3 ways to improve the retention of passive jobseekers

Let’s be honest: this is not a good time to retain employees. In fact, a report from the Ministry of Labour found that in May of this year, 3.3 million people voluntarily quit their jobs. This is the highest percentage of employees who have stopped working since April 2001.

This is terrible news for companies that are already struggling to fill vacancies. Now you need to double talent acquisition and employee retention. Otherwise, given all the great job opportunities that are currently out there, even passive job seekers will begin to leave your organization.

In order for your team members to be satisfied, you need to understand what they are lacking in their work at the moment. After making these changes, employees will be less likely to say yes when another job offer comes their way.

Here are three ways to prevent passive job seekers from leaving:

1. Rethinking career paths

Career paths used to be very choppy and dry. Most employees joined the company in an entry-level position and then paid their contributions to move up the corporate ladder. But now employees make lateral movements or have a wide range of experience that is not consistent with traditional job descriptions. When employers can’t support or find a place to develop their team, employees start looking elsewhere.

For many employees, this means finding a second job that meets needs that their employer does not address. In fact, Jobvite’s 2018 Job Seeker Nation study found that 31 percent of employees are in a hurry or are a freelancer. Of these, 22 percent have a second job to pursue another interest or passion. This means that many of your employees are independently working on the next step in their careers. They already have one foot from the door.

Better retain these employees by finding ways to connect their other professional interests with their current work. Talk to find out what employees love about their hustle and bustle. Do they enjoy direct contact with clients? Are they excited by the chance to try out new trends? Does this allow them to use a different set of skills than their current role?

Then collaborate to see if there’s a way to incorporate those benefits into your work with your company. For example, if a marketing employee is interested in design, let them work with the design team one day a week. Finding the right plan requires creative thinking, but it’s better for employees to grow inside your company than outside of it.

2. Give jobs a new meaning

It is not uncommon for people to get bored with their work. They come day after day, repeating the same tasks. Over time, it is easy to forget that their individual responsibilities matter. They just feel like another wheel in the wheel and begin to look for new, more exciting opportunities.

As an employer, you need to remind employees that they are an integral part of the team. One of the best ways to do this is through constant recognition. Whenever the team reaches the goal, be sure to show appreciation. Don’t just send a generic thank you email; Be specific.

Talk to team managers in advance and get a list of what each employee has done to ensure success. Then meet with one-on-one employees or in small groups to appreciate the contribution of each individual. Be sure to connect their actions with the pillars of the organization, such as mission and values. This will remind employees that what they do matters.

3. Collect feedback from employees

There are always signs when an employee is unhappy and is thinking about quitting. The question is whether, as an employer, you are on the lookout for these signals. If you notice small problems in time, you can correct the situation before it makes employees think about other options.

The best way to track how employees feel is to conduct feedback surveys. When creating these questionnaires, it’s important to always address overarching employee engagement metrics. Ask how employees feel about their managers. See if they are satisfied with the package of benefits. Find out if they feel valued in the organization. These questions will help you follow the big trends in the company.

Also, be sure to include open answers in which employees can share their suggestions and opinions. What employees choose to share will help you see opportunities for improvement across the organization.

Employee retention should always be a top priority for your organization. But right now, if you do not make extra efforts in the workplace, passive job seekers will begin to leave quickly. If you show that you value each employee and listen to their needs, they will be less likely to consider other employment options.

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