The Great Resignation shows no sign of slowing down. In December, 4.3 million workers quit their jobs, according to the Labor Department’s latest Job Openings and Labor Turnover report, bringing the total to a record 47.4 million people who voluntarily left their jobs last year. And many aren’t going back to work.
The “antiwork” movement, fueled by Gen Z and Millennial workers, is growing. The viral Reddit thread — r/antiwork — has 1.7 million members. There are similar movements across the globe, like the Tang ping movement in China, a social protest movement that rejects the pressure to constantly be more productive and competitive at work. Many are opting out of work because they don’t feel there’s a point to it — wages not keeping pace with inflation, coupled with rising student debt keeps workers on an endless “rat race” treadmill with diminishing returns.
As a recruiter, how can you position your clients’ jobs as something workers want to move to? Signing bonuses, higher salaries, remote work – these perks are just not enough anymore to differentiate a company and entice talent to leave their job to work there.
Companies must focus on their overall employee experience, and that is what you must promote in order to “sell” the position/company. The 6 key focal points that serve as the core foundation of Employee Experience, according to this article, are: Meaningful work, strong management, a positive workplace culture, focus on health and wellbeing, growth opportunities, and organizational trust. A thorough and well-planned employee experience strategy will lead to success, from your ability to attract and retain talent to customer satisfaction.
The Deloitte Millennial Survey revealed that younger workers want to work for companies with a purpose and who share their values. Additionally, they don’t want to be just another cog in the wheel… they want to feel like they are making a difference within the organization. Businesses should focus on creating a positive impact in society and empowering employees to channel their talent and efforts, get involved and give back. So focus on the company’s values, purpose, mission, etc. when writing job descriptions or when talking about the position with candidates.
The pandemic exacerbated issues surrounding childcare and/or eldercare amongst working parents. Companies must support their employees and not ignore issues of economic and financial stress – bonuses, flexible hours, paid time off… these are all important things to include in your job descriptions. Companies also must focus efforts on prioritizing mental health support and resources and fostering an environment where it is OK to have conversations around this.
Additionally, if your client offers development opportunities and training, that will give huge bonus points as candidates want to feel like they are growing and valued.
Candidates are really in the driver’s seat during this “Great Resignation” period. There are so many vacant roles that they really have their pick — if they even choose to work at all. Make sure you understand your client’s mission and culture, and market that to potential candidates.
State salary up front.
Dont bother people after 5pm.
Dont union bust.
Just dont be an abusive, exploitative POS and you’ll be fine.