When hiring for a position, too many companies leave job descriptions vague and open-ended. They end up receiving inquiries from enthusiastic applicants who seem a good fit for a role, and they hire these applicants, only to find the new hires don’t last long. The company then starts the hiring process over again without realizing their hiring strategy incorporates previous mistaken assumptions about how job descriptions influence the actions of the talent pool.

While 2020 saw massive job losses due to the COVID-19 pandemic, 2021 has seen massive job losses of a completely different sort. As the so-called Great Resignation continues to unfold, companies that put a greater emphasis on understanding the importance of competencies – and how they fit in to candidates’ motivations and expectations – are the ones that will see the most success in reducing turnover. 

The Great Resignation and How to Navigate its Wake

From April to June 2021, 11.5 million American workers left their jobs, with a record 4.3 million Americans quitting their jobs in August 2021. As opposed to the job losses that accompanied emergency measures to mitigate the COVID-19 pandemic in 2020, the Great Resignation of 2021 is an entirely voluntary phenomenon. What are employees and candidates looking for in the brave new world brought about by the Great Resignation? 

After a year or more of being forced to work from home, often asked to take on more than was ever expected of them, millions of Americans have found the status quo wanting. Feeling undervalued, overworked, and underpaid, they also discovered that they rather liked no longer going into an office for eight hours a day. What Americans taking part in the Great Resignation are looking for now is a greater sense of fulfillment in their career that aligns with their goals.

HR managers left grappling with the ramifications of a workforce with higher expectations and greater demands have been feeling disoriented, but they can be sure of this: If they want to fill open positions and simultaneously reduce turnover during the Great Resignation, they must swim with, not against, current trends. The perfect hiring strategy is not just about finding the perfect fit for a position, but also ensuring that a position fits the perfect candidate. 

When screening candidates, you’re going to find entirely capable people who are nevertheless a poor fit for a position. The talent pool isn’t the problem; the problem is not understanding how crucial it is to connect competencies to job fit. In short, it is quite possible that the right people are applying for the wrong position in part because your job description led them astray. Another issue is that you’re probably not properly utilizing competency profiles in your screening process, so filling an opening is like trying to fit a square peg into a round hole.  

Connecting Competencies to Job Fit is a Recipe for Success

To increase the likelihood of a candidate’s job fit, you need to be absolutely clear in the job description about what the position entails and who the ideal candidate would be. By including firm expectations in job descriptions about the competencies a candidate is expected to have for a role, you in turn manage talent pool expectations and can attract the right candidates. This helps ensure new hires are in it for the long haul even in the midst of a Great Resignation. 

HR managers have had it tough lately, but the night is always darkest before the dawn. Employment assessment technology like Reveal’s helps you connect relevant competencies to job descriptions, giving you a clearer picture of what the perfect candidate for a position looks like. To see how you can get the right people into the right seats and keep them there, even during the Great Resignation, get in touch with Reveal or schedule a 15 minute call today.