Because Americans spend 40 or more hours every week on the job, it’s natural for them to get frustrated and rethink work relationships, including if they want to continue their employment. Rather than joining in on the Great Resignation, some workers chose quiet thriving, where they found ways to get more engaged and less miserable at work.

The State of Quiet Quitting

Gallup estimates around 50% of the U.S. workforce are “quiet quitters.” They do the bare minimum to meet the job description and avoid getting fired. These workers aren’t passionate about what they do nor do they go above and beyond.

Quiet quitters are burned out and often feel overlooked and underappreciated. The epidemic might be due to low pay, poor company culture or lack of feedback from leadership.

Recruiters have two opportunities to improve this situation. First, they can offer insight to the companies they recruit for better onboarding. Second, they can tap into the talent pool of disenchanted workers and find them positions they’re better suited for.

Tips to Help Your Job Candidates with Quiet Thriving

The opposite of quiet quitting could be quiet thriving. Most brands want their staff to excel at what they do and feel great doing it. If you consistently deliver workers who solve their own problems and continue to excel during high-stress moments, you’ll be the go-to headhunter for your clients or company.

Here are some ideas for ensuring your applicants quietly thrive, starting at the recruiting stage.

1.    Be Transparent

Before recruiting a job candidate, be upfront about the company’s goals and what the job entails. If the person needs to work weekends, don’t tell them most weekends are free. A big part of dissatisfaction with a job is discovering the recruiter wasn’t honest about the requirements.

2.    Design Career Paths

Know the promotional structure and career path people must take to get from entry-level to management positions. One study showed around 30% of current jobs need re-leveling to include additional job levels and clearly define progression for existing employees.

The only way to design clear career paths is to understand the stages in learning necessary to fill each role effectively. If you run a recruiting firm rather than working directly under the umbrella of a corporation, you can train your clients and work with them to ensure the structure makes sense for their organization.

Set up the training, mentors and benchmarks to move up the career ladder. You’ll also be able to share the progression path with potential job candidates to encourage them to come on board.

3.    Define the Purpose of Work

The same Gallup poll showed many younger employees are uncertain of what’s expected of them and see no point in the tasks they complete. One way to counteract this and keep your employees focused on the importance of what they do is to discuss how what they do contributes to their department and the company as a whole.

When training management, encourage at least one conversation a week with each staff member and ensure it is deep and meaningful about what the workers see as their contributions and how well they are doing in their positions.

4.    Automate Menial Tasks

No one enjoys doing repetitive and boring things almost anyone could handle. They’ll feel undervalued and easily replaced. Around 57% of organizations have already adopted artificial intelligence (AI) to help with various business processes.

Encourage companies to take on the AI processes that give workers the freedom to dream, brainstorm and create new ideas. You should also encourage them to take risks without fear of repercussions. If they don’t feel safe throwing fresh ideas into the mix, they’ll start to keep the best ideas for themselves rather than share them with management.

Keep in touch with the job candidates who were hired. Are they happy in their new role? When recruiters show they care about the company and the employee’s needs, they’ll keep a study pool of clients and job applicants.

5.    Teach New Skills

Most people understand they must complete specific tasks to fill their workday. However, developing new skills and completing training is how employees grow and thrive in any environment.

Most workers are smart enough to understand when a recruiter invests in them, they see potential for the future. Not only are you putting money into the person, but you’re adding knowledge to your company and your staff’s skills.

Employees feel much more engaged and comfortable when they’re equipped to do their jobs to the best of their ability. Send staff to conferences, host in-house workshops and pay for courses. Invest in your workers and they’ll be more likely to give back in knowledge and better work routines.

When studying a job applicant’s resume, be honest about any skills necessary to land the role they desire. More schooling, training or experience can benefit their future careers.

A Word of Caution About Fake Work Cultures

Companies that don’t have their employees’ best interests at heart set the entire organization up for failure on a worker level. Many critics of quiet thriving point to the fact that if you are thriving at work, the last thing you should do is be quiet about it.

If you consistently put people in roles where they feel overworked and lack work/life balance, they will no longer trust you to look out for their best interests.

Some fear “quiet thriving” is another buzzword to pressure people to do more for less money and work longer hours. Brands must create a positive work culture and insist employees prioritize mental health. Recruiters can encourage quiet thriving or any other term and still lose them to a brand or recruitment company that will put their well-being first.

Open Communication and Encouragement

Take the time to serve as the gatekeeper and open the lines of communication between management and staff members. The better a company understands staff needs, the easier it will be to help them quietly thrive and find the tools to self-motivate. You’ll have a stockpile of workers willing to quietly thrive and a list of companies looking to invest in people long-term.

The post Encourage ‘Quiet Thriving’ Starting At the Recruitment Level appeared first on RecruitingDaily.

Use Virtual Recruitment Strategies

One of the most incredible things about the 21st century is the ability to get to know potential hires online instead of face-to-face. Even artificial intelligence tools are developing to help recruiters find hires online.

Using your business’s online resources is a great way to spread the word about openings and recruitment opportunities. Here are some tips for utilizing your online recruiting resources.

Your Website

Every organization needs a presence online nowadays. In addition to being a place to tell people about your workplace, websites are also a great way to attract potential hires on a budget. It can be as easy as creating a “careers” page on the site and adding descriptions of available positions along with your contact information.

If you have the budget and want to take your online recruitment strategy a step further, you can set up a recruitment website for your company. This can maximize your exposure and call attention to your job openings.

When creating your recruitment website, remember to use a strong branding message that gets your needs in a potential hire across. Be clear about what kinds of positions you have open and what benefits they could earn.

Job Search Websites

Job search websites like Indeed and Monster can be great tools when searching for potential hires. These websites allow people looking for a new job or career path to search for opportunities, but they can also help with your recruitment marketing strategy.

They are simple to use for employers, too. First, create an account on the job search website of your choice. The next step is to set up your employer account and page so potential hires can see your positions. Most job search websites allow you to use features like filters and screening questions to make it easier to find suitable candidates.

Social Media Recruiting

Social media is everywhere in today’s world, which can make it a handy tool for recruiters. If you have a social media page on Linkedin or Facebook, there is a perfect opportunity to advertise your open positions. Remember to be active on these pages so potential recruits know you’re still interested in filling positions.

If you have the time and your budget is not too low, you can also start a web advertising campaign using Google and partner companies’ websites. This can be a complicated process, however — you should determine whether it would be worth it first.

Virtual Events

Hosting a virtual recruiting event like a virtual job fair or presentation is one of the best ways to get to know potential hires face-to-face without traveling. They are also a great way to reach out to as many people as possible. Flourishing your online presence is very important to boosting your recruitment marketing strategy.

Make event panels simple and fun while still talking about the critical points of your workplace and why candidates should choose to work with you. Encourage questions so they feel like everyone can participate.

After the event, you can follow up with potential candidates by asking them for their emails and keeping in touch. This is an excellent way to show you’re actively interested in them for the positions.

In-Person Events and Promotions

While there are many advantages to virtual recruiting strategies, there’s still something unique about good old-fashioned in-person recruiting. While this might be difficult, there are still ways to meet people face-to-face, depending on your budget.

Remember to promote your opportunities, values and why potential hires should choose you to work with. Even something like the company’s credit score can be an asset. Make sure you can answer any questions they might have.

Recruiting events can be a great way to meet and get to know potential hires. While you might not have the budget to host your event, you can also participate in a job fair to find new talents. RecruitingDaily is planning a few in-person events throughout the year, you should check them out!

If the business doesn’t give you much money for travel, try to find a job fair closer to you.

Develop Your Recruitment Marketing Strategy

While developing a recruitment marketing strategy on a budget can be challenging, it’s perfectly doable using modern-day tools. Using virtual and in-person methods is the best way to find potential hires.

The post Tailoring Your Recruitment Marketing Strategy While on a Budget appeared first on RecruitingDaily.

Emphasizing Remote Work

Telework increased during the COVID-19 pandemic and research has shown it’s here to stay. Remote work will constitute about 25% of all professional jobs in North America by the end of 2022. 

The pandemic has shifted people’s priorities — they want a better work-life balance and can achieve that with remote work. Employees across many industries can do their job from home.

About 61% of people who have worked remotely since 2020 prefer to stay that way rather than return to the office. Remote work is popular with Millennial and Gen Z adults, so telework is an essential factor if you’re a recruiter wanting to attract and retain young talent.

Being Honest With Employees

Your word is your bond — this phrase goes back to the days of Shakespeare and beyond and it holds true for businesses. The best thing you and your company can do during an economic crisis is to stay honest with its employees and new hires.

This notion applies during hard times and brighter times. Being candid and telling staff what’s happening is better than hiding information and lying about the current state of affairs.

Honesty sets the tone for the workplace culture, which is a big deal for potential employees. If talented prospects hear rave reviews about your company’s culture, they might be more likely to jump on board and stick around for a long time.

Pushing Ongoing Learning

The initial training sessions a manager or HR representative gives a new hire are vital because they set the tone for the job. Equally important is the opportunity to continue learning and growing in their field.

Workers want to learn and develop marketable skills in their careers that will elevate them up the chain. Ongoing training benefits your company as much as it does the employees.

Some companies may offer a discount or a stipend for online college courses. Others may have in-house training sessions targeted to whatever industries the business has. Providing workers with opportunities for these classes is critical because they’ll gain skills and become more marketable, which will help them feel valued during a crisis.

Touting Compensation Packages

The pandemic has changed the world’s economy and shifted what workers need from a job. When they look for a new position, they want to set themselves up for success by monetarily taking care of themselves and their families. A benefits package is a crucial way to acquire the best talent, yet only 22% of companies promote it during recruitment.

A compensation package is critical because it’s one of the first things job hunters look for in the description you post online. When prospective hires see the pay and benefits, they’ll get an impression of your company based on that alone.

A robust package with benefits for the employees and their families will show your business truly cares about them. Stressing excellent coverage is essential because it will help retain employees long-term. About 43% of workers who quit a job say poor benefits were a reason for their departure — a whopping 63% cited low compensation.

Showing Care for Mental Health

Mental wellness has become an increasingly important topic inside and outside the workplace. Young people especially show concern and take action when they feel their mental health is suboptimal. About 68% of Millennials and 81% of Gen Zers say they have left a job for mental health reasons.

To recruit a younger workforce and retain these talents, you as a recruiter need to show how your company prioritizes mental health. One way the HR department can achieve this is through an investment in mental health training.

When you show you care about the employees’ mental health, it helps workers in the short and long term by reducing turnover and keeping everyone content. Mental health training can help increase productivity, mitigate stigmas and minimize the risk of substance abuse disorders.

How to Acquire and Retain Talent

Recruiting and keeping great talents can be a tall task for talent acquisition professionals, especially in an economic crisis. Since the pandemic, workers have new priorities regarding the workplace and are more choosy when selecting a new job. They prioritize themselves, their mental health and their families.

With remote work becoming the norm, increasing telework options has become necessary. Prioritizing mental health training, touting benefits packages, including ongoing learning and demonstrating honesty are a few things you can do to keep the best talent.

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