A record number of Australian workers are poised to switch jobs as the soaring cost of living eats into their financial security.

A report from recruitment platform Seek shows that more candidates are keeping an eye on the job market than ever before.

Over 70% of Australians are worried about the cost of living and actively considering a career change, according to the study.

"We've never seen this volume," Aimee Hutton, Seek's head of customer insights, told the Australia Financial Review, sounding an alarm for a potential shift in the job market.

With a new wave of potential resignations looming, this might be a good time for human resource leaders to take notice and plan their next move.

Understanding the increase in job-seeking activity

Workers, burdened by rising prices for essentials like groceries, housing, and transportation, are feeling the strain on their budgets.

This financial pressure is fuelling a sense of vulnerability. Job security, once taken for granted, now seems fragile, leading to a workforce that's increasingly open to exploring better opportunities.

While salary is undoubtedly a significant factor, it's not the sole driver behind this shift. Employees are searching for more than just a paycheque.

They want workplaces that recognise the challenges they face outside the office and offer support and flexibility that can help alleviate some of that burden.

The desire for better benefits, work-life balance, and a company culture that prioritises well-being is just as powerful a motivator as increased compensation.

This means HR leaders need to take a closer look at the whole picture of what their organisation offers if they hope to stem the tide of resignations.

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Strategic HR responses

Faced with this job market upheaval, HR departments cannot afford to maintain the status quo. To retain existing employees and attract the best new talent, proactive and innovative strategies are paramount.

First and foremost, it's time for a frank reassessment of compensation. Are current salary and benefits packages truly competitive within the industry and region? While across-the-board raises might not be feasible, targeted increases for key positions or flexible bonus structures can send a strong signal to valued employees that their contributions are recognised.

Additionally, highlighting existing benefits that directly address the cost of living can be vital. Company-sponsored transportation assistance, childcare subsidies, or even discounts with local businesses can make a meaningful difference in employees' lives.

However, competitive pay is just the baseline. Proactive recruitment needs to be reimagined to compete in this candidate-driven market. Job descriptions should emphasise transferable skills over rigid experience requirements, recognising that talent can be developed.

Streamlining the hiring process is essential – top candidates won't wait around through lengthy interviews and bureaucratic delays.

Most importantly, showcasing your company's unique culture is more crucial than ever. In an era where financial security is top-of-mind, people want to align themselves with companies whose values and mission resonate with them.

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The importance of flexibility and well-being

Addressing employees’ desire for flexibility and well-being transcends the realm of 'nice-to-haves' and becomes an essential component of a successful HR strategy.

Hybrid work models, with options like "anchor days" for collaboration, are proving successful for many organisations.

The key is to find a balance that nurtures productivity and connection without sacrificing the flexibility that workers now crave.

Beyond work arrangements, companies must invest in benefits that promote mental and emotional health. Employee Assistance Programmes (EAPs), access to mindfulness and stress-reduction resources, and open communication channels with management become vital lifelines during challenging times.

When employees feel supported in their overall well-being, loyalty and engagement increase. This sense of care and understanding can be a powerful differentiator in a job market where workers have more choices than ever before.

The current economic climate presents both a challenge and an opportunity for HR leaders. Those who cling to outdated models risk losing their best talent to competitors who are willing to adapt.

This moment calls for a rethinking of what it means to create workplaces that truly value and support employees – not just as workers, but as individuals facing real-world pressures.

The companies that embrace flexibility, prioritise well-being, and cultivate a culture of open communication will be the ones who not only weather this economic storm but emerge with a stronger, more dedicated workforce.

This shift in the job market isn't a temporary trend but a reflection of evolving employee expectations. The HR leaders who recognise this and act decisively are the ones who will shape the workplaces of the future.