Are you having trouble hiring in the current environment? Some observations on information in this article from the Baltimore Business Journal.
Most employees want the opportunity to work at a company where they have a career path.
In the first point, the author mentions the lack of a focus on training and upskilling for employees. Lack of a formal training program may give the employee you, the employer, really don’t care if they stay or if they leave. There is no chance of building any loyalty. We wrote about the importance of training in this previous blog post.
In the second point of the article, it is suggested that employers continue to search for new channels with which to advertise for job positions. And, although the article doesn’t mention this, we think it is important to keep analytics on the success or failure of various recruiting channels.
The third point mentions finding common ground with candidates and existing employees. Flexibility in work rules continues to be a sticking point. Culture is another issue. S. Chris Edmonds, founder of The Purposeful Culture Group, said studies have shown respect is a better indicator of culture than pay, benefits, perks or training — yet that’s where many companies are missing the mark in this climate.
What do you do with managers who aren’t willing to change? The article states that a company would be better off cutting ties with those managers if they’re not willing to change. There are many studies that show employees primarily leave because they don’t like their manager.
For employers struggling with this or wondering why they are regularly losing good talent, Edmonds suggests conducting a formal assessment to find out how a company is doing and where it can improve. We wrote in an earlier blog post of the importance of conducting a Stay Interview.
James P. Randisi, President of Randisi & Associates, Inc., has since 1999 been helping employers protect their clients, workforce and reputation through implementation of employment screening and drug testing programs. This post does not constitute legal advice. Randisi & Associates, Inc. is not a law firm. Always contact competent employment legal counsel. Mr. Randisi can be contacted by phone at 410.494.0232 or Email: email@example.com or the website at randisiandassociates.com