The disruption in markets and workforces over the last few years has been intense. But work goes on, and, hopefully, transforms and improves over time.
In this month’s newsletter, how to gather the right data from exit interviews, why reverse mentorship is such a powerful way to boost DEI efforts and what the state of the job market looks like at the moment. Read on and enjoy these gathered insights.
Exit Interviews Can Reveal a Lot
Why do people leave your organization? You may have hunches, ideas, even rumors. But exit interviews can turn spurious assumptions into real data.
For instance, here are some of the biggest reasons people give for leaving their jobs, according to compiled exit interview data by Kim Seeling Smith of Atlassian:
They would prefer to work for a company whose values better align with their own
They want to work with people they like more
They do not feel they are being appreciated enough in their current role
They seek a stronger voice in the company
This sort of aggregate data is great, but the reason people leave YOUR company could be very specific. One thing I recommend is to consistently hold exit interviews and track the data you collect over time. Keep track, too, of the data by role and department, so you can start to recognize patterns. This practice could give you some valuable insight into changes you need to make to prevent turnover.
Reverse Mentorship Boosts DEI Efforts
Diversity, equity and inclusion are three very important words in hiring today. But for a lot of companies, efforts more or less stop at hiring more diverse talent. With “diversity” crossed off, they fall short of actual equity and inclusion. This topic — often simply called DEI or DE&I — is on the minds of nearly every company I work with in my role as a Executive Recruiter.
What I’ve learned is that one of the most effective tools companies can use to foster stronger equity and inclusion within their day-to-day culture is reverse mentorship. Teaming up junior employees, typically women or minorities, with executives and senior leaders enables the former to share their “lived experience” with the latter, granting leaders the empathy and insight they need to truly increase their awareness.
Job Trends and the Recruiter Advantage
10 million jobs.
It’s the highest number of job openings the US has ever seen, and even while quit rates and layoffs are also unusually high, this is economically encouraging.
Of course, some industries have more open jobs than others. Leisure and hospitality are particularly in need of people right now. Healthcare, unfortunately but not surprisingly, is right behind. And for hiring managers, more open jobs may seem daunting, because that means more competition for the best talent.
While keeping an eye on “the numbers” can make the hiring outlook seem by turns bleak and optimistic, in reality, your company’s success with hiring is dependent on far more than the nationwide trends.
This Month’s Must-Reads
On Glassdoor: 4 Questions to Ask Applicants to Assess Their Empathy
On Google re:Work: Guide: Understand team effectiveness
Working with a recruiter gives you a distinct advantage when it comes to competitive hiring. As a recruiter for 12+ years, I can help you stay the course through all kinds of hiring environments.
Get in touch if you want to launch a search.
Johnson Recruiting Group