As businesses grapple with talent acquisition challenges, HR managers are spotlighting career advancement as a key strategy.
- Nearly half of HR managers (47%) prioritize career advancement to attract younger employees, yet other perks are deemed more crucial by many.
- There’s a noticeable disconnect between what current HR practices offer and the desires expressed by new and early-career employees.
- Research shows HR managers heavily weigh soft skills, but only a fraction of new workers receive training in this area.
- Tailored support appears to be crucial, as many recent employees face unique challenges transitioning into full-time roles.
In today’s competitive hiring landscape, HR managers are increasingly focusing on career advancement opportunities to draw in younger talent. A recent study reveals that 47% of HR leaders consider it the most effective means to attract and retain employees. However, younger workers often place a higher value on salary, flexible working conditions, job security, and financial benefits. This discrepancy highlights a misalignment between organizational offerings and employee preferences.
i) According to research by Reed Talent Solutions, there is a fundamental gap in what is provided by businesses versus what employees desire. While HR professionals emphasize soft skills during recruitment, with 76% noting its importance, only 23% of newcomers receive relevant training. This lack of alignment further demonstrates the challenges HR departments face in effectively cultivating and maintaining talent.
Lee Gudgeon, Managing Director at Reed Talent Solutions, underscores the importance of adjusting recruitment and onboarding strategies. He notes the necessity for HR teams to ensure new hires, especially early-career individuals, receive adequate support to acclimate successfully into their roles. The research suggests offering targeted support for newcomers could bridge the gap they experience when transitioning from education to employment.
Many early-career individuals report difficulties transitioning into full-time work, often citing the adjustment to set working hours and increased workloads as significant hurdles. For instance, 43% of young professionals find full-time work challenging, and 36% face financial difficulties. These challenges highlight the need for HR to develop comprehensive support systems that address these transitional challenges.
Conversely, those returning to work or changing industries after a gap in their careers list differing workplace cultures as a significant obstacle, with 43% finding this adjustment challenging. Businesses must recognize that the onboarding process should vary depending on the employee’s career stage to effectively foster a supportive environment for all staff.
By fine-tuning onboarding processes and providing necessary resources, businesses can enhance employee comfort and job performance, thereby boosting retention during economically challenging times. It is imperative for HR teams to pinpoint the most effective support strategies to meet diverse employee needs.
Aligning HR strategies with employee needs is essential for effective talent retention.
