The September Surge: Myth or Reality?
The term "September Surge" has been circulating on social media platforms, creating a buzz about a potential increase in job applications and career changes during the months of September and October. Understandably, this has a lot of people in HR worried.
But is this trend real, or is it just a social media phenomenon?
And more importantly, how can employers effectively navigate this trend to ensure both retention and growth?
What is the September Surge?
The September Surge refers to a supposed uptick in job applications and career transitions during the autumn months. While the term has gained traction, particularly on platforms like TikTok, its validity remains a subject of debate among experts.
According to Guy Berger, head of macroeconomic trends at LinkedIn, historical data suggests that January is actually the busiest month for hiring. However, the media attention surrounding the September Surge could influence people's decisions, thereby making the trend a self-fulfilling prophecy of sorts.
The Impact on Employee Retention
Whether or not the September Surge is a real phenomenon, the attention it has garnered can have implications for employee retention. In a competitive labour market like the UK, even a slight increase in job changes can have a significant impact on a company's workforce stability.
So, what can you do to ensure you not losing any key staff members this autumn?
Focus on Existing Talent: The first step in navigating the September Surge is to concentrate on your current team. They are your most valuable asset. Looking at it from a purely financial standpoint, its significantly cheaper to retain staff than find new ones.
Enhance Communication: Open and transparent communication with your team can pre-empt any restlessness that might lead to job changes.
Use a Data-Driven Approach: Keep an eye on internal metrics to understand any changes in employee behaviour during this period. This will allow you to respond proactively rather than reactively. Reactive responses often lead people to ask the question, “Why did it take me wanting to leave my job to get the change I needed?”.
Capitalizing on the September Surge
If you're in hiring mode right now, then the September Surge presents a unique opportunity. Here are some things to consider to try and help you attract a candidate:
Targeted Recruitment: If the surge is real, this could be an excellent time for targeted recruitment campaigns to attract top talent who may be considering a change.
Competitive Offers: Consider enhancing your employment package to make it more appealing. This could include anything from flexible working arrangements to additional professional development opportunities. Free parking, snacks, and pool tables do not make your job ad competitive.
Streamlined Onboarding: There’s nothing more annoying for a candidate than submitting a CV and then being asked to manually enter all that same data onto a digital application form. A smooth and efficient onboarding process can make a significant difference in securing new hires. Ensure that your onboarding process is up to date and engaging.
Leverage Employee Referrals: Your current employees can be your best recruiters. An employee referral program can be particularly effective during this period. At Personnel Checks, we have the most recruitment success through employee referrals.
The September Surge, whether real or media-induced, is a reminder for employers to keep your employees satisfied, engaged and invested in your business. The UK job market is very much in the job seekers favour right now.
As attitudes to work change, employers need to keep up. People are becoming less and less accepting of practices that were common even just 10 or 15 years ago. Top talent will not settle for an employer who can’t offer them exactly what they want.
If you are regularly addressing your company culture and investing in your team, you probably don’t need to worry about trends like the September Surge. If employees feel valued, invested in and fairly compensated, they will be loyal.
But remember, you shouldn’t be waiting until they’re leaving to make changes!