The coronavirus outbreak has served as a wake-up call. Even after the last of the patients have recovered, the COVID-19 crisis will leave significant soul-searching in its wake. For employers and workers alike, a key question will relate to remote jobs. What permanent mark will the coronavirus make on corporate structures and workflows?
The spread of COVID-19 has brought many serious questions to the forefront. It has underlined concerns about medical preparedness (and toilet paper preparedness). The crisis has also challenged the way we do business, illustrating the advantage of work-from-home options.
Once the medical emergency fades, and the economy returns to normal, firms will need to review their policies. Looking ahead to the next potential disaster, they will need to design procedures to better respond to any similar situations that might happen in the future.
Here are a few general concepts workers and employers should both keep in mind as they consider the future of remote jobs and how to respond to potential outbreaks:
The coronavirus forced people to change their routines quickly. Individuals and businesses that remained light on their feet fared better than those who couldn’t react to a quickly evolving situation. The outbreak underlined a cardinal truth: he more ... Read More
Searching for just the right candidate demands more time and patience than it did just a few years ago. In particular, recruiting employees who are high performers in their field can be tough, especially for positions requiring certain specialized skills.
Even with new college and trade school graduates entering the workforce, an increased labor supply in some fields can’t meet the demand at a time of nearly full employment.
If recruiting employees takes too long, internal projects can be delayed and workers picking up the slack can become resentful. So, word to the wise: don’t wait too long for the perfect candidate who may never turn up.
Sometimes, great candidates aren’t too far away
Though you might not realize it, your best available candidate may already be under your roof, plugging away and doing excellent work. Don’t overlook talented employees who could be ready for more responsibility, or an expanded skill set, with a little training or development. With their proven loyalty and knowledge about your organization, they may be able to make a seamless transition to another position.
Employees capable of taking on additional duties and authority are not always the ones who immediately come to mind. Identifying just the right person for your ... Read More
Are you constantly having to find candidates for open positions? You have a lot of company.
Employee turnover in the U.S. reached an all-time high of 19.3 percent in 2018, according to a report by Salary.com.
Nationwide, the number of voluntary resignations (or “quits”) continued to soar at 3.5 million in Feb. 2019, says the U.S. Bureau of Labor Statistics. (The previous high was 3.2 million in 2001.)
With increasing job creation, baby-boomer retirements, and youthful job hopping, high turnover is becoming the norm, with no end in sight. Opportunities abound for workers, and they are responding—and who can blame them?
Of course, employees’ gain can be employers’ loss. The current job market is definitely in employees’ favor as companies compete to find candidates.
So, how can businesses limit high turnover? Frankly, by motivating your employees to stay—which may sound easy in theory but isn’t always in practice.
While higher pay can entice some workers to stay, it’s not a universal solution. One in six U.S. employees say they would take a commensurate pay reduction in exchange for more time off.
Here are a few ideas to consider for reducing employee turnover
Granted, some of these are more feasible for some companies than for others. But spending ... Read More
Can recruitment strategies change with the job market? Is it always necessary to find just the right person for a job—or can a square peg be reshaped to fit into a round hole?
Currently, with record low unemployment, hiring managers might need to consider candidates who are short on desired skills but are a good company fit. On-the-job training can often fill the gap. But what else can help to ensure success?
Kate and Rob: A study in recruitment strategies and outcomes
Kate and Rob started the same day in customer service positions. Neither had the related experience the hiring manager had in mind. But they appeared eager to learn new skills. At the end of a six-month probation, Kate had enjoyed her customer interactions and was respected by team members. She was a shoo-in for a permanent job. But Rob struggled to address customers’ concerns adequately, and he didn’t manage staff well. He and his employer both realized he was in an ill-fitting role and agreed to part ways.
Neither Kate nor Rob were ideally experienced for their jobs. So, why did Kate succeed in her new position, while Rob didn’t last?
Kate thrived because her personality was well suited for it. Rob’s, however, ... Read More
With the low unemployment rate coinciding with many older adults working longer, it would be wise to be more open to the skills of well-experienced workers when recruiting employees.
The unemployment rate in southcentral Pennsylvania ranges from 3.7 to 4.2 percent, and businesses remain challenged by the difficulty of finding skilled workers. At the same time, employees age 55 and up have been the fastest-growing segment of the American labor force for more than 20 years. The U.S. Department of Labor expects this trend to continue through 2026.
A 2016 Gallup poll showed that one in every three employed adults intends to work until age 68 or older. But despite the tight labor market, many of them have been downsized from their jobs and have had difficulty finding a new one.
Include qualified older workers in your plans for recruiting employees
About 60 percent of older workers who lose their jobs retire involuntarily because they can’t find new ones, according to a report from the Center for Retirement Research at Boston College. So, why don’t they want to retire early? Of course, some older persons need to work for financial reasons, but not all. Some prefer to keep working because they are healthy and ... Read More
Company hiring managers may be uncertain as to whether to engage a recruiting agency or handle the challenge of recruiting themselves. But with most professionals currently employed and reasonably satisfied, finding candidates for key positions is proving more difficult than ever.
As 2018 began, 86 percent of highly qualified candidates for job vacancies were employed and not actively seeking new jobs, according to a survey by Talentnow, a recruitment software company. On the management side, 73 percent were struggling to find suitable candidates. As we near the end of the year, the situation remains much the same.
If you need to find the best candidates for a key position, don’t procrastinate. Your search could take even longer than it would have a year or two ago.
Take the quiz—then learn what recruiting agencies can do for you
Below for your consideration are five questions to help you decide whether to embark on recruitment independently or contact a professional recruiting agency.
The more “yes” answers you have, the greater the urgency for you to contact a job recruiter.
- Is this position particularly vital—one that has an effect on company performance and profits?
- Are you consumed with other responsibilities, giving you little time to devote to a search?
- Do you ... Read More
As low as the unemployment rate is in our area (incredibly, 2.9 percent in Lancaster County), it’s even lower for some technology categories. So, if you’re looking for tech workers—as TriStarr recruiters do for clients—I can sympathize. The need is great, and the competition to find candidates is tough.
With more jobs available than skilled professionals over all industries, workers are leaving for greener pastures. A recent report from the U.S. Department of Labor shows that 2.4 percent of Americans are leaving their jobs this year, the highest level since 2001. That’s one in 42 workers.
Tech workers are on the move for the right positions, but they can be selective due to the high demand for their skills. And while some of the highest-paying jobs for recent graduates are in the tech industry, you might have to entice experienced tech workers with more than a nice paycheck to get them to work for you.
How can you be smarter about recruiting tech professionals? Here are seven job recruitment strategies the pros use:
- Watch subscription-only specialized job boards and websites to reach the best tech professionals in their fields.
- Attend conferences, trade shows, and meetings where tech pros gather to get to know and network ... Read More
The low unemployment rates in Lancaster, York, Dauphin and Berks counties (from 4.0 to 4.4 percent) may be good for job applicants but present a challenge for employers who have open positions to fill.
Some searches are requiring excessive time and patience, particularly for positions that entail specific technical skills.
While new college and trade school graduates continue to enter the workforce, the supply of experienced, specialized workers in some fields can’t keep up with the demand. That’s why companies now need to be especially smart when recruiting and rewarding employees.
A strategic recruitment plan helps to ensure that you’re doing all you can to find the professionals that you need. Here is a list of several actions to include in your recruitment plan:
- Find opportunities to network with your peers from other companies, who may have leads for you from time to time.
- Post open positions on online sources—not just print. Use your website, social media job-posting sites and job boards of professional organizations.
- Use recruitment outsourcing. Work with a recruiting specialist (headhunter) with experience finding talent in your areas of need. Recruiting firms will have contacts, resources and inside information that you don’t have.
- Review your salaries, compare them to the local market and adjust ... Read More