Is This Why No One’s Sharing Your Job Postings on Social Media?

Your company has what you believe is a pretty nifty job-referral program for employees: if they refer someone who ends up working for you for at least six months, the referring worker gets a few hundred dollars.

So you ask your employees to let their friends and friends of friends know about career/job opportunities with you. You also ask that employees share your job postings on their personal social media channels.

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You sit back and wait for the referrals to rush on in. But what do you hear? The sound of nada (if nada made a sound).

What gives? You ask employees to share your job openings, you reward them handsomely if a referral works out, they can easily hit “share” on a job posting, but candidates don’t respond?

Why?

It could well be because the employees who refer great people are really, really picky regarding who they will refer to your (and their) company: they only make a referral if they truly feel it’s a good match for both the company and the potential employee.

And so that downsizes their pool of referable friends/acquaintances considerably!

And regarding why those jobs that are shared don’t get a response? Indeed.com’s study of 10,000 job seekers, Privacy of Job Search, found that 24 percent of those looking for work are the least likely to share this fact online. What’s more, 50 percent of job seekers wouldn’t even tell a partner that they’ve applied for a new position. In fact, two-thirds of job hunters said they were concerned (very to somewhat) about their job search going public.

So when it comes to jobs that do get shared via social media? No one may apply because they are worried about being found out: if they express interest to a friend on social media for more information? Ooops! There goes their cover!

After all, according to the Indeed.com study, 52 percent of respondents reported that their biggest fear was having colleagues find out that they’re on the job hunt. This fear was far greater than the risk of not getting a new job (29 percent).

It’s a bit ironic: we tend to post great photos of our families, our activities and so on to all and sundry on social media. But when it comes to our search for work, mum’s the word.

If your Irvine-area company isn’t finding the right people for your openings via employee referrals, consider partnering with Helpmates: we’ve been helping companies in Southern California find great people for their temporary, temp-to-hire and direct-hire opportunities for more than 40 years and we’d love to help your company. Contact the Helpmates branch office nearest you.

 

Making the Gig Economy Work for You

The Great Recession definitely “did a number” on many individuals’ careers. Mid- or late-career professionals were downsized and unable to find a similar position at a similar income. New college grads struggled mightly to even find their first post-college position. Many men were let go and unable to find work due to a lack of positions in “traditionally” male occupations such as construction, transportation, etc.

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If you’ve struggled to find employment in the years since then, you may have found that you prefer to work as a free-lancer, subcontractor or even temporary associate due to the independence and flexibility such positions offer.

Yet the “gig economy” is attractive to many people today, not just those who fought to find regular work with an employer, because the siren call of freedom is hard to resist for many who have the skills to make it in this new, flexible economy:

“No one can ever fire me again!” is their mantra!

Additional reasons why more and more people are embracing a non-traditional work style (from Forbes.com):

  • Only 14 percent of companies offer pension plans to their employees (down from 60 percent in 1982), so what’s the point of working for an employer (some people may figure)?
  • LinkedIn reports that the average length of unemployment is almost six months (25 weeks). Many people may have decided not to look for work anymore and instead started a freelance enterprise.
  • Developments in technology make it easier than ever for people to start up new ventures and/or freelance from home.
  • Artificial intelligence probably will uproot the workplace in ways as yet unimagined, forcing/pushing more and more people to go solo. The Forbes article predicts that 47 percent of jobs are “at risk in the next 20 years,” with those who work in transportation, office and administration, logistics, and production probably at the most risk of employment upheaval

If you’d like to become a member of the gig economy, take a look below for some steps you may want to take in order to do so:

  • Ascertain your skills.

Many freelancers develop websites, work as business writers, write code, provide bookkeeping services, work as virtual assistants, consult for businesses, etc. What skills do you have that you could sell to others? Start researching how much money you may be able to make as a freelancer.

  • Save money! Lots of money.

It’s going to take time to start making money, so you’ll need some sort of income/cushion to tide yourself over as you start marketing your services. If you have a working spouse, congratulations! If you have debt, pay it down while you save.

The less outgo you need to worry about and the more savings you have as you start your new gig-economy career, the better. If at all possible, have at least three to six months’ savings handy and no debt.

  • Build a website and a social media presence.

Don’t spend too much time on your website in the beginning; it needn’t be fancy at all. Create social media channels and start posting/curating information of benefit to your target market.

  • Start trying different marketing tactics.

Whether you want to network at business functions in your local area, email or cold-call prospects, approach them on LinkedIn (or a strategy that uses all three), you’re going to have to start putting yourself out there.

If you consider yourself a shy person, work hard to take yourself out of your comfort zone: many introverts think they can simply email/reach out on social media to get clients. Of course you can, but it will take you far longer to land clients that way than if you were to pick up the phone and call and/or attend many networking events. At least in the beginning.

Instead, if you hustle up some courage and actually ask people for work, you’ll grow as an individual and grow your business much more quickly than you will hiding behind a computer.

  • Treat your freelancing as a business.

Sure, you can take an afternoon off to see the latest blockbuster, but if you do so and miss deadlines, you’ll have seen the movie but missed out on income. You can do both (see the movie when you want and get paid), but understand you may have to work on the weekends/late into the night in order to meet deadlines.

Remember: most clients want a reliable freelancer, not the best freelancer. Good enough is more than good enough if your clients know they can count on you to meet deadlines.

If you’ve decided to become a part of the gig economy and need some income to help you along as you build your business, consider working temporary assignments with Helpmates. You can work one-day assignments here and there, or work at a client for several weeks, which will help you keep your coffers full. Contact the Helpmates branch office nearest you today.

Ideas for Revamping Your Employee Rewards Program

As the new year begins and new starts….start, it may be a good time to take a look at your current employee rewards program to make sure it’s one that helps your employees feel valued and engaged.

Take a look below for five ideas you may want to consider for revamping your rewards program.

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  1. How often do you reward employees?

If you reward hard work just once a year with bonuses, naming an employee of the year, prizes, etc., why not up the number of times you acknowledge a job well done? In fact, why not reward employees in some small way every time they go above and beyond or otherwise provide exceptional work and/or results.

  1. Give employees what they want, not what you think they want.

Take a survey: do your workers really enjoy the monthly Employee of the Month award? The Employee of the Year? Do they enjoy a Starbucks gift card when they hit a previously agreed-upon target?

Ask them and you may be surprised: perhaps more time off is a better prize than a plaque in the lobby. Points on their favorite airline also could be a winner. Even just a simple hand-written thank you note from the company’s president can be huge when an employee does something “small” but nevertheless outstanding while on the job.

  1. Are the rules for rewards programs/incentives fair?

Every employee in all departments in all locations should be eligible for your rewards program. If your workers start to believe that some positions or departments have an easier time of it in earning rewards they may become less engaged – even cynical – with your company’s plans, ethos and goals.

  1. Announce attaboys and -girls on social media.

And not just internal social media: praise and recognize employees on your public social channels. If the acknowledged worker is on a certain channel, make sure to tag the employee properly so that his or her social friends/followers will see the accolades.

  1. Managers need recognition, too.

Yes, your line supervisors are making sure to reward and acknowledge their subordinates, but are managers’ supervisors keeping an eye on their direct downline, making sure they are rewarded and acknowledged when they – or their department – do exceptional work?

Employee engagement and satisfaction is critical to your company’s ability to retain and attract top talent. Beefing up and/or tweaking your employee rewards program can be a “quick win” in your ongoing work to keep employees satisfied.

If your Irvine company needs top talent for your temporary, temp-to-hire and direct-hire career opportunities, contact the Helpmates office nearest you. We look forward to helping your company find and hire the best!

3 Things Your Staffing Firm Can’t Control

As much as your staffing firm works – and works exceptionally hard – to ensure that its temporary associates show up on time to your assignments and provide exceptional value for you while they perform the tasks and complete the projects you need done (placing many strong management/HR policies and screening processes/tests and procedures to do just that) there are three things your staffing partner simply can’t control:

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  1. Ensuring that a temporary associate absolutely shows up for an assignment.
  2. An associate’s personal life/financial situation and how it may affect his/her ability to put in a good day’s work.
  3. Emergencies in associates’ lives.

Before we discuss why a staffing firm ultimately can’t control these three things, here’s a bit of background about how Helpmates Staffing works a) to bring you the best candidates possible and b) makes certain as much as possible that they show up and perform well.

  • One hour before an associate is scheduled to arrive at your company on his or her first day, we call the associate to make sure he or she is able to get to work. We also contact our associates the Friday before a Monday start to let them know we’re excited for them and know they will do a great job on their assignment. We also often touch base with a light industrial or clerical specialist before the assignment’s second day.
  • We know that some temporaries interview well but then perform poorly. That’s why we offer our 100 Percent Unconditional Guarantee: if our associate doesn’t meet your standards, you pay us nothing. If you participate in our Employee Quality Assurance Program, you pay only for the portion of our specialist’s work with which you’re satisfied.
  • Our screening process is tough. We interview in-depth and in-person. We offer felony and misdemeanor background checks and drug screenings (based on your request and/or requirements), as well as reference checks (always). We also take an extra step and check each employee at the Department of Homeland Security’s E-Verify system. We also offer Integrity Testing, which evaluates applicants objectively on their attitudes regarding alcohol and drug use, employee theft and violence in the workplace.

Bottom line? All three things your staffing firm can’t control boil down to this: temporary workers are human and humans make mistakes. Humans also – thankfully! – have free will and if they decide not to show up on a morning after accepting an assignment, little short lassoing them and then dragging them work, there’s no way to absolutely guarantee if temporary workers will show up if they really don’t want to.

As soon as we know that a temporary associate hasn’t shown up, we will start working to find a replacement ASAP. We almost always find a replacement within a few hours or – at the very latest – for the next day.

If you’d like more information on our policies and procedures that help us find and place the best candidates for your temporary opportunities, contact the Helpmates office nearest you.

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