For many people near retirement age, continuing to work is becoming their new reality. A 2011 study by Harris Interactive© for CareerBuilder and PrimeCB.com found that over half of those surveyed – aged 60 and over – will seek new work after retiring from their current position. And while some have retirement plans on the eventual horizon, over ten percent don’t see retirement as a viable possibility in their futures whatsoever.
Through the reinstatement of the Social Security Administration’s (SSA) no-match letter-sending and heightened numbers of worksite audits, the federal government is trying to combat a seemingly out-of-control issue regarding the large numbers of undocumented workers in this country. Employers who face these letters and/or worksite investigations which mandate them to produce I9 employment-eligibility forms for all employees may eventually find out that, unwittingly, they have been employing undocumented workers for years. Some businesses have lost record numbers of their employees from these stepped-up procedures.
A recent Robert Half Finance & Accounting survey shows little-to-no changes anticipated in the upcoming second quarter’s hiring for accounting and finance positions. Over 90 percent of those surveyed expect to maintain their current personnel levels and a mere four percent plan on adding jobs.
Onboarding refers to the processes by which new hires are assimilated into a company’s work environment, structure and overall ideology. Utilizing the expression “you never get a second chance to make a first impression,” bringing new employees into the organization’s proverbial fold should be done with enthusiasm, and should demonstrate that this new person is an integral and well-received member of the team. Successful onboarding makes use of the critical period of time between accepting a position and orientating with the company and assessing the fundamentals of what their job will entail. Without proper absorption into the organization many newly-hired employees may not fully assimilate into their team, potentially leading to expensive turnover costs, and loss of productivity.
Sending jobs overseas isn’t going to help solve any American financial or employment crises any time soon, the President insinuated in a recent meeting with business leaders. On January 11 he hosted those leaders who have acted on reversing the former trend of outsourcing American manufacturing and hiring by instead bringing jobs, industry back home to our nation. Supporting companies who take part in insourcing, as the President referred to it, tax breaks will be offered for businesses which operate at home instead of abroad, and utilize American workers. Companies that continue to send employment opportunities abroad will see the elimination of tax breaks that at one time supported these actions.
To properly staff a company – large or small – it’s important to not only find the
right candidate, but avoid the frequent mistakes employers make during the hiring process. Recruiting the best potential employees means looking beyond word-of-mouth, initial resume perceptions, and the rush to fill vacant spots. There are several errors that notoriously occur during the hiring process, from speeding through the interview itself and dropping the ball on later communications to inaccurately assessing the company’s needs and making unfair salary offers. Here are some of the top mistakes recruiters and hiring managers need to safeguard against when seeking to bring quality talent to their organization.
The national unemployment levels are slowly dropping, but it’s in the Information Technology (IT) jobs that the lowest of these levels – a mere 2.7 percent as of last November – are found. The IT world is a good place to venture into if someone’s making a specific field-of-education decision; these positions are not only being filled, but facing potentially-critical shortages in the next few years. Smaller businesses are poised to reap greater challenges in relation to IT-worker hiring: they must compete with bigger names for top talent and safeguard against having those they already employ be lured away with more lucrative offers.
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