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Where Have all the Workers Gone?

Gary Chambers on April 3, 2023

And How to Get them Back!

There is a shortage of workers in America, there is no argument there. Across all industries, hiring has become more difficult, and retention seems to be just as, if not more difficult. This combination has built up to a tipping point in today’s workforce and it’s hard to say if either side, the employer or the employee, has an advantage.

Let’s look a the worker shortage a little closer. There are several reasons why there is a worker shortage in America. Here are some of the key factors:

COVID-19 pandemic: The pandemic disrupted the labor market in numerous ways, with many workers either losing their jobs or choosing to leave the workforce due to health concerns or family responsibilities.
Aging workforce: The US has an aging workforce, with many baby boomers retiring and leaving a gap in the labor force that is difficult to fill.
Skills mismatch: The skills required by employers are evolving, and many workers may not have the necessary skills or training to meet the demand.
Generous unemployment benefits: Some economists argue that the generous unemployment benefits provided during the pandemic have discouraged some workers from seeking new jobs.
Immigration policy: Tighter immigration policies have reduced the number of foreign workers coming to the US to fill jobs.

These factors, along with others, have contributed to the current worker shortage in America. 🇺🇸

What industries face the biggest labor challenges?

The labor challenges faced by different industries can vary depending on a variety of factors, including the skills required, working conditions, pay and benefits, and the availability of workers. However, some industries that have been particularly impacted by the current worker shortage in the US include:

Hospitality and tourism: The pandemic has hit the hospitality and tourism industry particularly hard, with many workers either losing their jobs or leaving the industry due to health concerns.
Manufacturing: The manufacturing industry has been facing a shortage of skilled workers for several years, and the pandemic has only made this worse.
Healthcare: The healthcare industry is facing a shortage of nurses, doctors, and other healthcare professionals, which is particularly concerning given the ongoing COVID-19 pandemic.
Transportation and logistics: The transportation and logistics industry is struggling to find enough truck drivers and warehouse workers to keep up with demand.
Construction: The construction industry has been experiencing a labor shortage for several years, and the pandemic has only exacerbated this, with many workers either leaving the industry or facing delays due to supply chain disruptions.

These are just a few examples of the industries that are currently facing labor challenges in the US.

So, what do employers need to do to find and hire the best talent in a tight labor market?

Here are some best practices for hiring during low unemployment?

When unemployment is low, it can be challenging for employers to find and attract qualified candidates. Here are some best practices for hiring during low unemployment:

Focus on employer branding, and showcasing your positive workplace culture. In a competitive labor market, it’s important to stand out as an employer of choice. Develop a strong employer brand that highlights your company’s values, culture, and benefits.
Embrace the latest technology. Ensuring your company or organization is leveraging the latest HR tools, like virtual hiring events, gives you the best opportunity to succeed.
Offer competitive compensation and benefits: With low unemployment, candidates have more bargaining power when it comes to compensation and benefits. Consider offering competitive pay, comprehensive benefits, and perks like flexible scheduling or remote work options.
Be open to alternative qualifications: With a limited pool of candidates, consider being flexible with job requirements and qualifications. Look for candidates with transferable skills or experience from related industries.
Streamline the hiring process: A lengthy hiring process can turn off candidates, especially in a tight labor market. Streamline your hiring process by using technology like video interviews, pre-employment assessments, and applicant tracking systems.
Tap into employee referrals: Your current employees can be a valuable source of referrals for new hires. Offer incentives for employees who refer successful candidates, and encourage your team to spread the word about job openings.
Build relationships with potential candidates: Don’t wait until a job opening arises to start building relationships with potential candidates. Attend industry events, connect with candidates on social media, and consider partnering with local schools or training programs to develop a pipeline of talent.

By implementing these best practices, employers can increase their chances of attracting and hiring top talent in a low unemployment environment.

What trends in human resources technology are making it easy to find and hire the best talent?

Human resources technology has evolved significantly in recent years, and there are many tools and platforms that can make it easier to find and hire the best talent. Here are some of the trends in HR technology that are making the hiring process more efficient and effective:

Artificial intelligence (AI) and machine learning: AI and machine learning can be used to analyze job descriptions and resumes, identify top candidates, and even conduct initial screening interviews.
Virtual Hiring Events and Job Fairs grew in popularity during the pandemic, and their results show they are here to stay. Platform like Premier Virtual’s offer all the latest tools and resources bundled into one, easy to use, mobile friendly platform. Leveraging this technology helps you meet your applicants where they are most comfortable, attracting more applicants, and making better hires.
Applicant tracking systems (ATS): ATS software streamlines the hiring process by allowing employers to manage job postings, resumes, and applicant communication all in one place.
Video interviewing: Video interviews can save time and money by allowing employers to conduct initial screening interviews remotely, and they can also provide a more personal touch than phone interviews.
Mobile recruiting: Many job seekers use their mobile devices to search for jobs and apply online, so mobile-friendly job applications and recruiting platforms are becoming increasingly important.
Social media recruiting: Social media platforms like LinkedIn and Twitter can be valuable tools for finding and connecting with potential candidates, and some companies are even using social media advertising to promote job openings.
Employee referral programs: Referral programs have long been a popular way to find top talent, and technology can make it easier to manage and incentivize employee referrals.

These are just a few examples of the trends in HR technology that are making it easier to find and hire the best talent. By leveraging these tools and platforms, employers can streamline their hiring process and attract top candidates more effectively.

Leveraging these tools will not create new job seekers, but it will give your company or organization the best opportunity to get in front of the most qualified applicants, and make the difference between a quality hire in less time, and a desperate hiring decision that drags on, and costs more money in lost productivity.

Quiet Quitting/Firing and the Morale Issue it Causes

Gary Chambers on March 2, 2023

While the term “quiet quitting” may be a relatively new buzzword, the concept has been around for a long time. In the world of employment, quitting and firing are common occurrences. However, there are two types of these actions that can have a significant impact on hiring, recruiting, and retention: quiet quitting and quiet firing.

Quiet quitting is when an employee resigns from their job without making any noise or drawing attention to themselves. This can happen for various reasons, such as dissatisfaction with the job, a desire for a change in career, or personal reasons. Quiet quitting can have a significant impact on hiring and recruiting because it can lead to a lack of communication between the employer and the employee.

Reasons why employers are struggling to identify it.

This lack of understanding can make it difficult for employers to improve their hiring and recruiting strategies, as they may not know what led to the quiet quitting. Additionally, if an employer does not recognize the reasons why an employee may have quietly quit, they may struggle to retain their current employees. Retention is essential in any organization, and understanding why employees leave is key to improving retention rates. Employers should strive to create a work environment that encourages open communication, allowing employees to voice their concerns before they quietly quit.

Quiet quitting can have a significant impact on the morale of other employees in an organization. When an employee quietly quits, their departure can create a sense of uncertainty and unease among their colleagues. This can be particularly true if the employee was well-liked and respected within the organization.

The departure of a well-liked colleague can lead to feelings of sadness, loss, and even anger among the remaining employees. This can create a sense of disconnection and mistrust among the remaining employees, particularly if they feel like they were not given a clear explanation for the employee’s departure.

The Toxic Work Environment

In some cases, quiet quitting can also create a sense of fear and anxiety among the remaining employees. They may worry that their own jobs are in jeopardy, particularly if they were not aware that the quietly quitting employee was unhappy in their role. This can create a toxic work environment, where employees are afraid to speak up or voice their concerns for fear of being quietly fired.

To mitigate the impact of quiet quitting on morale, employers should strive to create a culture of open communication and transparency. This means providing regular feedback to employees, addressing any concerns or issues that are brought to their attention, and being clear about the reasons for any departures. Employers should also consider conducting exit interviews with quietly quitting employees, to gain insight into any issues or concerns that may have led to their departure.

By creating a culture of transparency and open communication, employers can help to build trust among their employees, and reduce the impact of quiet quitting on morale. Employees who feel heard and

valued are more likely to be engaged and productive in their work, which can ultimately benefit the organization as a whole.

What about Quiet Firing?

Quiet firing, on the other hand, is when an employer terminates an employee without informing the rest of the staff. This can happen for various reasons, such as poor performance, inappropriate behavior, or a lack of fit with the company culture. Quiet firing can have a significant impact on hiring and recruiting, as well as retention.

When an employer quietly fires an employee, the rest of the staff may not know why the termination occurred. This lack of transparency can lead to confusion and mistrust within the organization, making it difficult for employers to retain their current employees. Additionally, if the reasons for the quiet firing are not communicated to potential candidates during the hiring process, it can lead to a lack of trust in the organization and impact recruitment efforts.

To mitigate the impact of quiet quitting and quiet firing, employers should strive to create a culture of transparency and open communication. Employers should encourage employees to speak up if they have any concerns or issues with their job and should make sure that all employees are aware of the reasons for any terminations. Additionally, employers should conduct exit interviews with employees who quietly quit to gain insight into any concerns or issues that may have led to the resignation.

Key Takeaways

In conclusion, quiet quitting and quiet firing can have a significant impact on hiring, recruiting, and retention. Employers should strive to create a culture of transparency and open communication to mitigate the impact of these actions. By understanding the reasons why employees may quietly quit or be quietly fired, employers can improve their hiring and recruiting strategies, as well as increase employee retention rates.

Steve Edwards
CEO – Premier Virtual
Podcast Host – Weeding Through The BS
Steve@premiervirtual.com
Premier Virtual – South Florida Business Journal #6 Ranked Top Place to Work – Small Business Category

Will Employees Return & What’s Behind Quiet Quitting?

Gary Chambers on August 23, 2022

The Great Resignation – Will Employees be Returning to the Office?

One of the key questions being asked in the business world today is “Will employees be returning to the office?” According to a recent Gallup poll, the majority of office workers across the US want to return to their jobs . . . some of the time anyway. The primary reasons for a partial return include collaborating and socializing with their co-workers as well as making important decisions alongside them. However, this is only a part of the scenario as there is another side to this that many are neglecting to talk about.

Interestingly enough, some employees preferred the remote working life over returning to the office. Many were upset because of how much they had enjoyed it and couldn’t figure out why, after nearly 2 years of working at home, they would have to return to the workplace. Furthermore, individuals who were anxious about returning to their offices didn’t find the same situation that they left behind when they were forced to start working remotely.

Why Isn’t the Return to Office Life Working Out?

There are several reasons that the return back to the office place isn’t working. For one, bosses and employees have different regarding how their offices should be used. After two years of living with the pandemic and working remotely from home, individuals have developed their expectations as to how their time should be spent. Unfortunately, as increasing numbers of individuals are returning to the workplace, their ability to focus, level of satisfaction on the job, and stress levels have deteriorated.

The Other Side of the Equation

With the onset of the pandemic, many office employees started working remotely from home. In a sense, it was the beginning of a new era in the jobs sector. Unfortunately, many of those remote workers opted not to return to their former employers and have sought employment elsewhere, thereby leaving holes to fill at their former workplace. As an employer in these circumstances, you have to be concerned about replenishing your workforce and bringing your daily operations back up to speed.

What’s Behind ‘Quiet Quitting’

Returning to the office is one thing, but returning to the former level of effort and the ‘above and beyond’ mentality is something all together different.

This new work ethic is based upon a priority to life-balance and that work is not the end all, be all that it was once was seen as. It’s not something that a person declares or can be labeled as, but what everyone can agree on is that the term doesn’t mean that an employee has quit, but rather that they are setting boundaries at work and refusing to go above and beyond in completing their duties.

That seems healthy, and productive, but it’s not the same as the person who was just doing the bare minimum to keep the job. As we see in this article from CBS news:

“People see ‘quiet’ and ‘quitting’ and they think it’s about quitting, but really what quiet quitting means is someone who has decided, ‘I want to prioritize my well-being overall and things outside of work’,” Elise Freedman, senior client partner at consulting firm Korn Ferry, told CBS MoneyWatch.

But, she added, “This is different from someone who is disengaged.” Instead, it’s about doing what is required of them, without volunteering for an ambitious project, agreeing to work at nights and weekends, or otherwise going the extra mile in ways that Americans are traditionally encouraged to as a way to demonstrate their worth to an employer.

If you travel the world, it seems to me that America is simply growing up. The rat race had it’s time and place and now side hustles and self preservation have replaced it. If you’re going to ‘go all out’ it’s going to be for yourself and on your terms, otherwise I’ll do the best I can. Who knows, if we keep down this path, the afternoon siesta might be the next culture piece we adopt in America.

Premier Virtual has the answer – our online hiring platform or virtual recruitment platform. These virtual event platforms and accompanying virtual job fair software were designed to look and feel as though you were attending a real live in-person career fair without all of the costs and hassles that would normally be involved. To learn more about our products, call us today at (561) 717-9717.

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Where Have all the Workers Gone?

Quiet Quitting/Firing and the Morale Issue it Causes

Will Employees Return & What’s Behind Quiet Quitting?

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