As the workforce begins to trickle back in the wake of COVID, companies that have not adapted their recruiting and work strategies will find themselves at a disadvantage. The so-called Great Resignation after the pandemic has left many companies struggling to fill vacancies, as workers who have been remote for months or even years refuse to come back to the office.
Now, as offices insist employees come back to the office, it is clear that many companies have not learned their lesson. Companies who adapt to the changing needs of the workforce will win talent at far greater rates than those who stubbornly insist on getting back to normal. Nowhere is this clearer than in the renewable energy sector, where in-demand workers expect to work remotely or at least in a hybrid environment.
Through the recovering job market of the last year or more, employees have been driving record resignation rates as they migrate to new positions seeking better perks, pay, and flexibility. The hottest topic among them is the ability to work remotely as they did during the pandemic.
Workers across industries proved their ability to deliver results while working remotely, and they want to continue doing so, which is why they’re flocking to companies that offer remote work.
With unemployment rates at 4%, down from 14% at the onset of the pandemic, it’s clear that those resigning are not doing so with the intention of sitting at home. Meanwhile, with close to 11 million job openings and not nearly enough people to fill them, the labor economy struggles to find talent to fill their roles.
What’s more, our HR experts say businesses not offering any kind of flexible work options are losing out on an estimated 50%-70% of job seekers to those companies that offer remote work.
The takeaway? Companies need to urgently address their remote work policies and start offering these options to remain competitive in the recovering job market. Those that don’t risk losing out on the best talent, as more and more workers are looking for companies that can offer them the same level of flexibility they had during the pandemic.
Companies that fail to adapt recruiting and work strategies will lose out as the workforce returns post-Covid. See why in the latest from @RevealGlobal here:Click to Tweet
Adapt, or Miss Out On Top Talent
What we’re seeing currently in the market is a vast majority of jobseekers not even considering a role that isn’t accommodating some kind of flexible or remote work options.
Tens of millions of Americans quit their jobs last year, leaving their pre-pandemic positions in droves, with some estimates going as high as 1 in 4 workers who’ve left voluntarily since January 2021. On top of that, remote-first settings open up a literal world of opportunities for the job seeker.
Companies are attempting to keep pace with customer demand and the wave of resignations they experience. When everyone is trying to hire top talent, those in-demand workers know they have the upper hand. This means those companies not offering flexibility in the form of either hybrid or a fully remote schedule are having to rework their pay and benefits structure to attract any talent at all.
The employee is calling the shots right now, and our choices are to either adapt or miss out.
So how does one build remote, flex, and hybrid solutions to cater to these in-demand workers in the renewable energy sector? And how can your company do the same?
Here are a few tips:
- Start by surveying your team. Ask your staff what their preferences would be for working remotely. You may find that certain roles or departments are better suited for remote work than others.
- Create a policy that allows for both full and partial remote work. This will give you the ability to adjust to employee needs and preferences.
- Offer remote work as an option in your job postings. This will attract applicants who are looking for a flexible work arrangement.
- Make sure your technology is ready for remote work. Do you have the technology to support remote or hybrid work? Are your systems secure enough?
- Train managers on how to manage and monitor employees who are working remotely.
- Communicate with your remote workers regularly. This will help ensure they feel connected to the company and their team.
The bottom line is that companies need to adapt their recruiting and work strategies to remain competitive in the recovering job market. Adapting your recruitment strategy during this difficult period is tough; Don’t go it alone. Reveal Global has a team of experts who can rewrite job postings, create interview structures, offer screening tips, and even manage the entire process of hiring renewable energy talent for a remote environment.How does one build remote, flex, and hybrid solutions to cater to the in-demand top talent? Get the answers from @RevealGlobal's latest article: Click to Tweet
Adapt, or Risk Resignations
Furthermore, your current employees are watching decisions in these areas as well. One EY survey of global business leaders showed many organizations are aware their employees and hopeful hires want more flexibility in work (90% of all surveyed, in fact) but many aren’t being transparent about how they’ll respond to that demand.
79% of companies said they intend to make changes to their hybrid work allowances, but only 40% have actually communicated a plan to their employees.
Our current climate demonstrates that employees are prepared to quit if they don’t get the flexibility they need. A recent survey by analytics firm Visier found that nearly 25% of workers had actually quit their job in the past year, with little concern about finding their next role. That 4% unemployment rate proves, they’re not wrong to think so.
So what can you do right now to address this issue?
Companies need to take a long, hard look at their policies and make sure they’re ready for the influx of workers who will be returning to the office after spending time working remotely. This includes ensuring managers are adequately trained on how to manage remote employees, that the necessary technology is in place, and that the company is prepared to offer a flexible work arrangement to the right candidates.
Businesses need to be transparent about their plans for remote work. If you don’t currently have a policy in place, let your employees know you’re working on one and that they will be a part of the process. This will help to ensure that you retain your current employees, who may have been looking for a more flexible work arrangement.
Adapt, and Meet in the Middle
For organizations who believe some things are better left in person, we hear you. And luckily, so do some of your employees.
According to FlexJobs’ 10th Annual Survey (conducted between July and August 2021), 39% of respondents report wanting a hybrid work environment.
For most, the sweet spot seems to be the option to work remotely but report to the office for the moments that count. The key takeaway for employers is some middle ground: An office setting, for when in-person meetings are essential, and remote work for those looking to maintain their flexibility.
“But I’m not ready to offer remote or hybrid work…”
If your company isn’t ready to offer full-time remote work, start with a hybrid work arrangement. Employees will appreciate the opportunity to work from home part-time and you can gradually increase the number of remote days as your company becomes more comfortable with the arrangement.
Use the time you gain to engage experts, create a technology infrastructure to support hybrid work, and rework your remote policies to continue to attract in-demand candidates to your talent pipeline.
Employers who fail to move with the times are absolutely at risk for losing their current talent, and it will be harder than ever to attract new talent when they go. The workforce is speaking right now, some might say they’re being more decisive than ever. It’s up to those hiring to listen and respond as best we can in order to stay competitive.
Reveal Global is available right now to help you reach your hiring goals with the right renewable energy candidates. Contact us here.