There’s no doubt that the world of employment is undergoing massive change.
In the last few years, there have been sudden and significant shifts that are redefining everything about work. Remote work, the rise of online collaboration tools, and, of course, “The Great Resignation” have made waves across virtually every industry and continue to impact every area of employment, including hiring.
In this 3-part series, we’ll look at the redefinition of the workplace and what that means for best hiring practices in 2022 and beyond.
As job seekers are becoming choosier about where to bring their talents, employers have had to step up their game to catch the eye of top-notch candidates. Here are some of the ways that employers can improve their hiring practices in 2022 to put themselves at an advantage when finding and retaining top talent.
Like it or not, remote work isn’t going anywhere. With so many workers having enjoyed the flexibility and freedom of the work-from-home lifestyle, very few are eager to return to full-time office hours, with a commute to boot. In fact, more than three-quarters of workers want greater autonomy over where they work. An even greater number of workers (93%) also want control over when they work. To stay competitive and attractive to job seekers, employers should consider which roles can be permanently performed remotely and make that a prominent element of their job marketing.
Most people have a desire to learn new skills and grow in their professional roles. Statistics confirm this, with up to 60% of employees reporting that career advancement and opportunities for growth are a top priority.
This is great news for employers, because now it’s easier than ever to offer professional development and training with virtual learning options like Jigsaw Interactive. Jigsaw’s virtual training software is customizable and offers highly engaging, flexible, and personalized learning options. Schedule a demo to see how it works.
Most job postings advertise “competitive compensation packages.” But with the cost of living on the rise and the market rates for many jobs having gone up, employers need to actively assess whether their compensation is currently competitive.
That goes not just for new hires, but for existing employees. Ensuring that their workforce is enjoying top-of-the-market salaries and benefits is key for preventing a major, but often overlooked, drain on resources: employee turnover. And it works since close to 20% of employees who leave their jobs say they would stay if offered better benefits. Employee turnover is such a significant factor affecting employers that it’s the focus of our next post. In part 2 of this series, we’ll look at the true cost of employee turnover, the factors driving the increases of employees leaving their jobs, and what employers can do to maintain a strong workforce amidst the ongoing “Great Resignation.”