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The Skinny

Boo, bye.

Posted on Saturday, October 30

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Weekly Skinny

Let’s start off on the right foot

“Magic is really very simple; all you’ve got to do is want something and then let yourself have it.” —Aggie Cromwell


 

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The skinny

Ghosting is on the rise, but this time, it’s employers who are complaining about being left out in the cold.

Boo, hoo.

Yeah, employees are like, “See, how do you like it!?” A few years ago, it was the norm to have a couple of interviews with an organization, feel really pumped about doing well, and then…crickets. FYI: This is what ghosting means.

Which wasn’t cool bro…

And now, employers are feeling that sting of rejection with applicants ghosting left and right. 

Something isn’t adding up.

You’re right on that one. Ghosting aside for a second, many organizations are complaining about labor shortages while at the same time, millions of people are actively looking for work and getting rejected.  

What gives?

Well, this is a complex situation. There are many factors at play, but a few issues are mismatched skills to open positions, geographies, and clear expectations.  

Mismatched?

Yes, like mom jeans and cowboy boots. One issue popping up is the use of AI technology to filter resumes. Many employees looking to make a career change might not have resumes with the exact keywords for the job, but have comparable skills and experience that would be a good fit.  

And?

And just like a bad blind date, they are getting rejected at the door. Not even a glass of wine before the heave-ho.   

Savage.

Truly. Also, many orgs require 4-year degrees for entry-level positions. This is a real problem for the labor market because less than half of US workers have a college degree.

Yikes.

Exactly. But back to ghosting.

Sheet.

Unfortunately, ghosting is also a culture fit issue. Misleading job descriptions, low pay, and inadequate training give newly hired workers little reason to stick around. Employers should take note and adjust, train, and be transparent about needs. That, and some feedback as to why someone didn’t get the job could help dial back the saltiness and ghosting retribution.

Further reading: Hidden Workers: Untapped Talent.  

For you: Workers and employers feeling ghosted shows a broken hiring process.

Totes quotes: "Differences in skills and qualifications limit the extent to which workers can easily transition to high-demand industries, leading to a mismatch of labor supply and demand.” –Ellen Zentner, economist at Morgan Stanley


 

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The skinny

A study found that people who had tested positive for COVID-19 were more likely than others to purchase at least one new health benefit.

Wow, really?

Yes. It took a pandemic, but many employees are now giving life insurance, critical illness, and hospital indemnity benefits the turn-back glance.  

Hello, this is your wake-up call.

Hey. This realization of mortality should prove interesting during this year’s annual enrollment season. Employees are expected to research and spend more time choosing their benefits. 

Will they actually?

If we could predict the future, well, you wouldn’t be reading this. But the data doesn’t lie. Those who had tested positive for COVID-19 were more likely than other respondents to purchase at least one new health benefit.  

What about costs?

Yes, offering robust benefits while staying within budget is the top challenge for employers. But despite rising costs, employers are sticking to their guns and plan on keeping or even expanding their benefits offerings.

Is that smart?

It’s definitely necessary in this hiring market. However, employers should think about how they can communicate total rewards amounts to employees since the rising costs of benefits could take away from raises and bonuses.

Fun fact: 75% of employers believe their employees are highly satisfied with their benefits, compared to only 62% of employees who express high satisfaction.  

Further insight: What employees don’t know might be hurting them.

Totes quotes: “Financial vulnerability will continue to be a concern during this year’s open enrollment season as rising health care expenses continue to affect Americans during these uncertain times.” – Matthew Owenby, CHRO, Aflac


 

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The skinny

Not all interruptions are created equal; some may actually help boost productivity.

Do tell.

But first, do you eat candy corn all in one bite or do you eat it one color level at a time?  

Umm…

This is a real-world example of distracting you with non-work-related small talk, which might not be as good of a distraction than a coworker checking in on a project. 

Expand.

A recent study found that individuals who experience work-related interruptions are more engaged over the course of a workday. And non-work-related interruptions are not as productive.  

So, RIP small talk at work?

Umm, let’s transition to a more…Practical Magic approach to small talk.

Like, kill it and then bring it back to life?

In a way. Small talk and bonding with coworkers, more specifically by listening and finding out more about them, is good for team building. So, there’s no need to kill it completely. Only sequester it in a broom circle that it can’t escape. 

Huh?

Practice boundaries, cutie! Let coworkers know when you’re open for work-related interruptions or when you’d rather have heads-down work time. But don’t forget to let them know when you’re open for water-cooler moments as well. The benefits of bonding and building connections at work isn’t a trick, only a treat.

For you: You can’t control time, but you can change your relationship with the clock.

Here’s something to…


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