A common theme so far this year has been the continued challenges employers are having with recruiting and retaining talent
. Small employers in particular are especially vulnerable to issues in these important areas of HR.
Struggling with recruiting or retention can prevent a business from achieving growth goals and can even cause further personnel issues over time. This is why taking steps to improve upon talent management and hiring strategies
must be a priority in the years ahead.
A recent report from Monster
explored the current state of the candidate market and how job seekers feel about searching for new positions. Understanding these can help employers revamp strategies in 2019.
How Do Candidates Feel About the Modern Job Search?
Monster’s 2019 State of the Candidate Survey is broken out into two different data sets – The Job Search Outlook and Respect & Threats to Current Job.
The results for The Job Search Outlook show that 33% of U.S. workers will search for a new job in 2019. Among those individuals between 18 and 34 years-old (one of the most in-demand age groups), this number jumps even higher to 48%.
These numbers should be concerning to employers, especially small businesses. But so should this: 54% of those surveyed believe the process of finding a new job would be easy if they had to start looking tomorrow.
And they might not be wrong. Given the current talent shortage and the vast number of open jobs, candidates are in the driver’s seat when entering the talent pool.
One thing that American workers unanimously agree on is that feeling like they are a good fit with their role and company is important to their happiness at work – 95% reported this to be the case.
Another interesting finding from the survey is that many job seekers believe that video will play a significant role in the future of recruiting. 72% of respondents said they anticipate using video technology in future job searches.
Additionally, 80% of workers agree that incorporating videos in job ads and other early stages of the recruiting process would help them better understand the role. For employers, this could be a way to increase job applicants and ultimately find the right talent for an open position.
Respect and Threats During the Recruiting Process and at Work
The other data set released by monster explored if American workers felt respected during the job search process and their views on threats to their current roles.
The results showed that 14% didn’t feel respected during their last search. Of these workers, here is what they say would have made them feel more respected by employers:
- Knowing why they weren’t moving to the next hiring stage – 32%
- Recruiters following up promptly after an interview – 31%
- The employer acknowledged they received an application – 28%
- Knowing if a recruiter/hiring manager saw their application – 27%
- Being sent a rejection letter in a timely manner – 23%
These are important factors for employers to keep in mind when exploring ways to improve their candidate experience
and ultimately enhance their entire recruiting process.
The other area in this part of the survey revealed that 77% of workers believe there are threats to their job. The top threats cited were:
- New management – 20%
- Toxic boss or working environment – 19%
- Layoffs – 17%
- Recession – 16%
- Younger colleagues – 15%
- Learning new skills – 14%
- Automation or technology that replaces jobs – 10%
If employees believe their jobs to be in jeopardy when that isn’t the case can lead to higher turnover for employers. Being open with team members, especially as changes occur, can help ease their concerns and help retain top performing employees.
Improving Strategies Will Lead to Recruiting and Retention Success!
Business owners need to routinely examine how they go about attracting and hiring new employees to uncover areas of weakness that need to be improved. Doing so can ultimately make hiring easier for an organization.
At the same time, owners must also build sound retention strategies that decrease the likelihood of current employees leaving for new opportunities. These are a few ideas small employers could consider:
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- Enhancing employee benefit offerings
- Adding learning and development programs
- Improve workplace perks
- Ask for employee feedback to make company improvements
- Focus on engagement and the employee experience