With the onset of the pandemic, people have adapted to the boom in online courses, advanced skills, and polished their resumes in a few months while staying abreast with the rapidly changing work environment. Every market sector was hit worldwide during this time, and work from home became the new norm. But now, the economy and job market are heating up, and people are finding new jobs in this dramatic comeback. 

In light of increasing competition among industries to snag the best candidates, the war on talent shows no signs of dwindling. Although the hiring sector has bounced back, the hunt for quality, skilled candidates remains a top challenge. Identifying quality talent is not difficult but requires a considerable amount of time, money, and effort. Organizations have to do an extensive understanding of what job seekers are looking for in their subsequent roles. This puzzle might not be easy to solve as it has evolved considerably owing to remote working that has washed away the constraint to hire at a respective location.  However, we discuss four standout areas employers can take significant action to win this war for talent with convenience and hassle-free manner in 2022.

Flexible work options 

Job seekers specialize in a specific field instead of applying for mainstream jobs with various online courses and training at their disposal. Many of these candidates carry specific educational degrees, which might have made getting jobs difficult, especially in pre-covid times. But today, organizations keep an open mind during their hiring processes and give equal opportunities to candidates with unconventional skills. The flexibility of hiring goes beyond the applicant's skill set. It can also include part-time or temporary work options, flexible working hours, completely remote teams or hybrid options (both remote and in-office settings), work-from-anywhere arrangements, etc.

Organizations that provide such flexibility to their employees find themselves in a greener pasture and become a desirable workplace for people to join.  With the job seekers in the driver's seat and in the spot to make demands, the organizations need to be listening.

Prioritize employee experience

Job seekers expect a consumer-like experience and a human touch to nurture their journey.  It is a motivating factor and fills in a sense of fulfillment at work. Supporting employees on their pursuit for personal growth in addition to professional opportunities can encourage them to thrive in their role successfully. The companies should note that employees not only want to work for the benefit of the company but also for themselves. A collaborative environment flourishes when an employee feels connected and is inspired. Cultivating employee interest and planning a customized employee development program for each individual can help an organization attract new candidates and retain its valuable assets. 

Rewards and recognition

When an organization routinely recognizes and rewards their employees’ efforts, they will see increased responsibility, efficiency, and leadership drives from them. According to Deloitte, recognition boosts employee productivity, performance, and engagement by 14%, as compared to organizations that do not practice recognition. Recognizing and incentivizing  at the workplace would increase the employees' morale and make them feel included in the organization’s functions. This acknowledgement would further boost their productivity, and the employers can reap the benefit of a positive and conducive work environment. 

Invest in professional training

One of the best ways to retain employees is training.Various companies are providing resources to their employees to enable them to learn a skill. Upskilling and reskilling should be normalized as it empowers them to improve their skill set and learn new methods to deliver quality results while keeping them engaged and satisfied with their growth within the company. Investing in an existing employee costs way less than conducting the entire hiring process for new hires with the desired skills.

CONCLUSION

The relationship between an employee and an employer is a give-and-take one. Every talent expects to be applauded for their participation in the growth of the organization. Especially in the current times where the workforce ecosystem is consistently evolving, employers must take measured steps to ensure that they grow with it and offer the best to their people.The safest way to do this is by taking measured steps to ensure that the organizations evolve with time, push boundaries and make offers with unique benefits that no one else will. The companies have to define a culture that allows people to work together and create a scaling impact from creativity and innovation. Amid this War for Talent, where every company wants to work with the best talent out there, these factors can help  organizations take great strides in attracting and retaining their talent. These factors can elevate the talent game and show companies how to deal with modern hiring through empathy and transparency. They are necessary for the organization's continued growth and would eventually assist them in winning the talent war.