Tag: talent aquisition

Is job tenure a thing of the past?

It’s safe to say that workforce trends have shifted over the past decade and especially after the last recession. Today there seems to be more of a self-oriented nature to the workforce and, along with it, job-hopping. Ryan Kahn, a career coach and founder of  The Hired Group, says that “job hopping is replacing the concept of climbing the corporate ladder.”

Let’s look at the numbers. According to the Bureau of Labor Statistics, the average number of years that young employees (ages 20-34) have been with their current employer is 2.3 years.

Why is that?shutterstock_19393759

It must be that younger people are lazy or that they have no loyalty. Sound about right? While these seem to be reasonable reactions, I am here to tell you they are not. From my point of view, recent trends in job tenure or lack thereof, are not a product of laziness or a millennial mindset. Rather, the root cause of today’s abbreviated job tenure might very well rest on the employers and not the employees.

The past recession had employers scrambling to do “more with less.” And while this approach may have worked amid an economic crisis, operating the same way today is proving disastrous. Organizations and management hesitant to invest in their culture and employee engagement might just be the springboard of today’s transient workforce.

It’s no wonder the vast majority of U.S. workers (70 percent) are not engaged at work, according to Gallup’s State of the American Workplace Report. Simply put, too many employers are doing “business as usual.” I say, wake up and evolve with the times! It’s not that companies need pool tables, nap rooms, and Google-like amenities. Instead, try inspiring and leading the younger generation in meaningful ways. Some areas to shed light on are the following:

Today’s up-and-coming workforce is less position-focused and more purpose-focused. Rather than promotions in title only, assign side projects that stretch their human development. Be sure to provide routine feedback throughout the process. Also, the corner office is not so much a coveted item these days. Instead, the younger workforce desires open communal settings where they can collaborate and celebrate with their peers.

The next generation of talent is looking to work “towards” something and not just “on” something. Redefine your organization’s vision statement. Make it a crusade toward something bigger than any one person, like how your product/service influences the lives of many. Even if you manufacture widgets, you can still tie into the vision how they make a positive impact on people.

The next generation of movers and shakers do not want to work “under a manager” – they want to work “under a mentor.” The old days of “telling” employees what to do is being replaced with “asking” employees what they think they should do. Asking questions instead of advising or telling will cause employees to think, create answers they believe in and motivate them to act. Essentially, this moves individuals from mere compliance (job-hopper symptom) to sheer commitment.

My closing advice to the managers reading this: Exhausting precious time and energy on attempts to control situations and/or other people is futile. Focus on what you do control. Hire people most aligned with your vision. Invest in your culture. Open up the communication and make active listening part of every interaction.

I believe that until management figures this out and adapts, job-hopping will be the norm – or at least it will be in their organization.

What will you do today to move your employees from compliance to commitment?

The greatest compliment I receive is a referral from ecstatic readers and valued friends.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

Follow me on Twitter @JimCarchidi

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Are you looking for a JOB, or do you want a CAREER?

Did you ever go to the doctor and have them refer you to a “specialist?” They want you to have the best care possible for your healthcare, so they are telling you that someone else is going to be the expert on how to treat your condition.

They bring you in for an initial consultation, ask you to fill out a TON of forms, and ask you even more questions about your symptoms.  They set clear expectations on what is required from you and discuss the game plan on how to achieve the most positive results.

You trust them because they are an expert dedicated to your specific need. They have the right credentials and recommendations as a leading expert in their field. They genuinely care about you as a person and will do everything they can to guide you in the right direction.

“Specialist, Expert, Trust”

I’m sure I speak for most people who would consider these terms to be valuable assets to have in any major decision you make in your life, so why not put your career goals in the hands of the leading industry specialists in your field?

Trust in the person you partner with to help you in your career search. They should want to meet you face to face and dive in to what really makes you tick and the types of roles that you want to target for your next career move. You deserve a consultative approach rather than being earmarked for roles that you wouldn’t necessarily thrive in.  Just because your title seemingly corresponds with the title of the position their client has, doesn’t mean it’s an opportunity that will likely advance your career.

Specialists are typically certified professionals who know what questions to ask the hiring managers in your field. Why is the position open, what makes an employee successful in this role, how the department is structured, and negotiating salaries before your waste your time on positions that are below your salary expectations. They will identify the best companies for you and who will find value in your skill set and not just your title.

Generalists have more of a broad range of opportunities that may be better suited for candidates who also have a broad skill set and are open to many different types of positions and industries. Most of these candidates aren’t as particular with their job requirements because maybe it’s not as important to them to follow a specific career path.

A specialized recruiter will be able to consult with you in each step of your search, help you evaluate each opportunity as it relates to your core career objectives, be an advocate for you whenever possible, and form a lasting relationship whether or not they were the one to place you in your new role or if you obtained it on your own. Being proactive and partnering with a specialized recruiter before you really need them is key. They will be able to identify your ideal career move the minute it comes across their desk.

If you are open to exploring ways to advance in your career, what’s stopping you from partnering with a specialist today? Do your research and consult with the best local resource in your industry!

Article written by Nikki Jordan, Financial Recruiter with JFC Global

The greatest compliment I receive is a referral from ecstatic readers and valued friends.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

Follow me on Twitter @JimCarchidi

 

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Customer Service is DEAD…Or is it?

Data is he top 2 reasons customers leave:

  • 68% leave because they are upset with the treatment they’ve received:  Customer Service
  • 14% leave because they are dissatisfied with the product or service: Performance

Data is according to the U.S. Small Business Administration and the U.S. Chamber of Commerce:

The JFC Staffing Companies announced today it has been named as one of Inavero’s 2015 Best of Staffing® for client satisfaction winners.  This is the forth consecutive year that JFC was named to the elite list .

Presented in partnership with CareerBuilder, the Best of Staffing Award provides the only statistically valid and objective service quality benchmarks for the industry, revealing which staffing agencies deliver the highest quality of service to their clients.

Less than 2% of all staffing agencies in in U.S. and Canada receive the Best of Staffing Award for service excellence utilizing the Net Promoter® methodology. The stark contrast in client satisfaction scores compared to the industry average is a clear indication that the firms who have earned the Best of Staffing Client Award truly stand out for their service quality.

In an era of scarce qualified talent, hard to fill positions, and ever-increasing expectations, these agencies have proven they have what it takes to deliver exceptional service to both clients and job candidates. We’re proud of the accomplishments of our award recipients.

Our definition of good service is the JFC Customer Commitment. Customer loyalty does not come from fancy buzzwords or marketing fads. Rather it comes from an unwavering commitment to delivering positive experiences.” Company Executive Vice President, James Carchidi said.

®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld. Net Promoter Score is calculated by taking the percentage of respondents who, on a scale of 0 to 10, rate their likelihood to recommend the staffing agency with a score of 9 or 10 (promoters) and subtracting the percentage who rate the staffing agency a 6 or lower (detractors).

About Inavero The Best of Staffing Award is powered by Inavero. Inavero is rooted in service-quality research for staffing agencies utilizing their Net Promoter® surveying software to help them easily identify satisfaction levels, capture testimonials, and compare service your levels to others in the industry.

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Brand Evangelists: It occurs because customers love doing business with you.

“There is only one boss, the customer, and he can fire everybody in the company from the chairman on down, simply by spending his money somewhere else.”

Sam Walton, founder of Walmart

How many companies are fanatical about customer service?  Zappos.com, Starbucks, Southwest Airlines…

What about the JFC Staffing Companies?

The JFC Staffing Companies announced today it has been named as one of Inavero’s 2015 Best of Staffing® for Client Satisfaction.  Presented in partnership with CareerBuilder, the Best of Staffing Award provides the only statistically valid and objective service quality benchmarks for the industry, revealing which staffing agencies deliver the highest quality of service to their clients.

Less than 2% of all staffing agencies in in U.S. and Canada receive the Best of Staffing Award for service excellence utilizing the Net Promoter® methodology. The stark contrast in client satisfaction scores compared to the industry average is a clear indication that the firms who have earned the Best of Staffing Client Award truly stand out for their service quality.

In an era of scarce qualified talent, hard to fill positions, and ever-increasing expectations, these agencies have proven they have what it takes to deliver exceptional service to both clients and job candidates. We’re proud of the accomplishments of our award recipients.

“Our definition of good service is the JFC Customer Commitment. Earning loyalty from those we serve does not come from fancy buzzwords or marketing fads. Rather it comes from an unwavering commitment to delivering positive experiences.”JFC Staffing Companies Executive Vice President, James Carchidi

®Net Promoter, NPS, and Net Promoter Score are trademarks of Satmetrix Systems, Inc., Bain & Company, and Fred Reichheld. Net Promoter Score is calculated by taking the percentage of respondents who, on a scale of 0 to 10, rate their likelihood to recommend the staffing agency with a score of 9 or 10 (promoters) and subtracting the percentage who rate the staffing agency a 6 or lower (detractors).

About Inavero The Best of Staffing Award is powered by Inavero. Inavero is rooted in service-quality research for staffing agencies utilizing their Net Promoter® surveying software to help them easily identify satisfaction levels, capture testimonials, and compare service your levels to others in the industry.

 

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