Common themes and solutions for a new era in work

Having surpassed the two-year mark since the start of the COVID-19 pandemic, companies are still wrestling with how much the workforce landscape has changed – and continues to change. And as companies are managing these uncertainties, workers across Europe are also wondering what the long-term future will look like.

As the pandemic subsides, people are evaluating their current jobs and seeking new opportunities. In fact, on a global level, 41% of workers are thinking of quitting by mid-2022 and beyond. This is what we have come to call the “Great Resignation.”

We’ve examined this and other critical talent trends in the third edition of AgileOne’s Workforce Solutions Market Overview. This report provides a deeper look at specific factors that inspire job change in three major European economies – the United Kingdom, Germany, and the Netherlands, as well as solutions and strategies that can help employers meet these challenges.

Key trends by market

In the U.K., the number of job vacancies in December 2021 to February 2022 rose to a new record of 1,318,000. U.K. businesses expect to keep hiring, with nearly half of firms planning to increase staffing levels over the next 12 months. This is certainly fueling optimism that the labor market can yield better opportunities for workers as they continue to see demand for their services.?

Here in my home country of The Netherlands, inflation is at an all-time high, and the quit rate of 2.9% has remained unchanged since the pandemic started—thanks in part to collective bargaining which prevents poor working conditions and promotes a positive work culture. The agreements ensure that if companies pivot during crisis, they are still obligated to pay full wages.

At the beginning of the pandemic, the Dutch government also offered support packages to companies so they could avoid negative economic impact. This means that organizations have also avoided mass layoffs so far, which gives workers good reason to stay in their jobs. However, the financial picture for some program recipients, such as smaller businesses, is expected to take a downturn as COVID-related relief programs have ceased as of April 1. This will likely result in an uptick of bankruptcies and more people available to work.

And in Germany, it’s estimated that the labor force will shrink by more than 300,000 people this year as the number of retiring workers surpasses the number of workers entering the workforce. At the same time, German companies are hiring more – and this is expected to continue throughout 2022. With such a positive business outlook and a higher demand for labor, workers will certainly be open to new opportunities.

We’ve examined these and other critical talent trends in the third edition of AgileOne’s Workforce Solutions Market Overview. This report offers solutions and strategies that can help employers meet their unique retention and recruitment challenges.

From cutting-edge technologies to award-winning services, AgileOne has the expertise to provide true total talent management solutions, with access to world-class workforce solutions and technologies designed to meet your unique needs.

Top five takeaways:

Our full report provides much more detail on these challenging aspects of talent today — as well as what every company can do to make sure they are prepared to address their own talent shortages.

1.?????Organizations are on high alert:?With 41% of workers considering changing jobs in 2022 and beyond, organizations around the world are on high alert for ways to retain critical talent and foster more loyalty among their workforces

2.?????What workers want:?Key similarities across regions, industries and jobs: People want better opportunities, better work-life balance, and more recognition from employers regarding the value they bring to the table

3.?????Culture is key:?Addressing company culture is key to preventing voluntary resignations. Workers want a more human connection, and to be valued through more thoughtful strategies regarding flexibility, hybrid work scenarios and emotional well-being

4.?????Reconsider total workforce strategy:?Total Talent Management (TTM) connects people, processes, and technologies to help companies create plans to create employee autonomy, better well-being and better benefits?

5.?????Consider contingent:?Value and flexibility reign supreme in the contingent world. By adding this talent model to your workforce — and working with a partner like AgileOne — you can diversify your workforce strategy and be prepared for any market changes

Want to know more??We’d love for you to?download our third edition of the Workforce Solutions Market Overview today ?to gain a better understanding of how AgileOne can benefit your business.