Organizations of all sizes are planning to hire in the second half of 2024, yet they fear losing their talent to competitors!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Organizations across various sizes are opening new roles in the latter half of 2024, indicating an end to the hiring freeze.
?? 52% of U.S. companies are planning to create new permanent roles, while 43% intend to fill existing vacancies.
?? However, 86% of managers report difficulty finding skilled talent with 3 in 10 (30%) saying it’s very challenging.
The scarcity of candidates for the numerous open positions is intensifying the competition for top talent, according to a new interesting research published by Robert Half using job posting data ?? from surveys that were developed by the company and conducted by Textkernel .
?Expansion of hiring plans across businesses of all sizes
Researchers noticed that over half of hiring managers (52%) are recruiting for new roles, mostly to support company growth, and 43% are only replacing employees who have quit.
?? Interestingly, the hiring freeze from last year appears to have come to a complete halt.
?What factors are driving companies to hire people?
Researchers have identified various factors that influence organizations to hire new employees:
?? Company Growth (for more than 50%)
?? Employee turnover : replacement of existing employees
?? Project based short term : majority of temporary employees
?? Capitalizing on top talent from layoffs at other companies
?? Skills gaps
领英推荐
?Top hiring difficulties
Researchers discovered that the primary hiring challenges identified by managers include:
? Losing top candidates to competitors
? Candidates' salary expectations
? Lack of applicants with required skills
? Candidates misaligned with company culture
? Few people who'll work in-office
? Lack of applicants for open roles
?? ???? ???????????????? ????????:
This interesting research by Robert Half indicates that companies of all sizes are beginning to recruit for permanent positions this year, a positive sign of business health. The hiring freeze, a topic of concern post-pandemic last year, appears to have conclusively ended. Now, companies are not only hiring but also need to devise robust retention strategies to maintain their talent pool.
Thank you ?? Robert Half researchers team for these insightful findings:
?? Follow me as a LinkedIn Top Voice on LinkedIn (+40 000), and click the ?? at the top of my profile page to stay on top of the latest on new best?HR, People Analytics, Human Capital and Future of Work research, become more effective in your HR function and support your business, and join the conversation on my posts.
???Join?more than 19,000+ people and subscribe to receive my Weekly People Research
Everyday, I share a new research article about?People Analytics, Human Capital, HR analytics, Human Resources, Talent,…
I bring out the best of teams, leaders, and talents: Developing and uniting their diversity of strengths to create new shared best practices. | Change Management | Performance Leadership | Culture Development
3 个月What I believe will add on to the challenge and complexity of recruitment and retention are changes coming up because of new business and operation models as a consequence of AI. I believe competion for talents will be even toucher, understanding who will be the critical talents more difficult and to strengheten retention with one hand quit with employees not being in need with the other hand - all with the right timing will impach who will be the winners or not…
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
3 个月This research by Robert Half indicates +VE signs ?? for business as companies shift from freeze to recruitment. ?? Thanks for sharing Nicolas BEHBAHANI, on this good trend. ?? The 6.8% reduction in jobless claims this month (US Labor Department) further supports the notion that recruitment is underway. ?? The war for talent has intensified - as the requirements (Competencies) are changing fast - Need to have a strategy on BUY, BUILD, BORROW ? Retention Plan - Have a "PIE" ?? Approach. P - Personalization: Customize Experiences & enhance Engagement by recognizing each Employee’s unique needs (Compensation) & aspirations (Career with Competencies). I - Inclusivity: Foster a diverse & welcoming environment where everyone feels valued & Respected. E - Employee Value Proposition (EVP): Clearly communicate the benefits & value of being part of your organization. Enjoy the "PIE" & build a strong talent foundation! ??
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
3 个月The research by Robert Half and Textkernel is truly fascinating! As organizations open new roles and lift hiring freezes, it's evident that growth and expansion are imminent. If hiring is driven by growth, it’s crucial to incorporate strategies for supporting and developing current employees to prevent burnout and disengagement. External hiring should complement internal development and acknowledge the contributions of existing staff. Organizations should focus on candidates who bring skills and perspectives that enhance and complement the existing team rather than duplicating or replacing current roles. This way organizations will ensures that the value and innovation are added without disrupting current dynamics. Thank you for sharing this insightful research!
Thank you for sharing these insights and for raising awareness Nicolas BEHBAHANI. I agree with your views that companies need a forward-thinking retention strategy which should be aligned with the reskilling and upskilling strategies where creating new job roles should be the overall goal for providing better career perspectives for their loyal and talented workforce.
LinkedIn Top Voices in Company Culture USA & Canada I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education
3 个月Thank you Nicolas BEHBAHANI