first six months

According to a survey conducted by The Muse among 2500 respondents, 80% of Gen Z candidates are willing to quit a new job within six months if it fails to meet their expectations.

This phenomenon, known as ‘shift shock’ or expectations mismatch, poses a challenge to sustainable hiring practices.

In countries with more rigid job markets, candidates or employees may have the intention to quit their job, but actually following through with it is often a different story. Nevertheless, it is important to recognize that these employees have become disengaged, which has a negative impact on their involvement and overall productivity.

To ensure sustainable recruitment, it is crucial to have an accurate understanding of work values and (team) roles for both talent and the job itself. This serves as the foundation for effective recruitment practices.

quiet hiring

The trend in HR over the past few months and in the coming months has one thing in common: “quiet”. Last year, “quiet quitting” emerged as a concept, and unfortunately, it will continue to haunt us. This year, “quiet hiring” will dominate. It’s also the first of nine “future of work trends” for 2023, according to Gartner.

“Quiet hiring” refers to filling vacancies without publishing or advertising them externally. Instead, more emphasis will be placed on referrals and internal networking.

A logical consequence of a very tight labor market and the desire to reduce recruitment costs and duration.

The key question is: how can you ensure you don’t let the “quiet hiring” train leave the station? By focusing on skills – both hard and soft – to better understand potential internal recruitment opportunities.