Employers Aggressively Recruiting Workers Not Seeking New Jobs
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The increase in remote work has led to “boundary-less” recruiting, giving companies access to a larger pool of candidates, a new report shows.
As the "Great Resignation" continues, workers who are not seeking new jobs are actively being recruited at high rates, according to a recent report by Gallup. In fact, one in 10 employees who are not looking to change jobs say they have been recruited by other organizations during the past three months.
The increase in remote work has led to “boundary-less” recruiting, the report says. Companies now have access to a larger pool of candidates, and workers are looking at jobs outside a "commutable distance." Recruiters can easily communicate with nonjob seekers, and with a tight labor market, their offers can be compelling.
Being Recruited Changes Workers Expectations
While research shows that disengaged employees are three times more likely than engaged ones to look for other job opportunities, all workers are being targeted by recruiters, according to Gallup.
Being recruited can impact employees in one of two ways:
- They take a job with another employer. When this happens, their current firm now has to spend time and money to hire and train a replacement, the report shows. Remaining colleagues might also begin wondering if they should also leave.
- They stay in their current role but with new expectations. Even if employees decide to stay, the experience of being sought out gives them a new perspective on their value to your organization, the report says. The recruited employees will heighten their expectations in respect to their job, pay, benefits and career development.
How Leaders Can Reduce Turnover
During the Covid-19 pandemic, employee turnover skyrocketed. In fact, 52% of existing employees say their manager or organization could have done something to prevent them from leaving, according to another report by Gallup.
The factors managers need to address that are contributing to resignations are:
- Pay and benefits. Providing competitive pay to employees who are actively being recruited shows that an organization values their contributions and is a great way to retain employees. Even if the company cannot provide raises, managers should still show employees how pay increases can be attained in the future.
- Career development. When employees discuss career development and long-term goals with managers, they are less likely to leave for another job opportunity. In fact, many employees leave when they do not see a future within the company.
- Work structure and flexibility. With employee burnout reaching new levels, many workers are realizing work-life balance is key to their well-being. Managers need to have check-ins with employees about work structure and flexibility, including remote work options.
For more information from the Gallup report click here.
Andre Claudio is an assistant editor at Route Fifty.
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