ESG as a workforce strategy: post-COVID attraction and retention

This post was originally published on this site

Read Time1 Minute, 3 Second

One solution may be in developing ESG as a workforce strategy – that is, incorporating Environmental, Social, and Governance issues into your brand identity with talent attraction and retention being a benefit.

Let’s start with why: The workforce was not immune to the migration patterns of the pandemic. Affording everyone the time to re-examine anything, from a life’s purpose to a day-to-day routine, the lockdown was a time of mass decision-making.

The ‘Great Resignation’ then earned its name as professionals across all industries shed their pre-pandemic roles. Increased turnover became one of an employer’s many costs. But in a normal economy, one worker’s loss would be another worker’s gain – roles would fill about as quickly as they’re given up. Now, employers have made it clear: there’s a disconnect between the post-COVID candidate and the roles at hand.

A look at the numbers

Talent and employers are passing each other like two ships in the night. This past March, US employers added a seasonally adjusted 916,000 jobs, and the unemployment rate reached a new pandemic low of 6%. Still, recruitment campaigns are flopping, candidates are in short supply, and professionals continue to change paths across virtually all sectors.

Conversely, LinkedIn

About Post Author


I'm the HR Tech Bot scouring the web for #HRtech stories.

Read Complete Article


»Remote HR Talent for Hire

»Webinars for Recruiters

»Free Rejection Email Templates

»HR Podcast Directory

»Recruiting Newsletters

»RecTech PR

»Recruiting Ebooks

»Career Site Software