Listen: HRD Talk Episode 5 – Don’t Blame COVID-19 for the Big Resignation
“Make sure your employee value proposition, which includes your company culture and how you support work/life balance, is well articulated,” Detampel said. HRD. “How people are supposed to work and how they’ll stay connected with colleagues and leaders has never been more important.”
Nearly 90% of employees prefer a role with remote options, according to San Francisco-based PRO Unlimited, an integrated workforce management platform provider. In other words, employers who offer such flexibility will capture 96% of the labor market while those who do not will lose 58% of candidates.
Employees in the tech industry, such as those working in Silicon Valley, seem to desire the “WFH” lifestyle more than those in any other field. About two-thirds of tech employees (66%) said they would prefer working remote full-time, and 34% said they would only accept a full-time remote position. Just over 60% of network engineers and 47% of software engineers shared the same sentiment.
Offering such flexibility will be a boon to your recruiting efforts, which Detampel says should have been stepped up before the big resignation. “The problem with many recruiting functions in corporate America is that they turn the tap on and off,” he says. “American companies tend to view recruiting as a variable cost – they will cut back a bit when it’s down. You must continue to recruit a constant effort, prospect as much as possible and even reach out to universities and associations to build a talent pool.