Are your managers trained to hire and manage employees based on the new economic reality?

Written by Mel Kleiman on April 20, 2010

Your Organization Needs a Program on Employee Hiring and Engagement Now More than Ever

Just eighteen months ago, anyone who wanted a frontline, hourly worker’s job only had to have a pulse to get hired. Today, we’re faced with major unemployment, major under-employment, and major job dissatisfaction. Applicants are desperate and desperate people do desperate things. That’s why employers can no longer rely on the ways they used to recruit, screen, hire, and retain the best workers. In fact, precisely because unemployment is high and employee turnover is low, it is harder than ever to attract the best and repel the rest.

 

Here’s why:

  1. It’s harder to attract and hire STAR employees today because STARs, even if unhappy, aren’t looking for new jobs. They are just going to stick it out until the economy gets better and they feel more secure about making a change.
  2. While many companies have had layoffs, no one is letting their best people go.
  3. It is harder to identify STAR employees today because the huge increase in the quantity of applicants does not equal quality. The haystack has just gotten a lot bigger which makes the STARs that much harder to find.
  4. In these turbulent times, employers need all the STAR’s they can get just to survive — and, more importantly, to position themselves to thrive when the turnaround comes. (The fewer people you’re able to employ, the better each and every one needs to be.)
  5. Recent surveys report that over 90 percent of employees are satisfied with their jobs, but only because those employed are happy to have any job at all. The same survey reports that over 70 percent of employees will look for a new job as soon as the economy improves.
  6. Desperate people do desperate things and today’s applicants and employees are desperate. They falsify employment documents and stretch the truth in interviews. Once hired, many sue, file complaints, and have accidents.
  7. The most profitable customers you have are the ones who keep coming back and what brings them back is the quality of the products and services delivered by your hourly employees. That’s why the most important decision a manager makes every day is who is allowed in the door to take care of their customers.
    A University of Chicago study showed that a hiring decision based on an interview by an untrained manger is only eight percent better than flipping a coin and no business can long survive with those odds.
  8. When it comes to hiring, there’s 10 times more stuff out there on how to look like a winning applicant than there is on how to pick a winner. Hiring managers need the newest strategies and tools to take back the upper hand.
  9. The good news is employee turnover is down. The bad news is employee engagement and motivation are down too.

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