As the summer draws to a close, the ‘back to work’ feeling returns to the UK workforce, accompanied by a predicted rise in the number of people in search of a new job.

CV Library insight suggests that over half of employees are more likely to look for a new employer now that the holiday season is drawing to a close. Prevent the post-summer blues in your business with the following tips:-

Build a multi-generational workforce : McDonald’s found that people are happier in a multi-generational workforce after carrying out an extensive survey of its UK employees. The results show that employees are happier when given the opportunity to learn from and engage with people from different age groups. Don’t place all of your focus on one group, such as hiring millennials, for example. The CIPD notes that workers over the age of 50 will be the largest age group in the workforce by 2024 and the number of over 65s remaining in work beyond retirement age is increasing. Create a hiring strategy supported by technology that brings the best people into your business regardless of age, gender or social background.

Don’t ditch the performance review : At least, not without having an effective strategy to replace it. CEB found that companies that drop the performance review without filling the void see a fall in employee engagement and a rise in dissatisfaction among their high achievers. Employees still need guidance on setting clear goals and understanding performance expectations. Before you eliminate performance reviews in your business, implement an ongoing strategy of communication and check-ins which focus on creating an employee experience.

Include existing employees for your next job opening : Too many employers automatically look for external talent when a vacancy arises. Including existing employees within your candidate mix – and promoting from within - sends out a positive message. If you don’t possess vital skills within your own business, investment in training will help to prevent a future deficit, improve engagement within your workforce and prevent a job seeker surge.

Address the pay gap (again) : New information from the Institute of Fiscal Studies found that women still earn on average 18% less than men. In particular, women who take maternity leave experience a widening in the pay gap, often finding that they face ‘negative or possibly discriminatory experiences’ at work. A multi-faceted approached is needed to resolve this, such as the creation of recruitment strategies that attract more women into jobs in sectors such as STEM and banking and finance and jobs that offer more flexible working. Employees returning to work after a summer break who feel underpaid or undervalued in their job are more likely to join the job seeker surge.

Recognise what’s really happening : A hiring team burdened by paperwork doesn’t have time to pay attention to the talent in your business. Invest in world class recruitment software that takes care of the basics of your hiring process and helps you to pay attention to employee engagement. How happy are your employees? When was the last time you engaged in a real conversation about career development? How equipped are they to accomplish their performance objectives? Disillusioned, unhappy employees damage your employer brand, affect customer experience and are more likely to be looking for a new job as the summer draws to a close.

Prevent the post-summer job seeker surge in your business. Investing in world class recruitment software means you can pay attention to what matters.

Contact Advorto today to find out more.

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