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Employee Job Hopping Creates Challenges for Employers in the Roaring Fork Valley

By Kari Porter

Historically, employers tend to follow the basic process of giving employees a yearly performance review, and if the economy is doing well, offer a standard 3% cost of living raise. In the Valley, where the population and overall economic growth continues its steady upward trend, this traditional approach is proving less effective. The result is a new trend called job hopping.

With more options than ever, employees have become less loyal and more choosey. To get the salary and benefits they want, some are changing jobs and, when on the market, are holding out for the right offer. For a company to be competitive, they’ll need to give raises to match the market or present higher starting salaries to fill their open positions.

Nathan Perry, PhD, associate professor of economics at Colorado Mesa University explains: “The labor market is insane right now,” he said, referring to employers. “You’re not going to be able to stop raising wages.” When an employee feels they can make more money somewhere else, they may leave, costing companies more money, time, and resources – forcing them to do a search, interviews, onboarding, and training. And if the employee isn’t a fit or finds something better, they have to start the process all over again.

This is where Hot Jobs comes in. By keeping a close pulse on compensation trends in the Valley, we work to find employees that will be a good fit from the start. We take care of searches, interviews, background checks, onboarding, even payroll. In addition, our longer-term temp programs (3+ months) offer both the employee and employer the chance to confirm the working relationship is good fit on both sides. This helps eliminate surprises down the line. If it’s not a match, the employee can move on at the end of the assignment, and if it is a match, there is the opportunity to negotiate and ensure both parties are happy upon rolling over to the payroll. Hot Jobs also provides headhunting and recruiting services for direct hires, so we can negotiate packages upfront, helping employees start off confident and ready to work.

Workers Plan to Look for New Positions in 2023

Workers Plan to Look for New Positions in 2023

Nearly half of U.S. employees plan to look for new jobs in 2023. This is despite the uncertain economic times. Robert Half’s biannual Job Optimism Survey of more than 2,500 professionals in the U.S. showed that 46% of respondents are currently looking or plan to look for a new role in the first half of 2023.

Those most likely to make a career move in early 2023 include the following:

  1. 18- to 25-year-olds (60%)
  2. Human resources professionals (58%)
  3. Employees who have been with their company for 2-4 years (55%)
  4. Working parents (53%)

The following factors are motivating job seekers:

  1. A higher salary (61%)
  2. Better benefits and perks (37%)
  3. Greater flexibility to choose when and where they work (36%)

Employees are leaving for several reasons including the following:

  1. Unclear or unreasonable job responsibilities (56%)
  2. Poor communication with management (50%)
  3. Misalignment with the company culture and values (36%)

There will be an increase demand in contract talent with almost 30% of respondents saying they would consider quitting their jobs to pursue a part time contracting career. Employers looking to attract top talent should streamline hiring process and showcase their company’s culture to avoid losing candidate’s interest during the job search.

Hot Jobs Temp-to-Hire program is an excellent tool for companies to manage their time management as an extension of their HR process. This allows companies and the personnel to engage with each other in the beginning stages before making a direct hire decision.

Reasons Employees May be Quiet Quitting

The term ‘quiet quitting’ refers to employees who may be handling the basic responsibilities of their job but may not be emotionally invested in the work they’re doing on a daily basis. 

This happens for a variety of reasons:

  1. Lack of opportunities for advancement or promotion
  2. Lack of mentorship and professional development
  3. Lack of engagement with others in the company
  4. Lack of motivation on a day-to-day basis
  5. Lack of appreciation or company incentives

What can employers do about it?

  1. First, have weekly meetings as to troubleshoot any issues and keep employees engaged for the upcoming weekly goals for the company.
  2. Second, encourage an open-door policy for employees to stop in to management’s office with any concerns. Ensure employees do not feel their job is threatened by speaking up.
  3. Third, be open to creative ideas and support potential change to facilitate further growth of the company.
  4. Fourth, provide opportunities for professional development which promote further interest and growth in the field.
  5. Fifth, offer options to support employee wellness like providing ski passes or other perks that enhance the well-being of employees of the firm.
Remote Hiring Options for the Valley

As we move into the new year, many businesses are planning on bringing employees back to work or hiring new ones. Unlike past years, there is a movement towards more out-of-the-box and creative options. They include the following:

  1. Increase in flexibility: Employers have discovered that their employees can be productive at home, and employees are more and more expecting that there’s more flexibility in the workplace. A survey from Enterprise Technology Research (ETR) predicts that permanent remote workers are expected to double in 2021. With this shift, companies will require less permanent office space, and those savings could shift into hiring more workers.
  2. Expanding access: With the increase of remote work, companies now have access to employees beyond their immediate geographical area. The new era of remote and hybrid work such as one day on site, several days working home (alternating schedules) will evolve – where an employee lives will be less tied to where their employer is located.
  3. A shift from location to time: For example, employees may work outside the traditional working hours. Splitting up the day into shifts provides the flexibility to handle family priorities such as children. This will be a wonderful bonus for women in the workplace who due to Covid, may have lost their positions due to childcare or have found themselves overwhelmed and overworked at home.
  4. Employers can forecast a greater talent pool: When employers start a job search, many companies are expanding their recruiting efforts through partnerships with staffing organizations by hiring a temporary for project work or long-term as home based office allows an employer to see if they can achieve working independently in this new approach of home-base working before rolling the associate over to their payroll.

Hot Jobs, Inc. is supporting more remote workers for clients to achieve the above goals. Our clients find we act as a function of an extended arm to HR to be of service as companies are staying open to different options that may work best for them.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

From ‘Aspen Real Life’

Author: Hot Jobs President, Kathryn Consoli

Meet Aspen Business Connect Sponsor, Kathryn Consoli, Owner of Hot Jobs, TTP, Inc. – Staying Inspired in Your Career

As a woman, a business owner, and a young entrepreneur, I began my firm shortly after graduating from the University of Florida. As Founder and Sole Owner of Hot Jobs and TTP, Inc., I have seen many positive changes for women business owners in my 25 years of owning my companies.

I began my career working for one of the first temporary personnel services in the industry, quickly understanding that the concept of filling a gap with a temporary employee, over making a direct hire, was very beneficial for firms. I presented it to management that it would be beneficial to initiate a “Temp to Hire” program, in which the client could hire a temporary employee directly after a probationary period of time with no conversion fee, after that management soon approved ‘Tracy Temporaries’, hiring more “temp to hire” employees than regular temps. The growth of the company was enormous within my first year of employment within the firm, so much so that they cut back on my commission as I was exceeding the commission standards. This sparked my entrepreneurial spirit and soon after I received a call from a successful businessman who owned a manufacturing company, he wanted to meet with me. I had assumed that the meeting was to be about my hiring temps for his firm, but he soon after proposed to be a silent investor in a company I formed in Pompano Beach Florida which came to be, Temp To Perm (TTP, Inc.). This funding relationship with the silent investor allowed the company to grow to a million in billing within 2 years, and thereafter I was able to buy him out as his manufacturing company was in distress and needed capital income. The company was recognized as one of the largest privately-owned personnel services in South Florida.  Many accolades and financial goals were achieved during these years, which I attribute to the wonderful and dedicated team of women who worked in my internal staff.

Enjoying the success of my South Florida office but needing to be inspired by a change of location and scenery, I opened a second office in Carbondale, Colorado in 2008.

My inspiration for my career stems from these three major factors:

  1. Inspiration Of A Vision: I could see nothing else except the vision of my dream turning into a reality.
  2. Accomplishments Passed Forward: When clients call with problems regarding personnel this can be stressful for day to day operations to run smoothly. As a recruiting firm satisfaction comes in successfully solving these problems for our clients. In addition, there have been numerous times in which applicants seeking career opportunities have come inside our firm with a transition happening in their own lives. They found that accepting a “temp to hire” opportunity opened a new door to their career.
  3. Developing Internal Staff: Developing internal staff has been the most rewarding aspect of my career providing me with a great feeling of pride and fulfillment. Working with new college graduates and training them to lead with honesty and integrity was very important to me, and led many of them to later achieve their own business aspirations.

I feel fortunate to have been able to learn strong business attributes at a young age and pass forward all I have learned to others.

Our goal at Hot Jobs, a division of TTP, Inc., is to always act professional and courteous when assisting potential applicants with their job search, and to meet and exceed my clientele’s needs and expectations when seeking personnel for their firms.

If you have friends or family seeking a job opportunity, or your firm has a project or full time opening, please feel free to call me personally for further information on how Hot Jobs may be of service.

Call: 970-963-2647 | Website: https://970hotjobs.com/ | Email: info@970HotJobs.com | Location: 326 Highway 133, Suite 20, in The Alpine Center in Carbondale, Colorado.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Hot Jobs, Inc. can support your business during these challenging times

Heading towards the new year, Hot Jobs, Inc. is here for you. While businesses are navigating an uncertain first quarter, our clients have been utilizing our services in many ways.

  1. Flexibility – Hot Jobs, Inc. has many employees working remotely at home for our clients, as well as in the office, with keeping the safe practices in the workplace.  Hot Jobs, Inc. handles the personnel search, initial paperwork, and COVID pre-screening.
  2. Savings – As the employer of record, we absorb the cost of COVID testing if needed, and following FFCRA if any Hot Jobs, Inc. employees are required to quarantine.
  3. Peace of mind – Business personnel needs can change week to week in these uncertain times.  As per your job description, we can help find employees that meet your needs whether on a project basis or temp-to-hire. This allows the client to utilize the employee for only the hours needed or until it has been determined the employee fits in the culture of the company.

Hot Jobs, Inc. is available to provide responsive support to your businesses. As we reflect on our new normal, this may be an excellent time to focus on positive aspects of creative thinking for different work environments as we begin the new year.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

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