September 2010 19
Autumn's a time of change. This past month, we learned that Rahm's leaving the White House for Chicago to make a mayoral run, we said goodbye to Tony Curtis and Greg Giraldo, and we said hello to Google Instant -- and a new planet (?!). In the world of recruitment, we also saw a lot of changes in September -- let's take a final look back at some of them before we fully admit to ourselves that there's now less than a month to stock up on candy and find that perfect costume before Halloween hits.
Speaking of things you may not be familiar with, if you've been wondering what the heck niche job sites are and why your business should care, we break it all down for you here. You know what else you should care about? Seasonal hiring -- holiday carols are going to be piped throughout shopping malls before you know it. We've got 7 tips that will make your holiday season staffing as smooth as possible.
Candidates and employees aren't thrilled about a lot of things in the workplace right now, and your salary offer may be one of the reasons why. Heck, a third of your employees think they can do your job better than you can, and others may even be blaming you for their finances. But wait -- don't panic. Here's some ways you can reignite the flame with burned out employees.
Many workers are drinking this to get through the busy workday and avoid hypnotic states, and other workers are, well, trying to hypnotize potential employers into hiring them. And by learning how to run an extremely successful employee referral program, you won't have to hypnotize any of your staff to refer candidates -- they'll be lining up to do it.
A while back, a friend (we’ll call her Penelope) complained to me that her manager often wouldn’t pay attention to her in one-on-one meetings. As Penelope poured her heart out and told her manager of her work woes and recent successes, her manager busily listened and offered insightful feedback typed away on her Blackberry, checking messages and responding to e-mails (likely nodding occasionally and raising her head to give Penelope an empty smile or concerned furrowing of her brow).
What’s special about today? Well, sure, it’s Wednesday, which means we’re halfway through the work week. And, yes, the first U.S. Congress adjourned on this date back in 1789. And it’s also true that writer Henry Robinson opened his Office of Addresses and Encounters – the first historically documented dating service — on this day in 1650. But no, I’m talking about something a little more… delicious.
They Key to Your Employees’ Hearts is Through Their Significant Others…And More From This Week’s News
While you were attempting to give Katie Couric a run for her money, admitting what everyone had pretty much already assumed, being deemed “too hot for public access TV,” or having the most productive two days of work you’ve had in years…here’s what was happening in the world of workforce management this week…
Does the latest ad trend mean that casting calls will replace employee interviews?
"Employers are at an advantage in our current economy."
"Candidates will take any offer you make because they need a job."
"It's an employer's market -- candidates can't expect to make what they used to."
Heard any of these statements lately? Think they're true yourself and are abiding by this philosophy -- or know a company that is? Well, companies with this mentality may be in for a rude awakening, as the idea that all unemployed workers in our current market will "take anything" just to get a paycheck is a misconception. Evidence of this is shown in the survey just released by Personified, CareerBuilder's talent consulting arm, among 925 unemployed U.S. workers. The overwhelming majority of unemployed workers surveyed who have received a job offer since unemployment have rejected the offer because the offer was too low. In fact, 17 percent of unemployed workers surveyed have received at least one job offer since they've become unemployed, and of those people, a whopping 92 percent rejected the offer. More than half (54 percent) reported that they did so because the offer was more than 25 percent lower than the salary they had earned in their most recent position.
Many unemployed workers are looking for the right job
Although many unemployed workers are eager to start earning a paycheck, not all of them are willing to jump at the first thing they can get. And really, as an employer, would you want them to? I mean, sure, you may need to hire people quickly, but you still need to find quality employees who truly want to work for your company and are going to stick around. Otherwise, you're just getting warm bodies who are going to walk right back out that door once they find something better (or with better pay, or prestige, or opportunities, or -- well, see below).
Job offers not paying off for other reasons, too
While insufficient pay was the number one reason unemployed workers turned down a job opportunity, workers had other things to say about the jobs they were being offered -- and the companies offering them.
Other factors cited include:
“We need to look around our environment and say, ‘Is our environment encouraging the best talent possible? Are we choosing the right generational mix of people?’” Meagan Johnson says about the responsibilities managers have today.
Johnson and her father, Larry, are multigenerational workforce experts who recently spoke with me about their new book, Generations, Inc.: From Boomers to Linksters–Managing the Friction Between Generations at Work, and the challenge of managing multigenerational workforces.
I know what you’re thinking: “Linkster? I hardly even know her! What’s a Linkster?” Linksters, also known as The Facebook Generation, are members of the population who were born after 1995, according to Larry and Meagan Johnson, authors of the new book Generations, Inc.: From Boomers to Linksters–Managing the Friction Between Generations at Work. I recently spoke over the phone with the father-daughter workplace expert team and founders of the Johnson Training Group, to discuss how companies can help manage multi-generational workforces.