The ‘great reshuffle’: How organisations can adapt their approach to recruiting and retaining staff

The ‘great reshuffle’: How organisations can adapt their approach to recruiting and retaining staff

Consecutive lockdowns during the pandemic prompted thousands of employees to re-evaluate their career choices. Studies into what became known as the ‘great resignation’ showed employees did not leave the workforce entirely, but instead sought jobs providing more flexibility, value, personal growth and higher rates of pay.

In 2022, the seismic shift in employee behaviour became known as the ‘great reshuffle’. Many employers struggled to hold on to their best talent and were pushed to reassess hiring strategies to prevent valuable workers jumping ship.

Studies have revealed the main reasons employees seek new career opportunities and the measures companies can take to ensure they attract workers who are more likely to stay on board.

Salary and pay transparency

The rising cost of living and current economic situation means pay is one of the leading drivers in jobseeker priorities. In a recent survey, 60 per cent of workers believed they were paid below industry- standard, which inevitably affects motivation and job satisfaction.

Offering competitive salaries that reflect inflationary increases can provide major benefits when recruiting and retaining staff. 

Meeting desired pay increases may not, of course, always be feasible. However, it is potentially less costly than repeatedly replacing workers seeking better rewards. Providing a counter-offer may be the best approach, rather than a wholly negative response.

In terms of recruitment, research from Reed found that almost 80 per cent of jobseekers are less likely to apply for a job advert that does not display the salary. Transparency and a competitive salary are the goals.

Provide opportunities for professional growth

Increasing pay is not always possible for some companies, but training and development can help workers move into elevated, and better paid, positions. Career progression opportunities also helps employers understand the goals of their workers.

Employees who feel continuously supported, from the recruitment process and into their new post, are more likely to stay at the workplace for longer. They will also feel more valued which, in turn, boosts productivity and encourages innovation.

Flexible working options

More companies are continuing to shift operations to be fully online as workers, particularly millennials and Gen Z, seek a flexible future. In the UK, remote job postings increased by 329 per cent from 2020 to 2022, with almost two thirds of jobhunters seeking such roles.

A study by Microsoft in 2022 showed 47 per cent of respondents were more likely to put family and personal life over work than they were before the pandemic. Offering flexible work options such as remote work or flexible hours helps accommodate employees’ work-life balance needs, in turn creating a happier workforce.

Employers could help staff adjust to remote working by offering reimbursements for internet costs or equipment. Providing benefits such as gym memberships and volunteering opportunities often align with workers’ values while helping them maintain the work-life balance they seek.

Maintain momentum

Ensuring the recruitment process is clear, with a timeframe which is adhered to, is crucial in attracting staff. Delays and interviews held over a prolonged period provides the opportunity for top talent to change their minds or be snapped up by another employer.

Keep in regular contact with candidates to ensure they understand the process and keep them informed of any developments.

Invest in employee wellbeing

Programmes such as wellness initiatives, mental health support and stress management resources show workers that their wellbeing is valued. 

The first few months of an employee’s time at a workplace should be focused on guidance and training with employers taking the opportunity to arrange regular one-to-one meetings to ensure any issues or concerns can be addressed promptly.

It is vital to foster a diverse and inclusive environment where all employees feel respected, promoting a sense of belonging. It is also worth noting that many employees cite sustainability as one of their key priorities when seeking a new employer.

Conclusion

The world of work is ever- evolving and employees are leveraging the recruitment crisis to seek employers in sync with the latest recruitment trends. Those who step up their strategies and policies accordingly will be better placed to weather the storm.

While keeping an eye on the studies and changing landscape of employment, perhaps the most accurate and effective way of gathering information and maintaining employee trust is to ask your own employee base. And keep that door wide open.

Contact us here for additional information or support.