The real reason why “nobody wants to work”

As the world began to open up at the end of 2021, the number of open positions skyrocketed to 12 million, and at the same quit rates hit an all-time high in what soon became known as the “Great Resignation.”?

The result was a historically tight labor market. ??

But this shift had been brewing for some time. From the 1970s to the 2000s, a steady influx of baby boomers and millennials kept the job market well-supplied.

However, with baby boomers retiring and fewer replacements entering the workforce, compounded by declining immigration, a candidate-centric job market emerged.

With the balance of power now firmly in favor of job seekers, they finally had the opportunity to be more selective about the employment opportunities they chose and what they demanded in terms of compensation and benefits.?

Cue the protests from concerned C-suite executives, recruiters, and HR professionals. In most cases, their complaints boiled down to a variation of the age-old refrain, “Nobody wants to work anymore”.

Why is it so hard to find good talent? ??

Data from our upcoming State of Skills-based Hiring report shows that 60.1% of employers struggle to find talent. Despite these challenges, many are only willing to hire on their own terms.?

By and large, any role that falls outside the “low-skill” label carries strict degree and experience requirements, factors that have a negligible impact on job performance. Screening for these metrics significantly limits hiring pools leaving many talented candidates in the cold.

Meanwhile, candidates who possess the necessary skills for the job but who lack the necessary qualifications and work history are stuck applying for low-wage roles that don’t offer anywhere near the same career prospects.?

So, yes, there are plenty of positions open for job seekers in the food, retail, and accommodation industries, but in most cases, these roles are underpaid, labor-intensive, and frankly unappreciated.??

What do candidates want? ??

Obviously, compensation is a primary motivator for why we work and has become an even bigger issue in recent years with the much-discussed cost-of-living crises affecting many countries.

But it’s not the only factor affecting candidates' employment decisions.

Flexible employment ??

In the post-pandemic era, flexible work arrangements have become a core priority for job seekers, and many expect to be given some measure of independence over when and where they work.

Gen Z candidates rank work-life balance as the primary determinant of whether they accept or reject an offer.?

The desire for remote work can be a game changer for employers here. A report from the tail-end of 2022 showed that 56% of employees would be tempted to switch jobs if remote working options were offered.

Unfortunately, recent studies indicate that many employers pushing to make their workforce less flexible. Research from the job search engine Adzuna shows that the number of advertised “in-office” positions recently reached a 19-month peak, with a return-to-office narrative gaining momentum across various industries.

?? However, there’s an even bigger motivator that has taken center stage since the pandemic- the desire for meaningful work.

?? Cut the BS: Candidates are more than willing to work…if the job matches their expectations.

Today’s candidates aren’t looking for a linear career path where they climb up the ladder in their chosen profession, gaining seniority as they go along. They want jobs that provide value and purpose in their lives.

According to Gartner, this newfound focus on meaningful work was born from a post-pandemic reset in employee perceptions, dubbed the “Great Reflection.”

As a result, workers are now looking for workplaces that provide five key qualities:

1?? A real sense of community and belonging.

2?? A sense of flexibility and autonomy at work.

3?? Personal and professional growth.

4?? A sense that their employer cares for their well-being.

5?? A sense of shared purpose that extends to actual job-related outcomes.

Skills-based hiring matches candidates with dream jobs ??

Resumes and other traditional hiring tools limit opportunities for candidates and shrink down organizations’ talent pools to a few high-demand individuals with college educations and significant industry experience.

Whereas skills-based hiring gives every applicant the same chance to show their capabilities through role-relevant assessments that are designed to reveal the full breadth of their talent.

It’s a revolutionary new approach that unshackles us from a job market characterized by inequality, inefficiency, and disappointment for so many.?

What’s more, it works. Of the candidates we surveyed, 86% said they are more likely to secure their dream job when given the chance to prove they have the right skills for the role.

?? What’s your take? Does nobody want to work, or are employers not delivering on their end of the deal?

Keep reading ??

• Tell me if this hurts: How the gender pain gap affects your employees and business
• 6 ways skills-based hiring can help you identify hidden gems in your organization
• The truth about degree requirements: The roles you need them for – and the ones you don’t

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