For years and years, some recruiters and hiring managers have treated employees terribly. They ghost candidates--even after the candidate has come in for multiple interviews. They've required numerous interviews over multiple days, requiring candidates to use their vacation time to interview for jobs, and then not even bothering to let the candidate know they didn't get the job. Plus companies have no problem simply laying people off without notice and without severance.
To some extent, the rise of professional ghosting is due to a general erosion of professional business etiquette standards. Many of today’s job seekers would rather avoid confrontation and awkwardness than deliver bad news.
However, the main explanation is that workers simply have more choices today. In the current market, managers are struggling to fill vacancies while skilled candidates often field multiple job offers. With so many options, candidates may not care whether they burn a few bridges along the way. This seems to be particularly true among entry-level positions with lower wages.
Additionally, workers care about corporate culture when seeking employment. If a candidate feels your company’s values don’t align with their preferences, they may simply stop communicating with you and focus on other potential employers instead.
Another way to deter candidates and new hires from ghosting you are by making sure your compensation packages, benefits, and workplace culture is competitive in the marketplace and highlighting those differentiators up front during the interview and on-boarding process. Some companies will make an offer a candidate can’t refuse. With record-low unemployment rates, you don’t have the luxury of lowballing the salary, even if you’re willing to negotiate it higher. Don’t play games. You can avoid turning off your top pick if you extend above-average compensation right away. A sign-on bonus, telecommuting option, pet insurance, health club, and other top perks would sweeten the deal and will result in a lower turnover.
TIMES HAVE CHANGED
There is a behavioral shift among job seekers and workers. The traditional thought process of 'I apply for a job, I interview for a job, I get hired, and I start the job'—those days are over. Workers are thinking of themselves as free agents. Candidates owe us nothing. This whole idea of loyalty and professionalism is archaic.
The status quo of recruiting will ultimately fail, and employers need to be more pliable to accommodate a contingent-minded workforce. Employers need to set themselves up as available and attractive, and if someone chooses not to show up for an interview or a start date, instead of getting upset, move on, get creative and come up with new solutions and strategic alternatives."
Not all organizations have the luxury of offering concierge-level service, but employers need to try harder. we do try. It's essential for everyone involved in the hiring process to communicate authentically with candidates and new hires to prevent no-shows.
If you or your corporate recruiter, has multiple requisitions, you can't possibly keep close track of your candidates, much less have the freedom and the time to really develop personal relationships and get inside their heads.
LM Hurley & Associates are Headhunters who are transparent and consultative with our clients and candidates. We build a relationship with candidates throughout the process, so candidates are more transparent and are far less likely to ghost us!
As recruiting consultants we serve as career coaches to candidates and we develop a transparent relationship with them. We are honest with them, and in return, we find that they will reciprocate f they are seriously considering another opportunity Candidates feel more comfortable telling us, the recruiter what's really happening with other opportunities or personal situations, instead of just disappearing.
Communication is the key to this disconnect. We like to get to know the candidate before jumping into typical interview questions. That is why we have a lower rate of being “ghosted” by the candidate once the recruiting process starts. Understand, as recruiters, if we do get ghosted by candidates, it happens before they interview with our clients.
I think it goes back to the Golden Rule. The key is to treat job seekers fairly and with respect, and then hope they have the courtesy of doing the same.
Source: Lauren Hurley, LM Hurley & Associates
We’re told older adults are embracing technology more than ever. And there’s no doubt that inventors in the digital space are scrambling to find ways to market their platforms and tools to them. (Think high tech wearables that monitor everything from blood pressure to daily steps taken, screen magnification, talk-to-text and even assistive domotics and home robots.) Still we all know at least one older person who can barely text let alone maneuver mobile apps. So while they may be purchasing laptops, smart phones and tablets and all of the possibilities they intend, many older adults say they still don't feel confident about using them.
A recent study published in the journal Healthcare analyzed older adults’ perspectives on technology intended to allow them to stay in their own homes longer, so-called “aging in place.” According to the lead author of the study, Shengzhi Wang of the Design Lab at the University of California San Diego (UCSD), researchers found that many times “frustration” with new technology made older adults unsure of their ability to use it, leaving them unmotivated to even try.
“Frustration appeared to be a significant barrier, which led to a lack of self-confidence and motivation to pursue using the technology,” Wang wrote.
7/28/2019The study was part of a UC San Diego Health Sciences project on technology-enabled health research. Researchers convened two focus groups at a local retirement community in August of 2018 to explore both barriers and facilitators to technology adoption as well as privacy concerns and any interest participants may have in helping companies design the technology that could serve them.
The research can't come soon enough. A recent Pew Research Center analysis of Bureau of Labor Statistics data found that Americans ages 60 and older—a group increasingly populated by aging Baby Boomers—spend more than half of their daily leisure time (just over 4 hours) on their TVs, computers, tablets or other electronic devices. “Screen time has increased for those in their 60s, 70s, 80s and beyond, and the rise is apparent across genders and education levels,” wrote Pew’s Gretchen Livingston. “This rise in screen time coincides with significant growth in the adoption of digital technology by older Americans. In 2000, 14% of those ages 65 and older were internet users; now 73% are. And while smartphone ownership was uncommon at all ages around the turn of the 21st century, now about half (53%) of people 65 and older are smartphone owners.”
So apparently the problem isn’t owning them, it’s using them. And often that's because there is no input from older adults on their design. “Most older adults prefer to age in place, and technologies, including Internet of things (IoT), Ambient/Active Assisted Living (AAL) robots and other artificial intelligence (AI), can support independent living,” the authors of the UC San Diego study wrote. “However, a 'top-down' design process creates mismatches between technologies and older adults’ needs.”
Source: Forbes Article by Robin Seaton Jefferson, Contributor 7/28/2019
New virtual reality headsets such as the Oculus Rift, Samsung Gear VR, and Google Daydream have barely scratched the surface of the technology’s potential. Even so, the applications of VR are reshaping entire industries. Today, it’s also improving the quality of life of seniors in assisted living facilities.
Seniors make up 15.6% of the entire US population. In less than 20 years, the older population is expected to outnumber the kids. That’s a first in US history.
Source: AP POstAs we age, we go through a myriad of changes, not only physically but mentally as well. For many, aging is a constant battle with memory loss, mood swings, and loss of mobility. Some go through depression, while others start to experience low self-esteem. Not only that, seniors tend to go through several of these conditions at the same time.
Thankfully, technologies like virtual reality are making life after 60 more fun and exciting. VR can help our seniors handle the stress of aging and get the most from life.
VR, Reigniting Seniors’ Passion for Life
MIT startup Rendever is improving the lives of seniors across the US through virtual reality. The company combines VR with Reminiscence Therapy to reignite the older population’s passion for life. Co-founder and CEO Kyle Rand, along with his team, designed a VR experience that takes seniors on a wild ride. Their software allows eldercare residents to revisit childhood homes or explore places they’ve never had the chance to visit.
Studies show that loneliness is associated with cognitive decline. Knowing that they could make a difference in so many lives, Rand and his team started working on a VR project. Soon, they’d find out that virtual worlds are exciting for people of all ages. During their tests, seniors would light up after a positive immersive experience. It’s quite different from their day-to-day life at assisted care facilities. Certainly, it’s nothing like Bingo or arts and crafts.
myndVR virtual reality seniorsAnother company that has a similar initiative is MyndVR. They, too, are bringing virtual reality to eldercare residents. MyndVR curates and creates diverse, meaningful, as well as entertaining VR content. From Paris to Africa, seniors can explore the world to their heart’s content.
“Our goal is to lift the quality of life and the spirits of the senior citizens across the country,” said Chris Brickler, co-founder and CEO of MyndVR. “We have the ability to bring in a super-engaging technology to these folks—more engaging than TV, more engaging than newspapers. This is a true immersive technology that provides joy and takes people out of the four walls of their existence.”
VR, Preventing Social Isolation
Virtual reality experiences with Rendever in senior living communities are usually group activities. Six residents will enter the virtual world at the same time. This way, no one gets isolated or feels left out. Everyone has an opportunity to share parts of their childhood with others. Together, seniors can even visit new destinations for the first time. This leads to many stimulating conversations outside of the group activity. On top of that, seniors can have immersive experiences with their family.
Source: ARPOST Article by Gergana Mileva, 7/5/2019
Senior Living Recruiting is what we do.
LM Hurley & Associates Executive Recruiting