We’ve heard a lot about the labor crunch in recent months. But there’s another trend developing among America’s workforce. It’s called ghosting coasting, and it’s happening right now. Find out what it is, why people are doing it, and how employers can buck the trend.

What’s ghosting coasting?

There are over a million more positions open in America right now than workers looking to fill them. Increasingly, new hires are working for a few weeks and moving on to catch a better-paid job or the next sign-on incentive. That’s ‘ghosting coasting.’ The trend is especially prevalent in the service industry, but this year, it’s becoming a big problem in manufacturing and other sectors.

Why are people doing it?

Economists have pointed to ‘disincentives’ like expanded unemployment benefits. But there are deeper reasons. In the last 18 months, workers have turned themselves inside out looking after their careers and children at home. They often bore the brunt of the pandemic’s economic burden. Burnout is another factor: Workers are frustrated with what they consider low wages, poor benefits, and difficult working hours. In addition, store and restaurant workers face regular COVID-19 exposure and are often tasked with acting as mask-mandate enforcers.

What can employers do about it?

Avoiding ghosting coasting means getting creative (and honest) about how to recruit, reward, retain, and nurture talent. Here’s what you can do:

Level-up your value proposition

What can you offer your workers beyond paychecks? Reward the value they create by helping them thrive in life and their careers. You can offer valuable training and upskilling opportunities (for free via our Aspire Academy), so they’re working for you and for their future.

Beware bad hires

Backed into a corner, employers are hiring at warp speed. But don’t compromise the integrity of your hiring process. It’s still important to verify and prescreen each candidate, but you can also make sure that outdated internal policies don’t arbitrarily exclude well-qualified candidates, like those who have nontraditional work history or those with a criminal background.

Look after loyal workers

If you need to operate with a skeletal crew, adjust your operating hours accordingly. If you’re not already drafting temporary workers, start now. If you can afford it, consider closing for a day for some much-needed rest and to protect workers from burnout. Even, developing an organizational purpose can help your employees feel valued and motivated.

Shake up incentives

Attendance bonuses. Free food. Longer breaks. Employers need a toolbox of benefits to stay ahead of the curve in the war for talent. Go beyond gimmicks. As the pandemic continues, workers gravitate to employers genuinely invested in their well-being. You can add meaningful benefits and perks, like flexible shifts, daycare stipends, or transportation to and from work.

Get wages right

Our data shows that people are 60% more likely to return to work if the pay rate falls above the 75th percentile. Determining the right wages can be tricky without real-time market data and decades of experience in staffing. That’s why tools like our salary calculator can help you set the proper pay for the workers you need.

Our working world has changed. At Adecco, we can help you develop a tailor-made plan that makes sense for your budget and can be scaled up or down at any point.

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Getting formerly incarcerated individuals back into the workforce is one of the few issues with bipartisan support in our country. Pathways to meaningful work give returning citizens a chance to rebuild their lives, provide for their families, and break the cycle of recidivism. Yet, longstanding stigma means these job seekers face many hurdles to finding employment, even at a time when the US economy has a record 10 million job vacancies. And with 70 million Americans having criminal records (around the same number that holds college degrees) this exclusion is exacerbating our labor crisis and hindering our economic recovery.

The research is clear: employers say that workers with criminal records perform just as well as – or better – than other employees. Many businesses are keen to work with ‘justice-involved’ individuals but don’t know where to start (A recent American Staffing Association webinar examined the issue closely).

At Adecco, we believe there’s a job for everyone. We mine untapped talent pools to match talented people with well-paid, purposeful jobs. Below, learn three steps you can take on your way to becoming a second-chance employer:

Assess applicants on skills

Start by normalizing hiring people with records. Blanket ‘no felons’ policies mean lifelong discrimination against people with prior convictions and lock out great talent. Ask yourself: “Will this particular record impact this candidate’s ability to do this role?” “Are we putting up unnecessary barriers?” Of course, some background checks are vital, from healthcare to early education, to pharmaceuticals, and almost 90% of employers conduct them. But excluding a qualified candidate from, say, a hard-to-fill auto parts assembly vacancy because of a decades-old teenage drug offense can run counter to your business interests. Working with a Adecco can expedite recruitment, screening, and verification and enhance your fill rates, speed-to-hire, and even retention numbers.

Give a hand up

These job seekers face complex problems that make it harder to land work, but employers can make a huge difference. Consider setting up an employee transportation program. Invest in making sure your candidates have the right-sized work clothes ready for their first day. Develop relationships with parole officers, community partnership organizations, and other re-entry agencies. (Many of these groups help candidates with common problems like missing ID papers, unstable housing issues, and set-up funds.) These efforts aren’t necessarily costly, and many government and local grants exist to help employers and candidates with the cost of getting back to work. Check out the Labor Department’s grants page to find vetted community partners, or talk to us for advice tailored to your industry. And with the Adecco Aspire Academy, free upskilling and reskilling qualifications set second-chance hires up for long-term employment success.

Start small

For many business leaders, upending decades-old ‘no felons’ policies can feel fraught with risk, a leap into the unknown. Why not start small and get hands-on experience working with just one or two candidates? Addressing stigmas around second-chance hiring can lead to more positive and inclusive workplaces and enhance your purpose as an organization. More than 650,000 ex-offenders are released from American prisons every year, half your labor force might come from the justice-involved community before you know it; or from overlapping populations like our veterans and the homeless. Don’t underestimate how powerful it can be to give one overlooked person a break. And with peak hiring season just around the corner – and several industries facing wage inflation and unprecedented hiring and retention challenges – what better time to start than now?

In recent years, many of our clients have evolved their hiring practices to include individuals with criminal histories, while addressing their toughest staffing challenges. So, what’s stopping you?

Learn more about how we help American businesses navigate today’s tricky labor environment, especially during peak season. And for more insights on the complex, unfolding issues shaping our working world take a look at our freshly launched research Resetting Normal: Defining The New Era Of Work.

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The post Why consider second-chance hiring? Champion new potential and talent appeared first on Paragon Strategic Staffing.

All organizations have experienced the effects of a bad hire at some point, and managers likely know how disruptive and expensive it can be when the wrong candidate is chosen for a key position.

In this blog post, we’ll walk you through actionable steps that will help you improve your recruitment process. Let’s get started!

What Is a Bad Hire?

A bad hire is when the person you hired for a job is unable to carry out what you expect of them or is harming your organization. Here are five characteristics of a bad hire.

Your new employee:

• Is not producing the quality of work you expected
• Doesn’t get along with their team or has a negative attitude
• Doesn’t have the knowledge or skills they claimed to have
• Is unable to receive feedback and constructive criticism
• Is constantly late for work or regularly doesn’t show up

Why Is a Recruitment Strategy Important?

If you want to hire the best talent for your organization, then you need a recruitment strategy. While employers might have adapted their talent search to suit an increasingly remote world of work, the pandemic has been a drastic wake-up call for organizations that have inefficient recruitment processes.

So, what exactly are the advantages of having a proper recruitment strategy? One of the most obvious advantages is the ability to find and hire the best candidates for the job. Another upside is the money your company will save. This can be seen in reduced costs related to training, employee turnover, and increased revenue. Implementing a good recruitment strategy also offers legal protection. Employers with an unstructured hiring process expose themselves to potential legal issues when candidates feel there was bias or discrimination that led to them not getting the job.

Recruiting Tips to Avoid a Bad Hire

Now that you know the negative impacts of hiring the wrong person and the importance of having a recruitment strategy, you’re ready to start making changes to the way you find and hire talent. Here are our top actionable steps to avoiding bad hires.

1 –Represent Your Company Accurately

Paint an accurate picture of the responsibilities of the position, the company culture, and the expectations you have of them are fundamental at every stage of the hiring process. Doing this will reduce the chances of hiring someone that doesn’t fit with the company culture and gives candidates a chance to back out if they feel the position isn’t right for them.

2 – Learn from Your Mistakes

Carrying out exit interviews gives you valuable insight into why employees are leaving your company, and whether the recruiting process had something to do with their departure. This also allows you to see what factors you could change to make new hires feel welcome, committed, and motivated as soon as they become part of your organization.

3 – Look for Red Flags

If someone has a bad attitude, is repeatedly late for virtual interviews or calls, gives vague answers to interview questions, or has a negative online presence, these could be red flags telling you that they’re a bad hire. By developing your ability to spot these red flags at different stages of your talent search, you’ll save yourself the trouble of hiring a problematic candidate.

4 – Set Your New Hire Up for Success

Make sure you inform your new employee about what to expect in their first three months at the organization and establish clear communication channels between them, HR, and the rest of their team so that they feel comfortable reaching out for support. Starting a new job remotely can feel lonely compared to presential work, so organizing introductory calls and virtual social events can make all the difference.

At Adecco, we’re experts at helping businesses just like yours find top talent, even during a pandemic. To learn more about how we can benefit your company, click here!

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