10 ways New Zealand employers can turn the 'great resignation' into a 'great recruitment'
- Written by: Candice Harris, Professor of Management, Auckland University of Technology
Internationally, and especially within the US, there has been a lot of talk about the so-called “great resignation[1]” – the trend seeing large numbers of workers leaving their jobs during the COVID-19 pandemic, having reevaluated their priorities or simply because there are more opportunities than ever before.
While there isn’t enough firm data to confirm this is happening in New Zealand yet, there is little doubt a chronic skills shortage[2] has given workers more bargaining power. Perhaps not surprisingly, research[3] shows more and more workers are at least thinking about either changing or quitting their jobs since last year.
But this phenomenon – defined as “turnover intentions” – could also fuel what we’re calling the “great recruitment”. After all, as physics teaches us, for every action there is a reaction.
Calling it the great recruitment is obviously related to the sheer volume of recruitment activity that logically follows a great resignation. But it is also a reference to the related importance of a positive – great – recruitment experience for potential employees.
References
- ^ great resignation (www.theatlantic.com)
- ^ chronic skills shortage (www.rnz.co.nz)
- ^ research (news.aut.ac.nz)
- ^ In a lockdown, where does work end and parenting begin? Welcome to the brave new world of ‘zigzag working’ (theconversation.com)
- ^ ghosting (www.forbes.com)
- ^ women (hbr.org)
- ^ ethnic minorities (www.employeenetworks.govt.nz)
- ^ clear pay ranges (www.shrm.org)
- ^ The ‘great resignation’ is a trend that began before the pandemic – and bosses need to get used to it (theconversation.com)
- ^ Roblox (www.webwise.ie)
Authors: Candice Harris, Professor of Management, Auckland University of Technology
