You may have heard about new web-based services that are offering fake work histories and references for job seekers. In tough economic times, some unemployed job seekers are taking desperate measures to make up for a spotty work history or poor references. As an employer, this means it’s more important than ever that you conduct due diligence on potential employees before you hire them.
Layoffs are wrenching for companies in many ways. First, there is the sobering reality that layoffs are necessary for the bottom line. Next come the anguishing decisions about what areas to cut, followed by the unpleasant task of sharing the news. No wonder company leaders want to wash their hands of this matter once they hand out the severance packages.
But ending it there isn’t an effective strategy. After all, you still have to manage the morale and productivity of remaining employees. Here are five strategies for guiding workers through this tough time:
Motivating employees has always been a challenging issue. On the one hand, we can say that it’s not possible to motivate employees at all - people typically do what they want to do; they are motivated for their own reasons, not for your reasons. On the other hand, research has shown that there is a strong relationship between happy employees and productivity. So how do you ensure that your employees are happy and motivated? One thing you can do is create an environment that motivates workers. Here are 33 suggestions for you to motivate your employees.
If you’re like other companies that are scrambling to stay afloat in this economy, you might be considering downsizing. Letting someone go is always a difficult decision, so make sure you are acting rationally and intelligently when you’re forced to downsize. Layoffs create risks for businesses. Employees may view a lawsuit as a way to minimize the impact on their personal finances. The savings you’ll generate on your payroll and benefits costs may be negated by legal costs. Follow these guidelines to make sound decisions and avoid the costs of litigation:
Companies that are surviving and even thriving in an economic downturn face the daunting task of sifting through a mountain of job applications for any position they have open. Successful recruiting in this kind of economy boils down to information management. Hiring managers need to take advantage of the high supply in the job market and pull in the right people who can take your company to the next level.
It’s important to clarify for your employees what behaviors are deal breakers at your company. At the very least, the following four behaviors should not be tolerated and should lead to immediate or ultimate termination, depending on the nature of the infraction:
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”
-John Quincy Adams
Engaging your employees during difficult economic times is a true test of your leadership. Employees are engaged if they show an ability and willingness to exert extra effort for the benefit of the company, and speak highly about the company and their intent to stay.
Staffing company Robert Half International recently surveyed 150 senior executives from the nation’s 1,000 largest companies. The survey results revealed the number one reason good employees quit their jobs is dissatisfaction with management. Limited opportunities for advancement was the second most common answer.
Yes, it’s an employer’s market and there are plenty of capable people looking for work in the current economic climate. But now isn’t the time to sit back and assume your employees have no options available to them so you can ignore them or treat them poorly. Many employers are making these costly employee retention mistakes.
Economic concerns are causing many businesses to look at all operating costs and find ways to reduce expenses, including the cost of finding and hiring qualified candidates. If using a recruiter doesn’t fit in your budget right now, and expensive advertising is yielding so many resumes from unemployed candidates who are desperate for work that you can’t manage the inflow, here are five strategies you can implement immediately to reduce your recruiting expenses and find qualified candidates.