The great resignation continues post pandemic with a survey suggesting that 60% of adults
are unhappy at work and are considering their options to find a role with better work life balance.
It is definitely tough trying to reconcile the needs of both the employer and job seeker. Employers are left to juggle the combination of trying to retain staff and trying to recruit but they must ensure wages and associated overheads don’t spiral out of control because ultimately, that would be detrimental to the business.
Despite the cost-of-living crisis, employers need to be mindful of their costs. Employees are also looking for that elusive work life balance and throwing money at people in an attempt to keep them or attract them into the business will cause issues for profitability.
It is a juggling act between paying well for job roles and not putting the overall business at risk which could trigger cost cutting exercises such as redundancies later down the line.
So, what are the answers?
Well one option is to recruit from within, admittedly you probably will then need to find people to fill the gaps but what a great way to retain your highly talented and experienced staff. Many new employees want to see the career progression and are encouraged at the fact that a company promotes from within. Ongoing training, questionnaires and skill mapping will allow for a successful career progression plan.
Employers also have to work hard to encourage flexibility, work life balance and promote good wellbeing and health to try and reduce stress and ultimately encourage staff to stay. Employee engagement is vital to help a company stay connected especially if there are remote employees.
If internal recruitment is not an option then recruiters will have to look externally and given that job adverts do not seem to be performing well, then the other option is to rely on word of mouth, staff referrals and social media. This is where a strong company culture will win, if your team are happy to recommend the company as a great place to work hopefully that can attract new talent.
Of course, there’s always the option to find a good recruitment business to partner with. This is not the old “send the job advert to every man and his dog” approach but rather finding reputable businesses to partner with who will take time to understand your business and the role you need to fill. Not all recruiters are the same!
It seems that as with every other area of business, recruitment post pandemic is requiring a whole rethink as to how it is done. All new ideas welcome when it comes to recruitment. Contact us and we can chat!