Remote-first organizations have coped better with the great resignation. Results show that remote-first organizations were least often negatively impacted (31 per cent negatively impacted) compared to remote by day (55 per cent negatively impacted) or on-site-first organizations (49 per cent negatively impacted).
Given that 43 per cent of companies claim that the Great Resignation has negatively affected their organizations, it is important that companies try various strategies to minimize the ongoing impact of the Great Resignation, including increasing flexible schedules, increasing remuneration, and expanding remote work options.
Companies also face a difficult task of recruiting the right people, with 60% of companies reporting that they are now having difficulty finding qualified staff to fill vacancies.
Sixty per cent of hiring managers surveyed believe that data science and analytics roles will be the hardest to hire for followed by architecture and engineering (58 per cent) and IT & networking (58 per cent).
Companies that use independent talent as a core part of their workforce strategy feel better equipped to fill key roles. Eighty per cent of hiring managers who engage skilled freelancers said they are confident (78 per cent) in their ability to find the talent they need, compared to only 63 per cent of those who do not hire freelancers. Of those who hire freelancers, 85 per cent said that working with independent professionals enables them to access talent with specialized skills or expertise.