Strong job market could mean small employers are getting “ghosted” how can you prevent it?

by The CAB Man Texas on July 24, 2019

This week an interesting article came out in Fox Business (written in Motley Fool) titled “4 reasons hourly workers reject jobs – and what to do about them.”   Many of small business owners in Texas could be seeing a rise in the so-called millennial generation phenomenon of “ghosting.” According to the Urban Dictionary “Ghosting” means the shutdown/ceasing of communication with someone without notice.  Check it out:  https://www.urbandictionary.com/define.php?term=Ghosting  

In the cases where Ghosting occurs, it starts with a “no show” of usually a newer hire within the first week or two of employment.  The ghosting employee does not call, text, or email that they have quit the job.  Also they either turn off their phone or block your phone number and send you straight to voicemail when you try and call.  It is truly a strange and often occurring phenomenon…gone are the days when someone has the personal honor to at least let someone know that you have abandoned a job so they can make arrangements to run their business.  C’mon kids!  

In these boom times in the Texas job market it is likely that the new hire knows they can walk into just about any local service business of their choosing and get a new job that day.  The article shares four approaches that could help our payday loan, title loan, and cash advance business owners in Texas to address the problem, very glad to share!  

“1. Location

Workers want a short, convenient commute.  When interviewing, the person wants the job at the time and will not be considering how inconvenient a long commute might be.  Do some thinking for them and consider how long that drive is before you hire them, and they ghost you on day 3 because the drive it too long.

2. Scheduling

These days, workers want the option to choose their own hours and uphold a schedule that fits into their lives. If you’re too rigid with your schedule, you may lose out on talent that could otherwise serve your business well.   Many of us have set store hours but varying things in terms of who opens and closes from week to week could be an option.  But when there’s room for flexibility, it pays to offer it.

3. Job function

Nobody wants to sign up for a boring job, or one whose daily tasks seem glaringly unpleasant. In today’s competitive job market, hourly workers can afford to be more choosey about how they spend their days, so if you’re looking to fill some positions that are heavy on grunt work, you may need to rethink those roles and find ways to incorporate some more appealing tasks into the mix.  

4. Pay

It stands to reason that hourly workers would rather earn more money than less. And in some cases, a small bump in pay could spell the difference between attracting talent versus having your job offers rejected. To this end, review your compensation strategy and make sure the hourly wages you’re dishing out are on par with your competition. If they’re not, you may need to shift some resources to pay your workers better.

The right hourly workers can add a lot of value to your business, and not having to pay on a salary basis means that you, as an employer, get more flexibility with regard to how much those employees cost you.

But the last thing you want to do is spin your wheels in an effort to attract and keep hourly workers, so if you’ve been struggling to hire or keep your team members, keep the above points in mind. In many cases, being a bit more generous, creative, and flexible could help you grow your staff and get your business the support it needs to thrive.”


Here is a link to The Motley Fool / Fox Business article cited above: https://www.foxbusiness.com/small-business/4-reasons-hourly-workers-reject-jobs-and-what-to-do-about-them

This blog post was written by Michael Brown, President of CAB Consulting and the Texas Organization of Financial Service Centers.  He can be reached at 214-293-8676, or Michael@CreditAccessBusiness.com.

Leave a Comment

Previous post:

Next post: