The U.S. labor market got some good news last week with reports that the unemployment rate dropped to 9%. Very optimistic indeed.
Even with the positive unemployment news, I continue to hear from recruiters that it’s still a challenge to find terrific people. So, that’s the focus of today’s Ask HR Bartender:
I believe part of hiring great employees is the way they are treated in the employment process – interviews, onboarding, etc. Be sure to check out this article by Arte Nathan for some helpful hiring and retention tips!
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Brandon Ellison says
Excellent post! I have to agree. I think finding well qualified candidates becomes more challenging as the applicant pool grows.
Sharlyn Lauby says
Thanks Brandon. I agree – sometimes people think the process gets easier with more applicants when it can be the opposite.
Mike Sipple Jr. says
Great post – on point and everyone / every company is struggling with this and it’s not going to go away. Start by assessing your employment brand and include your entire team (to do it well)!
http://centennialinc.com/blog/2010/12/09/your-future-depends-on-your-a-leaders-do-you-have-them/
Sharlyn Lauby says
Great point Mike about including your entire team. Making sure everyone is on the same page will help the process.
Luke says
Sharlyn – it is a great post. But, be careful about reading the statistics. The official unemployment decreased (as it is seasonally adjusted). The real unemployment increased again.
We have to survive several years of the high unemployment. The economy will stabilize, when the price of the assets (like houses) is fair (some X% still have to go down) and the consumers have no debts, they cannot afford.
Sharlyn Lauby says
Good point. Deciphering the unemployment numbers can be a challenge. Unemployment aside, you’re absolutely right that individuals need to take evaluate their personal finances as part of the economic recovery process.
Victor Mahillon says
Always nice to hear unemployment is dropping – great post by the way! Based on your experience, in this economic climate, do you find that people are more or less enthusiastic about working for an expansion stage start-up? I understand tech is always growing and just wanted to hear your thoughts. Thanks!
Manager-in-the-making says
Since we are in a time when it is hard to find qualified employees, organizations should hone in on rolling out the welcome mat to prospective employees. Instead of treating people as a number, treat them as valuable assets to your organization. Get to know qualified applicants on a personal and professional level and let them know that the organization is willing to invest in them. Let them know why your organization is the place they want to be. This may in turn attract other potential employees.
Sharlyn Lauby says
@Victor – Thanks for the comment. I’ve always believed it takes a certain skill set work in a start-up or turn-around versus an organization in “maintenance mode” if there is such a thing anymore. Hopefully, people are being honest with themselves about what they are willing and capable of doing. In the long run, they will be happier and the company will benefit from it.
@Manager – Totally agree. Having a well-thought out onboarding process is essential. Thanks for sharing!