Ghosting. The word sends chills up any recruiting manager’s spine. An employer has been ‘ghosted’ when a candidate blows off scheduled job interviews, accepts an offer of employment but does not show up on the first day, or even vanishes from existing positions, all without giving notice. A tight labor market means greater competition within the candidate pool. Locally, many of our clients have experienced ghosting. Candidates are displaying this behavior during the initial phases of recruitment, as well as when expected to report for orientation. In some industries, ghosting is as prevalent as fifty percent (50%).
Typically, during this time of the year, school preparation and readiness is underway, employees are settling back into their daily work routines following vacations and most employers are preparing to file their EEO-1 reports. This year, however, may have a different impact on that so-called end-of-summer routine.
Employers with one hundred (100) employees or more, and federal contractors with fifty (50) or more employees and $50,000 in contracts must file EEO-1 reports with the U.S. Equal Employment Opportunity Commission (“EEOC”). The EEO-1 report accounts for all employees by job category, ethnicity, race and gender. The EEO-1 filing period typically commences at the beginning of July and concludes the end of September. This summer there is no required reporting. Instead and per Former President Obama’s announcement of the EEOC-led EEO-1 revisions in January of 2016, “new” EEO-1 reports are to be filed by March 31, 2018. This is, of course, unless the Trump Administration plans to repeal these “new” revisions.
According to the U.S. Small Business Administration, there are nearly 28.8 million small businesses in the United States employing 56.8 million people. In 2013, small businesses alone created 1.1 million net jobs . The impact of small businesses on the American economy is without a doubt monumental.
Despite their positive gains, many small businesses have experienced a recent downfall and are resorting to last-ditch efforts to reduce costs, including downsizing. When considering this approach, there are many ways to prepare and mitigate the backlash of a company downsizing. Businesses can also benefit by creating a plan, which may include the following details :
Managing change has become an essential part of leadership and employee job responsibilities. It is a natural process and has become a constant in many of our lives. Change, whether it be through technology, processes, people, ideas or methods, often times affects the way we perform daily tasks and manage our lives.
Dealing with inevitable change in an organization typically requires transitioning into a new business discipline and driving bottom-line results through changes in systems and behaviors. Change is usually intended to be seen as a good thing. However, the reaction to change is unpredictable and can sometimes be irrational. Change can be managed, if the correct action steps are followed.
The number one reason most employees leave their jobs is based on the lack of appreciation within the workplace. Sixty-five percent (65%) of employees surveyed reported that no recognition was received in the previous year. These figures were presented in a bestselling book from Gallup authors, Tom Rath and Donald O. Clifton. If you are like most employers, a gasp might occur as you connect voluntary turnover with the cost of recruitment, which is estimated at $4,129.00 per hire according to a Society for Human Resource Management (SHRM) survey.
Creative Business Solutions (“CBS”) aims to add to your management toolbelt by providing some thoughtful ideas from a best seller, “The Carrot Principle,” to recognize employees and avoid the turnstile of employee turnover: