When To Quit Your Job

There is a lot of talk in the press and on the socials currently about “The Great Resignation” – in brief, people who are actively looking for a new role or who have already changed jobs as part of a surge caused by the socio-economic effects of the COVID-19 pandemic.

A recent survey found that 69% of workers are confident that they will secure a new role within the coming months; a frightening statistic for an employer, but what is causing this wave and are people just getting caught up in it? When is it a good time, or the right time, to quit your job?

In recruitment, it’s a conversation we have daily with our candidates; in fact, it’s often the very first question that we ask. Why are you looking to leave your current role? More often than not, it’s one of the following:

·      Money
·      Lack of progression
·      Culture

The pandemic has forced employees to reassess what is most important to them, and now work life balance/flexible or remote working opportunities are also common reasons for people looking to make a move – but I’d argue that this falls under the umbrella of company culture; do you feel trusted, valued and respected? If the answer is no, then ask yourself why. Do you enjoy the job you are doing? Do you not enjoy the role but you do like the company? Find out why your heart isn’t in it and go from there. Can you change anything about your current role that will make a positive difference to your situation?

Before I continue, I must make one thing clear – if you are working within a toxic environment that is affecting your mental health, or the pressure of your job is causing you extreme levels of stress and anxiety then leave immediately if not sooner. No job or amount of money is worth compromising your mental health.

However, some things are well within your control:

If you want more money and can prove that you deserve it, then ask for it. If you want a promotion and can prove that you deserve it, then ask for it. If you would like to upskill or focus more on one area of responsibility rather than another, then ask for it. If you are a valued, respected and trusted employee then more likely than not, your current company will want to keep hold of you and will do what they can to ensure you remain happy, productive and loyal. If you’re honest with yourself and haven’t really been pulling your weight…then now is the time to do something about it; prove yourself then ask for more.

Your head might be turned by more money, a fancier job title, or better perks but the grass is not always greener. Don’t get me wrong, sometimes it definitely is – but if you throw in the towel before you’ve tried then you will never reach the loft heights of satisfaction and fulfilment. No job is ever perfect and we live in a society that constantly wants more, deserving or not – but you have to put the work in to reap the rewards.

If you’ve tried all this and you’re still not getting anywhere then absolutely, it is time to start looking for something better. If and when you do manage to find something that you are excited about and you pluck up the courage to hand your notice in, and at that point, your boss miraculously has a pot of money and opportunity and all the things that you’ve been asking for then please, please, please – tell them no, it’s too little, too late. If they didn’t value you enough when they had you, then this is never going to work out in the long run.

And this is where we come in….professional, compassionate and knowledgeable recruitment consultants that have heard it all.

Talk to us, tell us your joys and your pains; what do you love and what do you hate; be honest, be yourself and let us take it from here.

Candidate Driven Market – Safer Hand Solutions Blog by Holly Goodwin

It’s not just Safer Hand Solutions that have been staring at the job boards blankly, asking “Where are all my candidates at?” – there seems to be a continuous trend across all recruitment of a shortage in qualified and actively-searching candidates.

But what does Candidate Driven Market mean, and how can you adapt?

Candidate Driven is essentially what it says on the tin – the candidates are in the driving seat as there are more open vacancies than there are people actively searching.

The applicant can therefore be a lot more conscious of who they interview with and where they accept – so it’s crucial that a company plays to their strengths and understands how they can best attract the right individual.

A few reasons could explain this slow down, mostly surrounding the recent pandemic.

·       Furlough scheme is still in place until September meaning if something happens, those in roles currently have the security of being eligible.

·       A lack of trust in the economy, with the news of several redundancies and company closures it may not be wise to move.

·       EU workers who have, as of yet, been unable to return to the country due to Covid restrictions.

·       Covid itself – is now the right time for those classed as vulnerable to move environment.

·       The sudden rise in open job vacancies has been incredibly dramatic.

According to a recent report from the Recruitment & Employment Confederation (REC), there were 211,000 new job adverts posted in the first week of July 2021 – up from 181,000 in just May and only 81,455 in January.

Which, coupled with the availability of workers dwindling, has resulted in a huge discrepancy across the board.

As an employer, it may be time to review your process and increase your desirability to stand strong in the marketplace and attract those high calibre candidates.

·       Review your recruitment process – are you moving quick enough to keep up?

·       Compromise on what it is you’re looking for, from a candidate – don’t set your expectations too high and too limiting.

·       Understand the market you’re recruiting in and get to know your recruitment competition.

·       Review your salary package – are you offering above or below the average? Do you offer anything additional such as bonus, hybrid working, COVID safe operations, flexible working?

·       Review your interview techniques – are you showcasing the best parts of the company or putting people off?

·       Do you need the support of an agency to consult you, on your best way forward?

·       Be creative in your search – LinkedIn, Facebook, and even TikTok are becoming popular ways to attract those dormant candidates. Be a presence!

Once you have the perfect strategy calculated, you should find it easier to attract the right person. But don’t panic! We at Safer Hand Solutions are here to help and answer any questions you might have to help you get there.

Call us today on 01782 438115 (option 2) and ask for Holly, Rebecca or Jo.
Happy Recruiting!