The employment market is heating up, causing employers to start worrying about losing good talent, according to new research from PayScale, a firm that studies salaries and payroll. I personally am thrilled that the job market is getting better, and I’m laughing that employers are worried. I’ve been warning about this for years.
You see, a lot of companies have been treating their employees terribly. It starts with the recruiting process, where they don’t return phone calls, ask for 12 references, and subject people to multiple interviews. Then it moves on to low salaries, no promotions, no pay increases, and treating employees terribly. And now that employees are starting to find other places to go, employers are worried.
To keep reading, click here: Companies are working harder to keep good employees
Suzanne, is spot on. Only caveat is the vast majority of companies never take it seriously. To their own peril….I see it everyday.
And it does start with recruiting…..
You companies out there with the policy of “not accepting resumes or candidates from recruiters with whom you have no agreement…?”
1) it is contingency, you only pay if the talent is worth paying for
2) Do any of you “policymakers” actually read your policies? Is it really your policy to ignore and pass on potential opportunities to ad exceptional talent to your organization? Seems a bit shortsighted?
I get that the cold calling recruiters out there take up time but the average pitch is about 90 second so unless you average 320 calls a day….it can’t take up that much time….most of you don’t answer your phone anyhow!
And you really should stop telling recruiters to stop calling you because of your policy….what an odd world it would be if sales professionals stopped calling prospects because they had not done business with with the sales person before…..and had a “policy”….seriously, do you actually read your policies?
It does start with recruiting because no company has a more important asset than its people who actually make the big ideas, plans and strategies a reality and yet it remains an afterthought for most companies.
I’m not sure how your comment applies to this article, but I disagree with the points you are making. We don’t accept resumes from agencies until there is an agreement in place to avoid being taken advantage of by an agency if we end up loving a candidate. I’m not going to pay an outrageous rate because I neglected to get a contract in place first. Agencies often use this tactic to make the negotiation go in their favor. They know that we want to hire the person so we will have to pay whatever rate they want in order to get that individual.
Also, I network and use referrals when I add agencies to our vendor list. I don’t really need to be harassed by multiple recruiting agencies everyday who are cold calling me. The average pitch is 90 seconds only when they stop talking long enough for me to tell them we aren’t interested. Otherwise, the sales person tries to keep you on the phone as long as possible. And when I am working on other issues, that phone call is a disruption.
And yes, I read my policies and we don’t answer the phone because we have caller ID and we know it’s you who is calling us.
“taken advantage of”?
–You mean ‘pay market rate’…?
Give me a break. Employers either love taking advantage of market advantages over current employees and job candidates when they can, and when the price of those skilled employees goes up just refuse to pay market rates for employees and job candidates who have skills that are truly in shortage-and those people don’t take you up on your offer/job ad.
If skills are rare you have to pay for them, including paying the middlemen (recruiters). Plain and simple.
Sitting back and crying “Talent Shortage” is ridiculous.
Aww, forget it… Just sit in your offices and keep on making your Prince Charming, I mean, Purple Squirrel attribute wish list job ads and complain about not finding “the one”. You may not be offering what they want, but, go ahead and cry me a river anyways.
Market rate is not as high as many agencies would have you believe. And it wouldn’t be smart business strategy to put yourself in a position of not being able to negotiate how much you are going to pay.
Suzanne, thank you for writing this transparent blog on what I’ve predictated for a long time Exhausted by so-called experts online and recruiters who claim they have the answers and it’s a relief to read sound, critical thinking to helping job seekers like myself, jaded by the business of hiring and employee retention practices. Thats why I follow EvilHR Lady. Thank you!
You are welcome! I knew this day would come and I’m glad and I hope those companies that treated employees poorly will finally learn their lessons.
it’s okay to pay less in lean times, but it’s not okay to treat employees poorly in lean times. Ever.
The whole employment process really does begin at the time of recruiting. Companies aren’t the only ones looking for the right fit for the position, organization and culture; employees are looking for just the same. With the cost of new hires only increasing, why not put a little extra effort into recruiting the right candidates. Great insight!
Yes. I hope the job market continues to improve and that companies finally come to realize how important recruiting is to their company’s well being.
Part of the reason they try to keep staff is because of how much it costs to replace them, not to mention the other things you’ve mentioned.