Three Proven Ways to Attract and Retain Talent During the Great Resignation

Do you feel like you’re able to attract highly qualified candidates to your organization, but struggle to keep them around long term? In this historically hot labor market, exceptional candidates don’t have to look very hard to find employers eager to harness and develop their skills. And maintaining their engagement, committing to a strategy of professional development and ultimately securing that talent are higher hurdles to overcome altogether.

Candidates are looking for more transparency, meaningful experiences, greater communication, deeper company education, and a more substantial sense of belonging in their workplace. Recruiting teams need to show – not tell – candidates about their employment experience through hiring that is informative, fair, and effective in identifying fit for everyone involved. TA teams need the tools and insights to keep up. To survive the “new normal,” organizations must engage best-fit candidates and hire the right people, faster and with greater accuracy than ever before.

The HCM for the Modern Workforce: Becoming the Employer of Choice webinar discusses how employee-engagement strategies can improve employee commitment. The shortage of talent in healthcare is real. Competing for talent requires the development of a comprehensive strategy. Organizational culture is key to both attracting and reta

While many organizations recognize the fundamental value of positive employee experience, it is sometimes considered a “soft” business concern and, therefore, not a top priority. After all, why worry about keeping a smile on all your employees’ faces when the end of the year is approaching and you need to hit the organization’s business goals?What most organizations don’t understand is that employee experience is much more than providing rewards or perks. Those are transactional in nature and always lead to fleeting happiness.