The events of 2020 saw a drastic shift in working practices, with many companies facing remote work for the very first time.
Since then, a further shake up to employment has taken place. Dubbed the “Great Resignation”, this is a phenomenon that predicts people will voluntarily leave their jobs in record numbers as the pandemic promotes a rethink of careers, work-life balance and long-term goals.
According to NAB, just over 1 in 5 Australians have changed jobs within the last year and 1 in 4 are considering leaving their current place of employment. More than 1 in 3 Australians considering changing jobs said COVID has had a big impact on their decision.
So, what does this mean for SME’s? With vacancies to fill and many job seekers optimistic about a career change, it could be the year that recruitment gets a revamp.
When an employee decides to leave, it creates an opportunity for positive change. A chance to review your plans for their role, think about who you would like to recruit and how you will go about doing so. It’s not just about finding a replacement either. Recruitment done well can provide a pathway to effecting positive change in your business, such as to improve equality and diversity.
The Great Job Swap
Key reasons workers are contemplating leaving their jobs are “push” factors – a lack of personal fulfilment, purpose or meaning, a lack of career growth, mental health, poor pay and benefits. Many Australians who are considering changing jobs are also looking for a fresh start, with around 3 in 10 planning to move to a different role in a new industry.
Since the pandemic, people of all ages are starting to look at life differently, including how and where they work.
For employers, this might feel like unfamiliar territory. Experienced employees are leaving and the ones applying are not meeting your expectations. If this sounds familiar, it could be time to rethink your recruitment.
Thinking outside the box
Have you already extended your job advert, highlighted the perks, and checked the salary is competitive, but are still struggling to fill a vacancy? Some outside the box thinking can help.
Promote current staff
The perfect person for the job could already be working for you. If there is something stopping you from promoting a current member of staff to fill a vacant position, consider if training might make a difference. For example, the successful completion of management training could help an acting manager become permanent.
Diversify job posting
If you always advertise your vacancies in the same places, you are likely to limit your choices. Consider advertising through alternative sites, platforms, magazines, trade papers, network groups, referrals and so on to reach new people.
Abandon your expectations
Ever known exactly what you’re looking for but can’t find it anywhere? The same can happen when it comes to recruiting. Having a picture in your mind of the ideal candidate could mean that you’re missing out on the next best person. Try to keep an open mind when reviewing applications with miscellaneous experience, as many skills are transferable.
Promote on the job training
Keen and motivated applicants seeking a career change might not have the exact experience that you need, but on-the-job training can attract a new wave of talent to your business. The development or honing of skills can be achieved through apprenticeships that target all age groups, or a staff training scheme that’s worth shouting about.
Rethink your recruitment
When you do come across a suitable candidate, don’t delay! In the current job climate, someone else could beat you to it.
If you’d like to discuss your recruitment goals, give us a call. Our professional HR team can help you rethink your recruitment.