The past couple of years have seen a sea change in the way people work, where they do that work, and how companies big and small hire and keep on staff those who work for them. Involuntary unemployment is down, sure, but voluntary unemployment is up; the Great Resignation isn’t showing any signs of abating. As a consequence, your hiring strategy of the past is now as outdated as the notion that one must commute to and from a far-flung office each day. You can no longer assume that candidates are as eager to work for you as you are for them to work for you. What does this mean, then, in the greater scheme of things?

It means you and your hiring strategy have to change with the times, and now – or else the times may put you out of business.

How to Hire for the Future

These days, candidates often have as many questions and demands as the companies they’re applying to have for them. If these candidates are eventually hired, and still find the job isn’t the right fit for them, they have no compunctions about quitting. Where does this leave you? Well, you have to start from scratch. Therefore, if you want to avoid being swept up by a time-wasting struggle with constant turnover, you must adapt. So long as your talent acquisition process doesn’t reel in those who are a good fit for your company, you’re putting yourself at a disadvantage.

If implementing your hiring strategy is taking up too much of your time and you’re still contending with high turnover, then something really needs to change. Rather than hiring for the moment, you need to be hiring for the future. Your long-term hiring strategy should be focused on building a team that will stick with you through thick and thin, and in as short a time as possible. The best chance you have to achieve this goal is by conducting pre-hire assessments that reduce the chance that the wrong candidate is hired for the right position. But how?

It’s never too late to reassess your hiring strategy – until it is. Think about it: Are you making the best use of all of the blessings that modern technology has given hiring managers and business owners when it comes to recruiting and hiring? Is your onboarding process encouraging to those you’ve been hiring? If not, then your talent acquisition efforts may all be in vain. There’s never been a better time to make the most of the resources that are available; in fact, it’s the perfect time to let Reveal help you future-proof your hiring strategy.

Hiring for the Future of Your Company

Utilizing Reveal’s advanced tools for pre-hire assessments can help you avoid becoming even more collateral damage of the Great Resignation. Reveal’s technology streamlines the decision-making process for you, while also providing the data you need to formulate relevant interview questions. By helping you better understand and sift through the talent pool, you can better anticipate what candidates are looking for – and who will fit your needs. This means you will spend less time recruiting, and more time onboarding new hires who will be in it for the long haul.

Those who stubbornly stick to the talent acquisition strategies of the past are doomed to find their turnover higher than in the past. You have to keep up with the times, and Reveal can help you keep pace with all of the changes. To see how you can level up your hiring strategy with Reveal, schedule a 15 minute call to see how you can save hours in your week, and ensure that you have the right people in the right seats.