In the last year, much attention has been paid to the phenomenon of the Great Resignation: workers are leaving their jobs at a surprisingly high rate.

According to data from the Pew Research Center in November 2021, the percentage of workers leaving their jobs rose to a 20-year high in the United States. They researched the reasons why workers leave their jobs and found that the main reasons for leaving people include low pay, lack of ways to progress in the company and feelings of disrespect in the workplace.

Instead of calling this period in time the Great Resignation, Bharat Badrinath, Head of Marketing at Hybrid Cloud Consulting TaosIBM, believes it’s a great time for companies to grow and turn it into a big recruitment process.

According to Badrinath, reversing the scenario is not as simple as simply hiring new people to replace the old ones. “To expand your talent pool, the first thing you need to do is keep the people you have, and then you can add to it,” he said.

Companies must first study what makes people leave and solve these problems. According to Badrinat, some simple starting points include reassuring people that they are working on interesting projects that give them job satisfaction, which could mean introducing more automation to take care of things that stand in the way of that goal.

Badrinat recommends looking at best practices so you can learn from people who have done this before, who have already gone through the successes and failures themselves, and know what works.

Another way is to look outside your company for a subscription service or managed service to take care of those areas you don’t want your main developers to focus on.

“So what we go in and do is take on some of the work where they’ve had little or no success, and try to help guide them… and accelerate their growth in that direction,” he said. .

Another way a managed service can be useful is that in competitive talent markets, it can be difficult to hire the right people on time. With managed service, some of these experience gaps can be filled quite quickly and cost-effectively.

“We don’t actually put a set of consultants on a client’s site, what we do in the end is have a group of experts that the client can dive into if necessary,” he said.

This is something that can be flexible and according to the needs of your company; some companies may need more help than others.

“And I think that’s something that the cloud has helped us understand in terms of what customers can do, where you don’t have to immediately hire full-time people for every role, you can always start with someone who manages things for you. And then depending on your level of comfort, your core competencies and the needs of your company. And the speed of change and scale, you can decide whether to bring it into the house or not. Think advertising agencies, right? Not all companies have in-house advertising agencies. Most companies are looking for outsourcers to buy design media and all that instead. And this is a similar model, where it’s a subscription service, you pay them a lump sum and then based on what they do, you end up climbing in terms of the services you provide, “Badrinat said.

Content provided by SD Times and Taos

The Great Resignation is the Great Recruitment tool

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