Blog

15Jun

Employee Job Hopping Creates Challenges for Employers in the Roaring Fork Valley

By Kari Porter

Historically, employers tend to follow the basic process of giving employees a yearly performance review, and if the economy is doing well, offer a standard 3% cost of living raise. In the Valley, where the population and overall economic growth continues its steady upward trend, this traditional approach is proving less effective. The result is a new trend called job hopping.

With more options than ever, employees have become less loyal and more choosey. To get the salary and benefits they want, some are changing jobs and, when on the market, are holding out for the right offer. For a company to be competitive, they’ll need to give raises to match the market or present higher starting salaries to fill their open positions.

Nathan Perry, PhD, associate professor of economics at Colorado Mesa University explains: “The labor market is insane right now,” he said, referring to employers. “You’re not going to be able to stop raising wages.” When an employee feels they can make more money somewhere else, they may leave, costing companies more money, time, and resources – forcing them to do a search, interviews, onboarding, and training. And if the employee isn’t a fit or finds something better, they have to start the process all over again.

This is where Hot Jobs comes in. By keeping a close pulse on compensation trends in the Valley, we work to find employees that will be a good fit from the start. We take care of searches, interviews, background checks, onboarding, even payroll. In addition, our longer-term temp programs (3+ months) offer both the employee and employer the chance to confirm the working relationship is good fit on both sides. This helps eliminate surprises down the line. If it’s not a match, the employee can move on at the end of the assignment, and if it is a match, there is the opportunity to negotiate and ensure both parties are happy upon rolling over to the payroll. Hot Jobs also provides headhunting and recruiting services for direct hires, so we can negotiate packages upfront, helping employees start off confident and ready to work.

27Feb

Workers Plan to Look for New Positions in 2023

Workers Plan to Look for New Positions in 2023

Nearly half of U.S. employees plan to look for new jobs in 2023. This is despite the uncertain economic times. Robert Half’s biannual Job Optimism Survey of more than 2,500 professionals in the U.S. showed that 46% of respondents are currently looking or plan to look for a new role in the first half of 2023.

Those most likely to make a career move in early 2023 include the following:

18- to 25-year-olds (60%)
Human resources professionals (58%)
Employees who have been with their company for 2-4 years (55%)
Working parents (53%)

The following factors are motivating job seekers:

A higher salary (61%)
Better benefits and perks (37%)
Greater flexibility to choose when and where they work (36%)

Employees are leaving for several reasons including the following:

Unclear or unreasonable job responsibilities (56%)
Poor communication with management (50%)
Misalignment with the company culture and values (36%)

There will be an increase demand in contract talent with almost 30% of respondents saying they would consider quitting their jobs to pursue a part time contracting career. Employers looking to attract top talent should streamline hiring process and showcase their company’s culture to avoid losing candidate’s interest during the job search.

Hot Jobs Temp-to-Hire program is an excellent tool for companies to manage their time management as an extension of their HR process. This allows companies and the personnel to engage with each other in the beginning stages before making a direct hire decision.

11Sep

Reasons Employees May be Quiet Quitting

The term ‘quiet quitting’ refers to employees who may be handling the basic responsibilities of their job but may not be emotionally invested in the work they’re doing on a daily basis.

This happens for a variety of reasons:

Lack of opportunities for advancement or promotion
Lack of mentorship and professional development
Lack of engagement with others in the company
Lack of motivation on a day-to-day basis
Lack of appreciation or company incentives

What can employers do about it?

First, have weekly meetings as to troubleshoot any issues and keep employees engaged for the upcoming weekly goals for the company.
Second, encourage an open-door policy for employees to stop in to management’s office with any concerns. Ensure employees do not feel their job is threatened by speaking up.
Third, be open to creative ideas and support potential change to facilitate further growth of the company.
Fourth, provide opportunities for professional development which promote further interest and growth in the field.
Fifth, offer options to support employee wellness like providing ski passes or other perks that enhance the well-being of employees of the firm.

13Jun

Qualities of a Great Boss. How would you rate yourself?

Being a good boss is crucial for your organization — a third of employees in one survey revealed that they’d quit a job because of a bad boss or manager. There are several characteristics that most employees appreciate in a boss. Which of the following six do you possess?

Open door policy – being accessible to employees creates a sense of community and teamwork.

2. Treat everyone fairly and equally – you don’t show favoritism in the office.

3. Try new ideas – even if the idea isn’t yours.

4. Take (and encourage) constructive feedback – there is always room for improvement.

5. Offer well-being incentives – employees appreciate bosses who encourage a work/life balance.

6. Share credit when credit is due – employees value recognition for a job well done.

How many of these characteristics do you have? If you possess all six, congratulations! You’re doing a great job as a leader. If you possess less, then there may be room for growth and improvement. Part of being a great and effective boss is the ability to reflect on your own performance and make changes when necessary.

16Apr

How to Help Potential Employees during the Roaring Fork Valley Housing Crisis

The Roaring Fork Valley has been experiencing a housing crisis of epic proportions over the last few years. A steady influx of new residents and limited housing resources has created challenges for businesses.

There are a few things employers can do to help employees living in the area.

1. Reach out to locals – An article in the December issue of the Aspen Times mentioned a call to local homeowners to consider renting extra bedrooms, accessory and caretaker units to local employees looking for housing. This could be a win-win as rent from employees can help homeowners supplement their income through rental prices.

2. Make connections – Utilizing the work environment to network among one another with a networking board for announcements from anyone who may be seeking a roommate or a place to rent.

3. Consult a realtor – Making a connection with realtor in the area that may be on-going and dedicated to your staffing housing rental needs. Perhaps they can contribute to the networking board as well – giving announcements for on-going rentals available in the area. Building this type of relationship can be valuable not only in times of crisis, but also to stay ahead of the game as part of the networking process.

As we know the Valley has vast ups and downs when it comes to availability of employee housing due to seasonal employees. Savvy employers will be proactive with this issue. We know that employers do not want to be in the real estate business; however, taking some steps towards being of assistance in the above areas can help support long-term employment for the community. Since we’re all in this together, it’s a win-win.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

19Dec

Seven Tips for Employee Appreciation and Retention

The most expensive thing you can do is to lose valuable employees. In a competitive workforce with an upcoming generation that cares about immediate lifestyle benefits and incentives as much as a competitive pay rate, employers should be looking for new ideas to show hard-working employees they are appreciated. So how do you offer incentives that attract and retain employees without breaking the bank?

1. Offer VIP parking for a week – Let them park up close and avoid the long walk from the parking lot or garage.

2. Bring a pet to work day – Employees will love the chance to show off their ‘best friend’ at work.

3. Lazy Mondays – As a reward for a job well-done, allow an employee to sleep in and start work an hour or two later than usual.

4. Work-from-home day – Most employees will appreciate the chance to work from home and avoid the commute for a day.

5. Double their lunch break – Once a work-related goal is accomplished, let an employee relax and take two hours instead of one for lunch.

6. Find an excuse for a holiday – Celebrate the first day of summer or Valentine’s Day by closing the office for a bonus holiday off.

7. Quarterly bonuses – With this competitive market, we are finding employers are looking at a more-frequent quarterly bonus instead of a yearly bonus. This will be helpful in retaining employees throughout the year and keeping your competitors at bay.