David Oda’s Post

Struggling to find applicants? You're not alone. Many of our clients are experiencing the same challenge. The "Big Stay" phenomenon is contributing to this issue, as candidates are not making as many moves as they have in the past. This trend is a significant shift from the "Great Resignation" we experienced not too long ago. The "Big Stay" is impacting the ability to attract new talent, and it's essential to understand how it's affecting the job market. To stay competitive in this market, it's crucial to learn more about the "Big Stay" and what may be around the corner. Understanding this trend is essential for businesses looking to attract and retain top talent. #hiring #talentacquisition #jobmarket #bigstay #greatresignation

Is the "Big Stay" here to stay? LinkedIn data reveals a 26% drop in attrition rates year-over-year, but what comes next? Dive into our latest insights to see if the Great Reshuffle 2.0 is around the corner or if lower attrition is the new norm. Stay prepared and stay ahead. 📊🔍 #LinkedInData #BigStay #GreatReshuffle #TalentInsights https://lnkd.in/gau4b7AY

Greg Lewis recently took to the LinkedIn Talent Solutions blog to share his piece, “The 'Big Stay' Is Still Here — But May Not Stay That Way for Long.” The latest LinkedIn data shows that attrition rates are quite low, meaning many people are staying in their jobs for longer. Lewis harkens back to August 2022, the peak of the the “Great Reshuffle,” as an example of how things can change so quickly. Although it’s difficult to predict what may happen and the general trend is to a lower attrition rate, low periods of attrition are usually met with high levels of attrition. A recent Microsoft study on Work Trends, in collaboration with LinkedIn, found “that 46% of professionals around the world say they’re considering quitting in the year ahead. Crucially, this is considerably higher than the 40% who said the same just ahead of the Great Reshuffle.” You can read more in the full article below. #staffingindustry #executivesearch #leadershipsearch #thegreatstay #thegreatreshuffle #attrition

The Big Stay is here but perhaps not for long According to a May 16 report from LinkedIn attrition rates have globally decreased by 26% year-over-year, and by 37% since attrition rates peaked during the Great Resignation in August 2022. Although experienced by most industries, the decline has been more pronounced in certain sectors, including hospitals and healthcare (down 31%); retail, accommodation and food services (down 30%); and consumer services and manufacturing (down 27%), according to the report. The deeper reasons for the decreasing attrition levels are not mentioned by Linkedin but a recent US survey from Ringover found that 65.1% of the respondents felt less ambitious than they did two years ago. It also could be that we are simply normalizing post Pandemic. Kory Kantenga, the head of economics for the Americas at LinkedIn, notes that quit rates have simply returned to levels seen in the late 2010s. Linkedin expects that this period of low attrition will be followed by a period of high attrition,” writes Daniel Shapero, LinkedIn’s chief operating officer. “Many companies, particularly in technology, are at risk of being caught flat-footed when attrition spikes. “Even if you’re not expecting to grow your employee base, backfilling departures often constitutes the bulk of corporate hiring.” Source: https://lnkd.in/eiYFDPmH

The 'Big Stay' is Here — But Will it Last? 📉 New LinkedIn data shows that attrition rates have fallen by 26% year-over-year and even more since the Great Reshuffle. However, hints suggest attrition may reverse course soon. This LinkedIn Talent Blog article explores what the latest data indicates about the Big Stay, how attrition is trending, when it might reverse, and how recruiting professionals can prepare. Read more - https://hubs.ly/Q02ypHVZ0 By staying informed and proactive, TA leaders can leverage tools like employer of record solutions to build a resilient and adaptable workforce talent strategy. Once you've identified global talent, it's time to partner with an employer of record (EOR) provider. We empower TA leaders and Contingent Workforce Program teams to hire talent worldwide in any work arrangement while ensuring compliance. 🔗 Contact us now to find out how we can help: 👉 https://hubs.ly/Q02ypZkp0 hashtag #GlobalTalent hashtag #EmployerOfRecord hashtag #TalentManagement

In a recent IA webinar, Connective Intelligence Inc.'s recruitment strategist, Tamara ElSahyouni, shared a number of trends impacting talent acquisition and retention in today's workplace. This LinkedIn blog explores the 'Big Stay' phenomenon, a trend emerging as attrition rates have plummeted by 26% year-over-year and continue to decline since the peak of the Great Resignation. Discover the latest insights on the 'Big Stay,' including which industries are experiencing the sharpest declines in employee departures, and more importantly, what's next?  https://lnkd.in/g7jStYWt #talenttrends #recruitment #talentacquisition

Organizations need to navigate this "big stay" period with a strategic yet empathetic approach. With #attrition rates significantly dropping, it's a prime opportunity for companies to focus on #employeeretention and #employeeengagement. First and foremost, it's crucial to understand why employees choose to stay. This might be due to #jobsecurity concerns, #jobsatisfaction, or a lack of better opportunities elsewhere. Organizations can get a clearer picture of their workforce's sentiments and motivations by conducting surveys and having open dialogues. Additionally, this period offers a chance to invest in employees' #professionaldevelopment. With fewer people leaving, companies can focus on #upskilling and #reskilling their workforce, ensuring that employees feel valued and see a clear path for growth within the organization. This not only boosts #morale but also prepares the company for future challenges. #Leadership should also take this time to enhance #companyculture. Recognizing and rewarding employees' hard work can foster a more positive and committed workforce. Whether it's through financial incentives, public acknowledgment, or #careeradvancement opportunities, showing appreciation goes a long way. Moreover, maintaining #flexibleworkarrangements is vital. The #COVID19 pandemic has shifted expectations around #worklifebalance, and companies that continue to offer #remotework or #hybridwork options will likely find it easier to retain talent.

In a recent poll of professionals on Glassdoor, more than 2 in 3 consultants feel “stuck” in their current roles. Although a US data set, this echoes what we see locally, with the "Great Gridlock' (people can't move, even if they want to, given a lack of roles being created or vacated) continuing into the first half of 2025. Another interesting insight from this poll: The share of workers who quit their jobs fell to 1.9% in September 2024, the first time below the 2% mark since June 2020 and consistent with levels last seen in 2015 (excluding the onset of Covid). My prediction: once we hit the second half of 2025, the merry-go-round will spin up again, and the great resignation 2.0 will be upon us. https://lnkd.in/g6aamnaV

More people want to quit their jobs in 2024 than during the Great Resignation. LinkedIn and Microsoft told Fortune that three reasons behind the sudden uptick in workers eyeing up the exit were: 1) Burnout 2) Lack of learning opportunities 3) Artificial Intelligence What change strategies does your organization have in place to address these reasons and help attract and retain top talent? Read More >> https://lnkd.in/eGm2Nvja #Change #business #changestrategy

"The Big Stay", a sustained period of lower attrition, is capturing companies' attention as they think about what's next in the world of hiring and planning for the future. Read on to learn from new LinkedIn data that explores what the latest data indicates about the Big Stay, which industries are seeing the sharpest declines in employee departures, and how quickly things could turn around. https://hubs.li/Q02Bxs1v0