Struggling to Hire New Employees? Here are 4 Reasons Why People May Be Hesitant to Go Back to Work
In mid-March, there were nearly 15 million job vacancies in the U.S., but according to ZipRecruiter, most of the positions remain unfilled.
At the height of the pandemic, job listings had dropped by 4 million as businesses were forced to shut down and employers had no choice but to lay off their employees. As the number of people vaccinated goes up, companies now have the ability to employ more people — but why aren’t people taking the jobs?
If you are an employer seeking new talent to join your team, you may be at a loss for why there are few candidates in the applicant pool. We have compiled the top four reasons that people may be hesitant to go back to work for you to keep in mind if your company, like most, is struggling to find new employees.
1. Fear of COVID-19
Probably the most obvious reason that people are hesitant to go back to work is that they fear for their health and safety. A U.S. consensus survey conducted in March found that “4.2 million adults aren’t working because they are afraid of getting or spreading coronavirus.”
Health and safety in the office itself are not the only things people fear. American Public Transportation Association (APTA) reports that 34 million times every day, people take public transportation, and in most cases, they are taking public transportation to get to work. A woman from Roslindale, Massachusetts said she woke up anxious on her first day returning to the office, and her previously mindless commute on public transportation now felt “foreign and risky.”
Not everyone is simply afraid of contracting the virus, but they are scared of being in a position without help if they were to get COVID-19. Advocates for workers’ rights note that workers are being placed in the position where they have to choose to put food on the table or protect their own health.
If your business is trying to address the health and safety concerns of future employees, the Centers for Disease Control and Prevention (CDC) recommends outlining quarantine options, requiring face masks, and creating a section on in-person or virtual health checks. Employees want to know that their health and safety are at the forefront of any future employer’s mind.
There are also opportunities for remote work if people are hesitant to go back to the office. Embracing remote work can benefit both employees and employers while maintaining productivity, culture, and success. Our recent blog post shares three things to keep in mind if your company is considering adopting a remote workforce.
2. Discouraged Applicants
Candidates who sent out dozens of resumes in January and February before mass vaccinations report that they are discouraged after not getting a job. Julia Pollak, a reporter at ZipRecruiter noted, “Jobseeker confidence has gone down between January and March at exactly the moment their prospects have improved. It’ll take a while before people really notice the job market has heated up.”
What should employers take from this? Don’t stop advertising the job opportunities your company has and don’t forget to leverage your company’s core values. Candidates need to see that their values will fit into your company’s culture and need to have constant encouragement to continue applying. Check out this blog post to learn more about leveraging your company's core values when hiring your next candidate.
3. A New Social Anxiety
The pandemic has changed the way we communicate and has caused huge anxieties and fears surrounding health and safety. As we start to emerge from isolation, many are facing new anxiety: socializing.
Individuals are now accustomed to the “new normal” — eating, shopping, working, and enjoying entertainment all from the comfort of their home. Interacting with people over Zoom or text is now easier than interacting in person. In turn, potential employees report feeling anxious about leaning on their social skills in the workplace.
For some, anxiety may also come from worrying that their peers aren’t vaccinated. Dr. Aderonke Pederson, a mental health expert at Northwestern University, thinks it is important for companies to keep in mind the new social anxiety their potential employees might have.
He notes that we are all discovering our new comfort zones and a positive first step employers can take is having an approach to reintegrate employees and help them feel more comfortable.
4. Additional At-Home Duties
When schools and daycare services closed at first, 60% of U.S. parents had no outside child care. That meant working parents were balancing presentations and conference calls with feeding, homeschooling, and entertaining their children. This additional commitment has deterred some parents from returning to work, especially those who may be afraid to send their children back to daycare at the risk of getting sick.
Want to attract parents who may be hesitant to return to work? Consider offering certain benefits that can make work-life balance easier, including a childcare stipend, flexible work hours, or access to better health care.
Conclusion: Why are individuals hesitant to re-enter the workforce?
2020 introduced many challenges and changed the way many individuals view the workplace. As employers, it is important to let candidates know that you hear their concerns and you have plans in place to help them re-establish their position in the workplace. Letting people know that their concerns are valid will be instrumental in getting people to come back to work.
If Who Staffing can help you in any way with helping you find candidates to hire, please feel free to reach out to start a conversation or go here for more information about us.
