Businesses Are Losing Employees to the Great Resignation - Here's How To Get Them Back

March 9, 2022

You can thank COVID. First, the virus sparked a massive economic disruption with the shutdowns of 2020. Now, the post-pandemic reopening has fueled the so-called Great Resignation -- a spike in employee departures brought on by tight labor conditions.

Are you ready? The Great Resignation could involve many of your best employees quitting in order to pursue other opportunities elsewhere.

This will likely rattle your operations, but it doesn't have to cause lasting damage. Even with the departures, you can fill those empty positions and get your business back on track. In fact, with the right recruiting procedures, you can come out of the Great Resignation stronger -- grabbing top talent from your competitors as employees look for the best place to land.

With the right recruiting procedures, you can come out of the Great Resignation stronger -- grabbing top talent from your competitors as employees look for the best place to land.

It all starts with compelling job postings. This seemingly simple component of the hiring process can become the key to attracting top talent and developing the team that will take you through the turmoil of 2022 and beyond.

What is the Great Resignation?

COVID has created significant dislocations in the job market. As the pandemic struck, unemployment rates spiked to double-digit levels as the economy shut down. As restrictions lifted and businesses got back to work, a surge of demand for labor led to an incredibly tight job market.

As a result of these dynamics, salaries spiked and companies faced a shortage of qualified workers. This led to economic circumstances that were very friendly to workers.

This didn't just help folks looking to return to the labor market after the COVID freeze. People with steady jobs also recognized the opportunity. They took advantage of this -- leading to the Great Resignation.

This reshuffling could include massive waves of departures. A survey conducted by showed that 25% of employees plan to leave their current jobs in 2022. As a small business owner, you need to prepare for this potential tsunami of quitting by maximizing your recruiting process.

Building a great team starts with winning job postings

Whether you are rebuilding your team following a COVID shutdown or replacing a wave of departures prompted by the Great Resignation, you need to gather as many qualified candidates as possible. At the same time, you need to compete with the rush of other companies also looking to attract the best workers.

To land the best candidates, you need to improve every part of your hiring procedure. But it all starts with your job posting. In most cases, this will be your first contact with a future employee -- your best chance to spark a connection with top talent.

Why is it important to write a good job posting?

Job postings often seem like routine matters. Sometimes, companies don't put significant effort into crafting them because they assume qualified job applicants will jump at any opportunity. But that's not always the case.

Investing additional resources in a job posting can significantly improve your chances of hiring the right employee. Just as an example, 57% of job seekers say that too much jargon in a job posting will make them reconsider whether to apply – a sign that the small improvements can lead to a dramatic rise in effectiveness.

57% of job seekers say that too much jargon in a job posting will make them reconsider whether to apply – a sign that the small improvements can lead to a dramatic rise in effectiveness.

Meanwhile, a winning job posting will help you on multiple fronts at once. Here are the main reasons why it's important to write a good job posting:

Get Found

Job postings fall into the same category of other online content. You are at the mercy of search engine algorithms. As such, a well-written job posting doesn't just spark the interest of prospective applicants. It also makes sure they see it in the first place, by prominently placing your job in search results.

Entice Candidates to Apply

Once candidates find your job posting, your next task is to get them to apply. For that, you want your description to be as informative and interesting as possible. Sell the position and the company. At the same time, try to add some wit and charm to your effort to provoke a positive emotional response from prospective employees.

Begin a Relationship with Future Employees

Remember: your job posting represents your first communication with someone who could become a future employee. You are starting a relationship. As such, you want your best foot forward. It may seem early in the process, but you're setting the stage for future interactions, from job interviews to eventual long-term retention.

Tips for writing a job posting that engages candidates and stands out

Now that you've thought about the broad strategy involved in crafting a job post, it's time to think about the details. Here are a few tips to get the most out of your description:

  1. Imagine your dream candidate and target the posting to that person.
  2. Talk about culture.
  3. Include multiple people in the process, including employees involved in similar roles.
  4. While you want multiple voices in the writing process, one person should be responsible for the final copy. Otherwise, you can end up with a result that seems written by committee.
  5. Think about tone and style to avoid writing a boring job posting that candidates can ignore.
  6. Include multi-media, where possible.
  7. Actively look to eliminate bias and maximize inclusion.

Meanwhile, don't forget about the meat-and-potatoes part of writing a winning job posting. It's crucial that the final product includes all the necessary information for your candidates. Here are the key details to include:

  • Job title
  • Core duties/responsibilities
  • Company details
  • Compensation info
  • Application instructions
  • Culture

Use your employer brand to inform your job posting

Your job posting doesn't exist as a singular entity. Rather, it's part of a general impression a job seeker will have about your firm. With the ease of online research and sites like Glassdoor providing employee reviews, candidates will look deeply at your firm before deciding to pursue a career with you.

That provides an opportunity for you. By leveraging your employer brand, you can complement and expand your job posting. Create a context that increases your chances of landing the best applicants.

With that in mind, here are a few steps you can take to bolster your employer brand:

  • Monitor your brand: Routinely look at what people are saying about you as an employer.
  • Conduct exit interviews: Find out why employees are leaving your firm.
  • Stay in contact with former employees: Maintain strong relationships with one-time staff members, so that they will be more inclined to bolster your employer brand.
  • Provide a great recruiting experience: Make sure even the candidates you reject have nice things to say.
  • Leverage social media: Create content specifically targeting your employer brand.
  • Build your culture: Foster meaningful ties to your employees so that they remain loyal even if they move on to other opportunities.

Surviving the Great Resignation starts with great job postings

As a small business owner, every person on your team is important. However, you can't always fight economic realities. When you lose workers, you have to replace them. At the same time, you want to find the best person for any open position.

These priorities make it essential to build a strong hiring process from the ground up. Writing a compelling job posting is the first step on that journey. That way, you can attract and hire the best talent, no matter the economic conditions.