Research shows that one in five workers globally are likely to switch to a new employer in the next 12 months. A willingness to change jobs is particularly high among millennial and Gen Z workers — this presents companies with the challenge of minimizing time and costs involved in searching, hiring and training new employees, while at the same time finding an answer to one of the primary motives behind job hopping: a desire for further development. The implementation of learning management systems creates a solution.
The COVID-19 pandemic has proven that work flexibility is an essential currency for attracting and retaining top talent, and a closer look reveals that it is likely to stay that way: for employees in the 16-24 age group, the readiness to change jobs is many times higher than among their predecessors, and studies show millennials are twice as likely than baby boomers to quit. For the employees of tomorrow, job hopping will be as natural as remote working.
Two factors are driving this evolution: firstly, empty labor markets offer many options for optimizing salary and working conditions by changing jobs or employers. Also, personal and professional development now rank alongside the classics, like salary and career advancement opportunities, as the main motivation for job satisfaction among younger generations. For companies, this means that new employees have to be found, trained and integrated quickly and with minimal stress.
According to research from Glassdoor, new employees who participate in an organized onboarding program are 58 percent more likely to stay with the company after three years. A solid onboarding process can also improve productivity by over 70 percent.
One promising approach is the use of learning management systems (LMS). A learning platform supports the search and hiring of new employees along the entire process by providing a unified, common ecosystem. From job posting to onboarding, processes can be digitized, stakeholders are easily provided with all necessary information, and new employees can be trained individually on the job. Instead of the outdated step-by-step model with various interfaces and responsible parties, each step is integrated from start to finish on a shared digital platform. Such programs, like LMS365, offer three major advantages:
- Digitize routine processes: Company information, contracts, compliance forms — all of this can be made accessible digitally. Integrating interfaces not only saves time, but ensures the progress is always transparent for everyone involved. Due to seamless integration with Microsoft 365, it becomes easier for new hires to plan and organize when and where they want to take training courses. This enables employees to learn from day one, within the flow of their day-to-day work.
- Promote internal job hopping: Learning management systems provide an ideal platform for making further development and career opportunities visible within the company. Typically, there are different systems used for hiring and onboarding — but with LMS365, programs like these are available in the same environment. Options like studying while working, or moving from one department to another, are introduced as an alternative to changing employers.
- Create positive entry experiences: Regardless of age, employees who feel properly trained, informed and integrated in the team find more effective performance and experience quicker success. Learning management systems contribute substantially to higher job satisfaction because they make personal progress visible and allow access to internal knowledge at any time.
By implementing learning management systems like LMS365, companies signal that they see individual development as an integral part of their corporate culture. If you want to score points as an attractive employer in the competition for the job-hopping generation, a learning platform is the way to go.