The Great Resignation to the Great Regret Webinar

This blog was featured on our sister company Hueman RPO. 

In 2021, millions of Americans quit their jobs for new opportunities or left the workforce altogether. The mass exodus now known as the Great Resignation was caused by prolonged pandemic issues, lack of work-life balance, and the surplus of job openings, among many other factors. However, according to Joblist, one in four employees who left their job are now experiencing quitters’ remorse, leading to the Great Regret.  

Employees are constantly shifting what they look for in an employer, which can make it difficult for organizations to attract and retain talent. We’ve provided six tips to share with your portfolio companies to help them win top talent during this challenging labor market in our recent webinar: “The Great Resignation to the Great Regret.”

Scroll to learn more about what the presentation covered, or watch the full video here: 

** Note that only attendees who were present at the live event are qualified to receive SHRM credit.

6 Tips for Winning Top Talent for Your Portfolio Companies 

1. Managing Online Reputation  

Your company’s online reputation can impact whether a candidate applies for a job, so it’s essential to play an active role in managing your presence to attract talent successfully. Consider the following questions to assess how well your organization monitors its online reputation: 

Does your company have a clear EVP (Employee Value Proposition), and do you promote it across your website?  

An employer value proposition is a statement that communicates the value employees gain when working at your company. Defining and sharing your EVP online allows you to sell your organization to candidates and attract those who align with your values and mission. 

What are people saying on employee review sites like LinkedIn, Google, and Indeed? Are you acknowledging and responding to negative feedback online? 

Although you can’t prevent your organization from receiving a negative review, addressing them is essential. Be sure to monitor and comment on reviews to avoid creating a larger issue. Replying to reviews, good or bad, shows you care about the feedback you receive.   

Conversely, amplifying positive reviews and employee testimonials can be a great way to attract candidates. Managing the feedback your company receives can help you maintain control of the narrative around your company; plus, job seekers value genuine company reviews from former employees.   

Are you active on social media and sharing your EVP through images and stories? 

Social media enables companies to reach a wider audience and provides a platform to engage directly with the 96% of job seekers who use it. It’s also an excellent way to catch the attention of passive candidates who may otherwise not see your job postings. Bottom line, if your target candidates are using social media, you should be too. 

75% of people would not take a job with a company with a bad reputation – even if they were unemployed!

– Linkedin

2. Engage Your Talent Community  

Your talent community is the pipeline of people who engage potential candidates by promoting your employer proposition. An engaged talent community helps you save time, money, and resources – plus, they help you find passive candidates by providing an organic way to interact with your organization.  

70% of the global workforce is made up of passive talent who aren’t actively job searching.

– Linkedin

Actively engage your talent community by sharing relevant content such as company news, employee testimonials, company culture, and perks and benefits on social media and through email. It’s important to show why you are an employer of choice through engaging content rather than only posting job openings.  

3. Target Email Campaigns & Messaging 

The most successful email campaigns are the ones that are targeted to specific candidates. You can segment your candidates into specific groups and tailor the messaging to the recipients. For example, you can segment your list by candidates who applied in the past but have yet to receive the job offer, candidates who may not be familiar with your organization, or even previous employees whom your organization could rehire. 

Targeted email campaigns should speak directly to your potential candidate database about what you’re doing now or what you are continuing to do that makes you an employer of choice. Blasting the same email to all potential candidates could save time, but recipients are more likely to unsubscribe.  

Targeted emails receive an average of an 8% click-through rate compared to general email sends, which generate just a 3% click-through rate.

4. Active Sourcing With Dedicated Recruiters 

In the current talent market, you can’t afford to wait for candidates to apply; you need dedicated recruiters who are actively selling your story and sourcing candidates.  

Dedicated recruiters focus 100% of their time on finding talent by leveraging the latest recruiting techniques, technology, and tools to attract more candidates. Active sourcing enables recruiters to understand a candidate better, increasing the chance of a long-term hire. 

Organizations with dedicated recruiters avoid burdening their HR team with recruitment responsibilities – allowing them to perform better, improve results, and experience higher employee satisfaction.  

5. Conduct Effective Exit Interviews  

Understanding why employees are leaving can help you improve your organization to attract and retain more employees. Exit interviews provide insight into resignations and collect valuable feedback to help your company. Plus, they can be a great way to end an employee relationship on a positive note and build your talent network. 

The information you gather during exit interviews is essential to your strategic planning. Every employee who leaves should answer the same basic set of questions to maximize the effectiveness of the interview. Keep the discussion personal and casual to provide a safe place where they can share honest and transparent feedback. 

Successful exit interviews can uncover potential issues such as working conditions, team dynamics, and reveal managers who may need additional training. They also help you benchmark the benefits and salaries your organization offers compared to competitors.  

6. Survey Your Current Talent  

Collecting employee feedback is key to building a workplace that engages and retains them. Organizations can source feedback through many avenues, but surveys are the most common option. The data collected in these surveys provide insight into employee perception of your organization, job satisfaction, and reveal potential areas of improvement.  

Organizations must be open and responsive to the feedback received to reap the benefits of it. Incorporating employee feedback into your strategic planning and decision-making can increase retention, engagement, and productivity and show employees you care.  

At Hueman, we leverage annual anonymous surveys to collect employee job satisfaction and engagement feedback. We also use software that collects weekly reports on workload status and overall employee well-being. Additionally, we encourage leaders to meet with their teams for a weekly one-on-one meetings to facilitate open communication.  

Providing employees multiple communication avenues is key to fostering a transparent culture. Whether you’re using surveys, assessments or meetings, it’s important to really listen to the needs of your employees and use their voices to make decisions.     

If you are interested in learning how Hueman Private Equity can help your organization attract and retain talent, contact us today!