December 2010 18
Okay, I couldn’t resist the urge to squeeze in one more “year’s best” list…but can you blame me? (Don’t answer that.) From flight attendant freakouts to too-sexy bankers (is there such a thing?), and everything in between…let’s just say that if the following workplace stories were people, Barbara Walters would be interviewing them during sweeps.
So while you were busy deciding to go with an understated-yet-elegant look, clarifying that you are in fact not a witch (although who isn’t, on some level?), or saying, “Dictionary, schmictionary!”…here’s what was going on in the world of workforce management this year…
- Getting Fired Over Facebook is So 2009 In what became a groundbreaking case highlighting workers’ rights when it comes to social media, the National Labor Relations Board filed a complaint against a company the group said illegally fired an employee for criticizing her supervisor on her Facebook page. (For the record, none of this stuff ever happened with Friendster.)
- Sorry, Mario Lopez, but A.C. is No Longer the Most Famous Slater Steven Slater became a household name in August when the then-Jetblue flight attendant, after arguing with a passenger (and possibly overreacting), dramatically activated the plane’s inflatable emergency slide and literally slid off the job in a huff.
- Jenny the Office Assistant Punk’d Us All Hot on the heels of Slatergate (sorry, I've always wanted to 'gate'-ify something) emerged another working class hero: Jenny, the office assistant who emailed her entire office a series of photographs of her holding a dry erase board with messages revealing that she was quitting - and, oh, yeah, the boss is kind of a perv. The photos went viral and made Jenny a social media star...until it all turned out to be a hoax.
- We've All Totally Been There Ever been fired for being too hot? That's what a former Citibank employee claimed when she filed a suit against the bank, saying she was unfairly terminated for being too attractive. Citibank, however, has said the termination was due to poor job performance and has refused to comment further.
- Working for Oprah is Just as Awesome as Being in Her Audience In September, Oprah surprised every O Magazine staffer with an Apple iPad, customized leather iPad case, and a check for $10,000. Y’know…just cuz. (Okay, it was actually to celebrate the magazine’s 10th anniversary. But still.)
It’s a non-denominational holiday miracle! (Okay, 'miracle' might be a bit of an oversell, but regardless…) Good things are in store for the job market this coming year, if CareerBuilder’s 2011 Job Forecast is any indication.
Released today, the annual survey shows that more employers plan to grow jobs and increase salaries than last year - indicating a stronger overall employment picture for 2011. According to CareerBuilder CEO Matt Ferguson, in a statement for the press release:
“More than half of employers reported they are in a better financial position today than they were one year ago...Our survey indicates more jobs will be added in 2011 than 2010, but job creation will remain gradual. The year will be characterized by steady, moderate gains across various industries.”
For this year’s annual survey about the state of the job market and employment trends, CareerBuilder surveyed over 2,500 hiring managers and human resource professionals across industries and company sizes. Below is a summary of the results:
Your Clients and Candidates: Closer than You May Realize
It might seem strange to those in the staffing industry to directly compare their candidates to their clients, as many staffing firms view the recruiting and business development functions areas as two distinct entities that don’t impact one another. Your candidates, however, are much more linked to your clients than you may realize. They are even, in many situations, one and the same: New research released in CareerBuilder and Inavero’s 2010 Opportunities in Staffing Guide reveals that 46 percent of staffing firm clients have also worked with a staffing firm as a job candidate.
If you have worked in the staffing industry for a long time, you’ve probably had the following experience: You have a great candidate (we’ll call him Joe), who is an IT professional focusing on Java. A few years ago, you placed Joe in a contract position with your client. You’ve kept in contact with Joe periodically over the years as he has accepted different positions across the country (like you do with all your great candidates).
One day, Joe e-mails you and says he’s now in the position to hire people himself and is looking for IT staffing help. I hear this story all the time, especially within the IT sector. It’s no surprise that 54 percent of IT clients surveyed in CareerBuilder and Inavero’s study said they once worked with a staffing firm as a job candidate.
What is the key factor in creating an environment that makes clients and candidates want to keep coming back to you? My suggestion is to first focus on delivering an exceptional candidate experience. If you get this right, the referrals — from both candidates and clients — will come.
The Top Five Drivers for Job Seeker Loyalty and Referrals
The 2010 Opportunities in Staffing Guide identified the top five drivers for job seeker loyalty and referrals. Excel in the following areas and you will be well on your way to creating a unique experience for your candidates that will keep your company and personal brand top of mind:
1.Deliver great service. As you can see by the chart to the left, service was the number one driver for satisfaction with job candidates when working with a staffing firm. What processes do you have in place to ensure that you are providing the best experience and differentiating your firm from your competitors? How quickly does it take you to get back to people when they contact you? What “surprises” do you build into the process to go above and beyond? Think about ways you can make working with you more memorable.
2. Connect people with the best-fit jobs. There is a misconception that job seekers are not satisfied with staffing firms unless they receive a job. Although attaining a position does drive satisfaction, it is not necessarily the first thing job seekers care about. Stay focused on the interactions candidates have with your staffing firm along the way to that placement. Candidates may very well alter their opinion of you (for better or for worse) as you work to make connections between them and your clients.
Not to discount the role family time, seasonal light displays, gift-giving and Charlie Brown all play in creating an overall sense of merriment this time of year, but I'd be willing to bet that top ten lists have a lot to do with what makes this season so merry and bright. Because for everything that divides this country throughout the year – religion, politics, the necessity of airport patdowns, Jacob versus Edward, etc. – December marks the one time of year we can all seem to agree that there's nothing we, as a country, can't - or won't - categorize, list, judge, rank...and then blog about.
So in the spirit of the season (and not wanting to miss out on one of America’s favorite pastimes), I’m proud to announce The Hiring Site’s very own year-end top ten list:
The Hiring Site's Top 10 Most-Read Blog Posts of 2010:
- How to Craft a Candidate Rejection Letter or E-mail (Yes, You Have Time To Do It) Time was not on the side many overworked hiring managers this year, but that's no excuse to leave a candidate hanging. While you probably don't want to write a candidate rejection letter any more than a candidate wants to receive one, there's a good reason why you should. Fortunately, there's also a way to do it that won't eat up valuable work hours. We provide both.
- Will the Real Candidate Please Stand Up? How to Spot a Fake Resume Thanks to a rise in websites like CareerExcuse.com and FakeResume.com, it became even easier for job seekers to falsify information on their resumes. Here we give tips for making sure you don't fall victim to fakes.
- Job Creation Up, Unemployment Rate Down (But There’s a Catch…) Little did we know at the time, but June 2010 – the topic of our monthly summary of the unemployment situation report – would later be identified by economists as the month the recession officially ended.
- Social Media Recruiting Made Easy: A New (Free) eBook If you haven't visited this post since February (or at all) be sure to go back and download our popular eBook on social media recruitment, Will Tweet for Talent: A User’s Guide to Talent Recruitment through Social Media, which has since been updated with more current facts and figures.
- The HIRE Act -- What Does It Mean for Your Business? In March of this year, President Obama signed into law the HIRE Act, which allows businesses that hire unemployed workers certain tax credits. We broke down the basics of the law to show what the HIRE Act means for both you and your organization overall.
- CareerBuilder Unveils Its New Big Game Commercial (With a Little Help from You) Adding a little levity to our usual fare, we asked you to vote on which CareerBuilder ad you wanted to see during the Big Game – the very ad that results in one of CareerBuilder’s biggest traffic surges of the year and - more importantly - increased exposure for CareerBuilder customers.
- Perceived Risks Don’t Negate Proven Rewards of Social Media Recruiting While it’s fun to focus on the benefits of social media recruitment, in June we took a moment to address – and clarify - the realities and misconceptions of its potential risks.
While you were busy preparing to hang up your suspenders, claiming you were going to be busy washing your hair that night anyway, or trying to ruin every child’s fun…here’s what was happening in the world of workforce management this week…
Working in pajamas is preferable to fighting traffic. Employees who telecommute the majority of the workweek have more job satisfaction, a new study from the University of Wisconsin-Milwaukee shows.
It’s hiring in its most basic form, but not so fast – what happens when that candidate doesn’t show up? Or doesn’t fit in with the team? The list of “what if’s” could go on and on.
Unfortunately, poor hires are a common business hazard. So much so, that according to CareerBuilder research, more than two-in-three companies said that a bad hire adversely affected their business in the last year.
The cost of bad hires
The cost of these bad hires is stunningly high as well; nearly one-in-four hiring managers said that one, just one, bad hire cost their business more than $50,000 in the last year, while four-in-10 said a bad hire cost them more than $25,000. With the recession slowly easing and companies beginning to add to strained staffs, losing valuable resources from the fallout of poor hiring choices is something that many organizations simply cannot afford.
One of the resources lost when a bad hire is made is time, plain and simple. Bad hires cost time as the company has to recruit and train another worker.
They’re also a major factor in turnover, which leads to lost time; According to the Harvard Business Review, 80 percent of turnover is caused by bad hiring decisions. In addition, poor hires can have a negative effect on employee morale, which can lead to lost productivity and more.
The CareerBuilder survey of more than 2,400 employers also found that of employers who made a bad hire, 36 percent said they think they made a mistake hiring someone because they needed to fill the job quickly. It makes sense that often when you need help, you need it as soon as you can get it. Hiring the wrong talent for a position, though, can leave you even further behind the second hand.
How to keep hiring on track
With the seriousness for hiring the right candidates so clear, especially as companies finalize recruitment budgets for 2011, many are taking strides to avoid hiring someone who isn’t a good fit. How can you stay on track next year?
Note: This post is the last of a three-part series on re-engaging your employees. Click here to read part one: Want to Re-Engage Your Employees? Do This First…or here to read part two: 7 Ways to Inspire Your Employees
If you feel like you’ve been hearing a lot about employee engagement lately, it’s probably not your imagination…
From the recent Towers Watson survey that shows that only 21 percent of workers feel “highly engaged” in their work, to the Hewitt Associates study that shows that employee engagement and morale have declined more in 2010 than in at least the past 15 years – not to mention Corporate Executive Board’s recent finding that a mere 23 percent of employees indicated a high level of “intent to stay” with their current companies this year – employee engagement is basically the ‘HMU’ among talent management experts.
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