The Great Resignation has done more than simply create a record number of vacancies; it is forcing a change in how companies recruit and hire.
Candidates are no longer tolerating outdated and one-sided hiring practices. They are finished with cumbersome application processes that require duplication of data, multiple-step interview methods that don’t allow equal footing in decision making and personality assessments designed to eliminate them with limited information. They are opting out of a system that is designed to keep the power dynamics away from the candidate and place it in the hands of the hiring manager.
It’s a wake-up call for those who are paying attention. Many hiring managers and human resource leaders are sensitive to this shift but not quite sure how to address it.
In my latest Forbes article, Three Hiring Changes To Help Your Organization Stay Competitive During The Great Resignation, I offer three small steps organizations can implement immediately to demonstrate to potential employees that they understand what it means to create a culture of partnership and that this partnership begins with the hiring process.