As we enter the end of 2024, employers will have an interesting statistic to contend with. Nearly three in 10 (28%) of the 1,000 employees surveyed by ResumeBuilder.com said they are somewhat or highly likely to quit their jobs this year. The desire to quit is higher among certain professionals with Gen Z at 37% and younger Millennials workers at 35%.
Reasons for Resignation
Tired of low pay – 56%
Seek better benefits – 44%
Excessive work stress – 43%
Those surveyed also cite a lack of advancement, heavy workload and a desire to switch industries. Sectors that are likely to be affected include service, finance and technology industries. When looking for a new job, workers are prioritizing positions that offer higher salaries, better benefits and the option to work remotely. Securing a different work modality scored particularly high among those surveyed. 40% prefer hybrid or remote job positions; 29% prefer fully remote or fully in-person jobs; and 24% of fully remote workers prefer hybrid or fully in-person roles.
Senior Leadership Engagement
Surveys such as these highlight that both sides of the hiring process are not generating the desired results. A LinkedIn Talent Blog talked about what predicts hiring success, and the engagement of those in leadership plays a crucial role. Author Jordan Burton, a Talent and Leadership Advisor, shared his experiences working with organizations of all sizes to build better hiring and interview practices.
Burton said without the full engagement of senior leadership, hiring practices will not result in the recruitment of quality candidates. When senior leadership has a stake in the process there is a greater likelihood that hiring managers and recruiters are better coordinated, processes for interviewing and hiring remain consistent and successful hiring rates increase.
Walk the Walk
While some might disagree with this assessment, one fact remains. Actions that are not modeled with a top-down approach are rarely successful. Current and prospective employees look to see how those at the top behave and if their words match their actions. The current return to office battle is one example of this playing out. Employees see that it’s often those at the bottom of the hiring totem pole that have to follow the rules but those higher up are often exempt. This is an action that generates negative ripple effects and increases levels of mistrust between employees and leadership.
Engagement is never a one-and-done, but without it, it’s difficult to create consistent and reliable processes and results. At a time when the workplace abounds with burnout, stress and disengagement, it’s becoming more important than ever to have management and leadership fully engaged in the hiring process. Creating and executing on a vision of engagement with consistency is a no-fail way to support your business and your employees today and in the future.
