- Index hide
68 percent of professionals between the ages of 18 and 24 said they were actively considering changing jobs in 2023.
In 2020, the region lost more than 50 million jobs due to brain drain.
Those who most seek to change jobs in Mexico are workers belonging to Generation Z.
Talent management in a company will always be an important issue, especially for employees. Therefore, trends in this area are beginning to change, as an example of various specialists who have revealed the importance of exit interviews, especially as a tool for HR departments to prevent brain drain.
We can define brain drain as the loss of highly qualified people who decide to leave a company once they have reached a certain level of development, leaving their position to try their luck in another company.
Given that, according to International Labor Organization (ILO), the brain drain and low productivity are two recurring problems in Latin America, just in 2020 the region lost more than 50 million jobs due to this phenomenon.
But this problem comes when in a company there are discussions, many conflicts and poor communication and it creates a bad work environment, so employees decide to resign and look for opportunities in another company.
Based on data from a LinkedIn report, it indicates that the increase in the interest of professionals in finding new job opportunities has to do with the fact that their levels of confidence in their abilities are increasing. And according to the same source, it found that 68 percent of professionals between the ages of 18 and 24 said they were actively considering changing jobs in 2023, compared to 41 percent of professionals aged 45-54.
What are exit interviews?
Times have changed and with it the ways of carrying out various industries and areas. In the area of human resources, a new trend called “exit interviews” has been applied, which consists of finding in which the area of talent management asks employees who resign, the reasons that have pushed them to do so and They question them about the aspects that they believe the organization could improve in the future to avoid exits like theirs.
According to Indeed, this meeting can be a useful element for human resources, as a way to find out what their failures are and especially if the worker who leaves the company was an important part of it.
With these answers from the professional, they will help them identify their own mistakes and aspects that can be improved to avoid new leaks in the staff.
But although for these departments it is very useful, for the employees who leave it can be considered a bit uncomfortable and can leave a bad image in the relationship of the one who leaves their workplace, since directly criticizing the organization or bosses is neither comfortable nor intelligent.
The specialist Robbie Abed, author of the book ‘Fire Me I Beg You: Quit Your Miserable Job’, explained in an interview with specialized media that the human resources department does something really relevant with the information it receives and usually arrives too late .
“The time to fix the problems was months ago, before you got fed up and started looking for other jobs,” said another specialist, Jacob Kaplan Moss.
For their part, other specialists emphasize that this trend should not be applied only when they are leaving, since organizations should promote interviews or surveys on the well-being of workers on a regular basis, without the need for any resignation. .
In summary, the brain drain is a phenomenon that brings many consequences for a company, in addition to costs and staff turnover that can create chaos in the structures of a serious company.
Now read:
Catch a cat while “speaking” Italian and teaching tourism promotion
Restaurant charges thousands of pesos to serve tequila in an ice bottle
Taxi turns into Transformers and surprises passengers