Employees are becoming more comfortable with the idea of switching jobs. At the peak of the recession, workforce aversion to personal risk was high, especially as unemployment pierced the double-digit threshold. Now that conditions have calmed, and many believe a recovery is in progress, many employees are likely to seek greener pastures, especially if they can secure more income, flexibility or other perks in the process.
This presents both risk and opportunity. Talent availability is poised to spike, as top players look for ways to recoup missed promotions and raises that were rendered impossible by the after-effects of the financial crisis. At the same time, there’s increased likelihood that your own company’s talent will head for the door.
Corporate recruiters are uniquely positioned to guide their companies through this situation. In addition to being able to lure employees to the company, the corporate recruiting team can use what it learns through the recruiting process to help the broader HR organization identify the key risks that could cause its own employees to leave, making it possible to develop highly effective retention programs.
The key to this is information, gathered through market research and, more importantly, through the process of sourcing, interviewing and managing candidates. With KGTiger’s STREAM service, you’ll not only get a list of highly qualified and talented potential employees, you’ll learn about the broader market conditions that are motivating their job searches – information that you can cycle back into your organization to facilitate employee retention.
While definitive signs of the economic recovery are not yet seen, the talent indicators are clear. I’ve always felt that Lee Iacocca had the right idea when he said, “Lead, follow, or get out of the way.” Engage KGTiger STREAM now and lead your organization to victory in this new war for talent.
[Source: Yahoo! Finance]