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As Responsible recruiters Osmii pride themselves on supporting Diversity & Inclusion amongst all communities and initiatives but 1 in 4 say employers don’t provide any opportunities.

The Responsible Recruiting review generated by Osmii was created to gain a better understanding of job search behaviours especially from their own database. It generated over 100 responses from industry professionals who work with the recruiter, spanning over both contract and permanent teams.

The feedback provides insight into the factors that cause employees to leave their position and just exactly how they found their next role. “We want to understand the reasons our candidates are taking and leaving positions, if we can figure out the formula for the majority then we can strategically manage our placements”.

Flexible hours are top priority when it comes to employee benefits

It seems that working from home/flexible working is key to most when job searching as a staggering 80.3% listed it as one of their main benefits. This is closely followed behind by Holiday entitlement (71.21%), Bonus (63.64%) and training (51.52%).
But what about the benefits people aren’t bothered about? The least popular perks included gym memberships, season ticket loans, childcare vouchers and cycle to work schemes all coming in under 20%.

There are discussions about if cool benefits will last forever and if companies like WeWork who offer perks such as an in-house Barista and free beers on a Friday are creating expectancy for other employers. There are plenty cool benefits and incentives out there to compare between companies but it seems apart from the fundamentals we hope for, for example a private pension the rest of the perks are not entirely necessary.

More needs to be done for Diversity & Inclusion

Only 50% said that their company are doing enough for Diversity & Inclusion, the other half claimed that more can be done or that nothing is being done at all. A shocking half of respondents don’t believe their workplace is doing enough; surely this should be a highly prioritised topic on the agenda for everyone?

D&I shouldn’t only be about gender equality but providing communities for a variety of different cultures spanning across religion, race, sexuality and other cultural factors that make us all individuals. 47.5% said that their company offer flexible working which seemed to be the most common offering of support towards D&I although only 8.2% say to have BAME associations and 26% providing LGBT+ groups.

Only 19% claimed their workplace are enforcing parenthood support which is not surprising when we are dealing with lots of talk regarding women in STEM and women leadership in the tech world.  If a higher percentage introduced an initiative such as this, then the encouragement for more women to apply would increase. Not to say that parenthood support is only for mothers, but it would allow all parents to be on an equal footing when it comes to parental responsibility and therefore support more women in succeeding and feeling recognised. It would certainly make big steps towards more female applicants in these workplaces.

2 in 3 found their current role through a Recruiter

Two third of responses said they found their current role through a recruiter. As a recruitment firm it’s great to hear that most of their database is using Osmii or others.  A very low 1.45% of respondents have come into their current role through internal promotion. Osmii are well on the front foot with support for Women in STEM and believe it can be driven by promoting from within and sponsoring current talent. With statistics like these it’s no wonder both men and women aren’t sticking around.

1 in 3 will leave for a new challenge

There are a number of factors that could contribute to leaving a position. It’s not possible to provide every option to cover all grounds but from the most popular reasons trends could be identified. 
1 in 3 will leave for a new challenge/ more interesting work. Aside from the obvious of leaving for a higher salary, 14.9% said they leave their current job for a better work/life balance. This says more about the current workforce working around their own time and requiring flexibility from their managers.

Do you really feel secure in your role?

One of the biggest surprises that came out of the review was the overall scoring of how secure respondents feel in their current role. When given the option between 1 and 10, the average came out at 3. Why? Because no one scored above a 5 for how secure they feel! That means out of four different industries, a variety of people that work alone, part of a team and lead or manage their own teams, none of those people can confidently say they feel secure, that blows our mind. Is this due to Brexit/ the climate of fear generated by politicians? Or is this simply due to the changing workforce landscape (outsourcing /off & nearshoring /automation & AI / and or the gig economy)?

Are we doing enough to praise our employees, to say well done or point out successes no matter how small they are? Do we support our employees to have confidence in their ability? If people are doubting their role security, why?

The Responsible Recruiting review presents a lot of interesting talking points for not only recruiters but employers too. There is plenty to take away and action, especially in terms of covering Diversity & Inclusion nationally across all workforces. Osmii believe it’s a top priority to pave the way for all candidates and employees in the future.

The Responsible recruiting review