As noted in the first blog of this series, the Great Resignation has sparked challenges for many companies to attract and retain employees. However, it has also brought forth opportunities. In this second blog, we’re going to delve a bit deeper into some strategies that HR and mobility professionals can take to attract and keep the quality candidates they need to run their business.
The old scenario where organizations have an abundance of candidates to choose from for new positions has almost reversed itself. Candidates are now in the driving seat more than ever before. As such, let’s focus on how we can put your organization at the forefront of a candidate’s mind.
Adding Avenues to Your Search
Remote Work – If allowed in your business model, consider offering some positions as remote opportunities. Not only will this allow you to search for candidates in many different geographical markets, but it will also attract those employees who enjoy the flexibility of working from home. A survey of remote workers by GitLab, reported that 1 in 3 respondents would quit their job if remote working was no longer an option, and 52% would consider leaving their co-located company for a remote role.
In addition, 63% of Envoy survey respondents reported in a recent Forbes article that flexibility in their working location made them feel empowered, and 41% of respondents stated that returning to the office was a ‘deal breaker.’
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