If you follow economic news, you would have read countless headlines on how tight the job market is today. Most recently, the headlines have been trumpeting that there are now more open positions in the United States than there are unemployed people. (Washington Post) But for today, I believe it is time to turn our attention back to the employees because this market cannot last for forever.
If you are interviewing today, please remember that the person you are interviewing with has a memory just like yours. They will remember the employees who quit with no notice and keep notes on candidates who ghost interviews. Managers will vividly remember candidates who accept positions and don’t start. Let’s remember those memories go with them if they themselves move to new positions. How you act and treat your employers today, can help or hurt you tomorrow. Per CareerBuilder, 14% of employees are walking away after accepting an offer. (CareerBuilder Survey) Another 51% continue to interview after an offer has been extended and background checks are pending. While I don’t begrudge anyone the opportunity to grow or improve their career, you also have to remember that actions can have consequences later. How you treat hiring managers may not make a difference today, but your actions today may hurt you later when that hiring manager sees your name again.
Slow yourself down
Last week I sat down with a great client of ours that was extremely unhappy with a person we had placed in their office. The person accepted a position through us and about 6 weeks later received “an opportunity of a lifetime.” They left the business with no notice. Here is the kicker, at the end of their resignation note to management, they asked that there be no hard feelings and hopefully they could come back if this current role didn’t work out. (I believe it is important to note, that the person is not a millennial but an experienced professional). I am comfortable saying that a vast majority of businesses will not bring you back if you leave without notice. Not only does it put the employer in a bind, it lacks professionalism. Right now there are many positions available. Slow yourself down in your own decision-making process. Don’t rush into a decision. Instead, take your time and accept the position you want in order to avoid this type of situation.
Employers do it, why can’t I?
I have heard the excuse numerous times that employers lay people off without notice, why should I give notice? Simple, your reputation matters. It’s not rocket science to know which companies in your market are the turnover mills and which companies are loyal employers. Each company builds its own reputation in the market by the way they treat their employees. Conversely, as business leaders are looking at applicants, if you don’t think they aren’t reaching out to friends of theirs at a business you used to work at, I would call that naïve. Never mind what your references say, they will listen to their contacts or the social media snooping over anything your references say. How you conduct yourself on social media, what former co-workers may say about you will all be taken into consideration. You never want to burn a bridge if you can avoid it.
Tomorrow, Tomorrow, Tomorrow
Right now, as an employee, you are looking at today’s job market and realizing that life is good! You are seeing opportunities for better wages, more vacation time, more flexibility, etc. But…you are forgetting that tomorrow may not be as generous today! Tomorrow may bring layoffs, fewer job opportunities and more uncertainty into your life. I am not predicting when it will happen, only that it will happen. History has shown that a recession will come, the only question is when? And when it does happen, how you treated employers today may go a very long way in determining what your job prospects look like tomorrow.
At PrideStaff St. Pete Clearwater we enjoy working with clients who understand that employees are their most valuable asset and we want to work with candidates who are serious about making career choices. If either category fits you, please feel free to reach out to us at email@example.com