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If you think large companies are the only ones who need to worry about conducting background checks, you may be setting up your small business for potential problems. Because of close working quarters, staff members oftentimes have significant access to accounts and confidential information. Bringing to light past instances of untrustworthiness before hiring may save your small business from putting such sensitive things in the wrong hands.
As flu season approaches, more employees may be calling in sick. But how many of those illnesses are actually just a case of the Mondays? According to CareerBuilder’s latest survey, of workers have called in to work sick when they were feeling just fine over the past year.
When asked why they lied about being sick, 28 percent said they just didn’t feel like going in to work, and 27 percent took the day off to attend a doctor’s appointment.
A resume tells a great deal about a candidate’s qualifications and background, but it fails to reveal much about emotional intelligence (EI). To find applicants skilled in this area, a small business leader must dig deeper.
What makes such effort worth a small business leader’s valuable time? In a workplace where staff members rely greatly on one another, oftentimes must do more with less, and need to be ready to take on unforeseen challenges, emotionally intelligent employees can be a godsend.
No small business owner wants to go through the draining experience of firing a worker. Not only is such a situation emotionally taxing, it leaves you short-handed and faced with the burden of finding a replacement. Thus, leaders oftentimes avoid taking action in hopes that the problem employee will somehow turn things around.
Prolonging the agony, however, can have major repercussions on everything from productivity to morale at your small business.
No one should be forced to go into work when they are sick — not only is it bad for the employee’s health and productivity, it’s also bad for the health of everyone around that person. But some employees are going to great lengths to get a free, personal day off work.
Slightly more than a third of workers (35 percent) said they have called in to work sick when they were feeling just fine in the past year.
When workers trust their leaders, good things happen. They feel empowered to give valuable, honest feedback that can help a small business grow. Creativity and willingness to try new things flourish because employees know management has their back. Individual accountability rises as team members follow the lead from above to take responsibility for actions.
Yet less than half of full-time workers trust their boss, according to a 2016 EY study.
For any company, purchasing new software is no small affair. Rather than simply flipping an “on” switch, companies must go through a weeks-long implementation process to learn the software, ensure it is working properly, and meet expectations. We spoke with Brett Kashanitz, Vice President of Engagement & Service at CareerBuilder and an expert in the recruitment technology space, to clear up some burning questions about the implementation process, shed light on the challenges clients run into and discuss CareerBuilder’s own unique approach to implementation.
As a small business owner with many things going on at any given time, it can be easy to miss signs of dissatisfaction among your employees. But the last thing you need is low morale and high turnover, so it pays to get a pulse on your team. Thoughtful, regular employee engagement surveys can help you do just that.
Instead of asking any old questions, however, select ones that will provide insight on how to make your small business a better place to work.
Looking for an effective way to generate interest in your small business that doesn’t cost an arm and a leg? Utilize one of the greatest assets already at your disposal – your employees. Enthusiastic workers make excellent salespeople, not only of your products and services but also of your workplace. Help them become “brand ambassadors” capable of gaining attention from potential customers and prospective employees with these tips:
Get them excited about your vision.
Unless you’ve been hiding under a rock lately, you’re well aware that election season is upon us. In fact, chances are you’ve participated in a few discussions on this topic – perhaps even in the workplace. While a little discourse and debate can be healthy for workers, when it comes to politics, things can go from healthy to heated in a matter of seconds.
As the holiday season approaches, small business employees may have extra reasons to be jolly, as the majority (58 percent) of small business employers plan to increase salaries for full-time, permanent employees in Q4, according to CareerBuilder’s most recent hiring forecast. Nearly 1 in 4 employers (23 percent) anticipate an average pay increase of 5 percent or more.
Small Business Hiring Plans for Q4
‘Tis the season for seasonal hiring: 1 in 4 small business employers plan to hire seasonal employees in Q4 2016.
While U.S. job creation fell short of economists’ expectations this month, the labor market continues to show healthy growth. According to the latest BLS employment situation report, released today, the U.S. created 156,000 jobs in September, which was lower than the 176,000 gain predicted, but well in the margin of healthy job growth.
The unemployment rate ticked up slightly from 4.9 percent to 5 percent in September, but so did the labor force participation rate – from 62.8 percent to 62.9 percent.
Small businesses created 34,000 private sector jobs in September, according the ADP’s most recent Small Business Employment Report. The ADP reports job growth specific to businesses with 49 or fewer employees, due to the important contribution small businesses make to economic growth.
Looking at company size, both very small businesses (those with 1-19 employees) and other small businesses (those with 20-49 employees) added 17,000 jobs.