The Big Stay

The Great Resignation initially hit during the COVID pandemic, causing a significant spike in employees changing jobs to find better opportunities. Now, there's a shift called The Big Stay. Unlike before, workers who sought improved working conditions and a personalized experience are choosing to stick with their current jobs instead of jumping around.

What is the Big Stay?

At the height of the Great Resignation, Mid 2021, employees were quickly leaving their jobs for promising opportunities and potential pay increases. However, recent trends reveal a shift – employees are now hesitant to leave their current positions, marking the emergence of The Big Stay. The quit rate, which was once at 3%, has decreased to 2.3% in the last four months, indicating a more stable job market. With higher retention rates and steady quitting rates, employees are increasingly comfortable committing long-term to companies that align with their needs, offering opportunities for advancement, work-life balance, and remote work. It appears that job switchers have found contentment in their current roles.

Retention rates are higher, quitting rates have steadied, and employees feel more comfortable committing long-term to companies that they feel meet their needs and still provide opportunities for promotions, work-life balance, and remote work (Science of People). It seems that these job switchers have found themselves content!

How Employers Respond to Great Resignation 

It’s possible that hiring managers and those in charge got the memo and are making shifts in the workplace. Employers heeded the call and are creating a more enjoyable environment promoting employee well-being, satisfaction, and enjoyment. What’s even more likely is the employee’s desire to maintain their role in an uncertain job market. 

According to Fortune, new hire pay bumps have shrunk to a near-dead stop. In the search for better opportunities, the Great Stay is showing that it’s more favorable to stay put and lean into the security of the current position. Job security is the new pay gain. 

How does this affect my Staffing Firm?

Invite your recruiters to focus on active Candidates. Get back in touch with some of your best placements and see if they know of anyone looking for work. Get back on the Job Fair scene to source eager people ready to begin their careers and need help getting started. Be sure to highlight the company culture in your conversations and speak to what your prospect is likely already thinking.

This is an exciting and mutually beneficial time for employers and their staff. Workers can rest easy knowing that they’ve landed a secure job that they’re happy with and feel met in. Employers can celebrate the commitment that they are receiving from tier employees in return for improved conditions and opportunities. 

This trend brings clarity to your staffing firm's recruitment strategy. Promoting open roles to passive and employed candidates may be a less effective effort now. If engaging with a passive candidate, emphasize the stability and the distinctive, flexible, and supportive environment offered by your client.

Ready to revolutionize your staffing recruitment process? Check out these other employment trend articles:

1. Great Resignation: Discover innovative strategies for sourcing candidates amidst the Great Resignation. Explore more insights here.

2. Quiet Quitting: Learn how to recruit "Quiet Quitters" and navigate the challenges of this emerging trend in the job market. Dive into the details here.

3. The Act Your Wage Trend: Break down the "Act Your Wage" trend and understand its implications for both job seekers and employers. Get insights here.

4. Quiet Hiring: Explore the concept of "Quiet Hiring" and discover how recruiters can leverage this trend to their advantage. Read more here.

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