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.
We are not sure if the “Ghosting” trend is here to stay and will get worse in time, but one thing is certain, employers and recruiters can take steps to avoid downfall from this trend.
Are you looking for the right candidate for your open positions, give us a call at 847-202-3242 or email us at connect2htp@htpartners.com.
“Advisors who rate the highest on reliability will not just deliver their work on time and spec. Nor will they simply be consistent, even at a level of excellence. They will also be expert at a variety of small touches that are aimed at client-based familiarity. Reliability on the emotional level has a great deal to do with the client’s preferences, and not just with consistency from the service provider’s perspective.“–David H. Maister
David H. Maister was a former Harvard Business School professor, a writer, and an expert on business management practices and the management of professional service firms. He is a co-writer of the famous book “The Trusted Advisor” which addresses the different components of trust, the process of creating trust and a series of trust tools which are referring to both the mindsets and skillsets.
What is a Trusted Advisor?
A Trusted Advisor is a provider of services and is seen by clients as an honest broker who works in the client’s best interest.
How would you know if you have found a Trusted Advisor?
Here are the common traits:
He is credible and shows expertise.
He is reliable and keeps his promise.
He is genuine and sincere on his intentions.
He can connect emotionally on a personal and business level.
He intends to develop a long-term relationship rather than just a short-term gain.
He knows how to listen and understands the client’s underlying needs and wants.
Why is it valuable to work with a Trusted Advisor?
Trusted Advisor is committed to your best interest and works to get the job done right. With a Trusted Advisor, the time and resources you have invested are protected, as you achieve your success, and a Trusted Advisor will have your back if ever the need might arise.
Furthermore, the book “The Trusted Advisor” discussed the four different types of client relationships:
Type 1: This is the beginning of the relationship where you introduce and then build your expertise.
Type 2: It is the type of relationship where the client realizes your capabilities beyond the skills you were hired to perform. The client starts to view you as a reliable source and problem solver.
Type 3: You identify client issues, put them into context and provide perspective. This type is the transition of the relationship into a Trusted Advisor of the client.
Type 4: This is the level of a Trusted Advisor where all issues such as emotional, rational, personal and professional are being discussed and explored. The client then turns to you whenever a problem arises.
Looking for someone who can be your Trusted Advisor?
Horizon Technology Partners always works to earn being your Trusted Advisor: trustworthy, credible, and reliable.
If you value this level of service and need help in finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at connect2htp@htpartners.com.
For a “No-Pressure” conversation with John Sule, schedule a call.
Technologies like Artificial Intelligence and automation have rapidly evolved which help different industries progress and compete to stay on top of their game.
According to Statista.com, the majority of startup companies in the AI market are focusing on applications which allow computers to work without human assistance. Studies show that the worldwide revenue from the AI market will increase tenfold between 2017 and 2022. It is crucial that businesses and different industries know how to use this technology to their advantage and keep up with these inevitable changes.
An article entitled “Artificial Intelligence for the Real World” from Harvard Business Review explained the different types of AI and how they can support the three business needs:
Process automation
AI automates business processes using the technology of Robotic Process Automation (RPA) which act like human inputting information from multiple IT systems.
Cognitive insight
A machine-learning application gains more detailed insight through data analysis which uses algorithms that detects patterns in vast volumes of data.
Cognitive engagement
This technology uses natural language processing chatbots or intelligent agents engaging with customers and employees to address issues and process requests.
The fact that AI technology can automate business processes, mimic the human brain activity to recognize patterns, and interact with humans…poses a question relevant to me, and perhaps you: “Can AI robots replace humans in the recruitment process?”
Recruiters spend hours going through resumes to find the right talent, and AI robots can automate the process and use the data to make a decision, but can they detect if a person fits the role and will work well with the team, particularly their soft-skills?
Recruiters use psychology to determine the values and behavior of a candidate, and AI robots can mimic human brain activity to recognize patterns but do they have an instinct or a clear picture of the candidate standing in front of them?
Recruiters interact with employers, employees, and candidates, and AI robots can simulate human conversation and be available 24/7, but can you build meaningful and trustworthy relationships with robots?
Google Duplex has been in the news recently. It is an impressive (if not a bit spooky) new technology that will enable people to have natural conversations with a machine. The article “Google Duplex: An AI System for Accomplishing Real-World Tasks over the Phone” explains how the system works and the benefits it entails for businesses and users. Some of the benefits are:
It can reduce no-shows appointments, and rescheduling or cancellation will be easy.
A reduced training cost since a company does not need to train anyone to benefit from the technology.
It allows hearing-impaired users and those who do not speak the local language to carry out tasks over the phone.
In the future, Artificial Intelligence will continue to be developed with greater sophistication. Eventually, AI technology will be able to take-up a significant role in the hiring process, but the fundamental human skills, experience, and professional judgments that are brought to bear in this process, especially with “elite” hires, will be difficult to replace, as many will agree.
If you would like to learn more about finding the right candidate for your open positions, give us a call at 847-202-3242 or email us at connect2htp@htpartners.com.
For a “No-Pressure” conversation with John Sule,schedule a call
More than just a French term, “esprit de corps” is the sense of unity and commitment to achieving a common goal. It is persistently pulling each other together even in times of great adversity. It is a spirit of devotion and loyalty that each organization rely on to achieve success. Thus, Horizon Technology Partners believes that aside from providing talents with significant expertise, a professional should also be able to fit into the company’s ecosystem and should be committed to working with the team on a long-term basis.
Linda, Director of a Major Financial Institution, emphasized the importance of esprit de corps in an organization: “I think the collaboration that you get out of enjoying the people you work with causes you to have a better sharing of ideas and feel more comfortable on exposing yourself because IT is collaborative. So I think many times the end product has a lot more value added because you have people who really like to share and exchange of ideas.”
Although, it is a reality that in every working environment, conflicts can arise, as well as jealousy, one-upmanship, and misunderstanding. People have differences that could get in the way of ensuring harmony and loyalty. However, there are ways on how to deal with them and promote esprit de corps within an organization. Michael Feuer, an entrepreneur, management consultant, venture capitalist, speaker, and author, wrote the article “How To Create ‘esprit de corps’ In Your Organization” which explains how a leader’s actions and effort contribute to molding a culture and establishing esprit de corps in a company. According to him, there are different strategies for achieving esprit de corps, here are some: 1. Create and focus on a single and common goal. Keeping the team focused on a mission makes each team player concentrated on how to achieve the goal and refrain from dwelling on unimportant matters. Getting ready with action plans for those who are losing focus and motivation creates an easy way to get them back on track. 2. Lead by example There is no better way to demonstrate ethical values, commitment, and teamwork but by showing them yourself. A leader can promote the company’s core values by showing how seriously it matters, then in following the same values and procedures comes uniformity and solidarity. 3. Support each other Show more support especially during adversity. Being supportive builds connection which motivates someone to get more involved and promotes better productivity. 4. Maintain good communication Take advantage of the different communication platforms to ensure that everyone in the organization is well-informed. We know that misunderstandings frequently stem from miscommunication, thus delivering a clear common purpose and making sure that everyone is on the same boat promotes unity and progress. Hence, before getting excited about the fruits of your hard work, make sure your organization has built the spirit of esprit de corps so it can stand the challenges and test of time. It is more enjoyable to celebrate your success together with people who are devoted and loyal to a common goal.
Horizon Technology Partners understands the changing trends in the industry. We look deeper into the backgrounds and skills of IT candidates to ensure they meet your long-term, company culture, and soft-skill needs.
Edward, Manager of a Database Architecture Team, shared his experience with Horizon Technology Partners: “Horizon Technology Partners has a rigorous selection process. Not only they are trying to select based on IT skills and technical skills, but they are also looking at people skills to make sure the person seats the team.”
We can provide you with expert professionals that will surely work for you with a common interest and purpose. For a “No-Pressure” conversation with John Sule, schedule a call
If you would like to learn more about finding the right candidate for your open positions give us a call at 847-202-3242 or email us at connect2htp@htpartners.com.
“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
Hoarding information
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?
For a “No-Pressure” conversation with John Sule, schedule a call
If you would like to learn more about finding the right candidate for your open positions give us a call at 847-202-3242 or email us at connect2htp@htpartners.com.
WE RECOGNIZE. WE UNDERSTAND. WE DISTINGUISH. WE PRODUCE. WE DELIVER! AND MOST IMPORTANTLY, WE’RE RESPONSIBLE.
