5 Effective Ways to Attract Top Talent in the Great Rehire

The “Great Resignation” or “Great Attrition” has become a hot topic lately, highlighting a significant shift in the workforce as millions of employees are choosing to leave their jobs. While the trend of rising resignations began prior to the pandemic, it gained momentum in late 2020 during the COVID-19 crisis and continues to affect businesses today.

Consider the U.S. labor market: in 2021, an astonishing 47 million individuals decided to leave their jobs, marking a significant trend. In 2022, this wave of change continued, with around 4 million workers resigning each month.

Many refer to this trend as the “Great Reshuffle,” highlighting that most employees who have left their jobs are now pursuing roles in different positions, companies, or even industries that better match their career goals and personal preferences.

Many individuals are exploring new job opportunities rather than exiting the workforce for good. Since 2021, a wave of hiring—both for new positions and to reintegrate existing employees—has ushered in a fresh chapter in employment known as the “Great Rehire.”

We’re here to guide you through the complexities of today’s recruitment landscape. In this overview, we’ll explore the concept of the Great Rehire, delve into the evolving strategies in talent acquisition, and highlight what candidates prioritize in their job searches today.

We will provide you with powerful recruitment strategies designed to help you excel in the competitive Great Rehire landscape, enabling you to attract the talent you desire and require.

What is the Great Rehire?

The Great Rehire describes the surge in hiring that has occurred over the past few years. Initially, the pandemic triggered unprecedented levels of separations—such as resignations and layoffs—along with a sharp decline in job openings and new hires. However, by 2021, this landscape dramatically shifted, leading to a significant rebound in employment opportunities.

To better understand the Great Rehire, consider these revealing figures from the U.S. Bureau of Labor Statistics and Noon Dalton: 

• Compared to only 4 million hires in April 2020, an average of 6 million employees have been hired every month since February 2021.
• Since July 2021, job openings have steadily risen to 10-11 million per month, a significant increase from the 4.7 million jobs available in April 2020.
• Around 72% of companies anticipate hiring more employees in the coming year.
• Approximately 65% of workers are actively looking for a new job.

At first glance, restoring the labor market to its previous state seems like a simple solution. Organizations have the opportunity to fill millions of job openings—often referred to as the Great Rehire—thanks to the record number of workers exiting their roles during the Great Resignation.

You might think that recruiting new employees would be a straightforward task, but that’s not the case. The Great Attrition has transformed the talent acquisition landscape, making it more challenging than ever in today’s job market.

Below you’ll find important facts you need to know as you prepare for recruitment in the Great Rehire.

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What recruitment teams need to know for the Great Rehire

We are currently experiencing a candidate-driven market, where job seekers hold the advantage. With a wealth of open positions and a shortage of qualified applicants, top candidates can negotiate better contract terms and feel empowered to decline job offers that don’t align with their expectations.

For instance, a talent acquisition director has observed a significant increase in job offer rejections within the IT sector, rising from 15% in January 2021 to a striking 47% by June 2021. This phenomenon has been dubbed the “Great Renegotiation,” highlighting the shifting dynamics in employment today.

An important aspect to note about the Great Reshuffle is that it was fueled by millions of workers choosing to leave their jobs voluntarily. These individuals are not laid-off employees scrambling for work; rather, they made a conscious decision to resign, often in search of better opportunities.

As a result, these individuals are unlikely to rush into any new job opportunity. Instead, they will thoughtfully evaluate what each company has to offer before making their decision.

Recruitment teams need to delve into the reasons behind the rising number of voluntary resignations. The primary factor? During the COVID-19 pandemic lockdowns, many employees took the opportunity to reassess their values and priorities, leading to a significant shift in what they seek from their careers.

A survey conducted by Gartner revealed that the pandemic has significantly shifted employee perspectives, with 50% of workers expressing that their expectations of employers have evolved. Additionally, 65% of the workforce is reevaluating the role that work plays in their lives.

As a result, employees have started actively shaping their careers by transitioning to roles that align better with their professional goals and aspirations. In the following section, we will explore the new priorities that candidates are focusing on in today’s job market.

What do candidates want in the Great Rehire?

To grasp what job seekers truly desire in today’s job market, it’s essential to examine the reasons behind their departure from previous roles and their aspirations for new opportunities.

To uncover the key features that draw applicants to your company, we examined research from the Pew Research Center and MIT on employee resignations in 2021, as well as 2022 survey findings from Criteria Corp and ClearlyRated that highlight candidate preferences.

Here are the top 10 organizational qualities that job seekers desire most, accompanied by some compelling statistics:

Positive work culture

Enforcement of respectful behavior towards all employees and a commitment to diversity, inclusion, and equity (DEI)

• 67% of job seekers say diversity & inclusion are critical factors when considering a new role

Higher pay

 increase in salary or wages

• 35% of active employees plan to quit their jobs for better pay

Job security 

No fear of company lay-offs, restructurings, and general instability

• 20% of the current workforce worry about job security

Healthy work-life balance

A manageable workload, minimal stress, and reasonable hours

• 56% of career changers seek better work-life balance

Employee recognition

Acknowledgement and rewards for high performers

• 52.5% of active workers want more employee recognition from management

Workplace flexibility

Ability to choose working hours, options for remote/hybrid work, etc.

• 77% of employees prefer to work with a firm that offers the flexibility to work from anywhere

Opportunities for career advancement

Professional training for upskilling and internal mobility

• 80% of workers say learning & development opportunities are key for accepting a new job

Better benefits

Health insurance, paid time off (PTO), wellness programs, childcare, etc.

• 88% of job seekers prefer lower-paying jobs with better health insurance over higher-paying positions with inferior health coverage.

A sense of purpose

Employees feel they’re contributing to a mission-driven company with organizational goals that they believe in

• 70% of people say they define their purpose in life through their work

Strong work relationships

Effective leadership from managers and valuable collaboration between team members

• 82% of workers would consider quitting their jobs due to a bad manager

As a result, effective recruitment strategies during the Great Resignation and the Great Rehire need to address the new career values that employees are now prioritizing and are ready to advocate for.

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5 recruitment strategies for the Great Rehire

Explore these innovative recruitment strategies designed to help you thrive in today’s competitive hiring landscape and attract top talent to your organization.

1. Identify what your candidates want

Start by understanding what your applicants truly seek in a job, workplace, and organization. Most candidates will prioritize key elements such as competitive pay and workplace flexibility, as these factors have been recognized as essential by the broader workforce. By aligning your offerings with these desires, you can attract top talent more effectively.

It’s important to recognize that workers’ priorities can vary significantly depending on their industry and organization. To effectively understand the needs of your future employees and attract them to your company, consider implementing these strategic tactics:

• Conduct exit interviews with workers who resign to identify reasons for their departure
• Distribute employee experience surveys to establish your current workforce likes and dislikes about their jobs
• Request feedback from candidates who applied or declined your job offer to identify areas for improvement in your hiring process.
• Research and employ niche recruiting to modify your talent acquisition strategies for workers in distinct professions

By leveraging the collective insights from these sources, you can elevate your recruitment strategy to better align with the specific desires and needs of the talent you aim to attract.

2. Determine what you’re able to provide candidates

After uncovering your applicants’ desires, the next step is to assess what you can realistically offer them. It’s important to recognize that you probably won’t be able to meet every single work preference your candidates express.

Begin by compiling a comprehensive list of the candidate priorities identified through your research. Next, evaluate these priorities based on your company’s capabilities: 1) Which features are already in place? 2) Which ones could be easily implemented? 3) Which would be challenging to achieve yet valuable? 4) And finally, which features are currently unfeasible for your organization? This analysis will help you prioritize efforts effectively.

Evaluate which changes or additions align with your company’s culture, mission, budget, and industry before taking action. For instance, if raising wages isn’t feasible, you might choose to invest in your employees’ professional development instead.

To make this a reality, consider launching corporate English training for both current and new employees. This initiative will enhance their communication skills with clients and colleagues alike. As a result, prospective applicants will recognize that your organization provides authentic opportunities rather than just empty promises.

3. Effectively market your company

After establishing your strengths and shortcomings—what you can and can’t provide candidates—you can begin to implement a targeted marketing plan. 

Use these tips to craft an effective strategy for attracting the right applicants for your business:

• **Promote Job Openings Across Multiple Channels:** Maximize your reach by advertising vacancies on popular job sites such as LinkedIn and Indeed, as well as niche platforms tailored to specific industries. Utilizing specialized sites like RigUp for construction, Hired for software development, and Qwick for hospitality can significantly accelerate hiring processes and attract qualified candidates.
• Leverage social media for recruitment: Share company information and job openings on social platforms to attract potential candidates. According to CareerArc’s 2021 study, 86% of job seekers utilize social media for job searches, making it essential for your hiring strategy.

Enhancing your brand is essential, and one effective way to do this is by showcasing the positive attributes of your organization. Highlight your strengths, company culture, employee benefits, diversity, equity, and inclusion initiatives, along with glowing customer reviews and employee spotlights. This approach is not just about image; it plays a crucial role in recruitment. According to CareerArc, a significant 82% of job seekers now take a company’s brand and reputation into account before applying—a notable increase over the past five years.

• Embrace Transparency in Your Marketing: Attract the right candidates by candidly sharing what it’s like to work at your company. Bryan Adams, CEO of Ph.Creative, emphasizes the importance of clearly communicating employee expectations alongside the challenges they may face. By presenting both the benefits and the realities of the role as a “badge of pride,” you can engage applicants who are not only qualified but also a strong cultural fit for your organization.

Be transparent about your employee value proposition (EVP)—the compensation and benefits you offer in exchange for your team’s skills and dedication—when crafting job ads and social media posts. Notably, many U.S. states have implemented pay transparency laws, reflecting the fact that 98% of workers support including salary information in job descriptions. Embracing this openness not only builds trust but also attracts top talent.

Moreover, companies that adopt this strategy can gain a competitive edge, as the absence of salary transparency is a major frustration for job seekers.

4. Employ DEI recruitment practices

As mentioned previously, a business’ dedication to DEI is a strong selling point for candidates in the Great Rehire. 

Thus, implementing DEI recruitment strategies is a way to show applicants your high level of commitment to DEI right off the bat.

Here are some ideas on how to improve diversity recruitment: 

• **Diversity Training**: Provide comprehensive training for staff, managers, and senior leaders to enhance understanding of the benefits and challenges of diverse hiring, while equipping them with strategies to promote workplace inclusivity.
• Sourcing: Address biases by using inclusive language in job postings, ensuring branding images reflect diverse backgrounds, and targeting varied candidates across social media and job search platforms.
• Screening and Shortlisting: Utilize AI tools to eliminate biases by removing non-essential CV information and objectively ranking candidates. Ensure diverse review teams and require candidates to showcase their skills through anonymous assessments and targeted interview questions.

5. Cultivate a positive candidate experience

If your applicants experience frustration during the recruitment process, even if they’re genuinely interested in your company, you risk losing top talent. This negative experience can greatly decrease the chances of these candidates completing the hiring process or accepting a job offer from you.

Creating a positive candidate experience is essential for successful talent acquisition, especially during the Great Rehire. By implementing these key strategies, you can enhance your recruitment process and attract top talent effectively.

• Simplify the application process by offering virtual-friendly recruitment options like text messaging, a mobile-optimized website, and online interviews. This convenience will attract applicants and demonstrate your flexibility in hiring the right talent.
• Streamline the application process: Limit job applications to essential information and implement technology that enables candidates to upload their resumes easily. This approach not only expedites candidate onboarding but also enhances your employer brand. In 2021, over 70% of job seekers indicated they would abandon applications taking longer than 15 minutes.
• Maintain frequent, clear, and transparent communication with candidates throughout the recruitment process. Clearly outline the timeline, number of interviews, and interview formats involved. Consistently update candidates at every stage of hiring. In 2022, 75% of job seekers reported being ghosted by recruiters, presenting an opportunity for your organization to differentiate itself by providing reliable and direct communication.

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Final words

In response to the Great Resignation, many organizations are prioritizing employee retention strategies to keep their current workforce engaged and satisfied. While this effort is crucial, it’s equally important to plan for the Great Rehire — the upcoming opportunity to attract and onboard new talent.

This article equips you with essential insights and strategies to navigate the job market successfully. By understanding the latest employment trends, candidate preferences, and effective recruitment techniques, you’ll be better prepared to attract top talent.

Are you looking to attract top talent by fostering professional growth through corporate language training? Partner with LingualNeeds! Our personalized virtual 1-on-1 classes are designed to meet the unique learning goals of each team member. With expert tutors guiding the way, your employees can learn conveniently from anywhere, at any time.

So book a free demo to see how LingualNeeds can give you a leg up in the Great Rehire.