ConnectedGroup’s Post

As a recruiter, I've seen the profound impact of the 'Great Resignation' and the lessons it has taught us. Our latest article delves into these evolving workforce dynamics - from the initial shock to the current 'Big Stay.' It explores the reasons behind these shifts and highlights the importance of proactive, sustainable talent retention strategies. There are valuable insights here that I believe could really benefit our organization. I'd encourage everyone to take a look and share your thoughts. Navigating this landscape is a challenge, but together I believe we can find solutions: https://lnkd.in/g3z_Vkn5 #stayconnected #connectedgroup #hiring #jobs #recruitment

Rethinking Talent Management: Embracing the Boomerang Effect In the aftermath of the 'Great Resignation', a new trend emerges: 'The Great Regret'. Surprisingly, 55% of professionals express a desire to return to their pre-Covid employers, resulting in a 30% increase in 'Boomerang Employees' since the pandemic. In a candidate-tight market, welcoming back former employees who left on good terms can prove to be beneficial. Culture familiarity, less training and fresh perspectives along with cost benefits compared to hiring new candidates. 💼💰 As talent professionals, it's crucial to shift our mindset and recognize the value of rehiring former employees. 🤝 Embracing the boomerang effect in talent management strategies presents an opportunity to drive success in the post-pandemic landscape. 🌟 Have you considered re-hiring former employees in your organisation? Join the conversation and share your thoughts with us. #BoomerangEmployees #TheGreatRegret #rehiringstrategies #SavviRecruitment #TheSavviWay

Check out this thoughtful and perceptive article written by Aadya Kapur that provide an analysis of the seismic shifts taking place in the job market. The insights shared on the "Great Resignation" and "Great Reshuffle" clearly highlight the changing priorities and expectations of today's workforce. The landscape of employment is in constant flux, and organisations that prioritise employee wellbeing will emerge as the champions in the impending "Talent War." As the job market rebounds, workers are poised to explore new opportunities, with the proportion considering switching jobs jumping from 19% in 2022 to 28% in 2024. However, this shift is not solely driven by job dissatisfaction - over half of employees report being moderately or very satisfied. The hard truth is that today's workforce is unwilling to compromise on their career goals and personal needs. Forward-thinking C-suite leaders who invest in holistic wellbeing programs will be best positioned to retain and attract top talent. The companies that nurture vibrant workplace cultures, empower their teams, and demonstrate a genuine commitment to employee fulfillment will be the ones to thrive in the ever-changing landscape of employment. By taking proactive steps to address the evolving needs of the workforce, organisations can turn the "Talent War" into an opportunity to strengthen their most valuable asset - their people. If you are interested in building a long-term workplace wellness strategies, reach out to me to have a chat! #stayconnected #talenttrends #workplacewellbeing #thrivewell

🚨 The Great Resignation: Rethinking Talent Acquisition The Great Resignation has completely transformed the job market, pushing companies to rethink how they attract and retain top IT talent. So, how are you adapting? 🤔 Key considerations: ✨ Prioritise employee experience: Foster an inclusive and positive company culture that keeps people engaged and motivated. 💸 Offer competitive compensation: Make sure your packages reflect market trends and show you value your team. 📚 Invest in professional development: Give employees the chance to grow, upskill, and advance within the company. 🌍 Embrace flexibility: Flexible working arrangements are no longer a bonus—they're a necessity! 🤖 Power technology: Use AI and tech tools to streamline your recruitment and improve the candidate experience. We're all navigating this together. Drop your thoughts below on how you're tackling these challenges—let's share ideas and strengthen our organisations. 💪 #GreatResignation #TalentAcquisition #ITRecruitment #TechJobs #HiringStrategies #FlexibleWork #EmployeeExperience #ProfessionalDevelopment #AIInRecruitment #InclusiveWorkplace

Great article & insights by Aadya Kapur and Mathew Gollop. - A couple of years before the pandemic, Anthony Klotz (organizational psychologist who coined the term Great Resignation) was wary of poor health, toxic work cultures, and the stress and anxiety-induced burnouts that the workforce was facing. Hence, the potential of resignations were on a visible horizon. - In 2024, more employees are contemplating quitting than during the ‘Great Resignation’ in 2022. The proportion of employees considering switching employers within the next 12 months increased from 19% in 2022 to 28% in 2024. Now, with AI being injected in workflows, people are more uncertain about what AI can do, and will it augment or replace them? Another worry around the horizon? Article: https://lnkd.in/g-CFgxnV #employment #attrition #hiring #jobsearch #jobsecurity

The workforce landscape has undergone a profound transformation in recent years. From the 'Great Resignation' to the 'Great Reshuffle' and now the 'Big Stay', employee expectations and priorities have shifted dramatically. Our latest article from ConnectedGroup explores the driving factors behind these changes and provides valuable insights into the evolving dynamics between employers and employees. Read the full article here to gain a deeper understanding of this workforce revolution: https://lnkd.in/gcn5xT6Q #stayconnected #connectedgroup #hiring #jobs #recruitment

Boomerang employees—those who return after leaving—are emerging as a key asset in today’s cooling labour market, often representing an untapped resource. As talent shortages grow, rehiring former employees offers numerous benefits: they already understand the company culture, require less onboarding, and frequently return with new skills and perspectives. By cultivating an open, supportive environment and maintaining strong relationships, companies can encourage former talent to return. In this competitive landscape, are you tapping into this resource to give your organisation a strategic edge? https://lnkd.in/gzukahRS #DrJaclynLee #BoomerangEmployees #TalentStrategy #WorkforceInnovation

Thank you Dr Jaclyn Lee’s sharing of your thoughts on Boomerang employees which I can’t agree more. IHRP’s Human Capital Diagnostic Tool (HCDT), assess an organisation’s HC maturity against benchmark level has a process area on Employee Value Proposition (EVP) which emphasize Employer of Choice branding should also target at good valued ex-employees besides potential job candidates and existing employees especially when talent pool is tight as what most organisations are facing currently. An effective EVP process and practice enable your organisation to better attract and retain your valuable talent. If your organisation has not participate in HCDT assessment which remains complimentary to all Singapore registered entities, act now by clicking this link https://hcdt.ihrp.sg

The War for Talent: Building a Strong Employee Value Proposition (EVP) The "Great Resignation" and "Silent Quitting" trends may be easing, but the fight to retain top talent remains fierce. CEOs are prioritising employee retention above even revenue growth.   So, how can your organisation stand out in the crowd and attract and keep high performers? The answer lies in a strong Employee Value Proposition (EVP).   Your EVP goes beyond just a salary and benefits package. It's the total value you offer employees in exchange for their skills and dedication.   Here's how to craft an EVP that addresses all aspects of the employee experience:   Material Offerings: Competitive compensation, comfortable workspaces, location flexibility, and helpful perks are essential starting points.   Opportunities to Develop & Grow: Invest in your people! Provide training, mentorship, and job rotation opportunities to help them reach their full potential.   Connection & Community: Foster a positive and inclusive culture where employees feel valued, supported, and can build meaningful relationships.   Meaning & Purpose: Connect your organisation's mission to what matters to your employees. Help them see how their work contributes to a larger goal.   Remember, these elements are experienced differently: Short-term: Compensation, work environment, and social connections provide immediate benefits. Long-term: Growth opportunities and a sense of purpose contribute to long-term satisfaction and career commitment.   By addressing all facets of the employee experience, you can build a compelling EVP that attracts and retains top talent. This, in turn, drives engagement, productivity, and overall business success.   #EmployeeEngagement #Retention #TalentAcquisition #EVP

Ever since the pandemic and the onset of "The Great Resignation", improving employee retention ranks as one of the main concerns and priorities of many organizations. Companies are investigating how to best encourage employees to stay put for as long as possible so they can maximize their ROI in recruiting, hiring and training top talent. There’s a critical link between employee development and retention. The main reasons why development matters to your workforce: **It helps people do their jobs well, which increases their overall confidence, satisfaction and engagement. When someone feels like they’re good at something, they’re more enthusiastic about doing it and they feel happier about their current situation, right? **It contributes to their personal and professional growth, enabling them to expand their skills and knowledge so they can take advantage of opportunities to assume greater responsibilities, qualify for promotions and leadership roles, earn more money and advance their careers. People don’t like to feel stagnant, as if they’re stuck in a rut doing the same thing repeatedly forever. It’s natural for people to look ahead at what’s next – but you want them to look for what’s next within your company, not elsewhere. **It signals to employees that their employer cares about them and is willing to invest in them. When people feel valued at their company, they’re less likely to leave.