By Dawn S. Onley
One in three employees will leave a current job between 2013 and 2014, but not solely for more money or a shorter commute or because of a challenging manager.
Certainly, these are all contributing factors, but, according to a new study, the most common reason respondents left their job was a lack of growth opportunities. Of those job seekers who left, two in five secured the coveted interview after applying online, the survey revealed.
Those were the findings in The Age of Social Recruiting, a recent online survey of 1,000 employees and job seekers, conducted in February 2013 by career website Glassdoor. The survey delved into how people find jobs as well as the reasons they look elsewhere for employment.
“In my opinion, lack of growth is a management issue,” said Tracy McCarthy, SPHR, GPHR, chief human resource officer at SilkRoad, a company that develops HR software solutions.
“When managers have an open dialogue with their employees about their performance, desires, learning opportunities and careers, the issue of lack of growth greatly diminishes,” she said. Certainly there are some circumstances where a company just isn’t able to provide the opportunities that an employee may desire, but in many cases open dialogue about career potential and willingness of the company to be agile lead to plenty of opportunities that may otherwise go unrecognized.”
According to Glassdoor, 53 percent of employees between the ages of 18 and 28 find it important that their current or future employer engages in social media.
“Companies, recruiters and hiring managers need to mobilize now … not just [to] advertise their jobs socially, but also [to] ensure employees and candidates are aware of their social recruiting efforts, as that tends to be where employers drop the ball,” said Susan Vitale, CMO at iCIMS, an HR technology provider.
Online sites are where most companies are placing job openings and searching for new candidates, according to Jaime Mazza, PHR, human resources manager at Stern + Associates, a public relations, marketing and digital-communication agency.
“The days of walking into an establishment to turn in a resume or even reaching someone by phone are long gone,” Mazza said. “In many cases traditional avenues, like word of mouth or print advertisement, often lead back to a social media site or digital application systems. This forces job seekers across generations to engage in social media to even be considered for employment.”
Social media sites are proving indispensable for human resource managers to connect with a wider range of top talent at a higher frequency, said Angela Hills, executive vice president of Pinstripe, a recruitment process outsourcing firm. These platforms “remove the hassle of searching across mediums and digging through job listings to reach candidates,” she said, adding that recruiters are now going where candidates go online, “instead of forcing them to come to you.”
“Just as organizations tailor their management and reward strategies to account for what motivates and incents each generation, HR managers should tailor their social media recruitment strategies to ensure they’re reaching and engaging high-quality candidates within each generation,” Hills added.
Dawn Onley is a freelance writer in Washington, D.C.