Exit Interviews
Recruiting and attracting a workforce has changed dramatically, especially in the last 18 months; it is no longer a simple case of “if you have a job, you will fill the position”. COVID has seen closed borders, stunted immigration, and a hesitancy of candidates re job movement. The Procurement and Logistic sector have been impacted like so many other sectors.
We’ve all heard the term, or even experienced a little dose of micro-management, you may have even been guilty of it yourself! It is easy to point the finger at a perceived micro-manager and label them as an aggressive, power-hungry monster. However, the psychology behind this behaviour is much more complex and can put even us ordinary folk at risk of micro-managing behaviour.
Would you believe that Australian businesses have some of the highest rates of employee attrition globally? The greatest flight risk is among workers under 30 years of age - 28% of them are looking to change jobs within their first year of employment and more than 50% are planning to exit within two years. In the over-30s demographic, merely 36% plan to change employers by the two year mark, a significant difference from the younger demographic.
Employee talent and efficiency determines the pace and growth of an organisation. Whether you have tens, hundreds, or thousands of staff, they are critical resources that must be carefully hired and managed for optimum productivity. The truth is, if you don’t know how many resources you have, and if you don’t know how to utilise them, it will never be enough.
Recruiting and attracting a workforce has changed dramatically, especially in the last 18 months; it is no longer a simple case of “if you have a job, you will fill the position”. With borders closed, job security low, immigration stunted - many industries are now seeing the flow on impact of COVID as we face a skilled worker shortage, with quality and skilled candidates being in high demand.
Now that the ‘new normal’ has become the norm, how do you attract the best talent? A year ago, flexible working was seen as an easy carrot to offer – now that’s no longer a differentiator. How else can your business attract top talent? By offering greater autonomy, making them feel appreciated, and creating a supportive, positive team environment.
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