Thanks in large part to the COVID-19 pandemic, the past few years have brought new challenges for both employers and employees. Companies and individuals were forced to quickly adapt to remote and hybrid work schedules. Because they no longer needed to be in an office, many people chose to move away from major cities in favor of calmer, more affordable locales. Finally, inflation and rising interest rates have impacted people’s sense of financial security, which has prompted unexpected employment decisions. All of these factors play a role in current hiring trends.
Required Skills
Nearly halfway through 2023, hiring managers continue to report a lack of qualified candidates. According to a survey by Human Resources Online (HRO), this skills gap was first reported four years ago and has remained employers’ biggest hiring challenge. In 2022, the majority of respondents said they receive too few applications — and the applicants they do have are underqualified. Jobseekers, on the other hand, believe employers’ requirements are either unrealistic or too specific. Because of that, candidates apply for jobs even when they don’t meet the requirements.
The “Great Resignation” persists
The HRO survey revealed that more than half of respondents were currently employed but keeping an eye on job opportunities, whether actively or passively. The reasons for seeking a job change varied, including job dissatisfaction, desire for more flexibility, and economic uncertainty. Employers, rightfully, are concerned about retention.
Getting the Word Out
We all rely on technology to navigate our daily lives, so it stands to reason that employers and jobseekers alike turn to digital formats to post and apply for positions. In fact, about six in 10 employers said they’ve increased their focus on job boards over the past year. A large number are using job boards for most or all of their hiring. Similarly, six in 10 applicants have searched for work through a job board over the past year. What’s more, 66.3 percent of HRO respondents acknowledged their first stop would be a job board if they needed to find work immediately.
Un-retiring
The HRO survey noted a 2.9 percent increase in one type of jobseeker — the retiree. About 7.5 percent of respondents said they were retired but looking for a job. This new trend, dubbed “quiet returning,” seems to be sparked by decreasing retirement funds and the increasing cost of living. The older population can help fill that talent gap if employers keep an open mind and abandon myths that older workers will leave a job sooner than a younger person in the same role. The Bureau of Labor Statistics reports the contrary, stating that if a retiree returns for four years, they will have lasted the same tenure as the average employee. In fact, older employees are likely to spend three times longer at a company than some of their younger colleagues.
Whether you’re looking for work or trying to fill positions on your team, keep these hiring trends in mind. Be open to learning new skills and reviewing job descriptions. When hiring, remember that an older, experienced person might be just who you need to keep the train on the track. Focus on what they can bring to the team rather than when they might re-retire. If you want to find good people, use the most current digital platforms to reach them — if you post it, they will come.
Hybrid and remote work environments became the norm during the pandemic. Companies needed to pivot in order to keep their employees safe and their businesses running. While there was concern about productivity and oversight, most managers discovered their staff was capable of performing quality work away from the office. Thanks to technology, especially video conferencing, all parties adjusted: companies continued to provide customers the service they were accustomed to; employees maintained their workload; and managers found creative ways to foster collaboration and team unity.
This year, companies have begun forcing a return to the office, and it’s being met with resistance. It is projected that more than 75 percent of the workforce will demand hybrid or remote work by 2025. According to a recent At Work report, here are some reasons why employees do not want to return to the office — and how companies can address them.
The commute. Half of employees note long or expensive commutes as the reason they won’t return to the office. They argue the time they spend communing could be better used working, enjoying time with family and friends, or relaxing. Managers could respond to these concerns by offering a more flexible schedule. Perhaps the employee could come in after heavy traffic hours, or leave the office before traffic increases. Companies could also offer alternative methods of commuting, such as a carpooling program or shuttle service, to help balance a long, expensive commute.
Lack of flexibility in the day. Some employees are concerned their days are going to return to the rigidity of pre-pandemic times. They’ll miss the flexibility they’ve had working from home. Companies can help ease this worry by promoting a hybrid model, which allows employees to schedule days in the office as well as remote based on their needs. This model provides more work-life balance and allows for a more flexible workday and work week.
Slow or outdated tech. While working from home, employees are able to control the quality of their technology. They rely on their own Wi-Fi and troubleshoot when necessary. Returning to an office environment that has slow Wi-Fi or frequent connectivity issues is frustrating. Likewise, in shared spaces that require meeting rooms to be reserved, it’s important for people to see what spaces are available. A workplace platform that provides a fully linked and unified experience can help employees feel more confident about coming into the office.
Their colleagues aren’t on site. The best part about being in the office is meeting with colleagues in person. So if you’re still conducting virtual meetings from a desk at the office, it can be frustrating. A hybrid model will likely mean not every team member is always in the office on the same day, but managers can coordinate schedules so that a whole team is together at least some of the time. It’s important to have team meetings in person and keep people accountable for being present. Good communication is key. If people know who’s in the office, they can make better decisions regarding their own schedules.
Getting employees excited to head back to the workplace begins with understanding what’s holding them back. The office should be a place where people want to be. By listening to your employees, offering solutions, and showing compassion, managers can help people transition back to working on site.
