Since early 2020 we have endured so much change and uncertainty, however, organisations and individuals have adapted and reacted. As we begin to embrace the ‘new normal’ we have seen a shift in employees, their wants, their needs, and their expectations. 2022 will bring a new set of challenges, not just in attracting great candidates, but also in keeping great employees.
The jobs market is currently experiencing a shortage of candidates, particularly in niche skill areas. Candidates are empowered through this demand and as a result, have more options and can choose to be selective with the roles, organisations, and cultures they engage with.
The Whitaker Institute surveyed over 8,400 Irish workers in 2022 and found that 52% are working hybrid, 40% fully remote with only 8% fully on-site. The survey also found an overwhelming 95% of respondents agreed that working remotely makes their life easier.
Attracting Staff:
When it comes to attracting strong candidates and successfully hiring them, there are a number of key areas that motivate employees in 2022:
Hybrid conditions: 60% of employers surveyed are implementing hybrid working models, with only 8% operating a full office working model, mainly within legal, construction, media and entertainment. Almost 30% of respondents plan on implementing flexible and unique models to suit individuals and teams.
Salary Increases: With the combination of inflation and higher demand for specialised skills, we are seeing candidates negotiate higher salaries, more robust packages and greater bonus opportunities. Remote working options have levelled out salaries and there is no longer an expected differentiation between candidates based in Dublin compared to candidates in the rest of Ireland.
Employee Testimonials: A company’s culture has a massive impact on employee experience and retention. Put your best faces forward and share your employee's journeys and experiences through blogs, testimonials and videos. Empower your employee's voices and allow them to share their passion for the job, the sense of purpose their role provides and the community they are a part of within the organisation.
Retaining Staff:
There is a huge emphasis on retention strategies and employer value proposition from organisations, as employees are focused on work/life balance in 2022.
Work/Life Balance: The new remote/ hybrid work offering empowers employees through flexibility, with 30% of Irish workers saying they would consider taking a pay cut rather than returning to the office full-time.
Counteroffers are a short-term fix: In a candidate-driven market, employees are more likely to receive a counter-offer when providing their notice. This usually works as a short-term strategy, but for long-term solutions, employers should focus on:
Career opportunities and growth
Supportive and positive culture
Flexible working conditions
Reward loyalty: As candidates are negotiating higher salaries and more attractive packages, ensure your loyal employees are receiving similar rewards. Resentment and frustration can impact individuals and teams if they know new hires are receiving better salaries or benefits.
High demand skills: Your strongest team members and most attractive employees are likely to be contacted consistently by recruiters with offers of greener pastures. Focus on open and honest conversations with employees, focusing on culture, opportunity and education.
According to the Whitaker Institute, only 1% of the 8,400+ workers surveyed do not want to work remotely. 53% would like to work remotely daily and 42% would prefer a hybrid mix. For those who would like to work remotely several days a week, the most preferred number of days a week to work remotely is 3 days. Only 1% of respondents would like to work remotely 1 day a week, with 4 days onsite.
Each organisation is unique, and the policies should, and will, reflect that. Ensuring focus is on outputs and deliverables can help with introducing more flexibility, although this will likely require adapting management styles. Ensure leaders and managers develop their soft skills to help employees navigate expectations of remote/ hybrid working.
