How to Support In-House Talent Teams During The Great Resignation

Business Insights

The Great Resignation has flipped the recruitment landscape on its head. It is now, without a doubt, a candidate’s market. There are more available roles than qualified candidates to fill them. This gives candidates leverage to explore new opportunities, search for higher salaries, or a new challenge.

Almost every employer is looking for the same knowledge-based skills, and with a limited talent pool are having to look to passive candidates employed by the competition. As a result, employers are worried about skilled employees being poached while also trying to fill crucial roles and fight for relevant skills.

It’s already a time-consuming job to hire people with the correct skills and cultural fit for your organisation. Combine this with employees leaving at a record speed plus a lack of available talent and recruitment professionals face a real problem.

Organisations looking to keep operations frictionless and running smoothly in the middle of The Great Resignation should support their in-house talent teams, who are currently under considerable pressure to deliver on recruitment targets. They need to do this before the issue is exacerbated by losing the people responsible for recruiting talent.

Here are some tips which could help your business to support your in-house talent teams in an ever-competitive recruitment market:

Employer Brand is everything

Whether you’re trying to retain or attract talent in this competitive market, your employer brand will be vital in supporting talent teams. The Great Resignation is partly influenced by a change in priorities following the pandemic, as employees experienced more flexibility and considered what’s most important to them. If employers wish to remain relevant and attractive to existing and future employees, they need to revisit their Employee Value Proposition (EVP). Through the correct research, you can discover whether yours is still resonating with talent and supporting your talent strategies.

This EVP can form the basis of your employer brand communications to influence perceptions. Raising Employer Brand awareness will help candidates discover your organisation and opportunities, helping to drive more applications for talent teams. It will also help to re-build loyalty and excitement for your mission amongst current employees, encouraging retention. It’s no longer enough to just say you’re a good employer; you need to prove it.

Create a strategic recruitment plan

We all know the saying, fail to prepare and prepare to fail. Well, if your recruitment teams are under significant pressure, it’s a huge support to plan and prepare for future hires. In the current hiring landscape, it can take longer to hire tech talent. Therefore, having an idea of the roles you need to hire earlier gives recruitment teams time to plan, advertise specific, harder to fill roles earlier and can buy your business more time.

Talent mapping can also help you to assess the skills already within your organisation, identify potential future leaders and identify which areas of the business may need additional heads as you begin to scale. This research can give recruitment teams a greater sense of direction rather than trying to hire as many people as possible in a short space of time.

Of course, there will always be surprises when team members leave and need to be replaced. However, planning for as many future roles as possible will create a plan of action and allow talent teams to feel more focused, organised, and supported throughout this challenging time.

Outsource Recruitment Support

Finally, another way to support talent teams with the demands of today’s talent market is to outsource support. By enlisting the help of a Recruitment Process Outsourcing (RPO) provider, you’re taking away some of their workload. You can ask RPO providers to help with sourcing and screening candidates or give them specific roles to fill. They work as an extension of your talent team and, therefore, will help you to achieve your recruitment goals.

Outsourcing recruitment isn’t admitting defeat but rather a strategic tactic. You’ll receive expert advice, sector-specific experience and extra support for hard to fill tech roles. With flexible RPO, you’re able to scale up and down the services you access according to demand. So, if your growth pauses and hiring has to stop for any reason, you aren’t tied into a huge recruitment contract.

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Neil Purcell, Founder and CEO of Talent Works

Founder & CEO of Talent Works Neil works with fast scaling tech companies to hire great talent. Neil has supported established and scaling businesses to deliver recruitment strategies across the UK, Europe and the US.