Why some companies are winning while others lose out?

2022 Hiring Outlook:

Why some companies are winning while others lose out?

The great resignation has been something every company is aware of and it has had a dramatic impact on many organizations.  Since the start of 2022 we have seen many of our clients adapt to the ever changing hiring environment which has no doubt been a catalyst for their success in hiring top performing people. 

Remote and Hybrid work environments remain one of the leading factors people stay or look for new opportunities.  EQ has a big part in why people choose to stay or look for new opportunities.  Empathy, Appreciation (interpersonal relationships), Flexibility and Optimism are a few of the traits we see organizations retaining employees put a concerted effort towards building.

There are so many dynamics and factors to consider when looking at what is driving so many professionals to turn on the “Open to Opportunities” Tab on their LinkedIn profile. 

But really why are some companies killing it while others lose out? 

FEAR!  Fear of making a bad hire, fear of changing their recruiting process, fear of being the one responsible for making a bad hiring decision, fear of adapting to meeting the environment where its at…

Some companies we’ve seen have maintained the 3 or 4 rounds of interviews spread out over 2 -3 weeks… They still have moderate success because of being up front with candidates that this is what they can expect… However, the ones who are winning, every day with every hire… They’re making decisions on the spot.  They know what they’re looking for… They’ve tightened up their expectations, have a clear understanding of what technical needs and emotional intelligence they’re looking for.  Standardized questions that allow them to make an offer on the spot or expedited a second round interview within a day or two… Time kills deals, and the organizations and hiring managers who move fast are winning big. 

The last part of what companies who are winning do is they don’t offer this candidate exactly what they’re asking for in compensation.  $1,000-$2,000 over what a candidate is looking for can make a huge difference.  It shows them you appreciate them and the talents they bring to the table and is an opportunity to hopefully dissuade them from the countless counter offers we see every day. 

We hope this is helpful and we will continue to offer advice and ideas for your organization to leverage in an effort to hopefully win in the future…

If you’re looking for help hiring top performers, reach out to us and we will help!