Voluntary Quits Offer Challenges for Recruiters

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According to recent data from the Bureau of Labor Statistics (BLS), tech pros ended 2015 feeling confident about the economy, or at least their chances of landing a new position: roughly 500,000 professionals in the Professional and Business Services category (which includes a range of tech jobs) decided to leave their current employers in November.

For those keeping score at home, that’s a significant increase from November 2014, when 433,000 professionals in the Professional and Business Services category quit their positions, but slightly down from October 2015, when 519,000 quit.

Many analysts treat voluntary quits as a measure of economic health, assuming that employees will only leave their current positions if they feel the economy is strong enough for them to land a new (and better) one in short order. And indeed, the elevated level of voluntary quits over the past few quarters has dovetailed neatly with low unemployment in the tech sector.

Whether tech pros are quitting to try their luck at another firm, or deciding to freelance or contract on their own, the high rate of voluntary quits provides an opportunity—and something of a challenge—for recruiters and HR staffers. Yes, more candidates are looking for their next big opportunity; but the most highly skilled will only go for positions that offer the best salaries and perks, which not all companies can easily provide.

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