Ready, Set, Recruit (and Retain)


Employers have been in uncharted waters since the start of the pandemic — and now is no different. Businesses are facing unprecedented difficulty recruiting and retaining workers. In a time some are calling “The Great Resignation,” employees are shifting priorities and facing challenges caused by the pandemic, leaving employers trying to catch up.In September 2021 alone, the U.S. quit level increased to 4.4 million. It’s no longer as easy as putting out a job advertisement — you have to try harder. To both recruit and retain top talent, you must turn your focus inward, think about what you have to offer candidates and how you’ll communicate it.

Own Your Platform 

Keep in mind that today’s candidates know they have options. There are hundreds of job listings ready at the click of a button and remote working is becoming the new norm. Online job boards like Indeed and Glassdoor also present your prospects with more options that draw them away from listings on your website. While these platforms are great for improving the reach of your job ad, you should also prioritize using your own platform for promoting career opportunities.  

We’ve found that recruiting microsites draw in applicants for two reasons — ease of access and applicable information. Microsites minimize confusion for applicants and focus entirely on the job itself. Our work with Bethesda shows how a microsite can help you come out on top in a competitive environment. Even before the pandemic, Bethesda faced high competition in recruiting high-demand caregivers, like nurses and nurse practitioners. Through this site, Bethesda called out their culture of care, highlighted accomplishments of their staff and made all open Bethesda applications easily accessible. It’s a simple addition that captures the essence of the work environment and sends a clear message to candidates.

Demonstrate Your Value

Selling someone a job isn’t like selling them a product. A product is a one-time purchase, whereas a job is a long-term commitment. While your consumer branding makes sales, your employer branding lives in the minds of both prospects and current employees. Becoming a desirable employer starts with defining an employee-centric story that both motivates and attracts. Much like consumer branding, the employer branding process begins with a thorough understanding of what makes you different from the competition. Take time to identify your unique differentiators and keep them top of mind for prospects, whether they lie in specific practices or cultural values. For example, Patagonia has a clear purpose that attracts employees who are motivated to care for the environment. Employer branding is a long-term process that must be executed consistently. Every candidate touchpoint must successfully convey your employer brand, including:

  • How you write job descriptions
  • The materials you hand out at job fairs
  • The talking points your recruiters use
  • How you interview candidates

Show Your Appreciation

Finally, your business must foster an inner culture of recognition and motivation. A staggering 66% of employees claim they would quit a job if they felt underappreciated. These days, appreciation means more than the occasional pizza party — it means going above and beyond to show your employees how they are making a difference in your company. 

A team-centric atmosphere reassures employees that their work has an impact and encourages them to continue on. At Paradigm, we make a point to acknowledge the hard work of our team members. Whether that’s through our weekly shout-outs, our monthly staff-wide lunches or the occasional Tiger Award, we make sure good work never goes unnoticed.  

There’s a reason successful brands like Adobe and Microsoft are connected to a great company culture. The success of a brand lies heavily on the environment created behind the scenes. A positive culture often relies on a few factors, including:

  • Open collaboration and communication
  • Clear goals and rewards
  • A sense of inclusion 

Enacting policies and activities that promote these factors is an investment in the future. Employees that feel pride and acceptance in their work will stick around and promote those same practices to others. 

Let’s Talk

We know the job market today is unprecedented, but just as we did at the peak of the pandemic, we recommend that your business remains agile. Taking quick, immediate action now will help you begin building your reputation as an employer — both internally and externally. Finding new employees and, more importantly, keeping them around requires consistent work on all fronts. Schedule a meeting with our team and we’ll help you build a strategy to fill empty positions.