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Showing posts with the label hiring

Why are American’s Quitting Their Jobs?

According to a report by the Bureau of Labor Statistics 57.5% of people who left their jobs did so under their own free will. A total of 5.03 million employees were added which boosted the hiring rate to 3.6%. At the same time 2.75 million people resigned in September with a quit rate of 2%. Make no mistake, the job market is heating up and employees are finding options that were not available to them a few years ago. When the economy is poor and employment prospects are low employees naturally stay in their jobs for fear that they will not be successful in securing new employment. Likewise, there may be an abundance of people seeking the same position which raises the stakes when attempting to jump ship. It is often wiser to stay where you are at until things get better. At present the amount of people seeking the same position are 2 to 1. Those are pretty good odds for people who want to beat out the competition. When those odds are 3 or 4 to 1 that makes uncertainty higher. Wh

Can Small Businesses Use Size as a Recruitment Strategy?

Recruitment and employee loyalty are an important functions in any business but can make or break a small businesses. For smaller firms a few bad hires can really cause financial havoc. Not only is there lost time and money expended on poor hiring practices but also the cost of training. A paper by Allen, Erickson and Collins (2013) delves into the importance of developing employee commitment as it relates to revenue growth and firm performance.  One of the very first criteria is that leadership must have a solid vision of the organization. Without a solid vision the overall hiring processes and the type of recruit will naturally be misaligned. Recruitment starts with knowing the type of person needed, their skill set and how that position will help achieve the organizational vision.  It is often assumed that prestige and money are the most important factor in recruiting high quality employees and helping ensure they are retained for a significant period of time. Sometim

Do You Hire Self-Handicapping Employees?

Employees win and employees lose as a natural course of life events. At times, we notice exceptional employees who have all of the right skills but fail anyway. Pulling out our hair we wonder, “can’t they see what they are doing?” Unfortunately, they may not actually be able to see how their self-handicapping thoughts are influencing their outcomes. Such awareness may be a little too outside their conscious thought for critical evaluation. New research helps highlight why such phenomenon occurs and how to overcome it.  Many failures in life are caused by self-sabotage of one’s own abilities and skills. The concept of self-handicapping is a self-imposed strategy of avoiding evaluations of performance by developing strategies to implement barriers (Jones & Berglas, 1978). These barriers are created in order to protect short-term self-esteem but damages long-term proper evaluations of self. Who can blame themselves when there are millions of reasons to fail? Employees