit talent. Platforms such as Upwork, Hirect, Shapr, and Interq are neglected by employers because they’re not favorites in the industry. However, it opens doors for employers to find unique and valuable talent since these platforms aren’t oversaturated.” Connect with David on LinkedIn.
Max Ertl from DocuWare “Businesses need to ensure they have in place the technology which allows the hiring and onboarding of new staff fast and efficiently. Say it’s taking too long to get the forms in place – particularly if a business is still paper-based – if a candidate gets another offer in the meantime, this delay could be a make or break for them to go elsewhere. And, in this current market, that is something any type of business cannot afford to be up against.” Connect with Max on LinkedIn.
Jennifer Trafficanda from SS&C “LinkedIn has been instrumental in the recruiting world but being strategic is what sets one recruiter apart from the rest. I craft my LinkedIn message as if it’s an elevator pitch; to the point and sweet (a personal touch). Plus timing is everything as I would send them a message before they would arrive to work or during lunchtime.” Connect with Jennifer on LinkedIn.
Hari Kolam from Findem “A big recruitment challenge right now is that a lot of superstar employees aren’t actively looking for jobs—they’re what we call passive candidates. Companies should center their recruitment efforts on passive candidates who they know will create value for their business rather than spinning their wheels sifting through hundreds of incoming applications.” Connect with Hari on LinkedIn.
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