Candidate Support
Contact Sales
Customer Support
Written By Digital Content Editor Thomas Ahearn
As worldwide labor markets strive to rebound from the impacts of both the COVID-19 pandemic and the “Great Resignation” of workers quitting jobs, three of every four companies – 75 percent – have reported talent shortages and difficulty hiring, a 16-year high, according to the 2022 ManpowerGroup Talent Shortage Survey.
The survey of more than 40,000 employers across 40 countries and territories by workforce solutions leader ManpowerGroup found the most sought-after professions by employers globally were Information Technology (IT), Sales and Marketing, Operations and Logistics, Manufacturing and Production, and Customer Service.
The survey also found larger companies with 250 or more employees struggled the most to recruit and retain talent and suggested that understanding what workers want and meeting those needs was the key to solving the talent shortage problem. To keep pace, an effective talent strategy should comprise four key elements:
- BUILD: Invest in learning and development to grow your talent pipeline.
- BUY: Go to the external market to attract talent that can’t be built in-house.
- BORROW: Cultivate communities of talent outside the organization.
- BRIDGE: Help people move on or move up to new roles within the organization.
“This recovery is unlike any we have ever seen – demand for skills is at record highs in many markets and unemployment levels remain high while workforce participation stagnates,” the survey noted, adding that some labor markets are still hampered by COVID-19 variants, lockdowns, and supply chain challenges.
The “Great Resignation” that has seen a record number of workers in the United States resigning from their jobs continued in April 2022 as 4.4 million more workers quit during the month, according to the Job Openings and Labor Turnover Survey (JOLTS) released by the U.S. Department of Labor’s Bureau of Labor Statistics.
“As record-breaking resignation numbers continue to rise in the United States, employers are wondering why their employees are so quick to quit their jobs and how to keep them from leaving,” ClearStar, a leading HR-technology company specializing in background screening, noted in the “The Great Resignation of 2021.”
“Listening to employees and their desires for their careers is the first step to developing lasting relationships with them. The resignations could be a result of the effects of the Coronavirus (COVID-19) pandemic, low pay and benefits, new job opportunities, or a mix of all of the above,” ClearStar suggested in the blog.
“An employer who accommodates their employees with remote work (if needed) and shows interest in trying to help them find something they enjoy doing in their job is likely to build a relationship with their employees that they are not so quick to abandon,” ClearStar concluded. The complete blog is available here.
Employment Screening Resources (ESR) – a service offering of ClearStar – offers background screening services to help employers make informed hiring decisions to replace workers lost to the “Great Resignation” with a variety of industry specific solutions. To learn more about background screening, contact ESR today.
NOTE: Employment Screening Resources (ESR) – a service offering of ClearStar – does not provide or offer legal services or legal advice of any kind or nature. Any information on this website is for educational purposes only.
© 2022 Employment Screening Resources (ESR) – A Service Offering of ClearStar – Making copies of or using any part of the ESR News Blog or ESR website for any purpose other than your own personal use is prohibited unless written authorization is first obtained from ESR.
Share on Social Media
