HR managers view career development as key to attracting young talent, but are they aligned with employee priorities?
- Research from Reed Talent Solutions uncovers a disconnect between what HR managers offer and what employees desire.
- 47% of HR managers prioritise career advancement, yet salary and flexibility rank higher for young employees.
- Soft skills training is largely overlooked, despite being crucial for new employees.
- Tailored onboarding support could improve employee retention during challenging times.
The assumption that career advancement is the primary incentive for attracting younger employees is prevalent among HR managers, with 47% holding this belief. However, recent research has indicated a significant misalignment between managerial strategies and actual employee preferences. The findings highlight the importance of salary, flexible working conditions, job security, and financial benefits, which often surpass career progression in the eyes of younger talent.
The study by Reed Talent Solutions aims to bridge the gap between employer offerings and employee desires. It notes more than three-quarters of HR and hiring managers are inclined to focus on soft skills when recruiting. Despite this, only 23% of young employees are given opportunities for soft skills training, highlighting a mismatch between policy and practice. Additionally, most HR managers tend to provide generic training during onboarding, which fails to meet the specific needs of 51% of new recruits who prefer tailored support.
Lee Gudgeon, Managing Director at Reed Talent Solutions, stresses the urgency for businesses to align recruitment and onboarding strategies to retain talent effectively. “Aligning recruitment and onboarding strategies has become increasingly crucial,” Gudgeon states, emphasising the necessity for comprehensive support for new hires.
Challenges faced by new employees vary significantly depending on their career stage. Early career professionals often grapple with full-time work’s demands, financial stress, and increased workloads compared to their academic experiences. Almost half (43%) of early talent respondents report these challenges, underscoring the need for HR strategies that address these specific issues.
Meanwhile, those transitioning into new careers or returning to work cite adapting to different workplace cultures as a significant hurdle. Again, Lee Gudgeon points out the necessity of a consistent yet flexible onboarding approach. He notes that understanding and addressing these varied challenges can lead to better employee retention. Furthermore, offering relevant tools and creating a welcoming environment could enhance job satisfaction and retention rates.
In light of these insights, businesses are encouraged to re-evaluate their onboarding processes to incorporate more personalised support systems. “Onboarding staff effectively is an integral part of recruitment,” Gudgeon explains, reiterating the role of HR in providing necessary tools and ensuring new employees’ comfort.
Aligning HR strategies with employee needs is essential for attracting and retaining talent effectively.
