In 2018, a Bureau of Labor Statistics survey found workers were quitting their jobs at the highest rate since 2001, according to Bloomberg. And while stagnant wage growth may have many workers seeking positions with higher pay, there may be another reason why employees are walking away from their respective posts.
A healthy labor market means that the power has shifted from employers to employees. In other words, people know what they want and, if their current employers aren’t willing to oblige, they’re ready to find what they’re looking for elsewhere.
As an HR professional, this puts you in a tricky spot. On the one hand, you want to reduce turnover and help provide better experiences for your workforce. But, on the other hand, giving in to your workers’ every whim can set a dangerous precedent (and quickly consume your budget). Plus, employees aren’t always forthcoming about their wants and needs.
So what can you do? Here’s a breakdown of the five most common employee demands and expectations, and how you can prepare for each:
Most employees do their best work (and enjoy the greatest sense of satisfaction) when they’re striving toward a goal. There’s something innately gratifying about ticking boxes, climbing rungs on the career ladder and seeing legitimate progress.
But what happens when someone meets all the goals they had set for themselves? Or if they’re reevaluating their career path and contemplating all the what-ifs in their future? For many people, this can lead to a mid-career crisis.
Like a mid-life crisis, a mid-career crisis is characterized by apathy, dissatisfaction and even regret over the paths not taken. In many cases, this prompts employees to seek an exciting change — often in the form of a new job opportunity with a different company.
For employers, this can be difficult — after all, no one wants to lose high-performing, experienced talent. Luckily, as an HR professional, there are a few ways you can help guide employees through this phase, hopefully retaining them in the process:
Q2 is coming to a close and summer is officially in full swing. As you reflect on the first half of the year, we’ve rounded up a few of the hottest headlines from June that could impact the rest of 2019 and beyond.
Here’s a recap of the top stories from this past month:
Recruiting, hiring, and onboarding new talent is a time-consuming and expensive process. Sourcing qualified applicants, narrowing down the pool, completing interviews and reaching a consensus about a candidate can take several weeks. Then, once you’ve chosen someone, it can take months before a new employee is fully trained and able to handle the duties of their job effectively. In other words, when you’re ready to make a hiring decision, it’s crucial you make the right one.
As an HR leader, much of the hiring process falls on your shoulders. And while it can be stressful, you’re also in a unique position to help eliminate common hiring mistakes, streamline operations, and to ensure your organization is staffed with highly-qualified and capable professionals.
Here are six common hiring mistakes and how to avoid them:
Being responsible for hiring new employees means exercising due diligence to ensure the professionals you select are the best fit for your organization. In addition to evaluating skills and experience, many companies also use background checks to assess a candidate’s educational and employment history, credit, criminal record and more (depending on the industry and position). Applicants have come to expect this step in the hiring process, and HR leaders are used to carrying them out.
Yet, several organizations are now facing steep fines for violating the Fair Credit Reporting Act (FCRA) as part of their background check process. For example, earlier this year, Delta Air Lines agreed to pay a $2.3 million settlement for a class-action lawsuit alleging the company failed to provide more than 40,000 applicants with the appropriate FCRA background check disclosure, according to information from HR Dive.
Here’s what you need to know to help you avoid these types of penalties and ensure your practices comply with FCRA: