The Great Resignation has put employers in a tough spot as million of Americans quit their jobs. Fears about the pandemic and face-to-face time with customers explain some of the resignations. People don’t relish the idea of catching the virus and bringing it home with them. Others see the economic changes as an opportunity for better or at least better-paying jobs. For business owners, though, the challenge becomes one of how to attract and retain talent.

If you’re wondering how you can keep your best employees and attract new employees worth their salt, keep reading for some tips that will help you achieve that.

Boost Pay:

Businesses possess finite financial resources. That puts hard limits on how much more money you can offer. Yet, you should weigh that against the costs of recruiting someone new for the same position.

If you can keep a key employee for less than it would cost to replace them, you should strongly consider offering them a raise.

Expand Benefits:

Not every employee leaves because of money. A lot of employees like their jobs, but don’t like their benefits package.

For example, let’s say you offer bottom-tier insurance with no dental or eye coverage. Employees with kids may well value things like dental and eye coverage over a little more money in their paycheck.

Focus on Culture:

Like it or not, lots of people leaving their jobs during the Great Resignation see company culture as a problem. Many believe, and rightly, that their employers don’t care about them. Managers treat employees like cogs, make unreasonable demands, or change schedules with no discussion.

Even small signs that you care about your employees’ well-being can go a long way. Consider instituting wellness programs as a sign of your commitment to employee well-being.

Limit Your Focus on Skills:

With some jobs, skills and qualifications are a basic requirement. Yet, for many jobs, you can train people in-house for a position. The only real requirement in hiring employees is that the people possess the right attitudes and aptitudes.

Rewrite your open position ads with a focus on the benefits of working for you. Look for trainable candidates, rather than prequalified ones during the talent acquisition phase.

Get Third-Party Help:

If you absolutely do need someone with a specific skill set that you can’t find, consider outsourcing the problem. You can look for a recruiter or headhunter that specializes in an industry segment. They’ll help you find and screen the candidates.

You Can Find and Retain Talent

It might like an impossible task to find and retain talent with millions of people quitting their jobs right now, but it’s not impossible. It’s just more difficult.

Focusing on things you can change will help find and keep talent. Improve pay, if possible, and look at expanding benefits. Start wellness programs and look at ways you can improve company culture.

Focus more on finding trainable talent than pre-qualified talent. If necessary, outsource recruiting to specialists.

Looking for more tips on talent acquisition? Check out the posts over in our Business section.