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Summary
Lots of organizations are hiring aggressively while, at the same time, turnover is at an all-time high among the design community. Join us for an interactive workshop to explore how DesignOps as a function must shape the recruiting, hiring, and retention process during the “Great Resignation.” We’ll be breaking into groups with specific focus and then reconvening to share: For hiring managers: What is working well to attract new talent and where are you stuck (e.g. a certain profile of talent, lack of perks, etc.)? For people managers: What strategies are you using to retain your best talent? What are your top folks asking for these days? If you’re on-boarding lots of new folks, what’s helping make that effective and friendly? For everyone else: What’s keeping you in your current role? What would get you to jump ship? If you are looking for a job, what do you want hiring managers to know or improve about the process?
Key Insights
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High attrition rates are creating challenges for hiring managers while simultaneously prompting opportunities for new talent acquisition.
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An intuitive onboarding process is critical for integrating new hires effectively into existing teams, especially in a remote work environment.
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Team relationships and psychological safety are major factors influencing employee retention in today's job market.
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Burnout among employees is a pressing issue that requires proactive management and support from supervisors.
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Job seekers are increasingly frustrated with lengthy and unclear hiring processes, particularly regarding design challenges that may not fairly assess their skills.
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Flexibility in hiring practices is essential as many companies still adhere to outdated location-specific hiring policies.
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The demand for experience design roles is on the rise, signaling opportunities for internal mobility within organizations.
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Building strong employer branding and cultural clarity is vital for attracting top talent post-pandemic.
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Continuous feedback should replace traditional annual reviews to foster better employee development and morale.
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Retaining top talent hinges on offering competitive benefits, including remote work flexibility and mental health resources.
Notable Quotes
"With great challenges comes great opportunity. We need to step it up and attract conscientious talent."
"A strong team and psychological safety are the number one reasons people stay in a role."
"Opportunities for growth are crucial for both retention and attracting new talent."
"Proactive recruitment is essential for recognizing talent that might fit roles not initially applied for."
"Employees are overwhelmed by the hiring process, which often feels inequitable and time-consuming."
"There's a significant need for clarity around post-COVID work arrangements to attract and retain talent."
"Continuous feedback is critical for ongoing development instead of waiting for end-of-year evaluations."
"Remote-first policies provide a competitive advantage for organizations in the current job market."
"Companies must offer meaningful work that aligns with employee values for better retention."
"Hiring practices must evolve to focus on finding candidates rather than merely weeding people out."
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