A lot of companies, through recruiting advertising, corporate mission statements, employee communications or any other aphorism-friendly medium, proudly proclaim some variation on the theme, “Our people are our greatest assets.”
As the economy slowly rebounds, however, there’s a pretty good paper trail showing that, in fact, many of these assets were treated, essentially, like a cost center, at least when it comes to the old p&l. Shedding the fixed costs of human capital might make sense on a balance sheet, and has, over the short term, created both shareholder value and historic levels of employee productivity.
For the overwhelming majority of workers, there’s nothing fixed about human capital. And they’re about to prove it; with the expected mass exodus of talent in the wake of the rebounding economy, many companies and talent organizations are about to discover, in fact, that “our people are our greatest assets” is more than a corporate catch-phrase.
Because a lot of those assets are about to walk out the door, taking with them, in many cases to competitors, a level of institutional and internal knowledge whose value on the balance sheet might be hard to calculate, but whose bottom line effect will be felt by many organizations for years to come.
The upcoming seismic spike in employee turnover will look different than any we’ve seen in the past. A recent Monster.com survey showed that fully 82% of fully employed workers have updated their resumes in the past 6 months, and a whopping 96% of employees with tenures of over 5 years are openly exploring opportunities.
Any recruiter can tell you, candidates with up-to-date resumes and job longevity are pretty much the Holy Grail of talent acquisition. And the crusade for your organization’s employees is about to begin.
Join #TChat tonight as we discuss what employers and job seekers alike can do to take advantage of this historic confluence of trends that stand poised to redefine the status quo of workforce and talent management.
#TChat Questions and Recommended Reading (4.5.11)
Whether you’re a recruiter, job seeker, or employer, the ‘perfect storm’ of accelerated attrition and acquisition will change the way you work, and who you work with, and we want to hear from you tonight from 8-9 PM ET.
Here are the questions we’re going to be discussing tonight, along with some recommended reading to help inform, and inspire, tonight’s #TChat conversation:
Should I Stay Or Should I Go? Workplace Culture Factors to Consider Before Leaving Your Job
Q1: Almost 90% of workers report being “open” to looking for new jobs. Why is this number so high?
Q2: How can employers take advantage of these trends to recruit and hire top talent?
Q3: What factors should employees consider when looking for a new job opportunity?
Q4: What can business leaders do to improve retention rates and morale among top talent?
Q5: What’s the difference between an active and a passive candidate, if any? Does it matter?
Q6: What are the most significant factors employees look at when deciding to stay or leave?
Q7: What are some ways employers and companies can help turn the tide? Or is it too late?
Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!
Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”
We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!