New recruits could feel like small fishes in a big pond, but is that why they don’t happily dive in? They could feel out of their depth – apologies for the continuing watery theme. However, surely, after completing a successful recruitment process, they’ll arrive as expected.
‘Career catfishing’ and ‘ghosting’ trends have started to cause some ripples in the talent pool. Although previously associated with young people, they are seeping into the older workforce too. One recent survey found over one third of Generation Z employees had accepted a job but failed to arrive. That compares to a quarter of millennials and one in 10 Generation X employees. About the same proportions across age groups have left their jobs without officially resigning.
Other trends include attending work only to go elsewhere to work remotely and taking ‘secret’ time off, without telling managers. It all adds up to a new work culture many employers struggle to understand. Essentially, employees now prioritise life outside of work as highly as their employed role.
A new workplace reality
Even well-established millennial employees will change their jobs regularly to fit in with their lifestyle and family. Employers expecting unquestioned commitment to work from their employees are finding the shift chaotic.
The survey found over half of younger employees prefer to work remotely, even if they won’t receive promotion or salary increases. However, resistance to returning to office-based working patterns is just one aspect of this change.
The catfishing trend might also reflect poor recruitment processes. On average Gen Z employees apply for almost twice as many roles as others before finding employment. Lengthy applications, multiple interviews and poor communication don’t help to build good relationships. Younger employees find poor processes disrespectful and express their dissatisfaction by not turning up.
For nine out of 10 Gen Zs and millennials job satisfaction and wellbeing rely on sharing their employer’s values and ethics. Over half of Gen Zs say they have refused assignments or projects at work based on their values.
New employee engagement
In a Manpower survey, almost all employers said engaging employees with less than ten years in work is a challenge. They found it difficult to meet work-life balance expectations and maintain motivation. Overall, their top three engagement strategies were to offer flexible working hours, prioritise wellbeing and improve technology. However, for these initiatives to make a difference, employees must first come to work.
Employers need to rethink how to attract talent, onboard new employees and train them. Like everyone else, new employees want a stable income in the face of increasing living costs. However, they also want to make personal choices about their lifestyles.
Here to help
With over 22 years’ experience Ascendant Recruitment can help define valuable and sustainable job roles for both employers and job seekers.
We can evaluate applications to identify candidates whose experience and expectations are a good fit for job roles. Our comprehensive shortlisting process can make sure everyone feels they benefit from the recruitment journey. We also provide support to create smooth and clear processes for job offers and onboarding.
We don’t stop there. We provide advice for employers and candidates about career planning, training, workplace and personal development.
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