In 2020, the COVID-19 pandemic caused a major influence in consumer behavior. The pandemic pushed all sectors to accelerate their digital transformation, a trend that will continue in 2022. Consumer’s shopping mindset is changing as people are more cautious about how much they spend and more people prefer to do their shopping online now compared to before the pandemic.
The rising e-commerce adoption is supported by Indonesian citizens’ demographic conditions as one of the world’s most active social media users and are mainly tech-savvy middle-class workers.
With the prediction that the consumer goods sector will begin to recover in 2022, recruiters are going to face increased competition as companies are trying to hire at the same time.
Streamlined applicant experience that offers easy application process can be a determining factor in attracting a top talent.
Consider investing in technology designed to meet the needs of hiring managers and identify inefficiencies in your hiring process.
With the loosening of ‘work from home’ regulations from the government, most companies opt to implement a hybrid working schedule where employees may come to the office few times in a week.
Accommodating remote employees and those in the office can be a tricky balance. Few strategies can be put in place to make a smooth hybrid working experience, such as:
It’s important to understand what makes an employee stay or leave. Understanding these reasons will help create better work environment so you can retain the best talents and continuously attract new ones to your team.
Reasons to Stay
Reasons to Leave
Your talent attraction plan is crucial to bringing people into the business who are a great fit and likely to commit for the long term. Losing top performers can have a great effect on productivity and more resources may have to be dedicated to recruit new people.
Implementing a robust talent attraction plan can give your company an edge to attract the best candidates and positively impact their decision to commit to your business for many years.
In establishing an effective talent attraction plan, consider the following:
Employee retention needs to be top of mind for any company as the cost of losing top talent can be immense.
Here are a few strategies to remedy retention problems in the consumer goods sector:
In the competitive consumer goods sector, recruitment can be a long and drawn-out process for the hiring manager.
That’s why many companies have turned to using recruiters to not only look for top candidates, but ensure that they are the right fit to be with the company for the long haul. With years of industry experience, recruiters’ extensive network of resources and disciplined search process can help you to find the right high-caliber talents who will be a positive impact to your business growth and success.
With the projected recovery of the consumer goods sector, candidates have more opportunities to choose jobs that can help accommodate their personal and professional goals. Stand out from the crowd by ensuring you have the most effective talent attraction strategy in place to build a team of highly skilled professionals who can work together to achieve organizational goals.
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