Employers are increasingly concerned about the growing trend of ghosting. It is also becoming one of the top issues talent acquisition professionals face today. It’s the “Now you see him, now you don’t” circumstances which leave employers and recruiters asking the big question “why?’.
Ghosting, as defined by the Federal Reserve Bank of Chicago, means “a situation where a worker stops coming to work without notice and then is impossible to contact.”
Aside from quitting the job without notice, ghosting in the workplace comes in different forms like not showing up on the scheduled interview, job offer, and the first day of work.
According to the Bureau of Labor Statistics, the number of Quits (which are voluntary separations initiated by the employee) is at 3.4 million as of March 2019.
Why is Ghosting prevalent?
The growing trend is said to be the result of the low unemployment rate and hot labor market, which provide employees and job seekers too many job options. Other reasons why employees are tempted to disappear and leave work without explanation are bad bosses and the feeling of disrespect at the workplace. Job seekers do not want to have an awkward conversation about accepting another job offer, so they think that the easy way out is ghosting the recruiter.
Ghosting an employer or a potential employer is a big no-no because it can show up on background checks. Moreover, leaving a company on good terms is always the right decision since the new employer usually asks for reference and recommendations.
Here are some strategies to survive the hassles of Ghosting:
A person is unlikely to ghost someone who treated him with respect and trust, so create a talent community where you can nurture long-term relationships with candidates and professionals for future opportunities.
Job applicants are willing to accept an offer that is lower than their expected salary if the employer produced a great impression through the hiring process, Therefore, it’s a good idea to evaluate your onboarding process on a regular basis and identify ways to continually improve the hiring experience.
Give feedback and help employees hone their skills. Talk about their career development to show that you and the company are supportive of their success.
It is predicted and expected that in 2019 and beyond that there will be digital transformation and rapid changes in the tech industry. “Innovation Accelerators” such as the Internet of Things (IoT), Artificial Intelligence (AI), and Augmented or Virtual Reality (AR/VR) are just some of the technologies that businesses and companies are preparing for to keep up with the digital transformation.
1. By 2022, over 60% of global GDP will be digitized with growth in every industry driven by digitally-enhanced offerings, operations, and relationships.
2. By 2023, 75% of all IT spending will be on 3rd Platform technologies, as over 90% of all enterprises build “digital native” IT environments to thrive in the digital economy.
3. By 2022, over 40% of organizations’ cloud deployments will include edge computing, and 25% of endpoint devices and systems will execute AI algorithms.
4. By 2022, 90% of all apps will feature microservices architectures that improve the ability to design, debug, update, and leverage third-party code; 35% of all production apps will be cloud-native.
5. By 2024, a new class of professional developers producing code without custom scripting will expand the developer population by 30%, accelerating digital transformation.
6. From 2018 to 2023, with new tools/platforms, more developers, agile methods, and lots of code reuse, 500 million new logical apps will be created, equal to the number built over the past 40 years.
7. By 2022, 25% of public cloud computing will be based on non-x86 processors (including quantum); by 2022, organizations will spend more on vertical SaaS apps than horizontal apps.
8. By 2024, AI-enabled user interfaces and process automation will replace one-third of today’s screen-based apps. By 2022, 30% of enterprises will use conversational speech tech for customer engagement.
9. By 2022, 50% of servers will encrypt data at rest and in motion; over 50% of security alerts will be handled by AI-powered automation, and 150 million people will have blockchain-based digital identities.
10. By 2022, the top four cloud “mega platforms” will host 80% of IaaS/PaaS deployments, by 2024, 90% of G1000 organizations will mitigate lock-in through multi- and hybrid cloud technologies and tools.
IT companies and businesses are currently on their toes to make sure they will not vanish because of the transformation. As a professional, have you asked yourself the big question:
“Does your job include repetitive tasks and simple activities that can be easily replaced with any of the emerging innovation and technology?”
If the answer is yes, then it’s time to do something about it before you lose your career.
Changes in technology and business approaches can leave you behind and get you off track, especially if you are unable to keep up with the developments and have failed to improve your skills. You will watch your colleagues take better positions, enjoy better pay, and accomplish high-profile assignments.
Here are some tips to avoid losing your career’s velocity:
First of all, choose a job that you have passion and fits you.
Focus on the correct metrics and continuously improve your skills. Grab the opportunities to use the new technologies and platforms available. Never settle on what you already know, but learn new techniques and processes so you’ll grow with the company.
Show your value at work and deliver successful projects so they’ll know why you deserve a promotion or a raise.
Improve your leadership capability by mentoring junior people. You may be surprised how it can change your career path for the better in the future.
Help the organization find more efficient processes and solutions to make it run smarter and more efficiently.
Challenge yourself to become a better version every day. Ask for feedback from manager or supervisors on how you are doing so you can do better.
While job satisfaction can be an essential part of staying in a company, in the world of innovation, learning new things and reinventing yourself can be the best cure to avoid getting off track in your career.
Be inspired and empowered in 2019 and beyond!
Let’s stay positive and connected in 2019!
To learn more about finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at email@example.com.
“The first job of a leader at work or at home is to inspire trust. It is to bring out the best in people by entrusting them with meaningful stewardships and to create an environment in which high-trust interaction inspires creativity and possibility.”
That quote is from Stephen Covey who was an American educator, businessman, keynote speaker and author of the famous book “The 7 Habits of Highly Effective People“. It means that Trust is equal to Engagement which results in increased performance.
Trustworthiness at a workplace is being honest, dependable and being reliable to get things done right. Without trust, allies can become enemies. However, trustworthiness is not just about employees feeling good about the company, but also having the confidence that a leader instills trust in the organization which contributes to the employee’s engagement and retention.
A leader should also be trustworthy. There’s an interesting article in the Harvard Business Review by Professor David DeSteno of Northeastern University entitled “Who Can You Trust?” which shows the results performed on research about trustworthiness. It answered the questions “Are we trustworthy?” and “How does trustworthiness look like to those we interact with?” It also includes 4 points to keep in mind when deciding whether or not to do business with a new partner.
Integrity can vary
A reputation earned doing business with one customer with one set of costs and benefits cannot be relied on to hold up when trade-offs or accountability change. It merely means that trustworthiness depends on circumstances.
Power does corrupt
Research by Paul Piff, a social psychologist at Berkeley, suggests that indicators of socioeconomic status can predict trustworthiness. As explained, a person’s honesty depends on his relative feelings of power, and not on how much money he has in the bank. So when deciding whom to trust, consider new and temporary power differences.
Confidence Often Masks Incompetence
We often associate confidence with competence. There will be no harm done if someone can back up his confidence with consistent performance, but if you fall for deluded posturing, then that is when the problem comes in. So do not forget to do your research, although reputation cannot be an indicator of integrity, it is a reliable predictor of competence.
It is OK to Trust Your Gut
Some findings demonstrate that our minds come with built-in trust detectors, but we sometimes suppress our intuitive machinery by taking into consideration what we believe to be more rational predictors and mistakenly looking for the wrong nonverbal cues. Trust your gut and allow your mind to arrive at a judgment undisturbed by predictors and wrong nonverbal cues.
Horizon Technology Partners believes that TRUST is one of the key factors in creating a long-term relationship with employees and clients. Here’s an interview with a client named Brian, a Software Development Manager, who expressed trust and confidence with HTPartner’s dedication and commitment to providing elite staff.
Brian: “He supplies people who are so passionate at their jobs, and he made them qualified team members, good team-oriented personnel, and they spoke well. I can’t think of anyone that I did not like that he brought forward, and in some cases they were fantastic.”
Are you also looking for a trustworthy provider of IT Talents, as well as elite staff that you can trust?
“Going the extra mile” is willingly providing a better service and more than is expected or paid for. It is an essential part of success in every endeavor because it makes one indispensable and more marketable. It is also a source of self-fulfillment when one has gone beyond “best efforts” and a client is more than satisfied and getting more than what they have expected.
Lack of appreciation for accomplishments or tenure
Unsupportive upper management
A negative work environment
Promoting from outside
Do those reasons above sound familiar? Well then, how can you avoid losing your best workers?
An employee who is consistently helping you improve your business deserves a fair compensation and even a raise. Remember that it will cost you more when your best employee leaves.
Show your employees how you understand their need to have a work-life balance. Let them recharge especially after a great accomplishment.
Show appreciation for accomplishments and loyalty because employees also want to feel that they matter.
Avoid losing your top performers by showing support, talking to them and not making them feel unnoticed.
A workplace should feel like a professional office and not a fight club because nobody wants to work with a negative atmosphere.
An open-door policy can be an advantage for both sides because it encourages openness and transparency which works for any relationship.
It is heartbreaking to a loyal and hardworking employee to see someone new to the company getting the position that he has been striving and eyeing for a long time. Give your employee a chance to move up and continue to develop as professionals.
When someone at work becomes unmotivated in performing his best, the organization will suffer and incur losses because the quality and costs are at stake.
Here is a quote from Linda, a Director for a Major Financial Institution, who expressed her thoughts on what it is like to work with people who do not seem to put in their best efforts: “They don’t care if your project goes over budget or it’s late. They really don’t. You’re just another assignment…The time schedules are much longer too, because the incentive to deliver quickly and be done isn’t there.”
Linda went on to describe working with John Sule of Horizon Technology Partners: “He is committed to finding the right professionals who are always willing to render their best efforts and go the extra mile. And I think he was always looking for a good match between a resource and a client as opposed to just trying to place people to get the commission…and I don’t think that’s the case with a lot of other vendors. They look at the resource they’re bringing in as just a kind of “Its the offering that we have, and either you like it or you don’t, and if you don’t, we’ll find you someone else.” …I don’t think they give regard to the resource like John did.”
Horizon Technology Partners believes that a company deserves team members whom you will look back on as the individuals who make a difference in your organization, so it is the goal of Horizon Technology Partners to provide you with elite talents and ensure that they are consistent in delivering their best efforts.
Are you also looking for elite staff who will always go the extra mile for you?