Why It’s So Hard to Hire: “The Great Rethink” and the Challenges of Attracting Top Talent
Hiring managers and recruiters are no strangers to the challenges of finding and attracting top talent in today’s competitive job market. The “Great Rethink” – a term coined to describe the massive shift in employee priorities, attitudes, and behaviors in the wake of the COVID-19 pandemic – has left many employers scrambling to adapt to the changing needs and expectations of the modern worker.
As the US labor market continues to tighten, with a surplus of vacant jobs and a shortage of available professionals, it’s becoming increasingly clear that the old tactics of hiring and retaining top talent are no longer effective. The “Great Rethink” has brought about a paradigm shift in the way employees at all levels view their relationship with work, and employers must rethink their own relationship with their essential professional-level workforce if they hope to attract and retain the best and brightest.
According to the U.S. Bureau of Labor Statistics, more than 47 million Americans voluntarily quit their jobs in 2021, a phenomenon that has been erroneously dubbed the “Great Resignation.” However, as we’ve come to understand the situation four years later, this mass “exit” from the workforce is not about employees not wanting to work but rather about employees rethinking their priorities and seeking better opportunities that align with their values and career goals. Achieving those career goals quite often involves relocation, making a company’s adequate relocation package more critical than ever.
In the first months of President Trump’s 2.0 term in 2025, American industry is roaring back, as we’re already seeing in the manufacturing sector.
“In one month under President Trump, the American economy is soaring back to greatness after the economic calamity left by Joe Biden. The manufacturing industry is already rebounding as there were 9,000 new auto jobs created — the most auto jobs added in 15 months! Under President Trump, the private sector is leading the way — 93% of the job gains in February were in the private sector. This is great news for American workers and families. The Trump Administration will continue to work hard to implement pro-growth policies and push Congress to enact the Trump Economic Agenda.” — Karoline Leavitt, White House Press Secretary
So, what does this mean for employers as heavy industry sectors grow with the Trump Economic Agenda? How can companies adapt to the changing needs and expectations of the modern worker and attract the top professional talent they need to drive their businesses forward?
In this article, we’ll explore the hiring challenges in today’s labor market and examine some of the key factors driving the “Great Rethink.” We’ll also share a hypothetical but all-too-common example of a hiring manager’s struggles to find the right candidate and provide practical advice on overcoming these challenges.
Let’s start with a typical email from a frustrated hiring manager struggling to attract the right candidate for a key engineering position.
Dear Aggie,
I’m at my wit’s end! I have just lost another top engineer candidate due to our company’s paltry relocation package. We offered a measly $15,000 to help with the move from Seattle to Florida, and the candidate laughed it off, saying it wouldn’t even cover a fraction of their expenses. Now the word is out, and the lucrative six-figure salary we’re offering isn’t enough to attract the top professional candidates as it did in the past.
I know we need to do better, but our CFO is stubborn about increasing the budget for relocation packages. I’ve tried explaining to the C-suite that it’s not just about the cost but about attracting and retaining top talent in a competitive market, but they just won’t budge.
Can you please provide me with some data or insights that I can use to make a stronger case to our frugal CFO? I need something to convince the C-suite that investing in a more comprehensive relocation package is worth it in the long run.
Help!
Dear Frustrated in Florida,
I feel your pain! Losing top talent due to inadequate relocation packages is a frustrating and costly experience. But don’t worry, I’ve got some data and insights that might help you make a stronger case to your CFO and the C-suite.
First, let’s discuss the cost of vacancies. According to Dr. John Sullivan, a leading HR expert, the cost of a single vacancy in a key position can range from $7,000 to $12,000 per day. That’s a staggering amount, especially considering that the average time to hire for engineering positions is around 60-90 days.
A Comprehensive Relocation Package to Attract the Top Professionals in Your Industry
Now, let’s look at the relocation package itself. A comprehensive package should include elements such as moving expenses, temporary housing, home sale assistance, and miscellaneous allowances. According to industry reports, the average relocation package for a professional engineer can range from $50,000 to $100,000 or more, depending on the location and industry.
Given these elevated 2025 numbers, your company’s current relocation package is woefully inadequate. Present your CFO with a revised package that includes a more realistic estimate of the costs of relocating a top engineer from Seattle to Florida.
Here’s a possible breakdown:
- Moving expenses: $20,000−30,000
- Temporary housing: $5,000−10,000
- Home sale assistance: $10,000−20,000
- Miscellaneous allowances: $5,000−10,000
- Total relocation package: $40,000−70,000
This data and breakdown help you make a stronger case to your oppressively frugal CFO. Remember to emphasize the long-term benefits of investing in a comprehensive relocation package, including attracting and retaining top talent, reducing time-to-hire, and improving employee satisfaction.
Good luck, and let me know if you need any further assistance!
Best regards, Aggie
Resource Erectors: Recruiting the Top Professionals For Mining, Manufacturing, and Construction Jobs
As we’ve seen, the “Great Rethink” has brought about a significant shift in the way employees view their relationship with work. Attractive relocation benefits can expand your company’s talent pool from “locally unavailable” to recruiting nationwide for the best engineering, sales, and safety professionals who drive your operations to profitability and success.
Employers in construction, mining, and manufacturing must adapt to these changes if they hope to attract and retain top talent. By understanding the challenges of hiring in today’s uber-competitive labor market and rethinking their relationship with their employees, employers can position themselves for success in the highly competitive job market.
At Resource Erectors, we’re dedicated to helping employers and job seekers navigate the ever-changing business landscape of the mining, construction, manufacturing, and materials industries. Whether you’re looking for a new career opportunity or seeking to fill a key position, we’re here to help.
Find Your Next Career Opportunity:
- Browse our current job openings: https://resource-erectors.com/jobs-mining-construction-materials/
- Learn more about our career services: https://resource-erectors.com/candidate-services-jobs-mining-construction-materials-careers/
Get Help with Your Recruiting Needs:
- Learn more about our recruiting services: https://resource-erectors.com/client-recruiting-services/
- Contact us to discuss your recruiting needs: https://resource-erectors.com/contact/
Get in Touch With Resource Erectors
Reach out to us by phone at (919) 763-9434, toll-free at (877) 891-0714, or by email at opportunity@resource-erectors.com. Our team is dedicated to aligning your goals with opportunities in the dynamic business environment of heavy industry.
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