Keegan Adams Recruitment’s Post

Earlier this month the ABS published job mobility rates for the year ended February 2024. The financial services industry was one of the lowest when it came to leaving the industry (5.4% left in 2024 compared to 9.9% in 2023) while job mobility was also down which indicates people are staying in their current roles. For those that did leave their job, the largest reason for doing so was to get a better job or because they wanted change. So how do you keep people that want change, and/or are potentially feeling a bit stuck but you don’t have big pay rises or promotions to offer? Here are 3 ideas: - Job swapping: Employees are looking for career growth and one way to support them is to offer 'job swaps' between teams for say 3 months so they can learn new skills and parts of the business. - Temporary geography change: For companies with a national or international footprint, the option for employees to work in a different city gives them the opportunity to work with different people and expose them to new experiences. - Internal recruiting: Switching your recruitment efforts from the market to within the organisation can be a powerful way to retain people while providing career advancement. However, we do offer a word of caution when taking this approach. We've helped financial services companies with internal recruiting and there are factors to get right in order to make this a success. I'm keen to hear what you've seen when it comes to keeping your team engaged. Please comment to let me know. https://lnkd.in/gQBcRHJW #recruitment #financialservices