Since the great resignation, a new trend has emerged in the hiring and recruiting world. This concept, known as the “great disconnect” outlines a gap between what jobseekers are looking for and what employers can offer. We’re digging into this shift and how it may be impacting the hiring process, along with three tips to build connections and close the gap.
Understanding the Gap Between Companies and Applicants
The Great Disconnect is a trend described by Indeed as the significant chasm between workers and organizational leaders. Many are at odds over various issues, including the option to work remotely, transparency and fairness in pay, and inclusion.
The gap may be due in part to the effects of the pandemic on the workplace. Millions of employees went remote, some for years on end, leading to a general discontent about returning to in-person work. But a shift in flexibility isn’t the only disconnect between those seeking jobs and those offering them. Many applicants feel like they are doing a lot and receiving little to nothing in return from employers.
Indeed research indicates that 75 percent of those seeking employment expect pay transparency, yet half of job listings don’t mention salary at all. Additionally, Gallup reports that more than half of workers feel psychologically disengaged at work. Some tie their frustration back to weak leadership while others feel angry about requirements to return to the office.
Significant economic and social changes have also taken place in American society over the past four years. Some company leaders have pivoted expectations and priorities while others have expected things to return to the way they were prior to 2020. In order to attract talent and build a team of skilled workers, employers may need to implement some or all of the following tips to close that gap.
How to Form Connections and Narrow the Gap
Although it can be challenging to accept changes and make adjustments accordingly, employers who are unwilling to do so may find themselves struggling to attract talented jobseekers. Explore these three ways to build stronger connections and create a workplace that feels appealing to a wider range of potential applicants.
Provide flexibility
Although not all jobs can be performed remotely, the response to the pandemic indicated that many can. Prior to 2020, approximately 7 percent of American employees worked remotely at least some of the time. That number skyrocketed to nearly 18 percent, indicating that a large number of roles can be performed remotely.
The 2024 Workforce Insights Report, put out by Indeed, noted that less than a quarter of jobseekers want to work in-person exclusively. Nearly three-quarters preferred at least some type of hybrid schedule. Herein lies one element of the chasm, as major employers across the country have made return-to-office announcements and noted a rise in office occupancy levels. Yet some employees are choosing to quit their jobs rather than return to full-time, in-person work.
If you want to close the gap, look for roles within your organization that can at least be partially remote. And if that’s not an option, consider flexibility in scheduling or other areas. A commitment to accommodating at least some of an employee’s requests can go a long way in forming positive relationships.
Offer pay transparency
Here’s a number that might surprise you: 75 percent of jobseekers are more likely to apply for a job where the salary is listed. Pay transparency is a growing issue among those looking for work, and it has widened the divide. As the founder of “Creator Match” said, it wastes everyone’s time if a jobseeker expects to earn $100,000 and the role caps out at $50,000.
As new pay transparency laws go into effect, employers in certain states won’t have the option to leave out salary details. But even those operating in states that don’t require it, pay transparency can boost the number of applicants and attract a wider range of talent. Most talent and HR leaders surveyed in 2022 believe that including salary details in job postings is “definitely” or “mostly” worthwhile.
Prioritize pay transparency when listing open roles and make an effort to address this issue throughout the organization.
Simplify the hiring process
If you browse social media, you may come across countless jobseekers complaining about their experiences. Submitting hundreds of resumes, only to wait for a response (and sometimes hear nothing at all) can be a real downer for those seeking employment. The hiring process should be easier for everyone.
That’s where ApplicantStack comes in. This capable applicant-tracking system (ATS) ensures that open roles get posted to top job boards instantly, as well as supports efforts to manage candidates from the moment they submit their applications. Your team can stay in contact with qualified applicants, as well as provide communication to those who won’t be moving forward in the process.
Implementing these tips can make a big difference in how you close the gap between your organization and skilled individuals who are looking for employment. With the right approach (and the right ATS), hiring can become a more seamless and positive process for everyone involved.
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