The "Great Resignation" grows 110% in Spanish companies
Pilar Llácer, professor at EAE Business School Madrid and director of the Work of Future Center, presented yesterday at the CEOE headquarters in Madrid the VII DCH Barometer - Talent Management in Spain, Portugal and Latin America 2022, which she has carried out together with the International Organization of Human Capital Managers (DCH). The report analyzes the four dimensions of the people cycle in companies (attraction, engagement, development, and disengagement) as well as the social phenomenon of the Great Resignation, which has shaken organizations since the spring of 2021.
“The stoppage of face-to-face activity caused by the pandemic forever changed people's consumption habits and the way they work, but, above all, it removed our reason for being: what we work for and get up every day. And this phenomenon has affected all generations of companies, not just millennials and centennials”, explains Pilar Llácer, author of the study and professor at EAE Business School.
This phenomenon has caused a massive resignation of professionals in all sectors of Spain, specifically the number of workers who left their jobs grew by 110% during the first half of 2022. This trend "is dangerous, since companies can fill up with workers silent: zombies that have lost their illusion and that fully affects the commitment and growth of businesses, ”says the expert.
According to the EAE Business School study, 3 out of 4 employees decide to leave organizations because they are dissatisfied with their salary, followed by the lack of expectations in their career (in 56% of cases) and by the style of leadership and the flexibility in the working day.
For this reason, the biggest challenge facing organizations is how to retain employees and attract them in the new hybrid work environments. The results of the VII DCH Barometer indicate that 40.38% of the managers surveyed consider that 'Relationship' is the dimension most affected by this new context in talent management, followed by 'Attraction' (36.95%).
SUSTAINABLE DEVELOPMENT GOALS (SDGs)
The study also confirms the importance of the Sustainable Development Goals (SDG) for talent management. Thus, the importance of implementing 'Gender Equality' initiatives is highlighted by 61.91% of the leaders and health and well-being by 55.32%. The reduction of inequalities (indicated by 23.62% of the sample) and projects to promote economic growth and decent work (19.15%) are also considered relevant for managers.
When it comes to identifying the best practices related to people management, digitization and energy transition processes also stand out for gaining relevance in companies. Thus, it is verified that organizations need people capable of learning continuously and applying their initiative to respond quickly and flexibly to environmental conditions. However, the initiatives related to the energy transition obtained a negative result, since only 23% of the managers in the human resources area surveyed have implemented them, compared to 76.92% who have not.
TRENDS IN HUMAN RESOURCES
The employment trends of companies in terms of recruitment profiles have focused on hiring Junior profiles with 38.12%, highlighting the rise in middle management and senior profiles, continuing with the 2021 trend of incorporating profiles with more experiences.
Regarding the recruitment sources used, the increase for junior positions on social networks such as Tiktok stands out with 97%, and for middle management and senior the confirmation of Linkedin with 59.62% as the preferred channel for recruiting these profiles. .
In addition, when analyzing the percentage of contracts by department, the areas with the greatest increase in personnel are: operations and logistics 19.32%, the commercial area with 17.64% and technology in third place with 16.64%. . The lowest percentage is the general management area, with 7.79%, although there is an increase of 1.85% compared to the previous year. Also noteworthy is the rise in positions related to the area of operations and logistics and sales, which for the first time in recent years surpassed positions in technology.
ATTRACTING TALENT: EMPLOYER BRANDING
When it comes to attracting and retaining talent, Employer Branding strategies stand out, with the aim of building the brand values of a company so that it is recognized as a good employer.
The factors that the managers of human resources take into account when capturing the attention of the best talent are, in 62.50% of the cases, the professional career, followed by the brand of the company (61%), flexibility and conciliation policies (51%) and leadership style (50%). To a lesser extent, they take into account corporate social responsibility policies (27.25%), technology (25%), inclusion and disability policies (20.75%) and facilities (15.50%).
Among the conclusions of this study by EAE Business School, it is confirmed that the professional career continues to be essential, along with flexibility and work-life balance policies.