From boomerang employees to job hopping – HR leaders need to be vigilant
The hunt is on as Canadian employers battle it out to secure the crème de la crème of candidates. But what attributes should HR leaders be prioritizing during the interview stage? New research from Robert Half underscored five key considerations for employers looking to enhance their talent pool.
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Job hopping is a red flag
In fact, 80% of employers said candidates with a history of frequent job hopping give them pause to reflect before pressing the hire button.
Strong referrals
Eighty-six percent of HR leaders are more likely to hire a candidate with a referral from a current employee
Specialized skills
Sixty-two percent of managers prefer hiring people with deep subject matter expertise in a particular field of study over generalists.
Location location location
Employers hiring workers who live outside their company’s location are setting pay by:
- Employee location: 37%
- Company location: 36%
- Candidate’s experience (location is irrelevant): 27%
Boomerang employees
Six in 10 employers have rehired a former employee who left the company on good terms.
“The Canadian economy continues to shift and, as a result, some companies may be re-evaluating their hiring strategies,” says David King, senior managing director at Robert Half Canada. “Workers should make a point of highlighting the value they bring to potential employers. This begins with knowing what companies seek in prospective hires, and pulling relevant strengths to the forefront.
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“Today’s employers are looking to hire professionals who can make an immediate impact and want to build their career with the company. When it comes to hiring in the current labour market, some companies are being more discerning, which is why it is critical for job seekers to ensure they stand out.”
Employers need to be clever in their recruitment and retention strategies. It’s all well and good trying to supercharge your hiring plans, but if your employee experience is poor, then your turnover will inevitably skyrocket. As employers grapple with inflation and cost-of-living worries, it’s essential to be prudent when using salary increases as an onboarding perk. Speaking to HRD, Pedro Antunes, chief economist at The Conference Board of Canada, warned organizations against hasty pay hikes.
“If employers are forced to increase wages because of pressures in labour markets, they counter that by increasing prices,” he says. “We end up with this wage/price vicious cycle that doesn’t help employees improve their real purchasing power. In the end, this can lead to even higher interest rates, adding to the risk of a recession. Instead, employers should consider one off measures, bonuses or temporary inflation-beating measures to help their staff. That can help get inflation down over the longer term, benefiting both households and businesses.”
