Something is trending in the global employment market, dubbed ‘The Great Resignation’ by media commentators. The last 18 months has seen layoffs and many quitting their jobs of their own volition so how can talent managers mange this trend to encourage people not to quit and to improve their recruitment.
It’s easy to blame the coronavirus pandemic for The Great Resignation but it’s probably more accurate to see the pandemic as a catalyst. Research from Gallup recently suggested that almost 50% of American workers are actively looking to change jobs. That is a startling number to digest and to some extent highlights the current employment crisis unfolding. The motivating factors are not necessarily salary related but more about employee disengagement as so many were forced to work from home, they have been reprioritising their work life balance. The numbers, however, may be skewed by 18 months of stagnation in employee mobility because of possible pent-up demand. Talent management teams should be making an effort now to understand why employees may be considering leaving and change how talent interacts with the organisation crafting positive changes into new working practices and revised talent benefits for example. This should also translate into job descriptions when recruiting for open roles too.
Key Reasons to Quit.
Although salary can be a motivating factor to finding a new job its impact is short term and maintaining a good growing relationship between employer and employee will depend on other factors too. Probably one of the biggest demands that talent now wants is a flexible approach to working as many have experienced working from home for prolonged periods. The more forward-thinking employers are now offering their employees opportunities to work remotely either full time or for a portion of their contracted hours. Some have gone even further by eliminating contracted hours completely and replacing them with work achievements or goals met for example. Another factor that is regularly given for quitting is the work environment and company culture, whilst working from home employees have been isolated form the office culture and influence to some extent so being told to come back to the office may prompt some to consider leaving.
Action Plans for Talent Managers.
Now is a good time to start a discovery exercise and fully understand where the organisation is in terms of employee satisfaction, using an anonymous survey can help gain great insights into what is really going on. Most importantly it is essential that senior managers act on the information gained. Any changes to company policies and working conditions aimed at retaining staff should be incorporated into job descriptions for open roles at the same time. This is particularly important for flexible working conditions and other practices designed to build an inclusive working environment. Using tech hiring tools can assist in changing talent management priorities and matching any open roles with the right talent.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management ATS software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.