Why no one wants to work for you and what you can do about it

Employees are quitting en masse. One in four workers has quit in the past year. Employers everywhere are wringing their hands and worrying about what went wrong. Why are the employees leaving? We have never had a recruitment problem before. Maybe they’re just sweet, titled, spoiled. Surely they will come back.

Or maybe it’s not a “them” problem – maybe it’s a “you” problem.

It’s not so much the Great Resignation as the Great Reset.

The playing field is now level, folks. It is change. It’s not that employees have more power than employers, it’s that they have the same Powerful. The same power to be selective and to evaluate a variety of options. The same power to say what they want about the arrangement. The same power to accept or refuse. The power to consult documents available to the public, including salary fact sheets, and to act accordingly. Even the same ghost power and even not coming back to a business.

Employees don’t have to come begging, desperate for a chance, ready to take any available job, even if the company doesn’t fit, has a bad reputation, or offers shitty salaries and benefits again more crap. For some companies, this is a rather disturbing red flag. Suddenly that brand of talent you’ve phoned is one thing; better to polish it. What do you advocate? What is your reputation for treating workers? How does your culture present itself to people? Why would like does anyone want to work for you?

For starters, maybe it’s time to dust off the outdated hiring practices that take candidates for granted and reinvent a way to bring out the best in you.

Things that might be important?

Be honest

Right off the bat, it should be “What you see is what you get”. Be clear about what work is and what it is not. It is not in your best interests to dress him up as something he is not. Honesty shows up even in the small things, like interviewing in a realistic way for the job. If this is a technical interview, make it an exercise in programming on issues that closely correspond to what the candidate will actually experience at work – not a random algo question designed to be a “trap”.

Get rid of unnecessary and painful items

“How many golf balls can a 747 hold?” “How would you calculate the number of needles on a Douglas fir?” “” Tell us about the inversion of a binary tree. Asking puzzle questions is like bragging about your investments at a night out to flirt with someone: you think it makes you look good, but you look like a jerk who does. too much effort, telling unnecessary things.

Candidates see questions like these for what they are: unrelated to the job at hand. And like that guy at the party, you won’t keep their interest or take them to the next step in your hiring process.

Be respectful of the candidates’ time

Getting people to prepare hours and hours for a technical interview that has nothing to do with work is a waste of time. In addition: it is disrespectful. It tells applicants that you don’t care about their personal life at all, if they have any babysitting commitments, a current full-time job, whatever. There are other better ways to assess a person’s skills with real loyalty that doesn’t involve investing several hours “just because” or “well, too bad, that’s the way we do.” let’s do things here ”.

So what can you do Design a real value proposition for candidates. Stop being lazy and find out what the real and compelling reasons are for working in your business. Create offers that make people excited to join us; develop a culture where people want to stay; invest in avenues of growth and promotion of skills. Invest in your brand of talent in a meaningful way. Make the interview process a two-way street.

Many employers took applicants for granted because they believed there would always be more applicants than they needed. Now fortunes have changed.

It’s time to change with them.

Amanda Richardson is CEO of CoderPad.

Maria D. Ervin