Hiring Apropos of the Great Resignation

You know the cliché that good people are hard to find. Well, right now they’re even harder to find thanks to the Great Resignation. Simply put, fewer people are available to interview for the jobs you need to fill. The basic supply and demand equation comes into play, and employers find themselves riding a slippery slope.

Compromising on quality is never a good idea. For those who say that “this is the best we can find,” you need to look in different places. If you lower your standards and hire someone second or third rate, you will regret it from day one.

Similarly, run for the hills if you have a lackluster candidate who is asking for a lot of money. Don’t get desperate and hire them. If your current staff discovers that you’re hiring people for significantly more money than they earn/(deserve), beware of the forthcoming Pandora’s box.

What can you do, then?

First, consider hiring someone with less experience and develop that person internally. Yes, this takes longer, but you will more likely get a solid person who can be cultivated rather than a lackluster candidate who continually disappoints you.

Second, consider geography. In the increasingly prevalent hybrid arena, you can find qualified people in other parts of the country who can work remotely. If the job is not tethered physically to a job site, this can be a viable option. One of my clients hired around the country during the pandemic and now has a solid (virtual) team that gets the job done well.

Finally, if you’re still challenged, go back to basics, and redefine the position. What is the goal and what will it take to achieve the goals of the job? Often, employers still work from 10+ year old job descriptions, and with relatively little thought, you’ll see that the old description can be reworked in a way that opens the door for a different type of candidate.

Header image by Sora Shimazaki/Pexels.

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