Tuesday, November 17, 2015

Recruiting is sales and ignoring job applicants is the quickest way to spurn qualified talent

Why "Ghosting" in Recruiting Needs to Stop

by Ira Wolfe, president of Success Performance Solutions


After clicking submit on a job application, more than half of applicants sit and wait like abandoned lovers waiting for the phone to ring. Many companies seem to have adopted the foolish practice of “ghosting" when it comes to dealing with job applicants.
What's ghosting you ask? Ghosting is a newly popular term for the practice of disappearing from a relationship and ignoring texts, phone calls and other attempts at making contact. The New York Timesrecently highlighted ghosting in personal relationships, but the phenomenon is happening in professional ones, too.
What's unique about ghosting in recruiting is that many employers are vanishing from the process even before they've met a candidate! Ex-lover's might get away with such antics, but employers will live to regret it.
The candidate experience has gotten so frustrating that many potential employees refer to the online job search as a “black hole," where they submit resumes and applications, never to be seen or heard from again.
When skills are in short supply and positions are increasingly difficult to fill, ghosting in recruiting is, simply put, insane.

Knock, Knock. Anyone Home?

How out of touch are employers? Typically companies blitz customers with discounts and incentives to lure them in. But imagine a business that engages customers like they do candidates: When the customers show up, the business goes dark and employees duck behind the counters.
That scenario might sound far-fetched, but it mirrors the job-seeker experience: 82 percent of employers think that a bad candidate experience has little or no effect on the company, according to a recent Careerbuilder survey. Subsequently, a majority of employers respond to less than half of the candidates who apply.
On the other side, 84 percent of candidates expect a personal email response, and more than half anticipate a phone call. Thanking a potential employee for taking the time to apply for job at your company is a small courtesy. But what many get is a brush-off akin to last night's date sitting by the phone, waiting for the call that never comes.
Like the neglected lover, candidates remember when companies don't respond or keep in touch with them: the same articles shows 58 percent are less likely to buy from a company if they don't get a response and 69 percent shun the company after a bad interview experience.
In a world where disappointed candidates can send their plight viral with a few keystrokes and the click of a button, it's time for employers to stop mimicking the three wise monkeys who don't see, don't hear and don't listen. Here, three solutions to the recruiting “ghosting" phenomenon:

First Impressions Count

The first interaction with a candidate must be interesting, inviting and interactive. Yet a recent study by Dr. John Sullivan and Associates revealed that more than 90 percent of candidates who reach a company career site do not apply! That's a staggering statistic, and one that would not be tolerated in any other function of business. Boring and transactional career pages are a recruitment killer.
Solution: Employment branding is more than a buzzword. It begins with HR giving at least as much attention to the design, content and marketing of talent acquisition as it does to its customer acquisition strategy.

Recruiting Is Sales

When it comes to recruiting, top candidates are probably interviewing with, if not already working for, your competitors. It's a recruiter's job to entice them to apply and then quickly engage them in an experience they don't want to relinquish. That places the keys to a positive candidate experience squarely in the hands of communication.
Solution: From first contact to the job offer (or no offer), the candidate should never be asking or thinking, “What's next?" Develop a process for every possible touch point with a candidate and send updates, whether it's an email, phone call or thank you note. To accomplish this, some of the process must be automated—but don't replace the personal call or email with full automation.

Recruiting Doesn't End With the Job Offer

New employees decide to stay or leave within the first three weeks, according to a study by the Wyndhurst Group. In fact, 22 percent of staff turnover occurs in the first 45 days of employment. But if employees participate in a structured onboarding process, they're 58 percent more likely to be with the organization after three years, according to the study.
Solution: Continual communication means continual—a recruiter's responsibility does not end when an employee signs the job offer and shows up for work on the first day. Onboarding is as much a part of recruitment as prospecting for applicants.
Ghosting is bad for candidates and employers, whereas a positive, responsive candidate experience not only fills open positions, but also benefits the bottom line: 77 percent of employees are willing to accept a salary that is 5 percent lower than their expected offer if the employer created a great impression through the hiring process.
At a time when industry leaders and managers clamor for more qualified skilled workers, it doesn't pay for companies to be invisible and ignore job seekers. Candidates expect more. And they deserve better.
Photo: Shutterstock

Drive to Close the CDL Gap- Lehigh Valley Workforce Development Board

Nancy Dischinat, Executive Director, Lehigh Valley Workforce Development Board

CDL Transportation Roundtable, Driving to Close the CDL Gap

The Lehigh Valley Workforce Development Board, Inc. recently completed a comprehensive study with the Lehigh Valley Economic Development Corporation and Oxford Economics called Bridging the Workforce Gap stating that the Lehigh Valley will add 22,150 new jobs over the next five years.  The Transportation and Warehousing sector will be adding 3,700 or 17% of these new jobs.  Right this minute in the Lehigh Valley, employers report that they need 1,128 heavy and tractor trailer truck drivers!  Nationally the Bureau of Labor Statistics estimates the number of truck driver occupations at 2.8 million.
Even before the study was complete, PA CareerLink® Lehigh Valley, our workforce system, directed resources of $396,380 in one year to train 86 individuals in Commercial Driver’s License training and provide training support for physicals, permits and fees.  The Lehigh Valley Workforce Development Board is dancing as fast as they can to bridge the transportation industry gap, but industry needs to step into this growing workforce issue. 

More than 60 commercial truck and transportation employers were invited to a CDL Transportation Roundtable sponsored by Lehigh Valley Workforce Development Board and the Greater Lehigh Valley Chamber of Commerce on October 27th at PA CareerLink® Lehigh Valley.  The Roundtable brought together employers, representatives of workforce and economic development, and education and training providers to discuss marketing job opportunities in the transportation sector and what we need to do to attract, recruit and retain workers.  Legislative staff led a discussion with employers on regulations and legislation that impact the industry. The outcome of the Roundtable provided clear expectations of transportation jobs, the need for increased hands-on work experience, development of a pipeline that increases career pathways in this sector, continued alignment of training curricula based on industry standards, and the agreement of employers to participate in strategies to close the gap.

Several employers offered solutions to bridge the CDL gap like Bob Dolan, representing Con-way Freight and the Pennsylvania Motor Truck Association, who offered to work on a day-in-the-life video for job seekers.  Many of the 60 transportation industry leaders agreed to work with community colleges, career and technical schools and private training providers like McCann School to provide career awareness opportunities for students and to promote the industry as a sector strategy. 


This Roundtable was first in a series and is a culmination of phase one of bridging the CDL transportation gap.  If you want to be part of the solution to close the gap, please contact me at ndischinat@lvwib.org.  

John Lamirad, LVEDC
Commercial truck & transportation employers attended the CDL Transportation Roundtable 
Nancy Dischinat and LVCTI


Friday, November 13, 2015

Dynamic vs. Static - Keep your Website Active

Dynamic vs. Static Marketing

Online Marketing is Dynamic Marketing!
You are done developing your website. Great, check that off the to do list, enjoy the moment, appreciate the accomplishment.
Does that mean that you don’t have to look at it again for a while, set it and forget it? Absolutely not!
When you finish a printed brochure, you put it on the shelf, and you don’t look at it until you start to run low, or until you have a major change.  Printed materials can be expensive to update…how many times have you seen stickers on old brochures with new addresses, phone numbers or emails?
Unlike Printed Materials, Online Marketing is DYNAMIC!
Your website is a live connection to the public.  When something in your business changes, your website can be updated immediately.  Simple website updates are easy and efficient.
Facebook and Twitter posts can be shared immediately, and reach your target audience in seconds. These posts don’t have to be lengthy, or cover all the details. They are signposts that direct traffic to your website & blog…where you have more specific information.
Blog posts can highlight your new and existing services, focus on your areas of expertise, and feature your staff and their accomplishments.  Your blog is an excellent opportunity to promote your business as a source of reliable information.  Do you have an opinion about a specific topic, guidelines for making choices, or insights into products?  Use your blog post as a means of sharing that message in a thoughtful way.
Take Advantage of the Online Opportunities!
The more active your website is, the higher your site will rank in search engine listings. When you post regularly, the search engines recognize that your business is current and engaged.
An active website presents an opportunity to stay current, and offers you the benefits of a higher ranking…which increases your visibility.
This information is provided by CareLink at info@carelinkcom.com.

Wednesday, November 11, 2015

Is your company really free from employee fraud?


Don’t Wait Until You Suspect Employee Theft – Take These Steps to Prevent Fraud
You may think your company is free from employee fraud and theft.
Unfortunately, it’s probably not.
The Association of Certified Fraud Examiners estimates that a typical organization loses 5 percent of revenues each year to fraud.
The AFCE Report to the Nations from 2014 put the median loss due to fraud at $145,000. However, more than 22 percent of those cases included losses of at least $1 million.
In the Lehigh Valley alone in the last five years, there has been more than $30 million in fraud losses, according to media reports.
I’ve investigated and even testified in many fraud cases. But I prefer – and I’m sure you would, as well – to help prevent fraud before it starts.
Our firm has helped many companies proactively prevent fraud by completing internal control reviews and making recommendations regarding fraud prevention practices.
Here are some steps companies can take:
·         Create a culture of honesty and high ethics: Provide employee education and training on fraud. Emphasizing high ethics also will benefit your company in many ways beyond just fraud prevention.
·         Segregate duties: Companies should segregate duties, especially for a company’s cash-conversion cycle, including paying vendors, approving vendor invoices and receipt of customer payments.
·         Cross-training: Rotate jobs so employees are cross-trained and share duties. This will prevent one employee from having too much sole oversight over money matters.
·         Ditch the rubber stamp: Using a rubber stamp to sign checks can open companies up to fraud. A rubber stamp does not allow an individual to see a difference in signatures.
·         Duplicate bank statements: Business owners should obtain a duplicate copy of the company’s bank statements sent to his or her house. Business leaders should be skeptical that the statements could be modified if they are only looking at those arriving from employees and not the statements sent directly from the bank.
·         Mandatory vacation: Fraud often can be detected when the employee who is committing the theft is not there for one to two weeks. Mandatory vacation is especially effective for employees that are part of the cash-conversion cycle.

·         Fraud insurance: I strongly recommend purchasing fraud insurance. A company I worked with got wiped out of $300,000 in about 16 months and did not have insurance. Recovering fraud losses without insurance is very challenging because the fraudster probably doesn't have the ability to repay the company. Afterall, why would he or she have committed theft to begin with?
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Shared with the Chamber by Concannon Miller,

Tuesday, November 10, 2015

Lehigh Valley Workforce Development Board- Data Snapshot



Nancy Dischinat, Executive Director
Lehigh Valley Workforce Development Board, Inc. 

Our objective at the LVWDB is to not only build a workforce delivery system for the Lehigh Valley but provide valuable labor market information and data.  This information and ensures an employer demand-driven world class workforce system aligned with economic development, education and the community focusing on targeted industry clusters.

I will be sharing data and statistic that are developed and personalized for the Lehigh Valley periodically through out the year.

Lehigh Valley Snapshot
(please click above)


For more information please contact the PA CareerLink Lehigh Valley Business Engagement Services Team (BEST) at 610-841-1006.