How to fight employee turnover and recruit top talent

Long story short: Get smart about fighting employee turnover and recruiting top talent

July 16, 2021 12:30 PM

For employers, the pressure’s on. The expected “Great Resignation” may see a record number of employees quit: a massive 95% of workers are considering walking away from their current posts, according to a report by Monster.com.

That’s forcing companies to refocus efforts to not just retain their existing top talent, but to get competitive about recruiting in hopes of scooping up the best newly available talent, too.

Our top stories this week highlight how these efforts have to be holistic. A great interview process alone doesn’t guarantee that new hires will be happy. A hybrid, flexible workplace alone isn’t enough to keep employees engaged. And the cookie-cutter benefits package so many of us are accustomed to will no longer cut if for top performers.

Instead, a holistic (and ever-evolving) approach to hiring, onboarding, benefits and perks is how employers can attract talent and build lasting loyalty. Take employees’ needs and preferences into account as you build benefits offerings. Keep lines of communication open with employees to identify (and respond to) potential burnout. Make the interview process seamless, and use it as an early opportunity to make your culture and values clear.

If you want to take an even deeper dive into the future of work — and how to excel in this new normal — be sure to join us on July 21 and 22 for EBN’s new virtual event, Workplace Strategies Agenda. We’ve got two days packed with amazing speakers full of insight, expertise, and actionable advice. Can’t wait to see you there!

5 ways to keep employees from jumping ship

Are you concerned about high turnover rates at your organization? You have good cause, as a robust jobs market is nudging employees to consider whether or not their current work environment is really the right fit.

In a recent survey by job posting platform Monster, 95% of workers are currently considering changing jobs, and 92% say they are willing to switch industries to land a new position.

Tami Simon, corporate consulting leader at employee benefits consulting firm Segal, offers up five useful tips employers can utilize in order to keep attrition levels down and really make a connection with their workforce.

Read more:

5 ways to keep employees from jumping ship

3 ways to promote PTO and fight employee burnout

As employees begin their transition back into work, it’s important for companies to ensure they’re still able to transition out when needed, too.

Employees left

768 million days of PTO on the table last year

, due to the restrictions and uncertainties of the pandemic, according to the U.S. Travel Association. Now, after over a year of employees feeling overworked and underpaid, it’s time to encourage them to take some of those days back.

Burnout is not only the leading cause behind the loss of employee productivity, but the driving force for employees quitting their jobs post-pandemic. Following an uptick in demand from struggling employees for more flexibility and less stress, employers have begun tackling company burnout through methods that range from

using AI to help employees manage their mental health

to making PTO dates mandatory.

Read more:

3 ways to promote PTO and fight employee burnout

Indeed is standardizing the use of video interviews with recruiting initiative

Remote work — and consequently, hiring — is here to stay, which means companies will need a reliable way to vet their applicants.

Job search site Indeed recently announced that all jobs posted directly to its platform can add video interviewing options at no additional charge, according to a press release. This new capability, in which Indeed hosts every step of the recruiting and hiring process, aims to reduce the time it takes to get candidates to first interviews.

“The pandemic exposed and amplified realities that already existed,” says Maggie Hulce, senior vice president and general manager for enterprise at Indeed. “The old ways of sorting through applications, sourcing candidates, reading resumes and scheduling interviews take place across multiple platforms and are too slow, disjointed, and impersonal.”

Read more:

Indeed is standardizing the use of video interviews with recruiting initiative

How to build fertility benefits that work — for all employees

As drastically as the demands of the modern workforce have recently evolved, so have the demands of the modern worker — and many are craving additional support, understanding, and access from their employers and the benefits they provide.

“It should not take an employee saying, ‘Hey, I’d like to freeze my eggs but I can’t because I’m a single, 30-year-old female,’ for an employer to understand that their benefits aren’t as holistic or as good as they thought,” says Aneliese Ramsay, part of the business development team at Carrot Fertility, which works with employers to help them provide better, more inclusive fertility benefits.

“It’s up to employers to know what their employees need and do the work to create an inclusive company and workforce. According to our Fertility at Work report, about 77% of employees would stay at their company longer if their employer offered fertility benefits, and 88% would even consider changing jobs for access to these benefits.”

Read more:

How to build fertility benefits that work — for all employees