Most workers have thought about faking a job offer in order to get a counteroffer from their current employer.
About 61% said they had thought about that idea but ultimately did not do it, according to a new survey of workers by job site Monster.com .
Considering the current dynamics of the labor market, it’s an eye-opening survey for employers, which are struggling with increased turnover and questions about how to approach pay raises in an environment where employees have significant leverage.
Several recruiters have told The Playbook counteroffers are increasingly common and aggressive in the Covid-19 era job market.
The survey also showed the widespread impacts of the labor shortage not just on businesses and owners but on the workers themselves, with 61% of workers saying their company is experiencing staffing shortages, and 73% of those workers saying their company does not understand the frustration that comes with working at an understaffed company.
Those frustrations include:
– 66% of workers who feel they are experiencing burnout.
– 55% of workers feeling like they are being spread too thin.
– 49% saying they are experiencing anxiety.
– 38% say they are working extra hours without appropriate compensation.
– And about 34% who say they are experiencing physical symptoms such as headaches and body aches.
Monster Worldwide Inc.Chief Strategy Officer [Scott Blumsack](bizjournals/search/results?q=Scott Blumsack) said in an interview with The Playbook that while a lot of the research has gone into the labor shortage’s impact on businesses and business owners, less has been done about how it impacts workers.
“There is this lack of open dialogue and awareness around the issues.I think it’s certainly incumbent on the employer to reach out to employees to see how they’re doing and how they’re feeling,” Blumsack said.
While many employees have thought about faking counteroffers, about 50% of employees would be happy to accept one if the offer was right.The loyalty is still there, Blumsack said, and 59% of workers felt there was value in riding out the labor shortage at their current company.
“Employees don’t necessarily want to jump ship.
There really is an opportunity for employers to step up and work with employees in this type of situation,” Blumsack said, adding many workers are after more than just money, such as more paid time off or more remote work flexibility.
“I really do think there is an opportunity for employers to maintain that line of open dialogue with their employees around what’s important,” he said.
For business owners who are still struggling to attract talent, Blumsack said to be more open and creative around the job description and to focus less on the education and job requirements and more about whether the potential employee would have the skills needed to do the job.
He said companies should also considering putting pay details or a pay range in the listing — something a growing number of states are requiring.
“We consistently hear from jobseekers (that pay information) is among the top things they are looking for and would value,” Blumsack said.
The focus on burnout and retention comes as workers have more bargaining power than ever in a tight labor market.
The number of workers quitting their jobs in April stayed around 4.4 million, or around a 2.9% quit rate, hovering near all-time highs of 3% seen in 2021, according to data from the Bureau of Labor Statistics.
Those factors are leading to shifts in recruiting for businesses.
More companies are hiring people with criminal records or removing questions about criminal convictions from initial applications.
Other businesses are leaning more heavily on their customer email lists to recruit applicants.
Experts also say small-business owners who are frustrated at their lack of job candidates might be wise to give TikTok a chance .The dance- and trend-driven social media app popular with Generation Z and others could be a good way for small-business owners to not just build their brand and attract prospective workers, experts say..