How to handle “shift shock”

The next phenomenon in talent acquisition after The Great Resignation? Shift Shock, a term coined by The Muse to capture the feelings of the 72% of people who left their jobs and discovered the new position or company is different than they were led to believe. Based on the research, 48% would try to get their old job back – and 41% would give the new job just two to six months before making another change.

So, what can HR and TA do?

Try “re-recruitment” by reaching out to those who left your organization in the past 6 to 12 months. Personalize the message and ask them to consider coming back. And please consider an expedited recruiting process so they feel valued. Plus, you already know them! 

Think about what may have changed that you can highlight in your outreach, such as more remote options, more flexibility, or new benefits and wellness initiatives. Explore your exit survey data to see if there are insights that would help you customize the message.

On the flip side, take a proactive approach to prevent shift shock among new hires. Look for additional touchpoints during orientation and onboarding to ensure that what you described to candidates during the recruitment process is what they experience once they’ve joined.

It’s also a good opportunity to design or enhance internal mobility initiatives to help ensure that people looking for a change have options to continue to grow within your organization.