The Great Resignation and the need for sourcing talent in the Right Place

Pablo Baldomá JonesPablo Baldomá Jones

Pablo Baldomá Jones

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The world has changed, and the way to attract and retain talent must also change.

The world has changed

People are changing jobs and industries, moving from their traditional roles to new roles or trades. While some have decided that it is time to retire to rest, others have decided to start their businesses.

This context has forced many companies to redefine their strategies to attract new talent and satisfy their employees.

According to a recent McKinsey study, as of May this year, some 11.3 million job offers were available only in the United States, a figure that substantially exceeds the 9.3 million job offers in April 2021.

The same study indicates that the rate of voluntary abandonment of jobs is 25% higher than in the pre-pandemic; This is due to various factors, including the requirement to work on-site and the low wages.

This mismatch between job offers and the number of workers willing to take them on has turned the attraction and retention of talent into a genuine global bid to keep employees happy and satisfied in their jobs.

Based on the rate of hiring, resignation, and the creation of new sources of employment, current projections estimate that these mismatches between supply and demand will not stabilize for a few years.

In this scenario, companies need to discover the most critical factors for talent when deciding whether to stay, leave or return to their jobs.

Why do collaborators leave or stay at their jobs?

In most cases, people agree that flexibility in the workplace is one of the most important factors to consider in staying in a role or accepting a job offer.

Of course, this is not the only solution to emerge victorious in the global war for talent; In this sense, many people also consider the support of their companies in physical and mental health, opportunities for professional growth, and the fulfillment of significant objectives to be a priority.

Now, although it is essential to understand what aspects to develop to attract and retain talent, it is also necessary to know what motivates people to leave their jobs.

In this regard, McKinsey revealed that the desire for a better-paid and more satisfying job - coupled with the belief that there are better job opportunities - is one of the primary motivators of resignations.

Many of those surveyed by McKinsey said they were confident it would be easy to find a job that pays equal to or higher than their current jobs or with the same or better benefits.

How to ensure company victory in the current scenario?

Employers need to take a creative and multifaceted approach while remaining strategic. Considering the high levels of resignations globally, companies must have talent pools.

A talent pool or group of talents is a database that contains the profiles of potential candidates for a specific job position.

With this tool, companies can speed up their search and selection times for candidates when faced with a new offer or quickly solve an urgent need.

In these talent pools, talents are discriminated by specific skills, abilities, knowledge, etc.; this way, the selection process is oriented more specifically to the coverage of the necessary profile.

Companies like Celerative offer an intelligent platform that allows companies to access a global talent pool in which the employees upload their information and keep it up to date.

At the same time, a team of recruitment and selection experts analyzes the profiles and determines who the best candidates are—the right people for each task.

By including agile selection processes focused on the candidate experience, recruitment companies effectively manage professionals by facilitating the search, selection, interview, and hiring processes, providing a satisfactory and positive experience for both companies and collaborators.