• To fail to notice or consider
• To ignore deliberately or indulgently; disregard
• Fail to value sufficiently highly
• To not hold in sufficiently high esteem.
These are the words that I am hearing over and over again this month from candidates who seemingly work for exceptional companies.
Many of them have been with their companies for a substantial amount of time, however are unhappy by the way in which they are being treated.
I went to a seminar a few weeks ago where they stated that employment is at its highest since records began and many job portals are boasting that they are at their highest level of job postings.
I have also noticed that many of these experienced candidates who are feeling underappreciated and over looked, start the process of looking for a job and then go quiet. I think for many of them, this is a confidence issue. They know they are not happy, they then get overwhelmed by the number of jobs available to them and then think:
• “What if things are not better?”
• “How will I fit into this company’s culture?”
• “Will I bank?”
• “What happens if I don’t bank money?”
Across the board, we are gaining new clients who have come to us as they are struggling to successfully recruit themselves, they have offered candidate’s positions and then these candidates have failed to start the positions instead favouring the counter offer, or have just decided to say nothing to their current employer and stay where they are.
The counter offer and making the right choice when moving company, is actually something that both my director Lema and I have written about in previous blogs, as it is something that is very current in today’s market:
As recruiters, this has meant that we are just as busy, if not busier than we were and with there being more jobs but less committed candidates, it means a lot more search and selection and effective headhunting.
To me the current situation raises three main questions:
• Can employers do more to engage with and retain existing employees?
• Do experienced candidates need to have more confidence in the value of their skillset and what they have to offer a company?
• Once a company have recruited a member of staff what can they do to make the on boarding process smoother to ensure that the member of staff joins and stays with that company?”
These are all things that we as a company specialise in, so rather than just securing our clients the right employees, we can help with the on boarding process and look at how to retain existing employees.
With candidates, we aim to build the kind of relationships with them which allows them to understand their worth, meaning that they make better and more informed decisions, that in the long term, they will be happy with.
What are your thoughts? Are you struggling with employee engagement and retention? Or are you looking to make a move but are lacking the confidence in either yourself or the market?
If so it would be great to have a chat about this, feel free to get in touch with me, you can send me a message on here or drop me an email at Lisa.Clarke@cherrypickpeople.com or call 0203 5877 051.
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