Do you think your recruiting process will adjust to the “Great Resignation”?

1.9k views5 Comments

Chief Information Officer in Education, 5,001 - 10,000 employees
I don't anticipate changing our process much, but it depends on the organization. I would say half of our employee base is unionized in the public sector. I've spent about 15 years in the private sector before I moved over to public. In the private sector, I could hire and fire people far easier, and for lots of reasons, depending on the state. In the public sector, it's much harder. Even though my IT staff is not unionized, we still follow a similar process.

One of the most important jobs we have is getting the right people in the right seat on the bus. And if we don't, one person could create massive collateral damage. The impact they have spreads through an organization or team, and is really detrimental to their functioning. You can shorten processes by taking shortcuts or cutting things out, but I’m hesitant to do that. Even though there are pressures out there, and you may lose candidates, it is a real pain if I make one bad hire. We'll keep our process, but hopefully in the next six months, we'll have a much better streamlined process for recruiting and onboarding as we switch over to Oracle cloud.
2 1 Reply
President and National Managing Principal in Software, 501 - 1,000 employees

I think the key is that if there is a higher barrier, we all think there's quality. The consensus seems to be that there's a result associated with that. At that point, when you look at the market, do we need more recruiters to find more people that are willing to take the coding test, or sit through multiple rounds of interviews to get things going?

Director SASE Customer & Partner Success in Software, 10,001+ employees
When I'm hiring individual contributors, there are usually about three rounds of interviews, if you don't count the recruiter screen. I haven't heard anything about shortening those cycles.
Director of IT in Software, 201 - 500 employees
It hasn't so far but hope it will in the near future.

Unfortunately, sometimes you don't have the power to change how things are done in an organization.
Director, Information Security in Education, 1,001 - 5,000 employees
I don’t think so. Prior to the pandemic, organizational leadership was attempting to reduce overall staff with hiring freezes and a voluntary severance that would pay out eligible people if they resigned (many used it to retire ahead of schedule but others had jobs lined up) and then mid-Covid hit us with two weeks of furlough.

Recruiting doesn’t seem to be a priority at the moment and I’ve seen a slightly larger focus on enabling departments to implement long term remote work arrangements as part of a sustainability plan. Should recruiting open up again, I do think this will be an attractive option that’d be benefit our applicant pool

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