Current Staffing Challenges in the United States:
The Great Resignation
In 2021, more than 47 million workers quit their jobs. “The Great Resignation”, which is used to describe this phenomenon, is one of the buzzwords that appeared during the pandemic to describe a large number of employees leaving jobs.
Two of the most affected industries are the Technology and Healthcare industries, respectively. Global recruitment consultancy and IT outsourcing service provider Harvey Nash and auditing firm KPMG surveyed over 3,000 technology leaders for their annual CIO Survey, and found that an astonishing 65% said that hiring challenges are hurting the industry.
For the Healthcare sector, according to consultancy group Mercer, by 2025, the U.S. will likely face a shortage of 446,300 Home health aides, 95,000 Nursing assistants, 98,700 Medical and lab technologists and technicians and 29,400 Nurse practitioners.
The U.S. Labor Market has fewer candidates available for open jobs. This phenomenon shows no signs of slowing down.
As of December 2021, there were about 10.93 million job openings in the United States. According to the Bureau of Labor Statistics, 4.3 million Americans also quit their jobs during this period, down slightly from the record 4.5 million in November.
Changing Priorities
The global pandemic is a catalyst for candidates’ reassessment of priorities. During the pandemic candidates reflected on career choices and leaned more on factors such as higher pay, opportunities, career growth, schedules, a change of environment or health reasons.
Other sources claim loan pardons, pandemic relief checks, people beginning their own startups, looking for higher pay scales, and demanding flexible work environments as the primary drivers of The Great Resignation.
How to Find the Perfect Candidate in a Competitive Market?
Candidates feel that given the number of job openings to choose from, a new, more promising, or steady opportunity awaits them. They basically have the upper hand in the market.
One of the staffing challenges companies are faced with is hiring and retaining top talent with the given stats.
The problem of labor shortage is a pressing issue since there are so many jobs open compared to a smaller pool of talent to choose from.There are a lot of factors to consider such as time-to-hire, or the time to fill a job role with qualified talent. This leads us to another factor which is considering the right qualifications for the corresponding role to fill.
A Human-Centric Approach
Jobvites’ Recruiter Nation Report indicated that a substantial medial/dental coverage (51%) and 401(k) (41%) plans have been effective at attracting new candidates.
To find the perfect candidate/retain employees, employers need to adjust on how to attract, train, retain them. Companies can make their approach more human-centric and employee-centric. They must align and transform their Employee Value Proposition (EVP) to the changing times and, most especially, to what candidates are looking for. A robust staffing approach allows for optimum employee experience.
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