Hiring Trends for 2023:

Expectations are Evolving

Employees are looking for companies that focus on the following areas:

• People-First Approach: Employees seek management and a company willing to listen and meet their individual needs
• Flexibility: One size does not fit all, and employees desire flexible hours and benefits that fit their lifestyles
• Shared Purpose: Employees are increasingly searching for organizations that align with their ethics, values, and politics
• Overall Well-Being: Employees look for companies that take a holistic approach to mental, physical, and emotional health

Stay interviews, often conducted with current high-performing employees, help companies understand what their employees like about their roles and why they stay. With newfound insight, employers can pivot to create positive change.

How Do Stay Interviews Impact Retention?

• Check-ins help your employees feel heard and validated, which increases satisfaction and engagement
• Understanding employee motivators can help you create and tailor an incentives strategy
• They provide insight into day-to-day operations, including gaps or pitfalls
• Stay interviews can be used to understand the needs and long-term goals of your employees

Traditionally, the role of a manager has been straightforward: managers oversee employees and provide feedback on their performance. However, times are changing, and the role of a manager is evolving.

In addition to managing, they're also expected to embody the following roles:

• Leader: Motivating and inspiring the team through their example
• Coordinator: Looking after the nuts and bolts of the job, ensuring operations run as they should
• Coach: Developing individuals and teaching skills to help them excel
• Mentor: Guiding team members to become well-rounded and fulfill their potential

Mission creep is the unexpected broadening of duties of an original role, and a tight labor market and financial constraints have led human resource professionals to become well-acquainted with this phenomenon.

Common side effects of HR mission creep:

• Human capital resources become stretched too thin
• Employees are redirected from their core purpose and job duties
• Burnout from requiring already overextended employees to take on extra duties

Workers will no longer be coerced into returning to a central office after proving that it is possible to work just as efficiently at home. One-size-fits-all solutions won't work when it comes to workforce practices. However, offering flexibility is a smart move (if it works for your business, of course).

• 64% of workers would consider quitting if ever asked to return to the office full-time
• 35% of employees would change jobs if they could work remotely full-time
• Owl Labs found hybrid employees were 22% happier than onsite workers

Boomerangs are employees who return after leaving an organization.

The best boomerang employee is one who left the company on good terms. Be sure you understand why the employee left in the first place. Address issues to clear the air and start fresh.

Why hire back a boomerang employee?

• The employee understands the company and knows what they are signing up for
• Boomerangs likely already have relationships with team members, making integration into the culture smoother
• Saves on time and costs required for onboarding and training new workers
• Once a boomerang returns, they are often more committed than they were before and turn out to be a long-term asset