As the economy looks to bounce back from the pandemic-induced slowdown, and businesses tentatively reignite their growth plans, strong candidates are soon going to see more opportunities come their way and an increased demand for their skills.
At the moment, the career-focused candidate will typically look to make a change every two to three years, but that average length of tenure is set to come down as more Gen Z candidates burst onto the market. Job-hopping is no longer a legitimate buzzword, as this new generation has very different ideas about how they want their careers to play out. They may not immediately increase the direct competition for more senior candidates given their different levels, but they will change the rules of employment over the next few years and make leaving a job more commonplace for everyone.
Some candidates approaching their second or third year may well be with an employer who recognises their own investment and so rewards talented individuals with regular career development and progression. The best employers focus hard on retention, as well as the employee experience, and will work creatively with their staff to help build a career with them, even if there is the occasional lateral move to keep them happy. For other ambitious candidates, considering a move away if their employer is not on board with their aspirations is the only positive step they can take when there is no clear progression ahead of them internally.
Fortunately, the past year has also changed the options open to talent. As businesses have undergone a digital transformation, switched to a remote model, or pivoted into new streams to mitigate the effects of the worldwide slump, new roles have emerged, widening the career paths for many. Traditional roles are being rescoped to improve post-COVID recovery as firms look to become leaner, more agile and more resilient. Tech, digital operations and data analysis skills for example are becoming increasingly sought after, as are the soft skills needed to handle ongoing uncertainty.
Candidates with wide skillsets or niche tech skills are in a strong position.
When considering a move, it’s important to weigh up the reasons for leaving and to ensure it’s the right time to go. Talking to a recruitment consultant is often a helpful part of this process – and a good consultant will know if it’s too soon to start the process and will be honest about that, imparting independent advice. They can also advise about dealing with the inevitable counteroffer that will most likely appear. This can be a tricky spanner in the works that can buy an employer time to look for a replacement once an employee has resigned. With 90% of employees who accept a counteroffer to stay leaving within a year anyway, they are not something that should get in the way of career progression, but they sadly do!
If you’re thinking of leaving your roles, contact us today to discuss your options in more detail.