Lessons - Why People Want To Quit | Evan Sohn - CEO of Recruiter.com

Because now with people switching so quickly, now the question of like pensions and, you know, in Canada, RSP contribution and all these different mechanisms for like retirement, that's completely changing too. So have you seen any companies tackle that differently? Yeah, so the real, yeah, it's really the biggest inhibitor to the gig economy is actually mortgages. So pensions originally came portable, right? For one case and now portable, that one portable, you know, years ago, health care benefits now you have company saying you start health care on day one. I think there's some statistics of like 40% of all US adults are on some sort of government health care program. Anyway, the real challenge to the economy really is mortgage. You know, you can make a million dollars in your business, right as a gig. And, and I can make $50,000 as a W2 salary and I'll have it easier time getting a mortgage than you will. Because the banking today they want to see a W2 as if a W2 is the be all an end all that's going to have to change because that's a huge inhibitor to the gig economy. I'll give you another statistics got 35% of all adults in the US have a side hustle. That's surprising at all. So I think what that really tells you is that whatever industry you're in, you need to sort of make sure that you could all use your word, dignify a segment of your business because it's out there. The other thing that we're working on now even internally is what I call the four fifths job. In other words, in this goal of work life balance, you know, when do you shut down? Right. If I send someone an email 11 o'clock at night, it's not because I'm nuts and crazy. It's because there's something on my head that I want to email. And I don't want anyone to feel like they have this responsibility to reply at 11 o'clock at night. And the best way to do that is, hey, look, you know, I want to have a four fifth job. So pay me 80% of a salary and I'm going to, you know, make sure people work Monday, Tuesday, but then decide your schedule Wednesday, Thursday, Friday. But this way, you know, you could say, hey, I am, I don't work Thursdays. I don't work Thursday afternoon and Friday afternoon. I don't work Fridays. And the expectation is that, hey, I don't work Fridays and not I'm going to email you and I expect a response immediately and things like slack and all these collaborative tools actually are getting people nervous. Right. Because, you know, it used to be that you're at your desk. Now where are you? How come I could slack you? So we have the freedom to walk around in the freedom to work wherever we want. But yet at the same time, this, this recents of responsibility to replying back, you know, synchronously as these things are actually happening. So there's some challenges there as well. But the four fifth job is not going to solve for that. That's a, that's a psychological issue that people have. It has to be cognitive cognizant of. Yeah. And that's that's something that's the huge and that's why you see all these countries over in Europe that are either trying to stop people from respond or communicating outside of your work hours or making it or protecting rights by, you know, saying, like legally, you don't have to respond after a certain time. Right. So that they're almost like instilling like the psychological safety so that people don't feel. I'm going to go work like balance. Yeah. No, I just think that. Look, as a business, being able to attract someone who only wants to work, you know, four fifths of a job is actually creating a few things. Why you're giving them that built in flexibility that maybe other companies won't. So you're paying them last, but you're, I think there's a lot of good things in doing it because you're trying to attract people. How do you, how do you build a culture, you know, when, when you're all working remotely, like, how do you do that? No idea. It's very hard. Yeah. I agree. I agree. Another global head of talent and he go and he said to me, you know, Evan, here's the challenge. You know, my office, if I left the company, my office didn't change my lock my right. This is my right now. I'm in a virtual office, but my office hasn't changed. I work for my home. So if I left the company, it's not like I'm leaving friends. It's not like I'm leaving the restaurant down the corner or the best coffee or the best muffin. My, my home office isn't changing. My last name is my email address is changing, but the rest doesn't change. So it makes it just so easy. You know, did you have, I had a job that I stayed in probably six months longer than I wanted to because it was just so the commute was seven and a half minutes from my home. You know, that, that's, but who would do that now? Right. Who would do that? I also had a company that they wanted me to move to Atlanta and I had a leave. They wanted me to move. Again, these, these are all things that just wouldn't happen in in 2022. Very good. No, it's very, it's very interesting to just see and I think that maybe, you know, your comment on this as well, but COVID just moved things along quicker. But like we were already going in this direction anyways. It was just like, it was just a massive accelerator. That's right. Do you remember, you know, five, again, I'll say five years, five years ago, we were talking about the efficacy of remote work. Yeah. Right. Five years ago. Oh, I don't know. We don't allow it. We're vehemently opposed to remote work. You know, all these things. Like we were talking about that five years ago. And now it's like, do I make you even come in? I make it come in maybe one day a week. Like, how do I do that and make it meaningful? Like we don't want to have zoomed in. So come in and it's, you know, it's only it's, it's pretty incredible that that that's really happened. Okay. Let's wrap this up. I want to do a couple of rapid fire. But before I pivot closing thoughts on future of work, future of talent recruiting and where you where you think the industry is going to go, what you're working on with recruiting.com in the future recruiter.com in the future. And then I also want to get from you, like website, socials, all all that stuff. Sure. Go check it out. Sure. So look, more money will be invested in hiring talent in 22 than ever before as the tightness of the labor market, the increase in hourly wages, the flexibility of the working environment, the ease of applying for jobs online, employees desire for new experiences and work life balance. And, you know, this emergence of this job hopper economy. And, you know, as I mentioned before, we estimate that the US will be investing more than $50 billion in 22 over the amount spent in 2019, just a higher talent.