Over the last 18 months, you might have heard the term “Great Resignation”. But what does this buzz phrase really mean and how will the Great Resignation affect UK tech jobs in 2022?
The Great Resignation, also known as the “Big Quit”, is a term coined by Professor Anthony Klotz of Texas A&M University to describe the large volume of people quitting jobs for reasons associated with the Covid-19 pandemic. For example, remote working has given dissatisfied employees more options when searching for a new opportunity.
While the pandemic is still very much with us, managers are now navigating the ripple effects of the past two years as employees re-evaluate their careers and leave their jobs in record numbers.
Here are some key Great Resignation trends that we predict for UK tech jobs 2022.
We’ve all heard of exit interviews, those awkward conversations with human resources where you try to explain why you’re leaving your current role without burning any bridges. They’re a great way for HR teams to gauge why people are leaving their company and what they can do to improve employee retention.
However, as a result of the Great Resignation, companies are now starting to conduct stay interviews. These conversations are all about finding out how companies can support employees and help them to grow in their careers. It’s a great way to keep employees engaged and feel that they’re being listened to.
In a similar vein, many employers are now giving their workers the opportunity to upskill. While teaching employees additional skills such as self-management, technical skills and even leadership skills is not a new concept, many companies are now using education to win talent.
Investments in education can not only attract new talent, but it can help retain workers on the verge of burnout, which has been exasperated by almost two years of working from home.
Focus on employee wellbeing
According to research by online mental health app Ginger, employee wellbeing is the area that CEOs said their brands struggled with most during the pandemic. In 2022, employers will need to address burnout head-on in order to protect their staff.
For job seekers and current employees alike, a good health package that includes things like wellness days, regular check-ins and even free online therapy will be of high importance. The past two years have demonstrated just how important our mental health is and companies that realise this will ultimately come out on top.
Quicker hiring times
Have you ever applied for a job and it’s taken months to get through the hiring process? Slow hiring has been a bugbear for small and large companies alike for a long time. But, hopefully, that is all about to change in 2022.
Remote recruitment, powered by video interviews and digital feedback collection, can result in a more efficient and faster time-to-hire. Scheduling is also made easier and less expensive because there is no travelling involved.
Longer notice periods
The flipside of the Great Resignation is that we are now seeing longer notice periods in employment contracts. While a three-month notice period is often the norm for senior tech positions such as CTO or CFO, we’re now starting to see them for more junior roles such as developer or UX designers.
With so many people on the hunt for new roles in 2022, longer notice periods give employers the chance to adapt and evolve with their ever-changing workforce. One downside however is that employees could completely disengage before their time is up.
Ten years ago, if there were no jobs in your local area, you had two choices. You could stay with your current employer, or you could move. But, the rise of remote working during the pandemic means that the barriers of distance are no longer a problem.
This opens up a huge amount of possibilities for both employers and workers too. The rise of remote working is also a huge boost to diversity because it allows people to live and work from anywhere they want. In some cases, this can also mean an increase in salary, especially if you are able to keep your current pay but move to an area with lower living costs.
Employer branding is key
As the battle for talent heats up employer branding (a company’s reputation), which was already important pre-pandemic, has become a critical recruiting and retention strategy.
Not surprisingly, the more a candidate knows about a company’s mission, culture, people, and purpose, the more likely they are to apply for a job. In fact, Jobbio research has shown that 78% of candidates will look into an employer’s reputation before applying to a role.
This article is part of a partnership with careers marketplace Jobbio to share the most exciting UK tech jobs with UKTN readers.