It’s important for employers to understand the changing landscape of the recruitment industry to ensure you retain current staff and are capable of attracting high-calibre talent.
The Great Reshuffle is affecting all industry sectors and the companies that have adapted their approach to working, recruiting and engaging staff are the companies that are weathering the storm the best.
In this blog, we will be looking at what the Great Reshuffle is, how it came about and what you can do to negate the effects of it on your workforce
What is the Great Reshuffle?
Immediately after the first lockdown, when life returned to some sort of normality, we witnessed a ‘Great Resignation’. A vast number of people resigned from their roles, resulting in a record number of open positions. The Office for National Statistics (ONS) data quoted in a LinkedIn report shows that currently the UK has its highest rates of people moving to new jobs and leaving old jobs for at least seven years. This has created a staff shortage in many industries.
The Great Resignation has morphed into what is being referred to as the Great Reshuffle, as discussed on the World Economic Forum. With time, it has become evident that many people who resigned from their roles did not withdraw from the employment market altogether, rather they are seeking work that better fits with their values and life choices, provides a better work life balance and is more fulfilling.
For some, this has meant starting their own businesses or making a complete career change, but for many it has been a search for a better paid, more flexible job. The pandemic has proven that flexible working arrangements really do work and people now want to fit their work around their lives, rather than having to cram their lives into the gaps between work.
Along with record highs in the volume of vacancies, salaries have risen, benefits have improved and flexible working options have increased. This has made the employment market even more competitive.
Why is the Great Reshuffle Important?
To ensure strong employee engagement, it is also important to appreciate the generational differences and how each generation is motivated slightly differently
Repositioning your company as an Employer of Choice
Carrying out the survey is just the first step though, now you have the data, you need to act on it. You can begin to review your working practices and flexible working policies, then assess the effectiveness of your EVP for your current and future workforce.
The infographic below demonstrates the Emotional, Experiential and Contractual elements that employees/potential employees are looking for now in an employer. It also looks at how you can ensure you are Competitive, Differentiated and Unique.
This clearly evidences the drive for a ‘feel good factor’ from one’s work. Can your business offer that to its employees and prospective new hires?
In addition to this, the different generations are looking for slightly different things from an employer and this is important to understand to ensure your company and EVP appeal across all generations and is completely inclusive. Assuming everyone wants the same thing will get you nowhere!
Generational Motivators
| Generation | Motivators |
| Gen Z | Salary
Work-life balance Training and pathway Environmental |
| Gen Y | Package
Hybrid working Product/project (ESG) Promotion |
| Gen X | Valued on basis of experience
Flexible benefits Less commuting Making a difference |
