We include developments from the Staffing Industry Daily News and The Staffing Stream to help you focus on emerging movements that could shape your business for the better.


Wages Plateau

Employers expect to keep wage growth in check.

2_15_Front_1709.indd Most employers expect wages to stay the same in the third quarter, according to a survey released by Express Employment Professionals. The survey found 67% of businesses expect wages at their companies to stay the same, the same percentage as in the company’s last quarterly survey. On the bright side, 31% of respondents said they would increase wages, and only 2% expect wages to decrease.

 


No, Thanks

Workers steer clear of employers with negative press.

Businessman showing stop with hand A CareerBuilder survey found 71% of US workers would not apply to a company experiencing negative press. Female workers were much more likely not to apply to a company experiencing negative press than their male counterparts, at 79% and 61%, respectively. Meanwhile, 26% of employers said negative publicity hindered their hiring process in terms of fewer job offers being accepted, fewer candidate referrals from employees and fewer job applications.

 


Hiring Lags Expectations

Information technology leaders hire fewer than anticipated.

Modern open space office with city viewA TEKsystems survey found IT leaders appeared to have had inflated expectations regarding hiring at the end of 2016 and overestimated increases for both full-time and contingent hiring. A June 2017 survey found 32% actually increased contingent IT staff, down from 43% who forecast an increase in the December survey. Additionally, more decreased temporary staff: 22% in the June survey compared to 13% forecasted at the start of the year.

 


Different Strokes

One size does not fit all when it comes to recruiting and engaging active vs. passive candidates.

Feeling the business crunch! There are big differences between active and passive candidates. With unique dynamics in the labor market, it is critical to employ proactive engagement strategies tailored to each group. Based on a survey of 940 active and 507 passive job seekers, the recent 2017 Trendicators Report supports this notion and provides valuable insight into the perceptions, preferences and behaviors of these two groups.

Active Candidates

Value Recognition. The best programs address what employees want most: Recognition, exciting work, security, pay, education and career growth, conditions and truth, or RESPECT. And those programs also start before a candidate is hired.

A perfect example: 81% of millennials rated recognition during the pre-hire stage as Very Important or Important.

Ready to Engage. Most (73%) have updated their LinkedIn profile recently, and even more (84%) anticipate mobile contact in the hiring process. In addition, 77% say pre-hire social interaction with employees is important.

Passive Candidates

More Likely to Say “Yes.” It seems counter-intuitive, but 65% of passive candidates accepted an offer in their most recent recruitment experience, while only 26% of active job seekers did. Nor are passive candidates overly concerned about ratings, such as those on Glassdoor.

More Traditional. While 71% of active job seekers expect a video interview, only 31% of passive candidates consider it normal. This suggests that before you ask a passive candidate to log on to a video platform, you should develop commonality and a relationship to help motivate them to make the extra effort.

Source: “Active vs. Passive Candidates: One Size Does NOT Fit All,” The Staffing Stream, by Darren Findley, president, recruitment solutions, Engage2Excel; and Tom Brennan, manager, creative services, Decision Toolbox.


That’ll Cost You

Overtime adds up to more than just dollars and cents for employers.

2_15_Front_1709.indd Most employers can figure out the monetary costs associated with overtime — at the typical time and a half, it doesn’t take long to add up. But employers face more than the financial costs. Continuous overtime can affect employee productivity, health and safety, as well.

Productivity. If overtime becomes a consistent part of operations, some workers may lower their peak productivity until overtime hours take effect. So even though the work gets done, a company may end up paying more in overtime simply because it has become expected. Alternatively, someone who is working too much for an extended period of time may eventually burn out. At a certain point, it may be wiser to bring in a new employee, even if it’s only temporary.

Health. For most employees, their stress levels at work are directly related to the length and difficulty of the work. When stress levels are high, the immune system is weakened, leading to a higher likelihood of illness. As a result of these illnesses, employees will miss work more often or at the very least show lower productivity levels. But this issue is larger than any single employee, with costs related to healthcare benefits rising for the entire business.

Safety. As each hour goes by, an employee becomes less attentive and more prone to making mistakes that can lead to serious injury. It is crucial to weigh the risk of working overtime with the possibility of an injury that could lead to a workers’ compensation claim and loss of an employee for an extended period of time.

Source: “The Hidden Costs of Overtime,” The Staffing Stream, by Robert Hoeft, marketing assistant, QPS Employment Group.