Key takeaways:

• What does the job market look like? Millions of Americans are resigning from their jobs, and employers are struggling to meet new demands for high salaries or unreasonable flexibility options from entitled job candidates.

• How to frame your company’s culture and cadence the right way:
  • Address concerns before candidates ask
  • Get creative with affordable benefits
  • Showcase the steps you’re taking
  • Be firm but compassionate

The Not-So-Great Resignation has caused millions of Americans to quit their jobs, and employers are now dealing with unfilled positions and a tense labor market. Because competition has waned for applicants with all the jobs now available to them, candidates can be more entitled than ever.

The current labor market has been flooded with entitled job seekers who lack experience and necessary skill sets but are demanding high wages and unreasonable asks, like extreme flexibility or high pay that doesn’t match their qualifications.

How should you respond? How can you do more with less? Here is your guide to balancing the current evolving labor market with company culture improvements.

Since spring 2021, nearly 33 million Americans have quit their jobs. In December 2021, 4.3 million people quit, down just slightly from the record-setting 4.5 million in November. Many employees believe that the resignations were due to workers seeking better pay and benefits, but it may also be fueled by the new set of challenges brought on by the pandemic. People are reevaluating their priorities and not wanting to settle.

This has caused a shift in the collective employee mindset. Instead of the “do more with less” perspective that emerged as a trend after the Great Recession, the Great Resignation is causing a “do less with more” kind of attitude. Millennials have especially been labeled as an entitled generation because they tend not to stay in jobs very long. According to the Society for Human Resources Management, millennials stay at a job an average of two years and nine months while Gen X workers stay five years, two months and baby boomers stay eight years, three months.

These sentiments have led many job seekers to take on this entitled mindset, and in this kind of market, unfortunately, they can. This puts employers in an extremely tough spot. Companies have to consider many different factors when deciding on pay and benefits packages. It is not always easy for employers to meet high salary demands or to ensure remote work or an alternate work schedule when it’s just not feasible.

These trends have created a whole new set of concerns for companies. Can they afford remote work and higher pay? Are current job applicants worth it? Here are strategies that help employers find great talent in the current landscape:

1. Address concerns before candidates ask

One tactic to try when going through the recruitment process is putting everything out there before candidates can ask. For instance, if you need the employee to work in person with no exceptions, state that in the job posting and say why this is a necessity. Being straightforward about things you know people will ask about will help you weed out entitled candidates who will want to negotiate everything.

2. Get creative with affordable benefits

You don’t have to spend a ton of money to provide workers with extra perks that will satisfy their need for more. Consider offering benefits like student debt assistance or getting creative with “bring your pet to work” days.

If you can’t offer remote work, give employees options for other perks, like getting a standing versus sitting desk or having more control over their working hours. If moving to a 10 a.m. to 6 p.m. workday, or an 8 a.m. to 4 p.m. workday won’t affect a person’s responsibilities or meeting requirements, consider allowing them to choose from those options. Sometimes, just having choices will help workers feel like they’re getting more flexibility and balance from their employer.

3. Showcase the steps you’re taking to achieve a better culture

Start discussing your company’s commitment to a better company culture in your job posts and during interviews. You want candidates to see that you are prioritizing these initiatives. Offer explanations on any steps your company is taking to improve employee engagement and satisfaction, like:

• Planning activities for teams outside of work
• Incorporating gamification in processes
• Recognizing employees for reaching certain goals
• Encouraging employees to join a mentorship program
• Providing career-building resources, like personal and professional goal-setting sessions
• Including routine one-on-one meetings or check-ins with managers

These steps show people that you value your people and want them to succeed. A little bit can go a long way when you feel like you’re dealing with entitled applicants. Sometimes, emphasizing how great your culture is and what you’re doing to keep it that way can help a candidate move on from concerns like salary.

4. Be firm but compassionate

Some policies you just can’t change, even when you’re facing such a challenging job market as an employer. If a job seeker cannot accept that they would have to commute to the physical workspace each day, it’s okay to stand firm on your policy. However, you can still approach the discussion from a place of understanding. Emphasize that you know remote work is doable for many companies and that employees like it. Explain why it’s just not an option for the open position, or why the policy exists. Taking on a tone of compassion can help entitled applicants feel like they’re being heard, even if you can’t give them everything they want.

Managing HR can be difficult when employers are faced with such intense competition in the job market. It is especially challenging to ensure you’re offering the right benefits that will appeal to the entitled generation. Where can you turn to turn things right, again?

StaffLink Outsourcing can step in and work alongside your team to come up with the right solutions. From HR management to payroll to workers’ compensation, we can assist with a range of services that will help you stand out as an employer. We’ll help you get peace of mind in this turbulent time.

Request a proposal or contact us at (954) 423-8262 for more information.