The challenges of staffing in service companies in 2023

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Since 2020, the health context and inflation have caused numerous upheavals. Businesses (especially service companies) have been hit hard by massive resignations. In the United States, this phenomenon is described as the “Big Quit” for nearly 4.5 million monthly resignations in 2021 alone (source: Economic world).

This phenomenon has particularly affected service companies. The turnover rate in consulting structures in 2021 would reach 33% in 2021, compared to 20% annually over the last 3 years. An increase in early departures after 1 year should also be noted, especially among young graduates.

The place of staffing software makes even more sense at this time. In order to ensure project planning to the end, service companies must surround themselves with high-performance software that brings them closer to humans.

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The challenges of staffing in the current context

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The staffing will play a key role on two main issues:

1. Retention/attractiveness. It is now necessary to seduce and give arguments to consolidate your talent base in business. Retaining collaborators who are project leaders is essential to provide real added value and ensure the continuity of projects.
2. While talent is becoming rare, it is above all necessary to have transversal solutions to quickly respond to market needs.

A whole program!

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The role of staffing in the fight against the Big Quit

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In the United States, nearly 40% of employees want to change their work environment and the company they work with. It is becoming essential for the project planning offers concrete solutions in order to attract, retain and retain employees. In other words, it is necessary to motivate the employee and provide him with real added value to motivate him.

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Bringing more diversity

In order to seduce employees, it is above all a question of bringing intellectual curiosity, a personal challenge. Missions must be renewed, not adding new ones to existing ones, so as not to risk employee burn-out. It is necessary to go through two key points: a reduction in the individual occupancy rate, as well as the establishment of a time limit for each mission.

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Bringing a balance between personal and professional life

While remote work has offered employees more free time, the border is becoming more blurred with working time and time for yourself. Any manager can offer activities, such as team building, so that employees can find themselves in an environment outside of work.

In addition, flexibility according to the times and occupations of each person develops a real corporate culture. For example, a young parent can start earlier and leave earlier: adapting also means building loyalty!

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Taking career aspirations into account

Taking into account the desires for career development and development, as well as the desires for certain missions, gives a feeling of listening and of being more than just a number in a box. It is the best way to give importance to the employee, who wants to invest in a company that listens to him, to evolve and to take advantage of his new knowledge.