Time to pay back employees?

During the darkest hours of the recession, many employees were thankful just to be working.  Even if you were working for the wrong company, boss or job role many employees stuck it out and minimized risk by not taking on a job hunt. A job was a great thing to have, even if it wasn’t the perfect job.

I’m curious if those companies that have weathered the storm — in some cases by cutting pay, freezing cost of living increases, reducing benefits and increasing workload expectations — will begin to reward those employees that have sacrificed for their employer over the last few years.   My guess is some won’t and they will wonder why their once loyal employees are leaving in droves.

From what I’ve seen, the days of clinging to a tenuous job are over.  Throughout 2011, Salt Lake and Wasatch Front employers have begun to hire again, translating to an increase in opportunities for job seekers.  As this trend continues, you can be sure your employees will be testing the waters in 2012 and researching other employers and employment opportunities.

With the high cost of employee turnover, hopefully most companies will proactively take care of their people in whatever way they can.   Those employers that think they are operating in a new status quo where employees are fearful and employers hold the cards may be in store for a rude awakening.

 

Year end hiring reality check

It’s mid-November and the holidays are upon us. If you have a critical position to fill and you are hoping your new hire can hit the ground running in 2012 – now is the time to start your hiring process! After you subtract holidays there are only about 4 weeks of recruiting left this year. Here’s a typical hiring timeline :

Week 1

Prepare job description

Make sure budget and approvals are in place,

Submit the job posting to internal and external recruiter to start sourcing candidates

Week 2

Review applications/resumes.

Conduct phone screens and schedule first interviews.

 Week 3/4

Conduct in person and final interviews. At this time of year this is a tough one. Plan on working around busy calendars that include normal workload, time off and holiday commitments.

Make an offer, negotiate acceptance.

Week 5/6

Wait out two week notice, complete on boarding process: desk, computer, network access, security etc etc

The above timeline assumes everything goes smoothly. Unfortunately, Murphy’s Law frequently applies and you will want backup candidates to make sure you make your goal. Having one or two acceptable backup candidates puts you in the drivers seat and allows you to comfortably walk away from a first choice candidate if something goes awry at the last minute.

So there you have it. A little reality check. If you’re hoping to get an A player on board for the new year – start now!

Hot market for IT professionals in Salt Lake City, Utah

New clients often ask me why recruiting great people in Salt Lake City is so difficult. Many have recently commented that they receive virtually no qualified candidate resumes when they advertise a job.

According to Indeed.com, Salt Lake City has 1 job posting for every unemployed person.  In comparison, Miami and Los Angeles have 1 posting for every 4 unemployed persons. Bottomline — we have more jobs for those that are unemployed. Candidates have more options and employers have to work harder to attract candidates for their openings.

In the technology sector the situation is even better for candidates. I would not be surprised if there were 10 technology job postings for every unemployed technologist. In a hot market, it becomes critical to tap into the candidate pool that is employed and not actively responding to job postings.

What has your recent hiring experience been like?  Slim pickings?  Surprisingly easy?  Whether your experience in hiring has been the same or different — we would love to hear about it.