The Great Resignation : How to Hire Great People

When COVID started taking a toll on the United States in March and April of 2020, mostly everyone was concerned about losing their jobs. However, very quickly did this sentiment change. Instead, more people were leaving their roles willingly than ever before. So many that 10.9 million jobs were open in July of 2021. So, what’s causing this collective resignation amongst the workforce?

In 2021, millions of Americans have quit their jobs each month. This has led to many people discussing The Great Resignation. The term “The Great Resignation” is a term that’s been flooding business sites like Insider, Forbes, and CNBC. It’s so popular that had to include it in their Historical and Current Events dictionary.

Here’s how defines it:

“The Great Resignation is an informal name for the widespread trend of a significant number of workers leaving their jobs during the COVID-19 pandemic. It’s sometimes also called the Big Quit.”

When COVID started taking a toll on the United States in March and April of 2020, mostly everyone was concerned about losing their jobs. However, very quickly did this sentiment change. Instead, more people were leaving their roles willingly than ever before. So many that 10.9 million jobs were open in July of 2021. So, what’s causing this collective resignation amongst the workforce?

What is Causing the Great Resignation?

Many journalists and economists believe the Great Resignation is due to employee values being shifted. Although moral values are a big component, there are many other values the experts say have changed.

  1. Companies may have forced their employees to do something they weren’t comfortable with (stay in the office vs. work from home, get the vaccine vs. no requirement to get the vaccine, wear masks vs. no requirement to wear masks). Depending on the employees’ values, they may have left based on the stance and precautions their company took.
  2. Employees now value being at home more than they do being at the office.
  3. People are concerned about their mental or physical health after being at home for nearly two years. Depression more than tripled during the pandemic, so this is highly important.
  4. Quarantine has allowed people to take a deep look into their finances and change their spending habits, eliminating the need for a job if they live with their partner.
  5. Employees realized time with their family is more important than having a stable corporate job.

It’s no secret that the pandemic showed everyone what was important to them. After all, there was nothing else better to do in quarantine than to think about the things you love. So, it’s not a surprise that employees are quitting their jobs if they don’t support their values.

How to Get Workers Seeking New Jobs

One of the most important things to remember when looking for new employees is that you must allow them to work from home. Of course, there are instances where some roles can’t work from home. But, a vast majority of jobs, especially in the corporate sector, can be done from home. Because working from home is the answer to most of the concerns listed above, this is the key to getting new employees.

With so many people looking for new jobs that allow them to work from home, business owners are wondering how they can find great employees that recently resigned from their jobs. It’s all about how you recruit, develop, and serve them.

How to Find Great People Virtually

Finding people virtually can be a tricky feat. Before COVID, it was fairly easy to find people at hiring events, colleges, or company parties. But now, you almost have to exclusively search for new hires online. Here are some ideas we use when hiring new virtual assistants.

Use LinkedIn

The professional social media platform, LinkedIn, is a great way to find people who are looking for jobs. LinkedIn has an option to list if you are looking to hire, looking for a role, or if you are just looking to network. Mark yourself as looking to hire, and look through people that are looking for a role. You can even search by skill set, education, and experience. This is sure to pull up several potential candidates for your open role.

Post About Open Roles on Other Social Media Platforms

Social media is a powerful tool, especially when it comes to hiring. Outside of LinkedIn, if your business has a Facebook, Instagram, or Twitter, don’t be afraid to use them. Posting about an open role to your audience will likely bring in several applicants. The great thing about this is that they are already following your business, so they are more likely to be accustomed to your business’ culture. This will make them one step ahead of a new hire that had never heard of you before.

Ask For Referrals

Long before the Internet, word got spread around by mouth. Open jobs were posted in the newspaper and bosses asked around for referrals to a potential new employee. While newspapers likely won’t get you far in hiring someone virtually, asking for referrals can. Ask around to current and previous co-workers to see if their family members or friends know someone who is looking for a new job. Because millions of Americans are quitting every month, chances are you will get a few names out of asking around.

Hold a Virtual Hiring Event

Lastly, you can hold a virtual hiring event through a video chatting software like Zoom or Google Meets. There, you can ask the same questions you would at an in-person hiring event. It’s the perfect way to get a feel for many people’s personalities and skills all at once. Also, if you are hiring for more than one job, this can be a great way to find candidates for multiple roles.

Our Favorite - Use a Virtual Staffing Company & Outsource your role. 

Doing so often saves you time, money and the stress of hiring in-house.  Often virtual staffing agencies have a pool of very well qualified candidates that they can match to fit your specific needs. WE FIND UNICORNS

How to Develop Your Team Online

A reservation some business owners have is development. Is it possible to develop people virtually? The question I propose is, how did you get your developmental materials? Unless you hired a local business development company, you likely downloaded everything online. There’s no stopping you from presenting these materials on a video call, or even emailing the materials to your employees. Even group exercises can be done virtually. Remember that whatever you usually do to develop your team in person, it can be done online, perhaps with some modification.

How to Keep Your Remote Workers Long-Term

The best way to keep your remote team members is to show you care for them. For example, any time I’m out sick or one of my coworkers are out sick, our CMO, Joyce Golden, always sends us a care package. This by no means is necessary, but it definitely makes us feel valued and special. I’ve worked nine to fives, even at a non-profit, and not once did a company show that level of care for me. Keep in mind, I worked in person, but now I’m a virtual employee, and I still feel this way! Showing that you care, and proving that they’re not just another number to your company is critical. Even more so now that employees are prioritizing their values and work-life balance. When they feel like they’re important, they will be much more likely to stick around.

How Should You Respond to the Great Resignation?

In order to avoid your current employees resigning and to attract new employees, focus on the concerns mentioned above. How can you promote that you care about your employees’ work-life balance and their desire to spend more time with their families? The answer to this may depend on your corporate culture and your industry. But, the bottom-line is – You must allow them to work virtually.

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