Recruiting and Retaining—The New Normal

FOR IMMEDIATE RELEASE

Media Contact: Kathryn Klopfer, Marketing Communications & PR Specialist
[email protected] | 262.696.3426 

Recruiting and Retaining—The New Normal

MILWAUKEE, WI (May 7, 2020) With unemployment at an all-time high and a talent market that continues to change so rapidly, to remain successful, employers need to be able to quickly adapt and change in today’s ever-changing marketplace. MRA suggests employers utilize technology as the new normal in recruiting.

“Whether a company is currently booming due to the COVID impact and needs to hire immediately or once the economy picks up again will need to hire quickly, employers today are facing unprecedented challenges,” said Valerie Grube MRA Director, Recruiting and Retention Services.

“High unemployment, high volume of applicants, and a high number of positions to fill are the challenges we are currently facing,” added Grube. “But these challenges are not new. We are just dealing with them at a heightened capacity.”

MRA says the key is to streamline the process and hire and retain right, right now. To find high-quality candidates, during a high-volume market, requires high-tech recruiting tools:

• Applications filled not only online, but also via text speed the process.
• Virtual and on-demand video interviews make access to candidates quick, efficient and easy.
• On-demand voice interviews with voice prompted Q&A sessions to accommodate busy schedules.
• Online candidate sourcing expands candidate potential.
• Pre-hire online assessments provide information about a candidate’s performance potential.

These high-tech recruiting tools make the high volume of candidates much more manageable today.

Employee retention is also important – not just now with in today’s changing marketplace, but at all times. With current high levels of uncertainty and unemployment, some candidates may accept a job offer just to be re-employed and have the stability of a paycheck. These employees may help fulfill an immediate need for both the employer, as well as the employee; however, they may accept a job at a lower pay or position level to get back on a job. In that case, long-term retention is at risk, along with the substantial impact and costs of turnover. Estimates show turnover costs up to 2x the departed worker’s salary. The key is to hire the right employee, at the right time, with the right pay, to ensure they will remain a long-term hire.

Another critical key to employee retention is the employee experience. Employee experience begins with candidate recruiting, including the application process, interviewing, job offer, and continues with employee on-boarding, daily work activities and skill development, manager communications, leadership interactions on through termination and beyond.

“Your employee experience is what will set you apart and ensure long-term retention. Not only is the candidate experience critical during times of low unemployment rates and when competition for candidates are high, but also crucial now when dealing with high applicant volume and higher-than-normal positions to fill,” added Grube.

While the job market of today looks quite a bit different than it was just a few months ago, MRA suggests there are many tried and true recruiting and retention efforts that companies should be doing now anyway, not only to adapt, but to get ahead in today’s fast changing market. For more information visit the MRA Recruiting webpage https://www.mranet.org/recruiting.

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About MRA—The Management Association: MRA is the largest employer association in the Midwest, providing resources to 4,000 businesses annually to help them thrive. Headquartered in Waukesha, WI, MRA has regional offices in Palatine, IL; Moline, IL; and Plymouth, MN. To learn more about MRA, visit www.mranet.org.