How You Treat Job Applicants Can Have a Lasting Impact on You Business 

More than one in four workers report that they have had a bad experience when applying for a job. The vast majority (75%) of workers who applied for jobs using various resources in the last year said they never heard back from the employer, according to a nationwide CareerBuilder survey. While this speaks to the challenges of finding employment in a highly competitive market, it also brings to light negative implications for today's employers.

The survey shows candidates who have had a bad experience when applying for a position are less likely to seek employment at that company again and are more likely to discourage friends and family from applying or purchasing products from that company.

The study of more than 3,900 U.S. workers was conducted online by Harris Interactive© from November 1 to November 30, 2012. 82% of workers expect to hear back from a company when they apply for a job regardless of whether the employer is interested. Nearly one-third (32%) of workers said they would be less inclined to purchase products or services from a company that didn't respond to their application.

• Employer never bothered letting me know the decision after the interview
• Found out during the interview that the job didn't match what was written in the job ad
• Company representative didn't present a positive work experience
• Company representative didn't seem to be knowledgeable
• Employer never acknowledged receiving my application

The effects of a candidate's negative experience can lead to a broader impact on the employer's ability to recruit or sell products. Workers said if they are dissatisfied with the way their application is handled by an employer, they would:

• Never seek employment at the company again
• Tell others not to work there
• Tell others not to purchase products or services from the company

• Consider seeking employment with the company again in the future - 56%
• Tell others to seek employment there - 37%.
• Be more likely to purchase products or services from the company - 23%

 Do Your Employees Know What They Are Accountable For?

 

All employees are accountable for something, but very few fully understand exactly what they are accountable for, according to a new study conducted by Wayne Hochwarter, the Jim Moran Professor of Business Administration in Florida State University's College of Business, and research associate Allison Batterton. The research, which assessed the opinions of more than 750 blue- and white-collar employees across multiple job environments, had a number of objectives.

First, the researchers wanted to better understand how many employees simply do not know what is expected of them at work each day. Second, they wanted to get a better idea of what work life was like for those who understood their level of accountability versus those who did not.

Surprisingly, less than 20 percent of employees reported feeling certain they knew what was expected of them at work each day, while the vast majority of workers reported varying levels of accountability ranging from some to complete ambiguity. As one respondent said, I thought I was working on something important ... I guess the boss who fired me didn't think so.

Differences between those who knew what was expected versus those who didn't were considerable. For example, workers who were uncertain of their accountabilities at work reported:

• 60 percent higher levels of mistrust with leadership as it relates to communication.
• 50 percent higher levels of overall work frustration.
• 45 percent less control regarding the best way to complete their work.
• 40 percent higher levels of work overload.
• 35 percent fewer work accomplishments to the organization.
• 33 percent less social and resource support from one's immediate supervisor.
• 33 percent greater likelihood of searching for a new job within the next year.
• 25 percent more job neglect (slacking off, slowing down).

These findings cost American organizations hundreds of millions of dollars each year - in both direct and indirect costs, the researchers said. When employees aren't sure what's expected of them, the results simply just cannot be positive, especially when the complexity of work and the pace of change is taken into consideration, Batterton said.

In terms of reasons for the lack of understanding, most employees cite management's failure to be forthcoming and proactively develop communications until a lack of accountability triggers an organizational crisis.

Leaders are becoming more and more accountable as well, which often takes them further from their employees. It seems the more that communication is needed, the less likely it is provided - no wonder so many employees feel completely lost at work these days, Hochwarter said.

The researchers prescribe a four-step approach to dealing with accountability failures:

1. Set up a formal communication system using the most current and user-friendly technology, and make sure all employees are able to use it effectively.
2. Make employee accountability part of both the supervisor's and employee's performance evaluation.
3. Develop informal accountability networks (i.e., buddy system) that allow employees real-time access to information needed to effectively focus attention on tasks considered most important for that particular day (or hour).
4. Make accountability proactive rather than reactive.

Most employees want to do a good job and contribute to their organization, Hochwarter said. Perhaps it's overly simplistic, but this can only take place when employees know what's expected. Sadly, many do not, and the situation appears to be getting worse rather than better.

Source: Newswise.