You’re struggling to retain and attract employees, but think your employee experience isn’t part of the problem? You may want to think again. The results of our recent Employee Quick Pulse survey conducted by The Harris Poll among full\/part-time American employees suggest many employers need to do some self-reflection.<\/span><\/p>\n Key Stats:<\/strong><\/p>\n These employees are <\/span>significantly more likely<\/b> to expect their employer to offer pay increases amid the current rising prices\/inflation:<\/span><\/p>\n Employees with a household income of less than $50k (74%) and between $75-99.9k (71%) were <\/span>significantly less likely <\/b>to have this expectation as compared to those with a household income of $100k+ (82%)<\/span><\/p>\n These employees were <\/span>significantly more likely<\/b> to think they could do their manager’s job if the position became available:<\/span><\/p>\n These employees were <\/span>significantly more likely<\/b> to say that when their company has a leadership position open, the company is more likely to fill the position with an external candidate vs. promoting an internal one:<\/span><\/p>\n These employees were <\/span>significantly more likely<\/b> to<\/span> expect a better pay increase if they get a job at a new company vs. getting a job at their current company<\/span><\/p>\n These employees are <\/span>significantly more likely<\/b> to have <\/span>felt discouraged from applying to a job they were interested in because of the listed job requirements and qualifications:<\/span><\/p>\n Females are <\/span>significantly less likely<\/b> to have felt discouraged vs. males (37% vs. 29%)<\/span><\/p>\n More than half of employees 55+ say they have <\/span>not <\/b>felt this way in the past (54%)<\/span><\/p>\n [\/et_pb_text][dvmd_table_maker _builder_version=”4.21.0″ _module_preset=”default” theme_builder_area=”post_content” hover_enabled=”0″ sticky_enabled=”0″][dvmd_table_maker_item _builder_version=”4.21.0″ _module_preset=”default” theme_builder_area=”post_content” col_content=”Full\/Part-Time Employees Employees desire mobility1<\/sup> and believe they\u2019re capable of growth, but think they\u2019ll be passed over for external candidates<\/span><\/p>\n As a majority of full\/part time employees in our survey (61%) say their company prioritizes external candidates for leadership roles, some may not be getting the opportunity to advance. When so many feel they are being denied opportunities for career progression, why should employees stay loyal to their employer?\u00a0<\/span><\/p>\n If your employees believe that their loyalty is not going to be reciprocated, first think: is their perception reality? If it is, you may want to conduct an analysis as to why you are not offering positions to internal candidates or developing leaders from within your organization. Are you making open positions known to your workforce? Are your employees unqualified because they haven\u2019t had opportunities to upskill and reskill? Is your culture one that celebrates employee successes?<\/span><\/p>\n And all the more so, if perception is not reality, what steps can you take to bridge the gap? Be sure you are celebrating milestones such as work anniversaries, promotions, and special achievements. Ensure clear communications and expectations about each individual\u2019s work and steps they need to take to achieve their career goals. And in the event that you do need to hire externally, be transparent about the reasons for selecting someone from outside the company.<\/span><\/p>\n Employees expect to be paid in accordance with current costs of living and recognized for the value they provide your organization. If they are recognized monetarily (while also being provided with opportunities for growth), they\u2019ll be encouraged to stay.\u00a0<\/span><\/p>\n As you lose employees and try to fill open positions, you may be making things harder for your organization\u2014while simultaneously encouraging attrition\u2014by adding unnecessary requirements and qualifications to your job postings. By overlooking the skills within your internal talent pool, and unique life and soft skills of those within and outside your organization, you may be missing out on the perfect person for the role.\u00a0<\/span><\/p>\n Survey Methodology:\u00a0<\/strong><\/p>\n The INTOO\/Harris Poll survey was conducted online within the United States by The Harris Poll on behalf of <\/span>INTOO <\/b>from April 5-7, 2022 among 951 U.S. adults ages 18 and older who are employed full\/part time. The sampling precision of Harris online polls is measured by using a Bayesian credible interval.\u00a0 For this study, the sample data is accurate to within + 2.8 percentage points using a 95% confidence level. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact <\/span>us.media@intoo.com<\/span><\/a>.<\/span>1<\/sup>Parker, Kim, and Juliana Menasce Horowitz. \u201cMajority of Workers Who Quit a Job in 2021 Cite Low Pay, No Opportunities for Advancement, Feeling Disrespected.\u201d Pew Research Center<\/span><\/i>, Pew Research Center, 10 Mar. 2022, https:\/\/www.pewresearch.org\/fact-tank\/2022\/03\/09\/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected\/<\/a>.\u00a0<\/span><\/p>\n 2<\/sup>Gonzales, Matt. \u201cOver Half of Young Workers Say They Might Switch Jobs.\u201d SHRM, SHRM, 4 Apr. 2022, https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/behavioral-competencies\/global-and-cultural-effectiveness\/pages\/over-half-of-young-workers-say-they-might-switch-jobs.aspx<\/a>.<\/p>\n 3<\/sup>\u201cGlobal Talent Trends 2022: The Reinvention of Company Culture.\u201d Global Talent Trends 2022: The Reinvention of Company Culture<\/i>, https:\/\/business.linkedin.com\/talent-solutions\/global-talent-trends.<\/p>\n 4<\/sup>Fanning, Ben. \u201cHiring Externally Can Severely Damage Your Company, According to a Wharton Study.\u201d Inc.com, Inc., 17 Oct. 2017, https:\/\/www.inc.com\/ben-fanning\/hiring-externally-can-severely-damage-your-company-according-to-a-wharton-study.html<\/a>.In every stage of the employee lifecycle,\u00a0INTOO<\/a> helps employers protect their brand through effective candidate experience, career development, and outplacement services. Contact us<\/b><\/a> to learn how we can make a difference for you and your employees.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" \ud83d\ude31 or \ud83d\ude44 You’re struggling to retain and attract employees, but think your employee experience isn’t part of the problem? You may want to think again. The results of our recent Employee Quick Pulse survey conducted by The Harris Poll among full\/part-time American employees suggest many employers need to do some self-reflection. Key Stats: 78% […]<\/p>\n","protected":false},"author":6,"featured_media":25082,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"\n
![\"Three](\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/company-more-likely-to-hire-externally.png\")
<\/span><\/p>\n\ud83d\udc40 As you strive to build a diverse and loyal workforce, key employee demographics have strong opinions that could affect your efforts.<\/span><\/h3>\n
SHOW ME THE MONEY<\/h4>\n
\n
PUT ME IN COACH<\/h4>\n
\n
HOW DID YOU GET HERE
![\"Pew](\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/Pew-Research-Centers-study-on-the-top-reasons-for-resignations.jpg\")
<\/span><\/h4>\n\n
THE GRASS IS<\/em> GREENER<\/h4>\n
\n
NOW HIRING UNICORNS AND PURPLE SQUIRRELS<\/h4>\n
\n
![\"Two](\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/Copy-of-Three-in-five-61-say-when-their-company-has-a-leadership-position-open-the-company-is-more-likely-to-fill-the-position-with-an-external-candidate-vs.-promoting-an-internal-one.png\")
<\/span><\/h4>\nStruggling to attract and retain Millennials and Gen Z? They happen to be the age groups with the greatest levels of concern. <\/span><\/h3>\n
\nExpect their employer to offer pay increases amid the current rising prices\/inflation
\nThink they could do their manager’s job if the position became available
\nSay when their company has a leadership position open, the company is more likely to fill the position with an external candidate vs. promoting an internal one
\nExpect to receive a better pay increase if they get a job at a new company vs. if they get a new job at their current company
\nHave felt discouraged from applying to a job they were interested in because of the listed job requirements and qualifications” hover_enabled=”0″ sticky_enabled=”0″ col_tcell_cell_color=”#1B467C” col_chead_cell_color=”#1B467C” col_rhead_cell_color=”#1B467C”][\/dvmd_table_maker_item][dvmd_table_maker_item _builder_version=”4.21.0″ _module_preset=”default” theme_builder_area=”post_content” col_content=”18-34 Year Old Full\/Part-Time Employees
\n80%
\n77%
\n69%
\n81%
\n76%” col_tcell_cell_align_horz=”center” col_chead_cell_color=”#75B134″ hover_enabled=”0″ sticky_enabled=”0″ col_tcell_cell_align_vert=”center”][\/dvmd_table_maker_item][dvmd_table_maker_item _builder_version=”4.21.0″ _module_preset=”default” theme_builder_area=”post_content” col_content=”35-44 Year Old Full\/Part-Time Employees
\n84%
\n82%
\n76%
\n83%
\n77%” col_tcell_cell_align_horz=”center” col_tcell_cell_align_vert=”center” col_chead_cell_color=”#75B134″ hover_enabled=”0″ sticky_enabled=”0″][\/dvmd_table_maker_item][\/dvmd_table_maker][et_pb_text admin_label=”Text” _builder_version=”4.21.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n![\"Microsoft\u2019s](\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/Millenial-Gen-Z-workers-likely-to-consider-changing-companies.png\")
<\/span><\/h2>\nWhat this information could mean for your organization:<\/span><\/h3>\n
Employees may not have a reason to stay.<\/span><\/h4>\n
![\"Employees](\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/companies-promote-internal.png\")
<\/span><\/h3>\nPay alone won\u2019t keep employees loyal, but competitive pay helps.<\/span><\/h4>\n
You could be unintentionally narrowing your talent pool.<\/span><\/h4>\n
? or ?<\/span><\/h3>\nYou're struggling to retain and attract employees, but think your employee experience isn't part of the problem? You may want to think again. The results of our recent Employee Quick Pulse survey conducted by The Harris Poll among full\/part-time American employees suggest many employers need to do some self-reflection.<\/span>\n\nKey Stats:<\/strong>\n
\n \t
<\/span>\n? As you strive to build a diverse and loyal workforce, key employee demographics have strong opinions that could affect your efforts.<\/span><\/h3>\n
SHOW ME THE MONEY<\/h4>\nThese employees are <\/span>significantly more likely<\/b> to expect their employer to offer pay increases amid the current rising prices\/inflation:<\/span>\n
\n \t
PUT ME IN COACH<\/h4>\nThese employees were <\/span>significantly more likely<\/b> to think they could do their manager's job if the position became available:<\/span>\n
\n \t
HOW DID YOU GET HERE
<\/span><\/h4>\nThese employees were <\/span>significantly more likely<\/b> to say that when their company has a leadership position open, the company is more likely to fill the position with an external candidate vs. promoting an internal one:<\/span>\n\n \t
THE GRASS IS<\/em> GREENER<\/h4>\nThese employees were <\/span>significantly more likely<\/b> to<\/span> expect a better pay increase if they get a job at a new company vs. getting a job at their current company<\/span>\n
\n \t
NOW HIRING UNICORNS AND PURPLE SQUIRRELS<\/h4>\nThese employees are <\/span>significantly more likely<\/b> to have <\/span>felt discouraged from applying to a job they were interested in because of the listed job requirements and qualifications:<\/span>\n
\n \t
<\/span><\/h4>\nStruggling to attract and retain Millennials and Gen Z? They happen to be the age groups with the greatest levels of concern. <\/span><\/h3>\n[table id=3 \/]<\/span>\n
<\/span><\/h2>\nWhat this information could mean for your organization:<\/span><\/h3>\n
Employees may not have a reason to stay.<\/span><\/h4>\nEmployees desire mobility1<\/sup> and believe they\u2019re capable of growth, but think they\u2019ll be passed over for external candidates<\/span>\n
<\/span><\/h3>\nAs a majority of full\/part time employees in our survey (61%) say their company prioritizes external candidates for leadership roles, some may not be getting the opportunity to advance. When so many feel they are being denied opportunities for career progression, why should employees stay loyal to their employer?\u00a0<\/span>\n\nIf your employees believe that their loyalty is not going to be reciprocated, first think: is their perception reality? If it is, you may want to conduct an analysis as to why you are not offering positions to internal candidates or developing leaders from within your organization. Are you making open positions known to your workforce? Are your employees unqualified because they haven\u2019t had opportunities to upskill and reskill? Is your culture one that celebrates employee successes?<\/span>\n\nAnd all the more so, if perception is not reality, what steps can you take to bridge the gap? Be sure you are celebrating milestones such as work anniversaries, promotions, and special achievements. Ensure clear communications and expectations about each individual\u2019s work and steps they need to take to achieve their career goals. And in the event that you do need to hire externally, be transparent about the reasons for selecting someone from outside the company.<\/span>\nPay alone won\u2019t keep employees loyal, but competitive pay helps.<\/span><\/h4>\nEmployees expect to be paid in accordance with current costs of living and recognized for the value they provide your organization. If they are recognized monetarily (while also being provided with opportunities for growth), they\u2019ll be encouraged to stay.\u00a0<\/span>\n
You could be unintentionally narrowing your talent pool.<\/span><\/h4>\nAs you lose employees and try to fill open positions, you may be making things harder for your organization\u2014while simultaneously encouraging attrition\u2014by adding unnecessary requirements and qualifications to your job postings. By overlooking the skills within your internal talent pool, and unique life and soft skills of those within and outside your organization, you may be missing out on the perfect person for the role.\u00a0<\/span>\n\nSurvey Methodology:\u00a0<\/strong>\n\n