Prevent the Great Resignation 2.0 from impacting your business, before it becomes a problem...

Recent insights from Gallup, LinkedIn, and Microsoft suggest a second wave of widespread turnover – AKA a Great Resignation 2.0 – could hit UK and European employers in 2025.

If the first wave taught us anything, it’s that companies ignoring this shift risk losing out on key team members and top talent.

So, let’s break down why another exodus of talent could be imminent and how evolving employee expectations could reshape hiring across sectors – from manufacturing and metals to logistics and tech.

Drawing on perspectives from four hiring experts, we’ll share actionable advice to safeguard your workforce and navigate the Great Resignation 2.0.

What We’ll Cover:

• What Is the Great Resignation 2.0?
• Keeping Up With Evolving Employee Expectations.
• Expert Insights: Using Employer Brand to Boost Talent Attraction.
• Branding Your Business for Tomorrow’s Workforce.
• Next Steps for Employers.

What Is the Great Resignation 2.0?

Unlike the first wave, the Great Resignation 2.0 won’t solely be driven by pandemic aftershocks.

Instead, shifting economic factors, rising living costs, rapid digital transformation, and evolving career expectations are all set to push people to seek new opportunities en masse. And, in some industries like metals and manufacturing, ‘it’s already started’.

As Daniel Barnett, an Executive Recruitment Consultant in our metals division, explains: ‘We’re seeing a lot of people jump ship in our market – people who usually stay put for years are now more open to change! It’s a big shift.’

What the Numbers Say

This increased willingness to switch roles is already making waves in the market.

According to the recent State of the Metals Industry 2024/25 report from the UK Metals Council:

Source: State of the Metals Industry 2024/25 

• Talent acquisition and retention is one of the top five issues employers face.
• 60% of UK metals companies struggle to attract qualified candidates.
• Around 80% of employers surveyed cited competitive salaries and benefits as crucial for talent attraction and retention.
• More than half of metals businesses now see fostering a strong organisational culture as key to retention – a shift in priorities within a traditionally stable sector.

Although these figures focus on metals, the underlying causes – from economic pressures to a demand for more flexible, fulfilling work – apply broadly across other industries as well.

Keeping Up with Evolving Employee Expectations

In the current climate, offering a decent salary is no longer enough to keep great people on board. Today’s workforce expects clear career paths, real work-life balance, and a company culture that offers them more.

Sources: Microsoft Work Trend Index, LinkedIn Global Talent Trends, Glassdoor.

But what’s driving this shift in candidate priorities?

1. Work-Life Balance Priorities: Rising living costs and a greater emphasis on wellbeing have made employees more selective about where they work. People are seeking flexible schedules, mental health support, and a sense that their employer genuinely values them.

2. Visible Career Progression: Younger generations, especially, want to know how they’ll develop professionally. If a role doesn’t offer growth—through training, mentorship, or a clear path to more senior positions—many won’t hesitate to look elsewhere.

3. Focus on Company Culture: Everything from team-building initiatives to leadership transparency can make or break a candidate’s decision. In an industry like metals—where progression used to be more traditional—showcasing a thriving, collaborative culture is now key to attracting and retaining top talent.

4. Authentic Brand Values: Today’s hires also expect an organisation’s stated values to match its actions. Whether you claim to champion diversity, sustainability, or professional development, employees quickly notice when those commitments aren’t reflected day to day.

      Meeting these evolving expectations is no small feat – especially in sectors where on-site work is the norm.

Expert Insights: Using Employer Brand to Boost Talent Attraction

In a job market where skilled professionals have more choice than ever, employer branding is a powerful differentiator.

If your organisation lacks a clear, engaging identity, you risk losing out to competitors who’ve mastered the art of sharing their USPs.

What Is Employer Branding?

Employer branding is how you present your organisation’s culture, values, and overall employee experience to both current and potential hires. It’s about telling an authentic story of what it’s like to work at your company, so you can attract (and retain!) people who fit your culture.

Using Employer Branding to Your Advantage

Employer branding can be a powerful top talent attraction tool.

Here’s how, according to four talent attraction experts:

1. Culture & Authenticity

A compelling culture can be the key to keeping teams engaged and motivated. Ultimately, candidates want to see that leadership truly cares about employee wellbeing and professional growth.

However, it’s important to remember: few things will damage your employer brand more than failing to follow through on what you promise.

As Jasmine Williams, our Commercial Manager, warns: ‘I’ve placed multiple candidates into businesses that made big claims but never delivered! If companies want to keep a strong reputation, they need to be accountable and actually follow through.’

Ultimately, genuine employer branding doesn’t just attract top talent – it also ensures the people you hire are the ones most likely to stay long-term, helping you build a more resilient and engaged workforce. 

What to Do:

• Communicate Real Values: Don’t just list mission statements – show them in action through employee testimonials and everyday practices.
• Be Transparent About Challenges: Painting too positive a picture can backfire. So, be honest about hurdles (and how you tackle them) to build trust.
• Foster Internal Ambassadors: Encourage employees to share their positive experiences through blogs, videos, or LinkedIn posts. This will provide genuine insights into your culture.

2. Visibility & Reputation 

Regardless of industry, your people are your biggest ambassadors. When they’re seen engaging positively with your brand – online or offline – candidates are sure to resonate.

The problem is that most companies don’t know how to showcase their people-focused initiatives in the right way.

Tilita Knight, one of our Recruitment Consultants, points out: ‘Companies do great team-building or have a tight-knit environment, but nobody knows unless they show it.

‘By posting photos or videos, you can combat those outdated perceptions and stand out to the talent you want.’

What to Do:

• Showcase Team Events: Post snapshots from team-building outings, lunch-and-learns, or milestone celebrations on social media and your careers page.
• Leverage Online Platforms: Use LinkedIn, Facebook, and Instagram to highlight day-to-day team life – especially if you’re aiming to reach younger, tech-savvy talent.
• Encourage Employee Advocacy: Ask team members to share their stories or photos – people trust genuine peer voices more than company PR.

3. Showcasing Technology & Innovation

Modern tools and cutting-edge methods aren’t just ‘nice-to-haves’ anymore.

They’re essential for attracting talent – especially in industrial sectors, where candidates often base their decisions on how forward-thinking an employer appears.

According to Daniel Barnett, an Executive Consultant in our metals division: ‘In this market, people want to see that you’re up to date with technology and reaching out in ways that feel relevant to them.’

So, ‘it’s no longer just about posting a role; it’s about showing genuine innovation behind the scenes.’

What to Do:

• Highlight Technology in Action: Share real examples of your latest projects or processes that use automation, data analytics, or other modern tech.
• Offer Tech-Focused Development: Provide ongoing training or certifications that keep teams current and showcase your commitment to staying ahead.
• Incorporate Tech in Your Brand Voice: Reference cutting-edge tools or software in job ads and social posts, so candidates see you as an industry leader.

4. Strategic Partnerships & Consistency

Your employer branding can become diluted if it’s communicated differently by different people – whether that’s internal teams, agencies, or consultants.

As Vinny Gorman, a Senior Recruitment Consultant with Aspion Search, explains: ‘When multiple agencies present your brand differently, it can hurt credibility. Working with one exclusive partner ensures you get really strong, positive representation that’s consistent and will help you reach the right hires.’

In other words, consistency is vital for making a strong, unified impression on candidates.

What to Do:

• Streamline Your Recruitment Partnerships: Focus on building deeper relationships with a select number of agencies or consultants who seek to understand and align with your employer brand.
• Agree on Key Messaging: Align your internal hiring managers, marketing team, and any external partners around core values, culture points, and role expectations.
• Provide Brand Guidelines: Share concise documents or briefing sessions that outline tone, style, and brand promise – so everyone speaks the same language.

Next Steps for Employers

As labour markets evolve and new technologies reshape entire sectors, an adaptable and forward-thinking employer brand becomes your most powerful advantage.

The workforce of tomorrow is getting increasingly selective, seeking companies that can demonstrate both innovation and genuine employee care. So, how can you start preparing?

• Showcase Technology & Innovation: Modern tools and forward-thinking processes signal you’re ready for the future – and that top talent will find growth opportunities in your organisation.
• Cultivate a Culture of Authenticity: Promises mean nothing if you can’t deliver. Genuine leadership, transparent communication, and real employee stories are essential for attracting and retaining talent.
• Boost Your Visibility & Reputation: Leverage social media, employee advocacy, and community engagement to share the positive aspects of your culture, team events, and accomplishments.
• Stay Consistent With Your Messaging: Whether you work with in-house teams or external agencies, ensure everyone speaks the same language about your culture, values, and future vision.

Jump straight into action with our five-step employer brand checklist – simply click the graphic below to download!

Building a cohesive, compelling employer brand isn’t always straightforward – especially if you’re juggling day-to-day operations and the demands of a competitive job market. That’s where a specialist talent partner comes in.

As Vinny goes on to say: ‘We want to be able to sell every partner’s business to the best of our ability and position their roles not only as a good opportunity, but their company as a whole as an employer of choice for candidates that are ultimately in demand.’

Final Thoughts

By focusing on innovation, authentic values, visibility, and consistency, you can create a workplace that meets the needs of tomorrow’s workforce.

Add in the support of a dedicated recruitment partner, and you’ll be well on your way to attracting (and keeping) the industry’s top talent – even if the Great Resignation 2.0 becomes reality!

Ready to strengthen your employer brand?

Our Aspion Search teams have deep expertise in recruitment and brand positioning. Get in touch to discuss how we can help you navigate the Great Resignation 2.0 and secure the best talent for the future.