According to the Bureau of Labor Statistics , unemployment in the United States has continually dropped over the past year. As of November the number dropped to 7.0 percent, down from 7.3 percent.
So, we must ask ourselves — how does the improved economy affect employer recruiting initiatives?
While organizations should maintain the same overall headhunting strategies as in any economy, some adjustments are necessary. Since adaptation is crucial, it’s important to take a look at the challenges hiring managers ought to expect when staffing employees.
Only when we define these hurdles is it possible to formulate and implement strategic solutions to over-leap them. Read more…
With no less than 41 different state income tax reporting requirements, employer groups and trade associations have been giving their support to two bills in Congress that would simplify tax rules nationwide.
Instead of requiring state withholding and tax filings by both employer and employee after only a day of working in a state, the simplified rules would require non-resident workers to comply with local tax rules only after having worked in the state for 30 days.
Among the industries especially impacted by multi-state tax situations are staffing firms that place workers in short-term on-site positions, as well as employers with multiple offices across the country.
Depending on where an assignment is located, an employer may have to pay state taxes and workers have to multiple income tax forms to file, just to get a modest refund of their withholdings. Read more…
It happens in every industry: when a hiring manager and recruiter pair up to find a new hire, priorities and biases almost instantly collide.
Theoretically these two parties should get along. After all, they share a common goal: find the most qualified person to fill a position as quickly and effectively as possible.
But when push comes to shove, the reality is there’s often tension between these two individuals, in part because of an information gap: the recruiter will never know as much about the open position as the hiring manager. Similarly, the manager rarely understands the recruiter’s process, challenges, or constraints. Read more…
Mobile devices and apps are no longer the hot new craze.
The B2C (Business-to-Consumer) sectors have taken care of that. Mobile devices have become an essential item for communication and Internet access, and as Cisco reports, by the end of this year (in three weeks!) the number of mobile-connected devices will exceed the number of people on Earth.
By 2017, it’s predicted there will be nearly 1.4 mobile devices per capita. We’re now seeing companies like Lenovo, now the world’s largest PC maker, selling more mobile devices than PCs. And as you’re undoubtedly aware, smartphones are a huge part of this mobile device equation. Read more…
Editor’s Note: The holiday season is here, and TLNT will celebrate with some classic holiday posts from the past. Look for them over the next two weeks.
The employment landscape in America for 16- to 24-year-olds is abysmal; the worst it’s been in more than 50 years.
So if you’ve got a teen or a young adult on your holiday gift list, don’t head to the mall or to your nearest big box retailer. What they need most from you cannot be found in stores.
According to this recent story in the Huffington Post, the employment rate for teens between the ages of 16 and 19 has fallen 42 percent over the last decade: 2.2 million teens and 4.3 million young adults aged 20 to 24 are neither working nor in school. Of those without school or work, 21 percent — or 1.4 million — are young parents. Read more…
“He who rejects change is the architect of decay. The only human institution which rejects progress is the cemetery.” — Harold Wilson, former British prime minister
Successful businesses have always adapted readily to change, but at no time in living memory — and likely at no point in history — has adaptability been a more desirable business trait than it is today.
Given our recent economic difficulties, in combination with accelerating technological sophistication, change occurs almost daily — whether we want it to or not.
The greatest obstacle to necessary change is a reluctance to modify or abandon procedures that have become familiar and comforting. But a flexible, agile organization has no choice but to change in the face of reality. Read more…
The heated debate over how to assess employee performance was highlighted recently by two back to back articles on BusinessWeek.com.
One day, Yahoo’s adoption of a forced ranking system was a headline. The next day, Microsoft’s decision to end its forced ranking policy was featured. The Microsoft story was previously an article titled, How Microsoft Lost Its Mojo, in Vanity Fair.
Within days, former General Electric CEO Jack Welch added his 2 cents, defending the practice in a Wall Street Journal opinion column headlined, “Rank-and-Yank?” That’s Not How It’s Done. Read more…
There is one common management failing that causes businesses to stagnate and even fail. It’s the practice of tolerating mediocre performers.
It’s not the dishonest or undependable people who keep your business from excelling. No, we’re smart enough to cut our losses and fire those losers fast. It’s the mediocre, just-doing-enough-to-get-by people who keep us from building an exceptional, winning team that outperforms the competition.
Here are three of the most common reasons mediocrity is tolerated: Read more…
Imagine coming home every day from school and there in the kitchen were fresh-baked cookies or home-made pies.
Every day there was something different. My mother was a baker who believed that everything had to be made from “scratch,” using no boxed items of any kind.
The only boxed cookies allowed in the house were Nilla Wafers — and that was temporarily because they were destined for banana pudding.
My mother was on my mind this week because when I started working for Martha Stewart Living, she would jokingly tell me that she could out bake Martha on a bad day. As a matter of fact, she said all that advice that Martha gives is what she already knew and that she had been doing it for years. Read more…
Are you getting hot and sticky with your employees?
Well we know you are not allowed to do that in the 21st century – HR or legal would be onto you in a flash, quicker than you can say the words “sexual harassment.”
However, I would argue that we do want “Hot” and we do want “Sticky” employees.
Hot employees are those that are engaged and motivated, and truly bring their passions to work. You know it when you see these employees. They have a spark in their eyes, fire in their bellies and just can’t wait to get on with the tasks in front of them. Read more…