在2019冠状病毒病大流行造成破坏后，我们开始重新想象生活，空气中弥漫着希望的感觉. 然而，不可否认的是，我们都回到了一个与我们所熟悉的世界截然不同的世界. It’s a job seeker’s market, and despite the influx of employers seeking employees, 许多企业都在努力寻找和留住组织内的人才. Understanding what employees want, and taking stock of your own recruiting strategies, 能帮助你的企业走在潮流的前列，并使你在未来几年里成为雇主的首选吗.
Did COVID-19 Kill The Workforce?
“Help Wanted” signs have been popping up all over 美国.S. 几个月来，在线招聘网站上充斥着空缺职位. Employers are ready to bring their talent back to work. Unfortunately, employees don’t appear as eager.
Some say increased unemployment benefits, by way of the CARES Act, deterred employees from returning to work. But that claim fails to tell the whole story. 而疫情无疑加剧了雇主之间对顶尖人才的争夺, 我们知道，长期以来，其他问题一直困扰着员工. COVID-19可能没有杀死劳动力，但它可能助长了这场完美风暴.
Numerous studies (local, state-wide, 各国政府都试图弄清人才短缺的根本原因，以及留住现有人才越来越困难的原因. Findings point to health concerns, under-compensation, 一些员工选择推迟重返工作岗位的主要原因是希望改变职业领域. Furthermore, data from 美国.S. 美国劳工统计局显示，即使是那些在大流行期间能够保住工作的人，现在辞职的人数也创下了纪录. In April 2021 alone, 4 million people reportedly quit their jobs in what’s now being called “The Great Resignation.” What’s more, data from researchers at Microsoft® 这表明全球40%的劳动力准备在年底前辞职.
显然，雇主必须采取更多措施来吸引和留住各个层次的员工.
在COVID后，一些雇主正在做些什么来召回员工?
- Offering hazard pay and sign on bonuses
- Improving and expanding healthcare offerings
- 增加员工可获得的专利商标权，并在需要时鼓励使用专利商标权
- 提供心理健康服务和资源，作为就业的福利
- Offering flexible work-from-home options
The Generational Shift
虽然大流行无疑加快了企业在招聘和留用方面采取更多行动的必要性, we must remember other factors, like generational shifts in the workforce, 在大流行之前就已经建立起来了——尽管速度要慢得多.
In 2019, Millennials officially eclipsed Baby Boomers, and Gen-X据统计，美国是美国成年人口最多的地区 美国.S. Census Bureau, while data suggested Baby Boomers were staying in the workforce longer (50多年来这个年龄段的人的比例最高). 到2020年，婴儿潮一代退出劳动力市场的人数将增加 more than doubled.
广泛的研究告诉我们，Z世代和千禧一代所表现出的意识形态和核心价值观在许多方面与他们的前辈有很大的不同. From compensation and paid time off, to workplace amenities and access to volunteerism activities, 年轻一代正在改变权力动态，要求变革, benefits, and greater flexibility in exchange for employment.
How Are Some Employers Addressing The Generational Shift?
- Flexible work scheduling – offering 4-day work weeks, earlier or later work times, and schedules that are more closely managed by the employee
- Opportunity for gym and health club-related refunds, 允许员工探索改善身体健康的工具
- Work-from-home and hybrid work options
- 更强的业务范围关注志愿服务和行动主义作为价值观
- Increased wages and opportunities for raises
Technology: The Wedge Between Us Or The Tie That Binds
The world continues to witness monumental change, particularly in the area and advancement of technology. 与千禧一代和Z一代相比，我们发现婴儿潮一代和X一代在对科技的适应程度上存在明显差异. 在千禧一代和Z世代中，对科技的沉浸是很自然的, while older generations weren’t as easily convinced. Even so, 技术的好处是显而易见的，越来越多的企业开始采用更精通技术的商业模式.
然后, as we saw with other workforce concerns, the pandemic hastened the adoption of technology worldwide. Overnight, 许多企业主不得不拥抱技术，只是为了让他们的门继续开着，让员工继续发薪. Inadvertently, 疫情导致的结果与千禧一代和Z世代的科技热潮类似. Suddenly, every other generation 开始接受和探索科技，其速度堪比年轻一代， 以前不会考虑虚拟工作选择的员工开始将其视为一种可行的选择——重新定义工作场所的全面标准.
一些雇主如何帮助员工接受科技?
- 提供贵公司使用的各种项目的综合培训课程, including Zoom, Microsoft Teams, and Outlook
- 提供关于与远程工作相关的各种好处的持续消息
- Paying for additional hands-on instruction
- Providing continued technical support on a case-by-case basis
- 鼓励对新技术的探索，并指导员工了解其目的和对整个业务的好处
How To Emerge As An Employer Of Choice
花时间对你的业务进行全面评估，找出优势和劣势，这是改善公司招聘和留住策略的第一步. Start by walking in the job seeker’s shoes and ask yourself, if you were in the market for a new job, what qualities would you want your future employer to have? What benefits would you be looking for? How do you want to be treated as an employee? Next, compare notes. 从求职者的角度来看，你列出的想要和需要与公司现有的福利相符吗, culture, work-life balance, 等.? Finally, 考虑一下你可以做出哪些改变，让你的公司在人才争夺战中脱颖而出.
What Are Employees Looking For From Their Employers?
- Greater work-life balance & excellent paid time off (PTO) program
- Access to remote work & flexible work hours
- Excellent healthcare coverage
- A family-friendly culture
- Competitive compensation
Remember, 如何招聘新员工和留住现有员工取决于多种因素. Therefore, 在组织的各个层面保持开放的沟通渠道是一个好主意，以找出对你现在和未来的团队成员真正重要的是什么.
承认公司现有文化或招聘策略中存在的挑战并不意味着失败. It’s a characteristic of a growth-minded organization. Additionally, when you work with an HR professional with experience, expertise, and insight, 你会更好地适应不断变化的劳动力趋势, ultimately, emerge as an employer of choice. 如果您想了解更多安全的赌博软件经验丰富的专业人员如何帮助您改进现有的招聘和保留策略, contact 意图’s HR consulting services team or email me directly today.
By: Renee West， shm - scp, PHR，人力资源咨询总监(新费城)