Buckle up! Over a third of your employees are set to leave your organization this year

QSXL / QSXL in the News | 9. Apr 2024 | Alessa Boer

Research firm Integron published its study on Employee Experience in the Netherlands today, and it seems things aren't going too smoothly. On average, 35% of employees are looking for a new position this year. Even among the culture carriers, the true enthusiasts, loyalty has declined. While in 2023, only 15% of that group applied for positions elsewhere, in 2024, that number has risen to 25%.

It's noteworthy that a significant portion of higher management and executives are also seeking new employers. The standout group here is Generation Z, with 48% planning to switch jobs this year.

Looking at sectors, Integron notes that the healthcare and government sectors have the lowest percentage of job switchers (25%). However, IT, Business- and Financial Services should brace themselves, with 45% of their employees set to change employers this year.

The primary motivator for changing jobs is money. Almost equally important, especially for younger individuals, is job satisfaction and a pleasant work environment.

For employers, it's all hands on deck to keep the back door closed and retain employees through good employer- and leadership. Nevertheless, based on the above figures, it might be wise to start looking for replacements now.

This situation also presents many opportunities to bring fresh talent into your organization. A well-designed sourcing strategy offers a good solution to outsmart your competitors, because:

  • Access to Passive Talent Pools: A comprehensive talent sourcing strategy allows you to tap into diverse talent pools, including candidates who may not be actively applying for new roles but are part of that 35% that might be looking for a new position.

  • Reduces Time-to-Hire: A structured sourcing strategy streamlines the recruitment process, reducing the time it takes to fill vacancies and ensuring a continuous pipeline of qualified candidates. Be faster than your competitors!

  • Enhanced Employer Branding: By actively engaging with potential candidates through targeted sourcing efforts, you can strengthen your employer brand and attract top talent who align with your company culture and values.

  • Cost-Effectiveness: Investing in a proactive sourcing strategy can ultimately save costs associated with prolonged vacancies, turnover, and traditional recruitment methods. And costs are a serious consideration when such large numbers of vacancies are involved.

  • Future-Proofing Talent Needs: Anticipating future talent needs and proactively sourcing candidates ensures that your organization is prepared to adapt to changing market conditions and maintain a competitive edge in talent acquisition.

In light of the current employee turnover trends, it's imperative for organizations to invest in robust talent sourcing strategies to not only address immediate staffing challenges but also to build a sustainable talent pipeline for the future.



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