Modern Recruiting

Scientific results and what we need to learn from them

Modern and excellent recruiting are often claimed by organisations.

The claims range from using buzzword terms to clearly structured and well-executed processes. Currently, the main problem is that after the Great Resignation and Silent Quitting, organisations do not seem to be ready for the challenges ahead. The demands for change seem to be slowly becoming too high.

Photo by the blowup on Unsplash

New scientific findings can help to improve this situation.

Initial situation

There continues to be a record number of people quitting in many sectors. In particularly sought-after sectors, unemployment is almost non-existent and only temporary (e.g. when your employer does not offer or support a sabbatical).

Managers often communicate to be open to new ideas but are unwilling to make resources available for the new approaches. Many of them want to wait for the planning for the following year. A questionable strategy.

Current figures show considerable changes in the market. According to McKinsey's study Great Attraction, Great Attrition, almost 40% of employees with various motivations are currently planning to change jobs. More than half of them will not return to their previous industry. Just under 20% are no longer even available for employment. Only a third will change jobs within the industry. It is important to act promptly.

Setting priorities

There was some movement in the top 10 decisive aspects for or against an organisation. However, due to the different focus areas in some sectors, you can assume that you need to score as high as possible in all categories.

Here are the top 10 from the last survey:

1) Pay — a nice environment is no longer enough.

2) Purpose — it takes more than just money.

3) Flexibility — the question of whether you offer Work From Home (WFH), for example, no longer arises.

4) Well-Being — work does not have to feel or even be hard and uncomfortable.

5) Career Development & Advancement — this is clearly stated to be the employer's responsibility.

6) Sustainability — no, recycling and carbon offset alone are not enough (anymore) here.

7) Location & travel requirements — unnecessary travel becomes an unreasonable burden.

8) Safety at work — safety at work is no longer negotiable, even for micro-organisations.

9) Support in the work environment — support instead of replacement mentality.

10) Inclusivity, diversity, leadership, resource availability — excellent leadership has to do it all.

As you can see: there is more need for action than ever before.


Great Resignation and Quiet Quitting have not even been dealt with, and the next challenges are upon us already. It is now time to live the Change Mindset that has been demanded by managers for decades. The days of thinking that talent needs you more than vice versa are over. Organisations compete in the talent market. It is an unfamiliar picture, although it has been prevalent for years. For some organisations, the change is starting late. One aspect is crystal clear: the way of “business as usual” and the belief that offering work is a privilege, that way is the best advertisement to work for your competitors. Leadership skills, organisational culture, the attractiveness of the work-providing organisation — numerous challenges, and the time pressure is high. Accordingly, it is now time to move away from the complaint attitude and start with proactive, sustainable talent acquisition.

More on the topic of modern recruiting
in this week’s podcast: Apple Podcasts / Spotify.

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Niels Brabandt

Niels Brabandt


Niels Brabandt is in business since 1998. Helping managers to become better leaders by mastering the concept of Sustainable Leadership. Based in Spain & London.