Business
4 Million Americans quit their jobs in July of 2021 , according to the U.S. Bureau of Labor Statistics. What this means is that you have a tremendous opportunity to upgrade your talent base in your organization. The pandemic has magnified people’s career wounds in a way that every business will be impacted. While many reasons are given as to the cause of this mass exodus, the root of the fall out is that the people leaving are no longer in alignment with the company’s values. Value alignment is now more critical than ever to attract and hire people. Because when people align with the actual company values, they find meaning & discover their purpose. And their purpose is far more important to them than your profits. Today is a special episode due to the massive number of requests from our audience about this little problem called the great resignation We discuss: Why it is critical to own your company values How to prosper in Hiring - TODAY! Challenge today? My people are getting poached! We have come to a point where people want meaning & purpose in their lives. Perks, compensation & benefits no longer matter People are questioning their “why” Imbalance Stress & heartache More flexibility is not the real issue Inc Article https://www.inc.com/jessica-stillman/great-resignation-work-meaning-esther-perel.html Demonstrating meaning & the company cares about them as “human beings” Why is this important to the company? Who’s leaving? Mid- career employees have the highest resignation rates! (30-45) You are positioned to heal a person's career wounds. When you align with values and provide a solution to heal, both parties WIN People are expecting win-win relationships with their employers The Great Opportunity! Easiest time in history to engage A-Players! Raise the performance bar in your organization 4 Steps to Win-Win Talent in this Great Resignation Get solid on your Values Key to attracting top performers Who you are how you lead how people act Understand your Recruiting Process Recruiting is how you identify people & get people to talk to you. Just because you recruited someone great, doesn't mean you should hire them Or that they will even accept your job offer What is working today Target and Contact & Reconnect Do not sell, listen Understand your Hiring Process Start with an in depth Discovery call (phone screen) Does this person’s desires align with the company (correctly positioned) Not skills Vision for the environment in which they will excel Timed & structured Interview Values alignment first Skills second (working session) Nurture a proactive flow - allow the person to have a voice in what happens next What would you like to do next? Heal the Career Wound Growth, Content of work, Management Value Alignment Progression, learning, flexibility If you cannot provide a path to the individual, don't hire Someone else will thrive in the role You will be just a paycheck (if the person joins) Key Takeaways -Value: The “Great Resignation” is real and you need to be capitalizing on the opportunity that has been presented to us! Get tight on the company values… They are the key to a successful hire Don't confuse a recruiting process as a hiring process. They are two separate activities. Rick's Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.stridesearch.com/hire-power-radio Book: Healing Career Wounds - https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/