Companies continue to complain that they can’t find the rightcandidates for key jobs and that they are losing high performers tothe competition.

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Related: McDonald's has the answer to employeeretention

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The irony is that, while they know more money would probably bea step toward solving these lingering problems, they aren’toffering any more.

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That’s the key takeaway from a Randstad USAsurvey designed to put some flesh on the bones of the talent warsthat are raging among employers.

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In its “2016 Workplace Trends Guide,” Atlanta-based Randstad, amajor human resources service provider, focuses on three key areasof talent acquisition: recruitment, retention and talenttrends.

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Related: Employes, employees far apart on compensationequity

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The disconnect between knowing that higher salary offers arecritical to talent acquisition, but refusing to raise wages andoffers, is puzzling to Randstad.

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"The reality is inflation-adjusted wages for typical workershave barely budged in the past five years," says Jim Link,chief human relations officer at Randstad North America. "The lackof wage increases plaguing the country's labor market has allowedcompanies to contain costs and regain capital, however thehoneymoon appears to be over. According to our survey findings, theincreasing turnover rates and recruiting difficulties amongcompanies can be directly attributed to the absence of wagegrowth."

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Related: Blue Shield reveals executivecompensation

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The top three findings of the survey:

  • 41 percent of HR decision-makers said their turnover rateincreased over the past year.

  • 41 percent of respondents said they have raised salaries overthe past year.

  • 57 percent of respondents said they make an effort to tailorretention programs to the specific needs/preferences of differentgenerations of workers (i.e. baby boomers versus millennials).

Now, let’s take a deeper dive into the results by topic:

Recruitment

  • 75 percent: How much longer it takes this year than last to fillpositions.

  • 2.6: The average number of months required to hire anon-executive.

  • $500: The cost per day of letting a job sit vacant.

Most-challenging positions to recruit and hirefor

  • Information technology workers.

  • Executive talent and leadership.

  • Sales and marketing professionals.

  • Engineering workers.

  • Manufacturing and logistics staff.

Retention

  • 67 percent of employers say they are more concerned about theturnover rate internally than they were 12 months ago.

  • 13 percent is the average rate of understaffing reported, as aresult of turnover and drawn-out hiring to replace those wholeft.

  • 33 percent of companies have increased their salaries in thelast 12 months.

  • 60 percent have kept them the same as they were 12 monthsago.

Talent trends

  • 40-plus percent of the workforce will be composed of contingentworkers.

  • 26 percent of the workforce was composed of contingent workersas of 2015 (Bureau of Labor Statistics).

  • 68 percent of companies said they believe a workforce mix oftemporary and permanent employees is ideal.

  • Millennials estimate they will work for four or five employersin their careers.

"People are the key factor linking innovation, competitivenessand growth for companies today," says Link. "As organizationsfurther increase their hiring activity, low unemployment meansbusiness leaders will have to work harder at hiring and keepingquality talent particularly as employees gain more options andconfidence to change employers. This year's Workplace Trends studyunderscores the importance of not only hiring the right people fromthe start, but ensuring they remain engaged and satisfied on thejob."

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Dan Cook

Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.