Like music and fashion, slang terminology moves with the times and confuses anyone too old to be down with the kids. Oxford University Press chose “Rizz” as their word of 2023, a new slang term for charm or romantic appeal. While we have no interest in office romances or flirting by the water cooler, we’re intrigued by the charm and appeal of employers when recruiting new talent.
In 2024, the employment landscape is set to experience new and continuing changes. Businesses must do everything in their power to attract and retain top talent, and… you’re going to make us say it, aren’t you? Companies with the most “rizz” will lead the pack, offering the best development opportunities, flexible work structures, employee well-being, and similar benefits.
“Do you come here often?”
“Do you come here often?” Ah, a classic conversation starter and chat-up line from years gone by. But today, employers should ask this of potential candidates and their current workers. How often do they come to the office, and how often do they want to?
Although returning to the office is a huge talking point right now, the freedom and flexibility afforded by the pandemic have changed things forever. This isn’t to say that in-house roles are at risk of extinction; it’s just that employers should be flexible in their approach to talent acquisition. Employees have got a taste of healthier work structures and flexibility that suit their everyday lives.
So you can see why returning to conventional ways of working is tough. With this in mind, employers of choice in 2024 will be those who provide options. Hybrid work is shaping up to be the go-to solution for many companies who want employees back in the office but don’t want to risk losing top talent. After all, surveys show that 98% of workers want to work remotely at least some of the time.
That’s a scary stat for employers who are dead set on returning to the office.
Talking of stats, you won’t believe how many juicy stats and insights are in our “State of Work | HR Predictions for 2024” report. Download it for FREE and level up your knowledge of the future of work.
“How you doin’?”
We’re channeling our inner Joey Tribbiani with this one, but again, it’s an essential consideration for all employers. How are your employees doing? Workplace well-being has drastically evolved over the years, mainly because society has adopted a more sympathetic view of mental health and a deeper understanding of difficulties in the workplace.
While many employers claim to provide health and well-being support for their workers, there tends to be a disconnect between what employees need and what they get. A 2024 trends report shows that 48% of employees felt their employer responded to feedback, compared to 86% of leaders who feel they did so effectively. This type of disconnect can alienate employees, create friction, and ultimately lead to companies losing talent.
Much like diversity and inclusion, employee well-being isn’t a box to tick, whether it’s for recruitment or retention. Caring for and supporting your teams should be a top priority for all business leaders in 2024. As more professionals prioritize their well-being over the wants and needs of their employers, organizations that fail to follow suit will significantly reduce the size of their talent pool. Also, happy employees are more productive and engaged and stick around for longer—so be a good human and boss; it’ll benefit everyone.
“You complete me”
Skill gaps and the talent crunch are the talk of the town right now, and for good reason. Businesses realize they lack specialized skills, hindering their ability to evolve, innovate, and succeed in competitive markets. Not having the right people with the right skills is set to have a severe financial impact, with trillions predicted to be lost by 2023 due to unrealized revenue.
But don’t worry. The tide is already shifting towards new ideas and outlooks on what defines a skilled worker. Firstly, they need skills, which is why many recruiters are abandoning the age-old practice of prioritizing degrees over abilities. LinkedIn’s Future of Recruiting Report showed that recruiters are 25% more likely to search for skills and 50% more likely to prioritize skills over years of experience.
Skills-first recruitment is more critical than ever for businesses looking to fill skill gaps and find the missing puzzle piece. However, to truly explore every corner of the job market, you have to go global. Global hiring is essential if businesses want to cast a line in more fruitful bodies of water rather than settle for what they can find.
At Multiplier, we work closely with businesses, providing the platform and capabilities to scour the globe to hire the best and most suitable talent. Also, global employment provides the means to establish and improve diversity and inclusion initiatives to support a range of company goals.
“I think you’re the one”
Finding “the one” is a wonderfully romantic concept and the basis for many movies. But finding the perfect fit is also a vital aspect of talent acquisition. However, businesses often opt for convenient hires or professionals who are “good enough” if options are limited, or a role needs to be filled. If you guessed, how well do you think this approach works out in the long run?
You should hire new talent because they can positively impact your current operations and influence company innovation. Everyone can have a noticeable impact whether they work in sales, social media, or any other area. But it all depends on the caliber of employees you welcome through the door. And often, domestic talent pools do not offer the skills you need. In such cases, building an elite, diverse workforce requires global recruitment.
Take Multiplier, for example. Our company is comprised of many departments, full to the brim with skilled workers from all over the world. Even this piece of content will touch down on employees’ desks in the UK, US, India, Dubai, and beyond before it’s published. Yet, our workforce is a close, collaborative, and super diverse group of professionals.
To achieve this, it’s becoming non-negotiable to at least consider global employment, especially with advanced technology that streamlines and simplifies processes while alleviating many headaches associated with hiring across borders. Therefore, businesses will opt to explore global hiring in 2024. After all, you can’t rely on domestic job markets to find “the one” employee to elevate your organization to new heights.
For more global employment insights and trends…
Hey, how you doin’? Do you come here often?
You should. Our team always posts new content with fresh insights, updates, and expert opinions. From talent acquisition to employee development to product insights, we cover every inch of the global employment landscape and love to explore uncharted territory.
If you want to know more about global employment and how Multiplier’s platform can aid your business’s growth and global expansion, talk to our experts.
