Last week, I talked about the pros and cons of rehiring former employees, and mentioned that the Hiring Incentives to Restore Employment (HIRE) Act is one of the major reasons employers should be looking at hiring unemployed workers (which could include former employees). But let’s explore further why the bill is so important — both for unemployed workers and the employers hiring them. After all, as a CFO, controller, business owner, vice president of human resources, hiring manager, accountant, or anyone else with a stake in your business’s bottom line, the HIRE Act could have a significant impact on your business.

What is the HIRE Act?

The $17.5 billion legislation, signed into law by President Obama on March 18, 2010, gives a potential tax exemption and credit to businesses that hire unemployed workers. Specifically, the HIRE Act grants businesses that hire workers unemployed 60 days or longer an exemption from the 6.2 percent Social Security payroll taxes for each worker for the remainder of 2010. Additionally, if workers are retained for one year, participating businesses  get a tax credit of $1,000.

The maximum value of this incentive is $6,621 per qualified employee, which equals 6.2 percent of the Social Security FICA maximum wage cap of $106,800.

The goal:

The HIRE Act aims to provide hiring incentives to stimulate the economy, restore some of the jobs lost in the latest economic recession, and put Americans back to work. The average unemployed worker has been unemployed for ten months, so the Act is in effect targeting those job seekers who have been having difficulty finding work for quite some time.  The HIRE Act calls on employers like you to hire unemployed workers and work to retain them.

Keep in mind, recent graduates who are unemployed or working part-time can qualify — so if you’re seeking out new grads or are a start-up looking for fresh talent, you should also be looking into the HIRE Act.

The two major tax incentives of the HIRE Act

No. 1:

Employers who hire unemployed workers this year (after Feb. 3, 2010 and before Jan. 1, 2011) may qualify for a 6.2-percent payroll tax exemption, in effect exempting them from their share of Social Security taxes on wages paid to these workers between Mar. 19, 2010 and Dec. 31, 2010.

• This reduced tax withholding will have no effect on the employee’s future Social Security benefits, and as an employer, you will still need to withhold the employee’s 6.2-percent share of Social Security taxes, as well as income taxes.
• The employer and employee’s shares of Medicare taxes would also still apply to these wages.

No. 2:

For each worker retained for at least a year, businesses may claim an additional retention credit, up to $1,000 per worker, when they file their 2011 income tax returns.

Significant savings

Let’s say you hire an employee and pay them a $60,000 salary. Normally, you would have to pay 6.2 percent Social Security payroll tax, or $3,720. With the HIRE Act, your business wouldn’t have to pay that $3,720, plus you have the potential of an additional $1,000 tax credit if that employee stays with your company for one year.

Finding the right employees with the HIRE Act

Not only are you helping stimulate the economy and employ people who need work, but you are also potentially saving a significant amount of money that will impact your bottom line. Instead of looking at hiring as an expense, the HIRE Act encourages employers to think of  hiring as an investment.

While the HIRE Act helps making hiring “cheaper,” the quality of your new hires is still paramount; you and I both know that cost savings plus a bad hire is actually more expensive in the long run. This is why CareerBuilder is focused on targeting the right people within that group who would be a good fit for your organization.

CareerBuilder currently attracts more than 9 million unique visitors each month who meet the qualifications as set by the HIRE Act. We go even further by helping you find the qualified workers who are the right fit for your particular culture and business needs. After all, you might need one employee or 100 — but it’s important that you find the right employees to stick around and grow with your business.

The Fine Print: Criteria needed for a business to receive benefits of the HIRE Act

• New employee/s must be hired between Feb. 4, 2010 and December 31, 2010.
• The payroll tax exemptions are effective for wages paid between Mar. 19, 2010 and Dec. 31, 2010.
• The newly hired employees must have been unemployed during the 60 days prior to starting work, or worked fewer than 40 hours for someone else during that 60-day period (and the employer must get a statement from each eligible new hire certifying this fact).
• New hires filling positions qualify, but only if the workers they are replacing left voluntarily or for cause.
• Family members or relatives do not qualify.
• Businesses, agricultural employers, tax-exempt organizations and public colleges and universities DO qualify to claim the payroll tax — although household businesses and federal, state and local governments l do not.

HIRE Act — How are businesses reacting?

It’s a bit of a chicken versus egg argument; it’s hard to say at this point whether the HIRE Act is causing employers to hire more, or businesses are catching on to it after they have already hired. Regardless, any businesses are taking advantage of the new legislation. And although the HIRE Act expires Jan. 1, 2011, President Obama is working to extend it. According to a recent report by the U.S. Department of the Treasury:

• From Feb. to May 2010, an estimated 4.5 million workers who had been unemployed for eight weeks or longer were hired — meaning all of the employers who hired these workers are eligible for the HIRE Act payroll tax exemption.
• Newly hired workers whose employers are eligible for the exemption constitute 12.2 percent of all workers who were unemployed for eight weeks or longer since the law took effect.
• If the 4.5 million newly hired employees who are eligible for the exemption are employed for the rest of the year, their employers would be (collectively) eligible for an estimated $5.1 billion in payroll tax savings.

Find out more about the HIRE Act

While we’ve covered a lot of the basics here, you’ll still want to investigate further to find out how your business can qualify. Here are some additional resources:

• Find out more about the HIRE act and what it may mean for your business on the IRS’s website (VIDEO).
  
• Read up on the IRS’s questions and answers page for employers.
• Read the U.S. Department of the Treasury’s recent report on the HIRE Act’s progress thus far.
• Hiring Incentives to Restore Employment Affidavit (PDF; to be signed by new employees who qualify)

Rejecting a candidate because they have too many credentials? On the surface, it seems absurd: Here, it seems you’ve been handed the opportunity to snag executive-level talent at an entry level price…and yet you know that doing so means you could soon be dealing with a very bitter employee who resents taking a job that is below them, or perhaps you fear they’ll leave the minute a better opportunity comes along…

That’s the dilemma employers face when it comes to hiring overqualified workers – and why so many just say no; however, while you certainly want to be wary of someone who “will just take anything” to make ends meet (not that you don’t sympathize), you could also be doing yourself a disservice by dismissing an overqualified worker outright – and miss the opportunity to score major talent for your organization.

So before you immediately dismiss an overqualified worker, just consider the following questions to help you assess why you’re really discounting them – and if you should reconsider…

How do I define “overqualified”?
Dismissing someone based only on a resume that is more extensive than what the hiring manager expected might be jumping the gun.  For one thing, having “too much” experience is relative.  Check with the hiring manager to see how much additional qualification is acceptable before ruling someone out entirely.  Not to mention that more experience and qualifications means less time spent training and developing the individual. And finally, just because the person may have more experience doesn’t mean he or she isn’t the best person for the job – it might be worth your time to let the candidate prove it to you. 

Are my biases getting in the way?
“Every organization has its own internal biases…Hiring managers and recruiters need to acknowledge these biases and realize that great candidates may not fit the typical mold,” one commenter reasoned in response to an earlier post I’d written about not writing off candidates too soon.

Echoing this sentiment, management expert F. John Reh writes that the biggest obstacle to hiring overqualified workers is dealing with underqualified managers who feel threatened by the idea of having someone on their team who is competing for their position or will do anything that might highlight their own shortcomings. What these managers fail to realize, however, is that something done well by their team will actually reflect well on them.

Also, judging from the comments generated by a recent TheWorkBuzz post asking workers to discuss how they felt about being overqualified for their jobs, it’s apparent that many job seekers are frustrated by the “overqualified” label – and many suspect that employers just use this term as an excuse for not hiring older workers. (If that’s true, it’s important to realize that mature workers “offer a wealth of knowledge and experience that has translated into a significant competitive advantage for employers,” according to Rosemary Haefner, Vice President of Human Resources at CareerBuilder.)

Am I assuming too much?
It’s understandable that you might suspect that a worker with more experience than the minimum qualifications will ask for too much pay; however, posting the salary or salary range for the position in the job ad will help to screen out these applicants.  While there’s still the risk that a more experienced worker may still push for a higher salary, that doesn’t mean they won’t ultimately – and happily – accept the salary you offer.

Perhaps you’re worried that a more experienced individual will be more difficult to manage than someone “greener,” but you shouldn’t screen based on this assumption: wait until the interview process, where you can find out about the person’s personality, work ethic and cultural fit within the organization.

It’s also common to assume that an overqualified worker will be bored in his or her “lesser” role, and is simply waiting for the job market to open up to pursue better opportunities, which is, of course, a valid concern – but it’s a concern that should apply to all of your employees.  A recent New York Times article addressed this topic, saying that while studies indicate that workers who perceive themselves as overqualified do tend to report lower job satisfaction and higher rates of turnover, various research shows that these workers tend to perform better – and that managers can mitigate many of the negatives that come with overqualified hires by giving their worker autonomy, treating them with respect, and making them feel valued.

Thoughts? Have you had experience hiring or managing what you’d consider overqualified workers?

Congratulations to all employees at Parallel HR for receiving the award as a “Top 25 Under 5″ Company at UVEF’s 2010 event! We are so proud and thankful for all the hard work and effort that has been put forth by our TEAM! We look forward to continuing to grow and provide the best Client Services in the Staffing Industry.

Check out the links below:
UVEF Top 25 Under 5
Utah’s Fastest-Growing Startups Recognized

Could this be a good sign? CareerBuilder’s latest nationwide survey, released today, shows that small businesses will be hiring in the second half of 2010. Considering small business is one of the major drivers for economic recovery and job growth, I think the answer’s a definite …hopefully? 

Findings from the survey of more than 1,300 employers in businesses with 500 or fewer employees indicate that in the second half of the year, 32 percent of companies with 500 or fewer employees plan to add new employees.  Twenty-four percent of companies with 50 or fewer employees said the same.

Seeing these plans for growth mean not only good things for small businesses, but should come as good news about the state of the economy overall. In a statement for the press release, Brent Rasmussen, President of CareerBuilder North America, said, “Historically, it has been the small business sector that has created the most jobs at the end of an economic downturn, allowing the overall job market to bounce back faster.”

And according to the U.S. Small Business Administration, small businesses employ just over half of all private sector employees, account for more than half of nonfarm private gross domestic product, and have generated 64 percent of net new jobs over the past 15 years.

For more on these findings, see the full press release.

This year, 54 percent of large U.S. businesses that laid off employees in the past year want to rebuild their work forces, but some will have trouble finding the skilled workers they are looking for, according to a recent study by Accenture. Because of this gap, many employers will likely consider an alternate option to gain skilled workers: rehiring former employees.

Employees may be rehired for very different reasons. Maybe they were laid off due to a company’s financial situation, but not because they weren’t a valued employee. Or perhaps they were let go unfairly and a company realized its mistake. Maybe, just maybe, they were fired but fixed whatever caused them to be fired in the first place. Regardless of the reason, the question remains: Is this a positive trend or a recipe for disaster? Let’s examine.

Firing — and rehiring

Firings and rehirings can have a major effect on the employees in question. Since George Steinbrenner’s passing last week, many have commented about his tendency as a coach to treat employees rudely and fire them, then reconsider and hire them back soon after. Most wouldn’t argue that  many of his firings were impulsive. Steinbrenner, who reportedly made 20 managerial hirings and firings in 23 seasons, even admitted he was often unreasonable in his employee dealings.

Other organizations, like the Red Cross,  recently rehired two fired employees who complained about the heat during a blood drive, amid union talks. And an ex-employee who worked for the City of Fort Worth for years alleges she was wrongly fired after whistleblowing — what would happen if she was hired back?

What about rehiring laid off employees?

While it’s true that the decision to lay off employees is generally not a hot-headed game time decision a la Steinbrenner, layoffs still create unrest with laid off employees as well as remaining staff — and can leave a lingering bitterness in both camps toward company leadership. So what happens when you rehire employees post-layoffs?

Pros of rehiring former employees

Aside from the obvious — that rehiring employees is giving someone a job who needs to support themselves or a family, rehiring employees can have many other benefits.

Employee morale – If employees see that their employer is actively working to bring back employees, it can have a positive effect on morale — and it can bring people back together who formerly worked well as a team.

Training – Rehired employees understand the company culture, and employers don’t have to retrain them. Even if company structure has changed somewhat since they left, you’re likely looking at a quick brush-up versus a training overhaul.

New perspective — Time may actually have not just healed all wounds — but may have enabled both the person or people who let an employee go, and that employee, get away from a negative situation, gain some perspective, and learn from mistakes made. Even if the situation ended on a neutral or positive note, time away in which a former employee has had a chance to pursue other interests, hobbies, and skills may benefit not only them and their place in the organization, but also their employer, once he or she is brought back into the fold.

The HIRE Act — What it Means to You

If you’re an employer rehiring currently unemployed former employees — or an employer hiring any unemployed worker in general — you could benefit from a new tax incentive. One of the major benefits to employers who hire unemployed workers comes in the form of two new tax benefits that are part of the Hiring Incentives to Restore Employment (HIRE) Act. The two major parts of the act state:

1. Employers who hire unemployed workers this year (after Feb. 3, 2010 and before Jan. 1, 2011) may qualify for a 6.2-percent payroll tax incentive, in effect exempting them from their share of Social Security taxes on wages paid to these workers after March 18, 2010.
2. For each worker retained for at least a year, businesses may claim an additional general business tax credit, up to $1,000 per worker, when they file their 2011 income tax returns.

Find out more about the HIRE act and what it may mean for your business (video).

Cons of rehiring former employees

As much as rehiring a former employee can have positive effects, things can just as easily swing the other way — making a situation less than happy for rehired employees, employees who haven’t been let go, and company leadership.

Resentment – If things ended on a sour note, rehiring former employees can be complicated — and may not work out well in the long run. Even if an employer did everything they could to ease the stress of the situation, an employee may harbor resentment and bitter feelings, and those feelings may have grown stronger since they left the organization.

Current employee backlash — Employees who watched someone else leave and then come back may become jealous because a rehired employee is now getting work they were handling and returning “without paying their dues” as a new employee would. After all, remaining employees are often the ones left picking up the extra work when a company downsizes.

Short-term success – It’s important to keep in mind that even if an employee is willing to come back, they may only be accepting the job because they really need one (and are still looking for something better). This is where “onboarding” a rehired employee may help (see below).

If you’re going to rehire

If you do choose to rehire laid off employees, there are some things you can do to avoid the potential pitfalls listed above and ensure it’s as smooth a transition as possible.

Claudio Fernández-Aráoz, senior adviser at global executive search firm Egon Zehnder International, offers employers a few tips; namely, to clearly communicate to the rest of the company the reasons for hiring back a former employee; sufficiently brief a former employee about the company’s current situation and present very clear expectations; and to follow up, at least quarterly, with the returning employee to make sure he or she is adjusting well.

Would you rehire a former employee? What pros or cons would you add?

In Q2 2010, we saw improvements in the nation’s hiring outlook, and we cautiously cheered a little. But this time around, we may want to grab the nearest vuvuzela and blow it in excitement. (Or, uh, not.) Because while hiring in the second half of 2010 is likely to mirror the first half of the year in many ways, CareerBuilder and USA Today’s mid-year nationwide survey of more than 2,500 hiring and HR managers and more than 4,400 workers also shows that  the economy is projected to trend upward in comparison to last year at this time — and is on par with last quarter’s positive changes.

How have things changed from one year ago?

All things considered, employer behaviors and mindsets have shifted considerably from last year at this time. Forty-one percent of employers say they plan to hire between the months of July – December 2010, and employers project that in Q3 2010 specifically, they:

• Will add full-time, permanent headcount (21 percent)
• Will not make changes in staff size (65 percent)
• Will downsize staff (8 percent)
• Are undecided on staff size changes (6 percent)

One year ago, we saw that most employers expected their staff levels to remain the same as recruiting patterns held steady and job losses trended downward. Similar to this year’s numbers, 68 percent of employers didn’t anticipate any change in their full-time, permanent headcount, but in contrast, only 15 percent expected to increase staff levels (18 percent actually did). Fifteen percent decreased headcount, which is almost twice the percentage of hiring and HR managers who project a decrease in headcount in Q3 2010.

In Q3 2009, many employers were also reporting plans to postpone start dates for job offers, put mandatory furloughs into place, and institute pay cuts and hiring freezes. Today, although we’re still not completely out of the woods, we’re beginning to see a bit of daylight.

How have things changed from last quarter?

The number of employers who added full-time, permanent headcount in Q2 2010 was slightly ahead of what was originally forecasted in the survey, continuing a trend of actual hiring beating projected hiring.

In Q2 2010:

• 24 percent of employers reported they increased their full-time, permanent staff in the second quarter (up from 18 percent year over year and up 1 percent from Q1 2010).
• 11 percent decreased headcount (an improvement from 17 percent last year and 12 percent in Q1 2010).
• 64 percent reported no change in their number of full-time, permanent employees.
• 1 percent were undecided.

“The survey indicates that we’ll see sustainable new job growth through the remainder of the year, but it will be absent of any dramatic shifts,” said Matt Ferguson, CareerBuilder CEO.

Compensation Outlook

Fifteen percent of employers reported they instituted pay cuts at their organizations in the last 12 months.  Of these employers, 28 percent were restoring pay levels in the first half of the year, 18 percent in the latter half and 25 percent in 2011 and 2012.  Twenty-nine percent were unsure if and when pay would be restored to previous levels.

For Q3 2010 specifically:

• 42 percent of employers anticipate no change
• 37 percent expect there will be an increase of 1 to 3 percent
• 12 percent expect to see an increase of 4 to 10 percent
• 3 percent expect a decrease
• 1 percent anticipate an increase of 11 percent or more

Three trends to watch for in the second half of 2010

1. Emerging Jobs – Employers are looking to fill positions relatively new to the work force. Twenty-four percent of employers said they are recruiting for positions in social media, green energy, cyber security, global relations and health care reform.

2. Changing Jobs – Employers are implementing measures to retain top performers. This is good, because according to the forecast, 25 percent of all workers plan to leave their organizations in the next 12 months.

3. Shortage of Skilled Labor — One-in-five employers reported that, despite an abundant labor pool, they still have positions for which they can’t find qualified candidates.

Unhappy Employees

Many workers are re-evaluating their employment situations — and realizing they’re not too happy with their current employer.

• Twenty-five percent of workers reported they have a worse opinion of their employer in the wake of the recession. Fourteen percent have a better opinion and 61 percent stayed the same.
• Twenty-nine percent of workers plan to pursue new job opportunities when the economy shows more improvement.  As mentioned earlier, a quarter of all workers plan to leave their jobs over the next 12 months.

Why the dissatisfaction?

Several factors influenced these decisions, but many appear related to the recession.

• 30 percent of workers reported feeling over-worked, feeling the climate changed in their work environment and harboring resentment over other workers being laid off.
• One-third of workers (33 percent) reported they feel overqualified for their current jobs
• 23 percent stated that a lack of interesting work was one of the main motivators for changing employers.

What can you do as an employer to retain employees?

When asked what their employers could do to retain them as employees, workers cited the following:

1. Increased compensation is the No. 1 thing workers want.
2. If salary increases aren’t possible, workers point to employee recognition as the next best thing.
3. Third in line, workers want the company to set realistic performance expectations and manageable workloads, and to take the time to evaluate their potential and discuss career paths.
4. Investments in training and the company showing an ability to adapt were also mentioned.

To get in-depth survey results broken down by industry, region, and company size, as well as further predictions for Q3 2010, you can download the complete Q3 Forecast here.

Note: Totals may not equal 100 percent due to rounding.

This Sunday is Father’s Day, and while it’s a great excuse to spoil dads everywhere with the latest gadgets, grill supplies, or bacon of the month club memberships, a little extra quality time with Dad might be in order this year, in light of results from CareerBuilder’s annual Father’s Day survey.

Survey results among 800 working fathers who are employed full-time showed that a still-struggling economy is causing many working dads to experience more stress, more work — and, not surprisingly, less time spent with their families.

Why the stress?

• One in ten working dads said their spouse or significant other has become unemployed in the last 12 months, with 50 percent of those dads indicating it’s causing stress at home.
• Forty-two percent of working dads said they are the sole providers in their household
• Nine percent of working fathers say they have taken on a second job in the last 12 months to provide for their family.

Office overtime on overdrive

As many of you know firsthand, leaner staffs have led to fewer people handling a higher volume of work. This has made it more difficult for working fathers to achieve a healthy work/life balance, as many are stuck at the office working longer hours — and less time with their kids.

But just how many hours?

• Sixty-three percent of working dads said they work more than 40 hours per week.
• Three in ten (31 percent) working dads who take work home reported they typically bring work home five days a week or more.
• Thirty percent bring work home on the weekends.

And how much less time with their kids?

• Close to four in ten (37 percent) of working dads said they spend two hours or less with their children each work day.
• More than three in ten (35 percent) reported they missed two or more significant events in their child’s life due to work in the last year.

How to be a better juggler

These are bleak statistics, but as Mary Delaney, one of CareerBuilder’s own busy working mothers, has said, there are things you can do to better balance work and family. and now, Jason Ferrara, VP Corporate Marketing at CareerBuilder and a father of two, shares his tips for working dads everywhere to better manage the delicate balancing act of providing for one’s family — and being there as a partner and a father.

“Especially in tough times, working dads have to be more creative and strategic to successfully juggle both work and family commitments,” said Jason Ferrara, VP Corporate Marketing at CareerBuilder and father of two.  “Employers understand the importance of working dads’ time away from the office and continue to place an emphasis on work/life balance through benefits that encourage employees to better manage their schedules. However, year over year, we find that nearly half of working dads do not take advantage of the flexible work arrangements offered to them.”

I’m not suggesting getting Dad a juggling set for Father’s Day (though I’m not not suggesting it, either), but the following tips are designed to help working Dads more effectively juggle their professional and personal lives. After all, although our multitudes of work and life commitments won’t necessarily go away, learning to prioritize them is a strong start.

Ferrara recommends the following tips for working dads navigating through difficult economic times:

1. Keep everyone in the mix. Remember that communication is a two-way street.  Besides just listening to what is going on in your family’s lives, talk about what is going on in your office, so everyone understands why you are away or have to do some work when you are home.
2. Learn to say no. In addition to actual work, sometimes activities associated with your job can take a toll on your free time. Determine what additional activities you can turn down and which are necessary so that you can free up more of your time outside of the office.
3. Develop a master family calendar. Add every family member’s schedule to one master calendar so there are no surprises.  Also, save vacation days for important events and talk to your supervisor about flexible work arrangements.
4. Play now, work later. Put down your Blackberry and avoid checking e-mails until after your children have gone to sleep.
5. Plan a family event in your office. Take advantage of the summer months when school is out and the office may be less hectic by scheduling a kid-friendly potluck or other event with co-workers and their families.

What’s worked for you?

Do you have a solution that’s helped you better manage your work and family lives to add? Let us know in comments — We’d love to hear about it!

And why wouldn’t there be?

Well, it’s the first Friday of June, and while it may just be a coincidence that there are free donuts available on the very same day the latest Employment Situation report is released, it is awfully convenient: After seeing these numbers, you might be in need of some comfort food.  

Because while jobs did grow this month, they fell far short of analysts’ predictions. And while the unemployment rate did go down, it’s largely because many unemployed workers gave up their job searches. Here are the highlights: 

• Total nonfarm payroll employment grew by 431,000 in May (driven by the hiring of 411,000 temporary Census workers)
• Private employers added just 41,000 jobs in May – down sharply from 218,000 in April and the fewest since January.
• The unemployment rate decreased from 9.9 percent to 9.7 percent (which seems like good news until you realize that it reflects that people gave up searching for work.)
• The underemployment rate (those who’ve given up looking for work and part-timers who would rather be working full time) fell from 17.1 percent in April to 16.6 percent in May.
• All told, 15 million people were unemployed in May.

Understandably, this month’s report is being called “disappointing,” and, indeed, it is; however, I’m kind of trying to view this report like I did the ending of “Lost” (no spoilers here, I promise).  While both fell short of my expectations and left a lot of unanswered questions, I also kind of saw this coming all along…That is to say, there’s nothing to me all that shocking in the report.

After all, the overall takeaways from the report remain are the same as they’ve been in previous months:  Private employers are still hesitant to bring on full-time workers, jobs are still being added – but still at a frustratingly slow pace – and it still looks like it’s going to be a while before there is significant relief for the roughly 15 million unemployed Americans.

Leading up to tomorrow’s unemployment report, CareerBuilder CEO Matt Ferguson appeared on CNBC’s “Squawk Box” this morning to discuss regional job market trends based on CareerBuilder.com listings. 

Regional Job Market Trends
Among the highlights of Ferguson’s interview:

• In terms of jobs opening up, there has been a continual, but moderate increase of job postings on CareerBuilder.com, indicating that employers are starting to hire again
• Big cities, like New York and San Francisco, are seeing the most improvement in terms of the number of jobs available
• General positions, such as those in the sales, marketing, healthcare and hospitality, are making the biggest comebacks right now
• The Silicon Valley job market is also tightening up, with IT execs claiming they are having a hard time filling open positions

New Tool to Help Employers
Ferguson also discussed the official launch of hireINSIDER, a new tool from CareerBuilder with benefits for both job seekers and employers. According to the press release:

hireINSIDER also benefits employers who may not have the time or resources to respond to an increasing amount of applications in a tough economy.  By providing the feedback that job seekers need, it helps to alleviate the negative impact that a lack of response can have on a company’s employment brand.  Employers can also utilize hireINSIDER’s technology to gain a better understanding of the demographics of their applicant pool.   

Tomorrow, the BLS releases it’s monthly employment report. Check back here for highlights from the report.

True story.  According to a new CareerBuilder survey of more than 2,700 employers and 4,800 workers nationwide, 33 percent of workers said they are likely to start looking for a new job when the economy picks up. 

(Could you imagine losing an entire third of your employee base? That would be like, say your staff was the Jonas Brothers, okay? And Joe Jonas suddenly up and leaves to join another band.  Consider the toll that would take on the quality of…Okay, maybe that’s not the world’s greatest analogy, but the point is, it would be bad.)

Anyway, in the same survey, nearly the same amount of employers (32 percent) say they are concerned about losing their high performing workers in the second quarter of this year (as, apparently, they should be). 

What Makes Good Employees Stray?
Dissatisfaction with pay (32 percent), career advancement opportunities (27 percent) and work/life balance (22 percent) were the top reasons employees gave for wanting to leave their current jobs, an increase from the 29 percent, 24 percent and 20 percent, respectively, who said the same in 2009.  

The increased levels of dissatisfaction could be attributed that increased workloads, longer hours and fewer resources related to the recession may be contributing to higher job dissatisfaction.

What Makes Good Employees Stay?
Understanding what you’re employees want is the first step to keeping them motivated and happy and retaining them.  After competitive pay and benefits, the following incentives topped hospitality workers’ “most wanted” list of employer offerings:

1. Good career advancement opportunities (60 percent)
2. A good work culture (57 percent)
3. Company’s financial stability and growth potential (52 percent)
4. Training and learning opportunities (47 percent)
5. Less stressful work environment (45 percent)
6. Flexible work arrangements (43 percent)
7. Sense of ownership in their position, that they can make a difference (42 percent)
8. Camaraderie, more family-like work environment (34 percent)

Asked what they were doing to hold on to top talent and reduce turnover, employers listed the following:

• Offering more flexible work arrangements
• Investing more in employee training
• Promising future raises or promotions
• Offering more performance-based incentives, such as trips and bonuses
• Providing a higher title without a higher salary

 What is your company doing to keep Joe Jonas in the band retain workers?

In case you missed the BLS’ employment report released Friday, check out a quick recap in the First Business video below, where Brent Rasmussen, President of North America at CareerBuilder, talks about the highlights of the report and what it means for the current and future state of the job market:

Among the highlights of the report:

• Employment rose by 290,000 in April, surpassing the 185,000 predicted by economists
• The unemployment rate, which hit 9.9 percent, increased due to the number of people who, previously discouraged from looking for jobs, have resumed their job searches (the unemployment rate only captures those who are actively looking for jobs)
• Hourly wages increased slightly last month, to $22.47 from $22.46
• The average work week increased to 34.1 hours from 34 hours in March
• The manufacturing industry sector experienced the biggest boost in growth, adding 44,000 jobs; followed by temporary help services (26,000); health care (20,100); construction (14,000); retail (12,400); mining (7,000); computer systems design (7,000) and federal government (66,000 – due largely to temporary workers hired for the census) 
• The transportation and warehousing and information companies industry sectors all cut jobs last month

While recovery is well underway, its status as a slow one has yet to change. With the economy growing at just a 3.2 percent pace in the first quarter of this year, it has a long way to go to catch up for the 6 percent to 8 percent per quarter gains it needs in order for employers to start hiring significantly.

You may have a dozen reasons to celebrate Mother’s Day this Sunday, but here’s one you may not have thought of — a tough economy. A recent CareerBuilder survey of 604 women, employed full-time with children 18 and under living in the household, shows that working moms may be feeling more stressed — and less appreciated — in our current economic climate.

Working moms, many of them recently tasked with the responsibility of keeping their families afloat due to unemployed spouses or other financial issues, have had to become more resourceful than ever.

According to survey results:

• Twelve percent of working moms said their spouse or significant other has become unemployed in the last 12 months, with two-thirds (67 percent) indicating that it is causing stress at home.
• Thirty-six percent of working moms said they are the sole provider for their household.
• Nearly one-in-ten (9 percent) have taken on a second job in the last 12 months to provide for their family.

Work/life balance — what’s that again?

As a result, achieving a work/life balance can be a lot of work in itself, as moms are working more hours — which often translates to less time at home with the family:

• Forty-three percent of working moms work more than 40 hours per week.
• More than one-third (34 percent) who take work home reported they typically bring work home three days a week or more.
• Twenty-three percent bring work home on the weekends.
• Nearly one-in-five (18 percent) of working moms said they spend two hours or less with their children each work day.
• Nearly three-in-ten (29 percent) reported they missed two or more significant events in their child’s life due to work in the last year.

So what can working moms do to achieve more balance?

CareerBuilder’s Mary Delaney, a working mother herself, offers other working moms her thoughts and tips:

“The tough economy has taken its toll on family units and working moms are challenged with doing more with less time,” said Mary Delaney, President of Personified, CareerBuilder’s talent consulting division, and mother of three.

“What we’re seeing from these moms is a great deal of resourcefulness and resilience as they provide for their families.  While they may not be able to spend as much time with their children as they would like, working moms are making the most of the time they do have and getting creative in work arrangements.”

Delaney recommends the following tips to help working moms navigate through difficult economic times:

1. Talk to other working moms. Many families are in the same boat as you and having a support network is essential to your personal and professional sanity.  Getting tips from other working moms on how they juggle personal and professional commitments can be a big help.
2. Seek out flexible work arrangements. The vast majority of working moms who have taken advantage of flexible work arrangements said it hasn’t negatively impacted their careers.  In fact, one-in-five (21 percent) said it has actually helped their careers.
3. Have a plan. Structure in your life will save you time, stress and mental energy.  Keep one calendar for business and family commitments to avoid double-booking. Set up a schedule for chores, homework, family activities, playtime, etc.
4. Take advantage of work perks. Companies offer a variety of perks such as wellness benefits, company discounts on entertainment venues, etc.  Talk to your HR department and see what is available to help save money on monthly expenses and fun family outings.
5. Make the most of your family time. When you’re home, it’s all about them.  Wait until after the children go to bed before checking email or finishing up that presentation.
6. Schedule some “me time.” Working moms need to take care of themselves too.  Put actual time on the calendar for an hour or more of doing something you enjoy such as going to the gym, taking a walk, reading, etc.

Working moms (or dads) — any tips to add that have helped your family get things back in order?

As many of you are likely aware, the 40th anniversary of Earth Day is tomorrow, April 22. Around the world, people are taking part in everything from planting gardens, to clean water projects, to climate rallies, to people-powered smoothie making to celebrate and raise awareness. The White House is making a splash by dedicating five days of events to celebrate Earth Day.

In addition, Vice President Joe Biden announced earlier today that $452 million in Recovery Act funding will go toward energy-efficient building retrofits in 25 communities. These 25 projects will leverage an estimated $2.8 billion from other sources, which will go toward retrofitting hundreds of thousands of U.S. homes and businesses in the next three years.

Are businesses ready?

So, with all this retrofitting to come — and with many job seekers seeking out socially responsible companies — it’s exciting to hear that many companies are paying attention and have taken steps — or plan to take steps — to become more environmentally friendly, as indicated by a new CareerBuilder survey of more than 2,700 hiring managers. As Kimberly, a recent commenter on The Hiring Site, wrote:

“Our job descriptions have been revamped to instill a “day-in-the-life” of… to example our culture. We also include our organization’s work/life balance, community involvement and our “green” initiatives.”

According to survey results, one in ten employers say they have added “green jobs,” otherwise known as environmentally-focused positions, in the last 12 months, despite the tough economy, and nearly 10 percent plan to add more in 2010.

Which region’s leading the pack?

Employers in the Northeast (14 percent) added the most “green,” or environmentally friendly, jobs over the last year, followed by 11 percent in the South, 10 percent in the West and 9 percent in the Midwest.

Of those surveyed, which industry’s most green?

Retail led the industries surveyed, with 24 percent indicating they have added green jobs over the last 12 months. What percentage of other industries indicated they’ve done the same?

• Eighteen percent of transportation and utilities
• Fifteen percent of sales
• Fourteen percent of IT and manufacturing
• Ten percent of financial services

Companies are not only adding environmentally friendly positions within their organizations, but they are also strengthening their current in-house green programs. Nearly 70 percent of companies say they have added programs to be more environmentally conscious in the last year. The most popular green programs include:

• Recycling (47 percent)
• Using less paper (43 percent)
• Controlling lighting (40 percent)
• Powering down computers at the end of the day (29 percent)
• Purchasing office supplies made from recycled materials (25 percent)

“Green opportunities continue to grow as companies take advantage of increased government programs designed to spur job growth and reduce the country’s carbon footprint,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The green category has expanded over the past few years and job seekers are finding environmentally friendly positions in virtually every industry and at every job level.”

What’s going on in the marketplace?

The following are some examples of green job opportunities that can be found at Going Green Jobs, CareerBuilder’s site designed to connect green employers and job seekers:

1. Hydrologist — The median annual income is $78,458.*
2. Solar energy system designer –The median annual income is $65,160.
3.Wildlife biologist – The median annual income is $38,301.
4. Science teacher – The median annual income of kindergarten, elementary, middle and secondary school teachers ranges from $51,373 to 57,537.
5. Waste management engineer — The median annual income is $89,067.
6. Environmental attorney — The median annual income for attorneys specializing in construction, real estate and land use is $99,579.
7. Urban planner — The media annual income is $65,768.

* Salary information from CBsalary.com.

What are you doing for Earth Day 2010?

What is your company doing to take part in Earth Day — or what has your business done recently to become more environmentally friendly? What kind of an impact is it having on your business and on your employees?

If you are looking for ideas of service projects in your local area, check out the Earth Day 2010 list.

Many workers have likely been saving their pennies for Apple’s iPad, lamenting steep carry-on luggage fees they may now be incurring en route to this summer’s family reunion, or figuring out how they will fit higher gas prices into that “big coffee pots” road tour. But wait! Tax refunds are coming! Problem solved… right? Not so fast.

The reality is much less fun than giant coffee pot pours tours. As it turns out, more than half (56 percent) of workers report they will use the money they get from their tax refunds to pay off the bills that have been stacking up, according to a new CareerBuilder survey of more than 5,200 workers. This seems to be in line with what a recent CNNMoney.com article suggests workers use tax refund money for.

Although the majority are planning to use tax refunds to tackle bills, some are planning to use their refunds (or at least that which remains after paying off said bills) in other ways.

What do they plan to do with the money?

• Put it into savings – 34 percent
• Make home improvements – 12 percent
• Go on vacation – 11 percent
• Pay back money I owe to people – 8 percent
• Invest it – 7 percent
• Buy a car – 2 percent

How We’re Living

In the past, many workers have likely been able to spend tax refund money on indulgences or “fun” things. In light of a struggling economy, however, tax refunds have become a needed income boost for cash-strapped workers. Nearly eight in ten workers (78 percent) said they currently live paycheck to paycheck, up from 61 percent who said the same in May 2009.

In addition, economic pressures have resulted in some workers downsizing their investments to help make ends meet. Nearly one in five (17 percent) reported they reduced their 401(k) contributions in the last year.

“Workers’ wallets are still feeling the ripple effects of the past year,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “In addition to scaling back their investments and cutting back on expenses, workers are using their tax refunds to help supplement their incomes. Our survey indicates that more workers plan to spend their refunds on everyday expenses than on savings or other items.”

But, if you’re one of the lucky workers who is scraping enough money together to buy an iPad, at least you can take comfort in some free apps to go along with it.

With 162,000 jobs added in March, the nation’s economy saw its largest job gain in three years, according to the latest Employment Situation report, released by the BLS today.

While the unemployment rate remained at 9.7 percent (and will likely stay that way for a while), the increase is a sign that economic recovery is sustainable, and healing in the job market has definitely, finally, offically BEGUN! begun to turn a corner. 

Not exactly the kind of good news that warrants a ticker-tape parade, but hey, I’ll take it.

Highlights from the report include the following:

• Employers added 162,000 jobs in March, the most since the recession began but below analysts’ expectations of 190,000. The total includes 48,000 temporary workers hired for the U.S. Census.
• Private employers added 123,000 jobs, the most since May 2007.
• Among industries: Manufacturers added 17,000 jobs, for a third straight month of gains. Meanwhile, temporary help services added 40,000 jobs; health care added 37,000; leisure and hospitality added 22,000; and the construction industry added 15,000.
• The average work week increased to 34 hours from 33.9 (a positive sign as most employers are likely to work current employees longer before they hire new workers).
• Average hourly earnings fell by two cents to $22.47, but average weekly earnings rose by about $3 to $629.37, partly reflecting the longer work week.
• The “underemployment” rate – made up of Americans who are working part-time but prefer full-time work and discouraged workers who have given up searching for jobs – ticked up to 16.9 percent from 16.8 percent.

Latest Job Forecast Supports BLS Findings
Further evidence of the recovering jobs market can be found in CareerBuilder and USA Today’s latest quarterly job forecast, which showed that for the third consecutive quarter, more employers plan to increase their headcount in the next three months, while fewer will cut staffs.

This morning, CareerBuilder CEO Matt Ferguson appeared on CNBC’s SquawkBox to discuss the results of the forecast and what they mean for the current state of the job market and the economy:

BLS Experts Answer Consumer Questions in Live Chat
Finally, the BLS conducted its first live web chat this morning devoted to the employment report.  You can see of  full transcript of the chat here, or continue reading for chat highlights:

This morning, the BLS held a live web chat with a panel of experts from both the Current Population Survey (CPS) and the Current Employment Statistics (CES) programs on hand to answer users’ questions.  Below are some of the highlights of that chat, with user questions in bold:

 Is there an estimate for how many census workers will be hired for the current census and when those hires will occur? Are these employees full, or part-time? How does the BLS treat these employees? Are they counted as “regular” employees? Current information on the census intermittent worker impact on CES estimates can be found on www.bls.gov/ces/cescensusworkers.pdf. To be considered employed in the CES survey, workers need to receive pay for any time during their pay period including the 12th of the month. Workers getting paid for just one hour would be considered employed. The CES survey cannot distinguish between full- and part-time workers. For future hiring expectations for census intermittent workers, you should consult the Bureau of the Census or visit http://www.census.gov/

Why have people on extended unemployment benefits dropped by over 50% since the beginning of the year while those on EUC are up? BLS does not produce the data on unemployment benefits. The Employment and Training Administration is the source of that data. Information is available on the Department of Labor website at http://ows.doleta.gov/unemploy/claims_arch.asp.

Why was the weather effect in February not larger given the severity of the snow storms and past similar storms, i.e. Jan. 1996? It is not possible to determine specifically how weather impacted employment estimates from data reported through the CES survey. The dynamics of the economy, as well as differences in weather systems, vary.

What states are enjoying a growth in employment? Details on statewide job growth can be found in the Regional and State Employment and Unemployment news release issued most recently on March 26, 2010. In February, nonfarm payroll employment decreased in 27 states and the District of Columbia and increased in 23 states. The largest over-the-month increases in employment occurred in Florida (+26,300), followed by New York (+5,800), Alabama (+5,600), Wisconsin (+5,200), Nevada (+5,100), and South Carolina (+5,000). Nevada experienced the largest over-the-month percentage increase in employment (+0.5 percent), followed by Florida and New Hampshire (+0.4 percent each) and Alabama, South Carolina, and Vermont (+0.3 percent each). Over the year, nonfarm employment decreased in 49 states and increased in 1 state and the District of Columbia.

Unemployment rates for Metropolitan Statistical Areas (MSAs) and cities are issued in a separate release, several weeks after the Regional and State news release, cited above. Currently, data is available for January 2010

Why is this report released on Good Friday? The BLS news release schedule for major economic indicators, including the Employment Situation, is announced prior to the beginning of the calendar year, allowing advance notice to all users, and is rarely subject to change. BLS schedules news releases any day the Federal government is scheduled to be open, based on when data will become final.

Why is the civilian non institutional population listed as 237,159? The civilian non institutional population is 237,159,000. The figure excludes persons under the age of 16, members of the Armed Forces, and those in institutions such as prisons.

Does the payroll data differentiate between part time and full time? The payroll data does not differentiate between part- and full-time workers.  The CPS survey does have employment by full- and part-time workers.   

How are the adjustments to prior months reports determined? The CES survey is a voluntary survey, and respondents report employment for their pay period that includes the 12th of the month. BLS first produces estimates with less than full response. We collect data on a continuous basis and update our estimates during the 2 months following initial release. In addition to additional sample, BLS also recalculates seasonal factors using the latest estimates.  Once a year, BLS resets its employment level (for March) to an actual count and revises seasonally adjusted estimates back 5 years. The latest of these benchmark update was for March 2009, released on February 5, 2010.

Does the BLS make available the raw data results of the surveys? The mission of the Bureau of Labor Statistics (BLS) is to collect, process, analyze, and disseminate essential statistical data to the American public, the U.S. Congress, other Federal agencies, State and local governments, business, and labor. In order to maintain credibility and trust with our survey respondents, confidentiality protections for our data are essential. Protecting the confidentiality of data is central to accomplishing the BLS mission. More information can be found on this subject at http://www.bls.gov/bls/confidentiality.htm.

What are the standard errors on the employment number and unemployment rate? At the 90 percent level of confidence, the standard error on the change in CPS employment is about +/- 400,000, and the standard error on the change in the unemployment rate is about +/- 0.2 percentage point. For the payroll survey, at the 90 percent level of confidence, the standard error on the monthly change in nonfarm employment is about +/- 100,000.

Who do you survey to get the temp employment number? The CES survey samples Temporary Help companies to estimate employment in Temp Help.  Our sample includes firms of all sizes.

When will the data from the 2010 Displaced Worker Survey supplement be available for download? Those data should be available in the fall of this year.

Does the BLS break out employment by size of firm? The BLS does break out employment by size of firm from the Quarterly Census of Employment and Wages program.  For more details see:  www.bls.gov/cew

How are independent contractors and the self-employed counted? In the household survey, independent contractors and the self employed are counted as employed if they are operating their business. If their businesses are closed and they are actively seeking other employment, they would be considered unemployed.

Why is March selected as the bench mark month as opposed to other months? March is selected for the annual benchmark, because it has less seasonal variation than most months and no holidays.

Where can I find more specific information about the BLS’ unemployment calculation methodologies? You can find a number of documents describing the concepts and methods used in the unemployment calculations at: http://stats.bls.gov/cps/documentation.htm#ces_cps

What are some of the common reasons why the numbers in a prior months’ report could be revised? CES estimates may revise from additional sample received, corrections to previously reported data, and recalculation of seasonal adjustment factors using the most current data.

Do you have data regarding individuals working beyond the age of retirement? You might be interested to see a recent piece that Emy Sok published on older workers http://www.bls.gov/opub/ils/summary_10_04/older_workers.htm

Well, kind of. If you’re imagining a bunch of ladies sitting around spilling their deepest, darkest employee secrets a la “The View,” replace that image with an independent report obtained with survey results from 41 companies and representing a total of 176,000 positions and 1.8 million U.S.-based employees in CareerXroads’ 9th Annual Source of Hire Study.

Still, the study’s findings are pretty interesting — and include survey results about how many companies plan to fill job openings this year,best sources of hire, and information on how companies can use and leverage this sources-of-hire data.

A couple of highlights from the study:

Best sources of hire

• According to survey results, U.S. employers said referrals, career sites and job boards accounted for the majority of their new external hires in 2009 (62.2 percent).
• Career sites and job boards accounted for 35.5 percent of new external hires in the U.S. in 2009.
• CareerBuilder was ranked as the No. 1 source of hire within the job board category at 41.6 percent compared to 11.6 percent for its largest competitor.

Majority report more job openings this year

• As far as job openings, almost half (48 percent) of company respondents say they plan to grow this year, while 37.9 percent of respondents say they will hold steady this year.
• Only 10.8 percent say they will fill fewer openings in 2010.

Ch-Ch-Ch-Changes

Although we strive not to self-promote on The Hiring Site, this survey reminded us that some of you who are not customers may not be aware of our T-E-A-M philosophy and the new solutions we’ve recently launched as a response to the changing job market. As we have evolved beyond just a job board, we’ve started offering a suite of human capital solutions like talent consulting, in-depth data analysis and talent flow tracking, niche industry job sites, social media brand management, outplacement services and more. If you want to learn more or get a brush-up on the solutions we’re working on with other customers, you can check them out here.

With the recent passing of two major bills, the jobs bill (signed by President Obama on March 18) and the healthcare bill (signed by the House of Representatives on Sunday),  The Hiring Site thought it important to educate our readers on the specifics of these bills and the implications they will have on you as an employer.  Below is a summary of each bill, what the passing of the bill means for you, and where to go for further information: 

The Jobs Bill – HIRE (Hiring Incentives to Restore Employment) Act

HIRE was signed by the president March 18^th. This bill is written to positively affect investment both in equipment and hiring. Business investment in equipment ripples through the economy, affecting suppliers’ inventories and their ability to produce and fulfill orders. Waiving taxes and giving credits to business is intended to loosen some of the hiring barriers, especially in a tight economy where a hire is seen as an expense rather than an investment in future growth. The main areas of focus include:

1. Waiving the 6.2 percent social security tax for each new worker until December 31, 2010
2. Getting up to $1,000 in tax credit for each new worker on payroll
3. Company can write off up to $250k of new equipment in 2010 rather than depreciate over several years

Based on CareerBuilder research, employers report two of their top initiatives for 2010 are replacing lower-performing employees and rehiring laid-off workers. Employers are focusing their hiring efforts on filling jobs that drive revenue, evidenced by the year-over-year increase in job postings in the following areas:

• Business development posting are up 4 percent
• Sales postings are up 11 percent
• Marketing postings are up 40 percent
• Government postings are up 16 percent
• Education postings are up 18 percent
• Entry level postings are up 47 percent

For further information and analysis…

• Watch a video of President Obama explaining the jobs bill  here
• Or get answers to a few other questions you may have here.   

The Healthcare Bill – The Health Care &  Education Affordability Reconciliation Act of 2010*

The healthcare legislation, as it is currently written, has elements taking effect both immediately through 2014 and beyond. Regardless, this bill will touch every business at some point and could have impact on hiring. The Congressional Budget Office (CBO) estimates 95 percent of legal residents will have insurance by 2019 under the current bill. The total cost of the bill is $940 billion over 10 years ,with $143 billion in deficit savings over the same time frame. The main points of the legislation include:

• Immediate impact:  Health insurance companies barred from denying coverage to children with pre-existing conditions; children permitted to stay on parents’ insurance until their 26^th birthday; indoor tanning tax of 10 percent
• Effective in 2013:  New Medicare taxes go into effect for families with income over $250k and individuals over $200k; Medicare tax on “unearned” income such as dividends and interest; medical device excise tax imposed
• Effective in 2014:  Insurance exchanges where individuals and companies can purchase health insurance will be created; subsidies begin for low- to middle-income people to purchase health insurance; employers with 50 or more employees must provide affordable health coverage or pay a fine up to $3k per employee; employers with fewer than 50 employees would be exempt from health care fines

The aging population continues to drive strong health care hiring numbers:

• The health care industry has added over 631,000 jobs since the start of the recession.
• Health care added 32,000 jobs in February 2010 alone
• CareerBuilder experienced a 4 percent increase in health care postings in Q4 2009 focused on physician office jobs and home health care jobs.
• More insured Americans will mean larger patient load driving the need for many different new health care roles.

For more information and resources, you can check out the following: 

• Just the facts on what the bill contains.
• What the bill means for your business.
• The Congressional Budget Office blog and a link to estimates.
• Kaiser Family Foundation

*Based on the version of the bill passed by the House of Representatives Sunday, March 21^st.

There are six words that, when used together, can cause a bit of anxiety (no, I’m not talking about So You Think You Can Dance?).

Consider this scenario: Your employee is rushing to get to work. He or she is driving a car, one hand on the wheel — and one hand on the smart phone. Every once in a while your employee anxiously glances down at the phone, anticipating the inevitable work correspondence. Your employee doesn’t have to wait long, because five minutes into the drive, you, the frazzled boss who’s up early and thinking about a project, decides to e-mail said employee, knowing full well your employee will check the message right away – and feel compelled to respond. You type those six very important words: What is the status on this?

You hit send.

This type of situation may be more of a problem than you realize. Whether you’re a boss who’s always connected and expects the same of your employees, or you’re an employee who feels pressured to be “on” at all times, even while driving – you may need to slow down a bit. According to the results of a new CareerBuilder survey of more than 5,200 workers, more than half (54 percent) of workers who have a smart phone or similar device said they check it when driving a vehicle — and many are risking safety on the road because they feel pressured to respond.

Which Industries are Most Connected On the Commute?

In comparing industries:

• Sixty-six percent of sales workers used their smart phones while driving, more than any other group surveyed.
• They were followed by  professional and business services workers (59 percent).
• Health care workers were third in terms of industry use (50 percent).

How Bad Is It?

It’s bad enough that almost of quarter (21 percent) of workers say they check their mobile device every time it vibrates or beeps — but worse that 18 percent report they are required by their company to be accessible beyond office hours via mobile device. In addition, 14 percent of workers said they feel obligated to constantly stay in touch with work because of the current tough economy.

It’s true that the lines between work and home lives are often blurry at best due to our ability to be connected in so many ways and at all hours of the day. It’s important for bosses to keep in mind, however, that if employees are not at work and you require them to correspond or make work decisions, there’s a possibility you could be putting them in danger.

And while it’s also true that employees are not always in the precarious position of driving while texting or e-mailing, consider that your employees have personal lives just like you. By corresponding during off-hours, you may be forcing them to respond while they’re mid-first-date (and nervous to begin with), enjoying a Broadway show, praying, or even attending to other “personal business” — in the bathroom. Workers with smart phones said they are checking in with the office on their smart phones from virtually anywhere and everywhere, including:

• During a meal:  62 percent
• On vacation:  60 percent
• While in the bathroom:  57 percent
• Lying in bed at night:  50 percent
• At a movie, play, or musical:  25 percent
• On a date:  18 percent
• Working out at the gym:  17 percent
• At a child’s event of function:  17 percent
• At church:  11 percent

Think Before You Hit “Send”

While sometimes communication outside of the office may be necessary, consider your options before contacting — and decide whether the message you’re communicating is important enough to hit “send” regardless of where your employee may be at that moment. And think of your frequency — are you abusing your power as an employer, as well as your employee’s time? Or are you acting in good faith?

“It is challenging for workers to maintain a good work/life balance when they are constantly connected to the office, so turning their devices off is important for their health and safety,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The lines between work and life can be very blurry these days – 17 percent of workers said they feel like their work day never ends because of technology connecting them to the office. To reduce burnout and avoid potentially risky behavior, workers should allot technology-free time when away from work.”

Consider the three tips below to help you and your employee to work together on a work/life balance:

• Encourage employees to turn off the smart phone while driving. Not only is it illegal in many states, but using a mobile device while driving is dangerous to both your employee and others on the road. Let your employees know that if it’s necessary to leave his or her smart phone on and a conference call or other urgent matter comes up, you want them to pull over to safely handle the situation.
• Help your employee create a backup plan: Help your employee plan to have an out-of-office message or voicemail at the ready, and arrange for them to leave contact information for others on your team familiar with your employee’s area of the business who are able to step in if needed. Alternately, arrange to handle business yourself if you’re able to in a sticky situation. That way, any emergency can be handled appropriately if your employee can’t get to it — and you’ll still be aware of what’s going on.
• Have a personal policy in mind. What are your parameters for getting in touch with your employees on off-hours or while out of the office? Where do you draw the line — and if you don’t, consider whether there are ways you can modify your plan and communicate that out to your employees.

What’s your take on the issue — is it a problem or a necessary evil in our current work environment?

Anyone else looking forward to the day we can say that we’re actually out of the woods with the current financial crisis (if only so we can put a moratorium on the phrase “out of the woods”)?  

Well, we might have to hold out a little while longer, because as the latest employment report indicates, we’re, um…well, you know. Today, the Labor Department released its Employment Situation report for the month of February, and, as is often the case lately, there’s both good news and bad news.

The good news is that the number of jobs in February fell far below analysts’ expectations and that the unemployment rate did not go up. Despite this fact, the bad news, of course, is that unemployment is still at a remarkably high 9.7 percent and that employers cut 36,000 jobs.

Among the highlights of the report:

•  Employers cut 36,000 jobs in February (below analysts’ expectation of 50,000), compared with 26,000 jobs shed in January.
• Since the start of the recession in December 2007, the number of unemployed Americans has nearly doubled to 14.9 million and the economy has shed 8.4 million jobs.
• The U.S. unemployment rate held at 9.7 percent in February, and nonfarm payroll employment dipped slightly (-36,000).
• Severe winter weather in parts of the country may have affected payroll employment and hours; however, it is not possible to quantify precisely the net impact of the winter storms on these measures.
• Looking at various industries: Temporary help services added 48,000 jobs, while Health Care also continued to trend upward in February. Construction and Information both fell, at 64,000 and 18,000 jobs lost, respectively, while both Manufacturing and Retail were essentially unchanged.

Despite the up-and-down numbers over the last few months (36,000 jobs shed in February…26,000 shed in January…109,000 shed in December… 64,000 added in November, etc.), conditions are stabilizing overall.

“The large declines are behind us,” said Joel Naroff of Joel Naroff Economic Advisors in a podcast interview with MarketWatch today, in reference to the job loss numbers.  Naroff added that the latest report gives a strong indication that, while we may not see strong job growth anytime soon, we will see positive growth.

In fact, employers are expected to add as many as 100,000 jobs a month later this year (and if President Obama okays the House’s new $15 billion plan to offer tax breaks to employers, it could further impact job growth in the coming months). 

Thoughts?

Millenials. Comprised of those born after 1980, or those 18-29 years old, they’re America’s newest generation.  (And it’d be more fun if they were called this, no?) But what else are we learning about them, particularly when it comes to the workplace? A new report aimed at Millenials attempts to answer some of our unanswered questions.

Who are Millenials?

Fifty million people currently fall into the “Millenials” category. Pew Research Center, a nonpartisan fact tank that provides information on the issues, attitudes and trends shaping America and the world, has just released a report called “Millenials: Confident. Connected. Open to Change.”

The report, conducted by Pew Research Center’s “Social & Demographic Trends Project,” compares the values, attitudes and behaviors of Millenials with those of older adults, and seeks to shed some light on which formative experiences Millenials will carry throughout their life cycle. Among other findings, the report found that personality-wise, Millenials are confident, self-expressive, liberal, and upbeat, and are open to change.

Dissatisfied With Work Now — But Optimistic for the Future

Interestingly, although Millenials’ careers have been derailed — or at least detoured — with a recession, they are more upbeat than their elders about both their own economic futures and the state of the nation.

Having a high-paying career is cited by only 15 percent of 18- to 29-year-old respondents as one of the most important things in their lives, while things like a successful marriage and being a good parent rank much higher — even though unemployment for this age group is higher now than it has been in more than three decades.

Unemployed Millenials

• Only 19 percent of unemployed Millenials say they have enough money to live the kind of live they want

• 89 percent, however, believe they will have enough income in the future

Employed Millenials

• Just 31 percent of employed Millenials reported making enough money to lead the kind of life they want — leaving 69 percent who are not satisfied.
• They are less satisfied than previous generations; 46 percent of Gen Xers, for example, cite satisfaction with their income.
• Among those employed Millenials dissatisfied with their income, 88 percent are confident that they will be able to earn enough in the future.

How They View Their Elders

They respect their elders. Surprised? According to the report:

“A majority say that the older generation is superior to the younger generation when it comes to moral values and work ethic.”

New Einsteins

This generation is also poised to become the most educated generation in American history — a trend which, according to the report, is driven largely by the demands of a modern knowledge-based economy, but also by the millions of 20-somethings enrolling in educational institutions like graduate school or community college due to lack of a job. A record share of 18- to 24-year-olds (39.6 percent) were enrolled in college in 2008, according to census data.

BlackBerrys in the Bed

As we’ve discussed on the blog before, the lines between work and personal lives are getting blurrier by the minute. And now, Millenials are being called the first “always-connected” generation in history. According to the report:

“Steeped in digital technology and social media, they treat their multi-tasking hand-held gadgets almost like a body part — for better and worse. More than eight-in-ten say they sleep with a cell phone glowing by the bed, poised to disgorge texts, phone calls, e-mails, songs, news, videos, games and wake-up jingles,” the report says.

Social Media? Yes Please!

A whopping 75 percent of 18- to 29-year-old respondents said they have a social networking profile. And although this generation is characterized as wary of human nature and many have their profile on lockdown, there are still great ways to c0nnect on public pages and forums.

If you’re an employer and you’re not involved in social networks, you’re missing an opportunity to get in front of a huge group of potential candidates.

Education

When ranked with older generations at comparable ages, Millenials are shown to be more highly educated (in the formal sense).

• More than half of Millenials (54 percent) have at least some college education, compared with 49 percent of Gen X, 36 percent of baby boomers, and 24 percent of the Silent Generation
• Millenials, when compared with previous generations at the same age, are also more likely to have finished high school
• Conversely,  Millenials are less likely to be employed than their elder generations; 63 percent of Millenials are likely to be employed, compared to 70 percent of Gen Xers or 66 of baby boomers had been at the same age
• Compared with the Silent Generation at the same age, Millenials are overall are more likely to be in the labor force

We’re Different

Like many of us (see what I did there?), sixty-seven percent of Millenials also see their age group as unique, according to the report. When asked why, the most popular response at 24 percent was “technology use.” Other responses included music, pop culture, and tolerance. And 6 percent say it’s because they’re smarter.

There’s much more to the report — you can read it in its entirety here.

Employers, what do you think, based on what you’ve experienced with Millenials in the workplace? And Millenials, do you agree with the report’s findings?

Resilience is not only found among the Oceanic 815 survivors of “LOST” — who returned to TV last night after five seasons of battling hostile island dwellers, a mysterious smoke monster, and the bounds of space and time  — but in taking a look at CareerBuilder’s updated survey among more than U.S. workers, it’s also evident among many workers who have been laid off in the last 12 months.

Although Bureau of Labor Statistics job loss numbers could be in the negative range for January, unemployed Americans continue to be steadfast in their job searches, and, according to CareerBuilder survey results, many workers laid off in the last 12 months have found new employment.

The Results

1. New Employment
Your company may even be among those who have brought on laid off workers this past year, as over half (58 percent) of those laid off in the last twelve months have found new jobs. Fifty-one percent have found full-time positions (up from 48 percent in June 2009) and 7 percent have found part-time positions (up from 3 percent in June 2009).

“Despite one of the most competitive job markets in decades, nine-in-ten workers say they have not given up on their job searches, and the amount of workers who have found work is evidence that their drive and determination are paying off,” said Brent Rasmussen, President of CareerBuilder North America.  “The number of laid-off workers who have found new full-time and part-time jobs rose in the last six months.  Although this good news reflects a healing economy, it also shows that job seekers are exploring career options in new industries and locations.”

2. Higher Salaries
Of those workers who were laid off in the last 12 months and found new jobs, 61 percent reported they were able to negotiate comparable or higher pay for their new positions. Thirty-nine percent of workers took a pay cut.

3. Greener Grass
More than half (51 percent) of laid off workers who landed new jobs said they found work in a different field than where they were previously employed. One-third of workers said they really enjoy their new positions.

4. Movin’ Out
It appears from survey results that fewer unemployed workers would consider relocating for a job opportunity; on the other hand, the number of workers who actually took an out-of-area opportunity when it arose increased in comparison to June 2009 results.

• Twenty-six percent of workers who were laid off in the last twelve months and found jobs relocated to a new city or state, up from 20 percent in June 2009.
• Of those who are still looking for employment, 37 percent reported they would consider relocating for a job opportunity, down from 44 percent in June.

5. Entrepreneurship
Consistent with June 2009 survey results, many job seekers, unable to find jobs,  are considering creating their own job.  Twenty-nine percent of workers who have not found jobs are considering starting their own business.

6. Expanding the Search
How did workers who were laid off in the last 12 months have since gained employment find their jobs?

• Personal referrals (22%)
• Online job boards (21%)
• Newspapers and other print classifieds (11%)
• Recruiting/staffing firms (8%)
• Career fairs (5%)
• Social media sites such as Facebook, MySpace, and LinkedIn (4%)

You can read the full press release here.

Amid news of strides toward economic recovery and growth in 2010, organizations are still facing a myriad of staffing challenges this year, according to a new CareerBuilder survey conducted in November 2009 among more than 2,700 employers. Employers listed a number of factors with which they are struggling — covering everything from handling worker burnout to strengthening their employment brand. In looking at employers’ responses, it’s also evident that many of these challenges are interconnected.

What are survey respondents’ top five staffing concerns?

1. Providing competitive compensation (34 percent)
2. Maintaining productivity levels (33 percent)
3. Retaining top talent (31 percent)
4. Worker burnout (30 percent)
5. Providing employees opportunities for upward mobility (25 percent)

Ten percent of employers also expressed concern about the difficulty of strengthening their company’s employment brand after layoffs or cutbacks.

Despite these challenges, it appears that many employers are determined to find ways to keep talented employees on their payroll. Among them:

• Offering more flexible work arrangements (28 percent)
• Investing more into training (21 percent)
• Promising future benefits like raises or promotions when the economy picks up (18 percent)
• Offering more performance-based incentives like trips and bonuses (16 percent)
• Providing higher salary without the title (11 percent)
• Providing both higher title and salary (10 percent)
• Providing higher title without the salary (7 percent)

Only 6 percent of employers responded by saying they haven’t been able to hold on to top talent.

“Retention is just one area that companies will need to address to maintain and grow their businesses this year,” said Jason Ferrara, vice president of corporate marketing for CareerBuilder. “Having the right people on board is a top concern. Our survey found that forty percent of companies are concerned about top workers leaving their organization in 2010 and that nearly one in five think morale at their company is poor. At the same time, companies have their eyes on future hiring challenges, especially as the economy moves into recovery.”

What do you anticipate as your biggest recruitment challenge this year?

Although the recession has been hard on many industries, the health care industry is one that has managed to thrive. Since the recession’s start, the health care industry has added 631,000 jobs, according to the Bureau of Labor Statistics, and has consistently added headcount each month. CareerBuilder’s annual health care hiring forecast indicates that this hiring momentum will likely continue into 2010. The survey was conducted between November 5 and November 23, 2009, among more than 240 health care employers.

Hiring in 2010

• More than one in five (22 percent) health employers said they plan to increase the number of full-time, permanent employees this year, up from 17 percent last year.

• Ten percent of employers said they had plans to increase the number of part-time employees at their organizations in 2010, in order to help meet demand.

“While most industries struggled with headcount since the start of the recession, health care was and continues to be one of the strongest industries for hiring,” said Jason Ferrara, vice president of corporate marketing for CareerBuilder.

“Forty percent of health care employers, by far the highest among industries we surveyed, have open positions for which they can’t find qualified candidates. This shows that there is high demand for qualified health care workers across a variety of areas; everything from medical assistants to records specialists to nurses.”

Five Health Care Recruitment Trends for 2010

1. Replacing Low-Performing Employees

Health care employers are taking advantage of the current labor pool’s large number of highly qualified candidates to strengthen their work force. Forty-three percent of health care employers say they plan to replace low-performing employees with higher performers in 2010.

What do health care employers really think of their employees’ performance? When asked to grade their current work force, 18 percent rated their employees an “A”, 68 percent a “B”, 13 percent a “C”, and less than one percent a “D” or “F. Whew.

2. More Flexibility

Flexible work options continue to be important to health care employers. Over a third (37 percent) of health care employers said they will provide more flexible work arrangements for employees in 2010, including:

• Alternative schedules (74%) — Employees can come into work early and leave early, or come in later and leave later
• Compressed work weeks (53%) Employees work the same hours, but consolidate work into fewer days
• Telecommuting (40%) — Employees work from home or from another remote location
• Job sharing (12%) — Employees share the same position in a company, each working part of the week
• Summer hours (12%) — Workers enjoy condensed hours during the summer; typically 1/2 days on Fridays

3. Recruitment Tools

As the demand for quality health care employees continues this year, health care employers will leverage a variety of recruitment tools to fill their open positions. But on what are they planning to spend more money, exactly?

• Online recruitment sites — (25%)

• Newspaper classifieds — (20%)

• Career fairs — (18%)

• Social and professional networking sites — (13%)

• Staffing firms and recruiters — (7%)

4. Freelance Workers

Because of the great demand for qualified workers, many health care employers are seeking out freelance or contract health care workers to supplement their needs.  In fact, 34 percent of health care employers are hiring contract or freelance workers in 2010.

5. Green Jobs

“Green jobs” are defined as jobs that contribute significantly to preserving or restoring environmental quality. Being “green” is a rapidly growing movement within the health care industry as companies seek ways to run more efficiently; 10 percent of health care employers plan to add “green” jobs in 2010.
If you missed it, read the full press release here.

Although there are signs that the economy is beginning to heal, small businesses are still feeling aches and pains caused by the recession. About a third (34 percent) of small businesses — organizations with 500 employees or fewer — are unsure if they will have access to necessary credit in 2010, according to a new CareerBuilder survey conducted between Nov. 5 and Nov. 23, 2009, among more than 1,450 small businesses. In addition, 15 percent of small businesses said that an inability to access credit this year will prevent them from adding headcount.

A Look Back at 2009

Credit was more difficult to obtain in 2009, and small businesses tried, yet were at times unable, to meet the challenge. Seventeen percent of small businesses reported they were unable to access the credit needed to support their businesses in 2009, and of those companies, 26 percent were unable to add employees. On a positive note, however, of those companies who were able to access credit last year, 73 percent were able to hire new employees.

“While small businesses were hit hard during this recession, they will play a vital role as the economy bounces back,” said Brent Rasmussen, President of CareerBuilder North America. “After past recessions, small businesses re-energized the economy by driving innovation and putting people back to work. The majority of small businesses we talked to say they are confident they will not lose their businesses in 2010, and many are hopeful that they will be able to add staff to support their bottom lines and remain competitive.”

Looking Ahead -- Cautiously

While small businesses are cautiously optimistic as they begin this new year, they are still preparing to face some hurdles. When asked what their organization’s top challenges would be for 2010, small businesses reported the following:

• Cost of health insurance — 42 percent
• Marketing expenses and costs to build awareness — 26 percent
• Attracting and hiring top talent — 22 percent
• Government regulations — 21 percent

What do you predict your business’s biggest challenges will be for 2010, and what is your strategy for attack?

The year is almost over, which of course means it’s time for a completely unprecedented, unexpected-in-every-way “top 10 of 2009” list…

Here, I give you my list of the 10 biggest trends we saw this year in the world of workforce management.  (Notice anything I missed? Let me know in the comments section below!)

1. Social Media Specialists made their way to corporate America. Recognizing the value in using social media as both a branding and recruiting tool, companies like Comcast, General Motors and JetBlue Airways,  began hiring professionals specifically for the sake of managing and monitoring their social media sites.  (Even Britney Spears got in on the action.) 
2. Internships made a comeback…in various forms. In the tightened economy, internship positions became more competitive among job seekers– as well as an attractive alternative for employers looking for cheap labor and a way to “test” new employees before hiring them full-time. One position that stood out was Pizza Hut’s “Twintern,” an intern responsible for posting updates on – and monitoring – the company’s Twitter account. The experiment turned out to be a success on both ends – come fall, Pizza Hut offered the twintern a full-time position. Similarly, 2009 also saw the rise of virtual internships made possible through improving technology and the growth of social media, and enabling employers to expand their pool of candidates while saving money on office overhead. 
3. Older workers were forced to rethink retirement. Nearly 60 percent of workers aged 65 and older reported that they were postponing retirement due to financial strains, according to a March 2009 CareerBuilder survey. While employers may be worried over how they will manage this aging workforce, multigenerational workforces are actually an asset to employers; they simply need to be “proactive in devising new strategies to harness and harmonize the multigenerational workforce,” advises BusinessWeek’s Roselyn Feinsod.
4.  “Qwittered” entered the American lexicon…joining the prestigious ranks “Facebook fired.” Stories abounded this year of employees getting reprimanded for posting inappropriate comments or – as we saw in this year’s most infamous case - videos on online social media sites. Even celebrities were not immune to this trend, as ESPN’s Sports Guy recently found out.  What can we learn from these stories? For one thing, having a well-thought out and clearly stated social media policy in place can eliminate these sorts of incidents. Make sure employees are aware of the policy and that what they say can be grounds for punishment. (For tips on creating a social media policy, check out Sharlyn Lauby’s excellent post on 10 Must-Haves for Your Social Media Policy)
5. Medical cost-cutting efforts got more creative. As health care costs soared, businesses began looking for ways to reduce medical coverage expenses with a new sense of urgency. Whole Foods, for instance, began offering workers incentives for losing weight and improving their overall health to ultimately reduce medical coverage costs; while other employers started expanding their employee assistance program offerings to include counseling – a less expensive alternative to therapy obtained through company medical coverage… Then of course there were those companies making the case for legalizing medical marijuana, saying the move could save them money on drug costs.
6. Thursday became the new Friday. Taking a cue from Utah’s institution of a four-day workweek for state workers, employers nationwide began to follow suit – hoping to generate the same benefits Utah saw as a result of its experiment.  Not only did the state successfully reduce energy and help workers save money on commuting costs, as it had hoped, but workers took fewer sick days and state services improved, as well. 
7. Women made workplace history. As layoffs hit men at a disproportionate rate, the ratio of women to men in the workforce evened out. As of September, women held half of the nation’s jobs – for the first time in our nation’s history.
8. Sex at the office became a hot(ter?) topic: While sex in the workplace is nothing new, the debate – both in the media and at the water cooler – over if and when it’s ever okay reignited after David Letterman admitted to having an affair with a “Late Night” staffer – and gained even more steam when two other, high profile sex-in-the-workplace stories surfaced soon after. (Regardless of where you stand on the issue, it’s always good to have a refresher on the rules regarding sex in the workplace.) 
9. Year-end bonuses, gifts and holiday parties disappeared. No surprises here: Fewer businesses planned office parties this year – whether due to budget concerns, or out of mindfulness of the hardships clients and employees’ families are experiencing. In the spirit of the season, however, some employers are organizing company-wide charitable events as an alternative. As is the case with holiday parties, the economy is also preventing many businesses from offering the typical year-end gifts or grant bonuses…but that doesn’t mean they’re not trying to appease their employees and clients with alternative gifts, such as car washes, choice parking spots and complimentary breakfasts.  
10. Office personal space became scarcer. In efforts to trim costs and boost productivity, many employers nationwide began reducing per-employee office space – from removing cubicle walls to create open floor plans, to eliminating assigned workspaces for employees who spend a lot of time away from their desks. Despite employers’ good intentions, however, some employees are finding that the closer quarters disrupt their work flow and increase tensions, according to the Wall Street Journal. (The lesson? Know your audience: While some people may thrive in tighter quarters, it can be distracting to others. Help your employees by giving them the option to work remotely or make sure you arrange the office in a way that maximizes the available space.)

What trends did you notice popping up this year? (And what do you anticipate we’ll see more or less of in 2010?)

While it’s true that many companies have been forced to make difficult business decisions this year, many employers still plan to reward their employees for hard work with holiday perks like bonuses, gifts and parties — even if these perks are scaled back a bit. These results are from CareerBuilder’s recent survey about workplace holiday giving among more than 3,000 hiring managers and HR professionals. We’ve got the lowdown on what businesses are doing about bonuses, gifts, and the oft-infamous work holiday party.

Bonuses:

• Nearly three in ten (29 percent) employers plan to give their employees holiday bonuses this year.  Among that group, 16 percent are planning to give the same amount as in previous years, while 11 percent plan to give less.
• Twelve percent of employers say they will not be issuing holiday bonuses even though they have in previous years.

Gifts:

• More than a quarter (26 percent) of employers plan to give holiday gifts, with 15 percent planning to spend the same amount for workers as in previous years.  Eight percent plan to spend less.
• Another eight percent say they are not planning to give holidays gifts in 2009, even though they have in years past.

Parties:

• Almost half (49 percent) of employers are planning a holiday party for their employees this year.  Of that group, 30 percent plan to throw the same party as in previous years, while 18 percent are planning something on a smaller scale.
• Eleven percent of employers don’t plan to have a holiday party in 2009 even though they have in previous years.

“After a challenging year, some organizations are cutting back on the holiday perks that they may have offered in previous years,” said Rosemary Haefner, Vice President of Human Resources for CareerBuilder. “Even though holiday bonuses, gifts and parties may be trimmed back this season, employers are doing what they can to reward their workers and get their staffs in the holiday spirit.”

So with cutbacks more prevalent in the workplace,  how can you make your employees happy this holiday season? What do they really want?

Here are some alternative workplace gift-giving ideas:

• The gift of financial preparedness. Help employees be realistic in their holiday budgeting this holiday season. Workers often need to budget more carefully around the holidays, so let your employees know upfront and early whether or not they can expect a bonus this season. This way, they will be able to gauge whether they’ll have that extra money for a plane ticket — or whether they’ll have to stock up on canned soups for dinner this season. Give your employees the gift of preparedness; their pocketbooks will thank you.

• The gift of giving. Volunteering is a great workplace activity all year ’round, but if you’re looking for an alternative to the typical (and pricey) holiday bash, I can’t think of a better way than helping others in need by donating time to local charities.  Volunteering with your team or company still allows you to be out of the office in a social setting while fostering your holiday spirit, giving back to your local community, and making the holiday a bit nicer for someone else. Sites like VolunteerMatch let you search for volunteer opportunities in your local area. Read more tips about finding a charity here and here, find an extensive list of charities here, and check out the Better Business Bureau’s “Charities and Donors” section for more resources.

• The gift of fun. Even if your company holiday party is canceled, you can still  celebrate the season with your employees with some warm drinks and hot food. Office potlucks are a great and budget-friendly way to have a low-key celebration in the office with your employees. Even better, as commuting after work hours can sometimes present obstacles for employees, you can host a potluck breakfast or lunch during the work day. As an alternative, screen a movie of your employees’ choosing, pop some popcorn and provide sodas, and have a low-key but entertaining in-office party.
• The gift of appreciation. While material gifts are nice, sometimes nothing is better than getting a bit of recognition for work well done, whether it’s for a single project or an entire financial quarter’s worth of blood, sweat and tears. As we have learned, 79 of employees who quit their jobs cite a lack of appreciation as a key reason for leaving. Remember to say “thank you” to your employees this holiday season! Even small gestures, like a  card or letter with your sincere words of thanks can mean a lot to your employees. Spontaneity of gestures can also be a nice change in the work routine; grab your employees coffee and bagels unexpectedly one morning — or dream up your own creative way to say “thanks.”
  
  
• The gift of friends and family. While employees may enjoy coming to work, they may in fact be longing to spend more time with loved ones outside the office, especially around the holidays. Yes, businesses are busier than ever, often juggling fewer people and more work — but your employees will enjoy and appreciate even a small break from the grind. Consider letting them leave a bit early one afternoon, or offer a flexible work option for a week or two, like coming in early/leaving early, or working four 10-hour days so they can take a long weekend. Different options will work for different types of businesses — but employees will savor the gift of more time with loved ones — and they’ll likely come back more refreshed, relaxed, and focused post-holiday.
• The gift of choice. One final idea: Ask your employees what they want this holiday season! Let them know that budgets are tight, but that you want to celebrate with them and show them your gratitude for their work and dedication. Let them brainstorm ideas, and pick one or implement them all.

What are you giving your employees this holiday season?