November 2021 Newsletter

A Huge Increase in “Quitters” in the Last Month!The term “quitter” is generally associated with ‘losers’ and ‘loafers’ but now they are seen as professionals with optimism, who are actually saying “they can do better”!
We have seen over the last month a huge increase of Cybersecurity, Software Development & IT Sales professionals across all levels “quitting” without any confirmed job offer to go to & when asked why, they simply say “I know there is something better out there for me”!

What does this mean for employers? The firms we work with have changed their approach to hiring & have become far more ‘engaging’ throughout the hiring process, portraying that they have a better option for these ‘quitters’, acquiring top Cybersecurity, Software Development & IT Sales talent.

So look at the term “quitter” in a different way and embrace “quitters” as they are determined, enthusiastic and energised professionals.

Contact Team Proxime for your current and future Cybersecurity, Software Development & IT Sales skill needs and let us reach out to these “quitters” on your behalf!

Kind regards,

David Gadd  
Director of Talent Acquisition – Linkedin Profile

Q4 2021 Villains are Loneliness, Isolation

As WFH lovers, in-office champions and hybrid work advocates all lobby for their ideal work arrangements, HR pros should keep in mind that mental health is at the core of many employees’ desires. For some, remote work can be a safe haven against microaggressions or other external discomfort. And for others, the home office is a prison tower of loneliness.

In a survey by OnePoll and email service Front, 63% of respondents said the cons of working remotely outweigh the pros. As reported by the Miami Herald in June 2021, one third of poll respondents said they considered quitting because of remote work. Within that group, a lack of team connection (14%) and poor handling of the transition to remote work (14%) kindled their urge to quit.

Remote work loneliness has been a longstanding issue. Psychologists have been studying the effects of WFH since the 80s and 70s. In a 2003 study by University of Manchester’s Lynn Holdsworth, 67% of remote respondents said they felt lonely, compared to 0% of in-office workers. Similarly, 100% of teleworkers reported feeling irritable compared to 83% of in-office workers; 67% of teleworkers said they felt worried compared to 17% of in-office employees.

Obviously providing adequate insurance that helps cover therapy and psychiatry costs is important. But according to workplace wellness professionals, employers can be doing even more to nurture company-wide mental health.

During the pandemic, Tara Ataya, the chief people officer at Hootsuite, tripled her employees’ benefits package. She also secured employee subscriptions to Headspace, a meditation platform and app. “It’s important that organizations realize: Mental health is a muscle that people have to build. For that, you need to create a safe space for employees to talk openly about their mental health,” Ataya told HR Dive.

Looking ahead to the stressful era that will be Q4 2021, Ataya’s advice for HR pros is lean in and listen. “Teams and leaders must lean into those conversations in order to destigmatize mental health, make employees feel safe and encourage them to bring their true selves to work, and lead with empathy,” she said. “A workplace must provide the space, time, and resources employees need to take on the complexities of life, via effective leadership and mentorship, time off, and flexible benefits.”

As employers consider additional ways to show up for their employees, they should keep in mind the long-term benefits of comprehensive mental health care. If the main concern is connectivity, workforce morale and, ultimately, productivity, why not put employees in the best possible position to thrive at work and at home?

For the full article from HRdrive click here.

5 Ways the Pandemic has Changed the Candidate Experience

1. Candidates appreciate good communication more than ever

Good communication has always been at the heart of a positive candidate experience, but it’s become even more important in the wake of last year’s stay-at-home orders. For people working and socializing from home, constant connection through messaging and video platforms became the norm, with one study finding that even among the less tech savvy, 63% reported an increase in digital communication. 

As a result, candidates may be unimpressed with companies that aren’t as responsive as they’ve grown to expect in an always-on digital environment. That doesn’t mean that you have to respond within seconds or after hours, but it does mean that communicating early and often is one of the best things you can do to win candidates over.

2. Candidates want more flexible interviews that fit around their life

Changes in communication preferences aren’t the only ways that the rise of remote work has impacted the candidate experience. For many people, 2020 provided their first experience participating in virtual meetings and interviews — the latter of which made it much easier to fit their job search around work and home responsibilities. 

Moving forward, consider limiting onsite interviews to the final rounds only. This will save time for both you and your candidates, while minimizing expenses and scheduling challenges. For roles that will be 100% remote anyway, it might be best to eliminate in-person interviews altogether, since candidates may feel you’re sending mixed signals if they’re asked to come in.

3. Candidates expect companies to give them a feel for the culture, even in a remote environment

Forced to make a rapid pivot to remote work, countless companies had to figure out how to keep employees engaged and satisfied from afar, putting the critical importance of company culture into perspective.

One way to do this could involve sharing specific examples of ways your company brought its culture to life in a newly virtual environment last year. This will be especially valuable if you plan to remain 100% remote or adopt a hybrid workforce model. You could also incorporate employee voices into your hiring process, from sharing testimonials on your career site to inviting team members to take part in informal culture conversations during interviews, giving candidates a strong sense of what it’s like to work for your company. 

4. Candidates are more invested than ever in hearing about DEI efforts

Whether or not your company made a public commitment last year to improve DEI, candidates will want to hear what you’re doing to foster a sense of belonging for employees from all backgrounds, so be prepared to talk about this (and ensure the entire hiring team is ready) from the first conversation you have with them right through to the last. 

Authenticity is crucial. If you still have work to do, it’s far better to be straightforward than to avoid the conversation or sugarcoat it, as this may only lead to low retention and reputational damage down the line. Share what you’ve done so far, discuss where you’re going, and invite candidates to be part of that journey. If you’re not at a stage they’re comfortable with yet, it’s better to find out sooner rather than later. 

5. Candidates are paying closer attention to how you support employees’ mental health and well-being

One key element of this should include highlighting how you create a healthy work-life balance for employees. Talent Market Drivers data shows that this is the No. 1 priority for candidates today — even above compensation and benefits. 

Of course, well-being goes beyond work-life balance alone. Detailing what you’re doing to support employees in other ways — like offering resources to support their physical health or financial wellness — will leave candidates in no doubt that you’re a company that cares. 

Full article from Fast LinkedIn here.