Covid impacts on work life.

Companies are facing a chronic talent shortage nowadays. As a result, employers are moving over some job requirements such as four-year college degrees and a set number of years of prior experience and overlooking profile shortfalls to cast a wider talent net. This has surprised many employers with extraordinary talents, allowing them to look at their recruitment requirements and criteria with the HR department.

Many of those employees who have been introduced to remote work culture are enjoying it and refusing to go back to the same old routine. But what if some companies require in-house workers? One of the main advantages that in-office workers have over remote workers is that they can create a more inclusive and engaging culture. Organizations are examining their culture and employer value proposition (EVP) to see how they connect — or don't — with what candidates desire in their workplaces. Accordingly, they offer their employees something that their human nature is missing: engagement and physical interaction, while still offering them other benefits that comply with their new mindset and desires, like flexible working hours, several days to work from home and others.

As we come out of the lockdown and isolation phase, more and more individuals leave their jobs. It's known as The Big Quit, and it's set to become even more of a problem this year unless leaders take action now. Many companies started to focus on individuality, making their business more personal. While customers demand more personalized products, employees desire increasingly customized workplace experiences. It's time to discard the personas in favor of real people. It has genuine discussions to determine career pathways, learning goals, and work styles that are flexible enough to accommodate everyone. Your people already know what they want; it's up to you to figure out how to offer it to them.

31% of the respondents of a survey conducted by Korn Ferry say that they plan to quit their jobs even if they don't have another one lined up. This is new employee behavior that has been rarely found before the pandemic, leaving recruiters confused. Leaders are increasingly taking a step back to figure out why employees are going to their company—or perhaps the workforce—due to high employee turnover and expected future turnover. They are taking deliberate initiatives to address the pain points to boost recruitment success. Rather than bringing in additional people, this entails focusing more on candidate experience and engagement and identifying strategies to keep existing staff.