- Half of human resources leaders find it difficult to attract the under 30 candidates
- Young workers want more flexible work options
- Greater training opportunities in AI are necessary, says personio
More than half (54%) of British SMB employees planned to resign from dissatisfaction with regard to poor remuneration (33%), their balance between professional and privacy (29%, stressful environments (29%) and a lack of career growth opportunities (27%), said new research.
Personio figures show how workers leave workers had a major impact on SMEs, with an average expenditure from 233 to £ 235,000 during the past year, wasted on avoidable turnover, erroneous hips and skills discrepancies.
Two in five HR managers (38%) also agree that talent shortages are now their greatest risk, so is it time to rethink hiring?
SMEs find it difficult to keep talent
The report revealed that three -quarters (76%) of British HR managers now say they hire skills and skills rather than for diplomas, two thirds (67%) providing for an increase in skills -based hiring over the next year.
Workers are clearly on board with this, 73% who want employers to hierarchire the transferable skills allowing them to access new opportunities.
However, it has become obvious where companies fail their workers – only 43% of employees estimate that they obtain adequate training and support at work. It is said that the lack would make employees 22% more likely to leave.
With 49% of HR leaders who now find it difficult to attract the under 30 candidates, despite 74% according to junior talents, it is clear that companies must offer more attractive learning opportunities to keep talent.
Personio’s report also reveals the evolution of post-country trends, with 39% of young workers saying that they left if they were to be invited to work at the office more than three days a week. Three out of five (62%) agree that the traditional 9-5 is exceeded, 55% in all ages, noting better performance when they choose their own hours.
The director of people of Personio, Lenke Taylor, summed up some of the changes that companies can make to put them in an advantage: “Invest in development, trust employees to work in a flexible way and hire for potential – not only on their references”.
