Companies worldwide are struggling to secure talent given the high numbers of quits and open jobs (4.2 million and 10.7 million, respectively, in June). In the next three to six months, 40% of employees are likely to leave their jobs. Most employees aren't just switching employers; they're switching industries (48%) or stepping out of the workforce completely (17%).
The hiring team must look beyond traditionalists, a large pool of workers drawn to compensation, advancement opportunities, and other traditional job perks to find and keep candidates. As a result, they'll reach out to a number of other groups of employees with nontraditional preferences and priorities.
Traditionalists value standard workplace benefits like competitive compensation, a good job title, and the opportunity to rise up the corporate ladder and are career-minded. They will likely stay with their current company for more than a decade and won't leave unless they have already found another job elsewhere, so they are ideal candidates.
Stressors during the pandemic led this group to break from the traditional workforce. These individuals are usually between 25 and 45 years old and have founded start-ups, become self-employed, or worked part-time or gig jobs. As a result, they are used to having more flexibility in what they do, where they work, and what hours they work.
Most members of this cohort are between the ages of 18 and 44 and have paused their careers so they can take better care of loved ones and themselves. Women tend to belong to this cohort more than men and are between 18 and 44 years old. In order to accept a traditional job, this group would need to be more flexible while still being able to advance in their careers.
Their workplace priorities are flexible work, career advancement opportunities, meaningful work, and a supportive community. This cohort is predominantly younger, between the ages of 18 and 24, and is less concerned with compensation. Idealists prioritize welcoming, inclusive workplace communities more than other personas, so employers who wish to reach this group need to strengthen their diversity initiatives and company culture.
For the right opportunity, this group might be willing to return to traditional work, which includes retirees and those no longer seeking employment. As early retirees return to the workforce after the pandemic, hiring teams will have access to a growing talent pool. One out of five seasoned workers will likely return to the workforce this year due to financial concerns.
In order to appeal to all of these personas, companies must reinforce traditionalist values such as compensation and benefits packages, job titles, and career paths while offering more things nontraditional job seekers crave, such as flexibility, a positive work environment, and support for health and wellness.