Cross Resource Group’s Post

In the previous year, we witnessed a gradual transition towards a new normal after the pandemic, as people emerged from isolation and resumed engaging in activities they find enjoyable alongside others. Within the realm of work, significant developments took place, such as The Great Resignation, discreet departures, and substantial layoffs. This has prompted job seekers to reassess their expectations of prospective employers as they search for new positions this year. So what are job seekers looking for in 2023? ...According to a 2022 survey conducted by Employ.Inc, the top 5 drivers include: A competitive salary. ... Work location flexibility. ... Career advancement. ... Stability. ... Healthy workplace culture. These five aspects hold significant importance for job candidates in 2023, but they also carry value for existing employees. Acquiring exceptional talent is challenging, and retaining that talent poses an even greater difficulty. It is advantageous for any organization to evaluate its performance in these areas and implement any required adjustments. Conducting an employee survey could serve as an effective initial step in gauging the sentiment of individuals within the organization and determining the likelihood of their retention or departure. Read more here: https://lnkd.in/e6BrnGgN #careers #jobseekers #hiring #consulting #informationtechnology

2 months into 2024, 𝘪𝘴 𝘵𝘩𝘪𝘴 𝘱𝘳𝘦𝘥𝘪𝘤𝘵𝘪𝘰𝘯 𝘴𝘦𝘵 𝘵𝘰 𝘤𝘰𝘮𝘦 𝘵𝘳𝘶𝘦? 🔮 Although economic uncertainties, inflation, and skill shortages have previously sent ripples of worry into hiring managers, the future DOES look optimistic. With it being reported that 57% of hiring managers are planning to take onboard new permanent talent, this is a sign of change that is shaping the recruitment industry. And with companies forecasted to heavily increase their investment in hiring support, to secure the best talent, you need to be proactive and start now. 𝗚𝗲𝘁 𝗮𝗵𝗲𝗮𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗰𝘂𝗿𝘃𝗲 𝗵𝗲𝗿𝗲: https://lnkd.in/eBRfazDZ #permanentjobs #permanenthiring #recruitmenttrends #manchesterjobs

📊 August Labor Market Update: The Great Reshuffle 🔄 Shift, Not Exit Contrary to the popular 'Great Resignation' narrative, August 2023 shows us that it's more about people finding new roles, not just quitting. 🌡️ Why It Matters Different industries are facing varying challenges. Retail and food services struggle with high turnover, while healthcare retains workers despite many job openings. Oddly enough, construction has more labor than it knows what to do with. All of this results in unfilled job openings. In some areas, such as financial activities, unfilled job openings are as high as 55%. 🔮 The Impact Employers, listen up: flexibility and adaptability are no longer optional. They're crucial for talent retention. This dynamic landscape also signals the need for targeted policy action and educational programs. As you can see from the data, everyone has problems to fill their open positions. As mentioned before, this is in many cases a work culture problem. But this is also a numbers problem: there are simply not enough talents in the workforce. You may want to think about alternate working arrangements, such as freelancing or part-time work. 🔗 What’s Next Keep an eye on the U.S. Chamber of Commerce's America Works Initiative for deeper insights into these ongoing changes. Curious to learn more or solve your current hiring challenges? Drop me a line via DM or email and let's chat! Szambuto@jbc.team #USlabormarket #thegreatreshuffle #jobmarket #futureofwork #hiring #jbc #workgenius #talent #labormarket #hiring #freelancers #directhire #executivesearch

📈 Although hiring activity slowed in the month of October with the addition of 150,000 new jobs, the temp sector rebounded with 6,600 new jobs. 🌟 Dive into our November Local Workforce Report for more insights.  🔗 https://lnkd.in/esnfFVzB #WorkforceTrends #HiringStrategy #TempSectorBoom #NovemberInsights

Achyut Menon "AK", this piece insightfully charts the transition from the "Great Resignation" to a "Great Stay" period, alongside a complex yet cooling job market. Their ability to distill complex trends into clear insights is impressive, highlighting the need for adaptability in recruitment strategies. As a global recruitment expert, I see the shift towards skills-oriented hiring echoed in AK's analysis, particularly amid the AI boom's impact on talent competition. This global phenomenon necessitates a strategic approach to talent acquisition, as illustrated by a European multinational corporation's recent success in attracting AI talent through innovative offerings beyond salary. AK's article is a valuable reminder of the evolving nature of the job market. It underscores the importance of agility and a skills-focused mindset in recruitment practices today.

Resignation season is coming, and the result is hampered growth and innovation, and in a low-growth environment, more jobs can’t be created. Hiring managers should preempt the resignation season and plan for it. This is seldom done. Instead, recruitment drives peak shortly after financial year end and everyone is fighting for a limited pool of talent. The increased competition drives offers higher and pushes frustration over the edge. It takes more or less 50 days on average to recruit a new permanent employee. If we consider that there are between 250 and 260 working days in an average year, this means that up to 20% of the productive time in the year is spent trying to fill permanent vacancies. That’s bad enough but if we consider that the average tenure in this day and age for permanent employees is 1.5 years with an attrition rate of 15%, hiring managers are constantly against the ropes. There is a solution, and details of it can be found in this article. https://lnkd.in/d8scvExZ

“When America Sneezes, the world catches a cold” As a global recruiter, the world is a lot less insulated now than ever before. Being an active NPAworldwide member, I am privy to several partners who are among the smartest recruiters in the domain, and geography. Let me share some quotes shared by them this week! "There are relatively few new people coming in, but relatively few people are leaving -It's a weird environment." 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 𝐭𝐨 𝐭𝐡𝐞 "𝐆𝐫𝐞𝐚𝐭 𝐒𝐭𝐚𝐲": Unlike the "great resignation" seen 3 years ago, where many workers left low-paying jobs for better opportunities and white-collar workers moved to remote or hybrid roles, the current worker turnover has significantly decreased, and the hiring rate has dropped! 𝐒𝐨𝐥𝐢𝐝 𝐉𝐨𝐛 𝐆𝐫𝐨𝐰𝐭𝐡 𝐘𝐞𝐭 𝐂𝐨𝐨𝐥𝐢𝐧𝐠 𝐌𝐚𝐫𝐤𝐞𝐭: Despite the U.S. economy adding a notable number of jobs in recent months, signs indicate that the job market is cooling down. The solid job growth, including 275,000 jobs added in February, contrasts with other worrying trends like a decrease in hours worked and an increase in temporary job cuts. 𝐑𝐢𝐬𝐢𝐧𝐠 𝐋𝐚𝐲𝐨𝐟𝐟𝐬 𝐀𝐦𝐢𝐝 𝐄𝐜𝐨𝐧𝐨𝐦𝐢𝐜 𝐅𝐫𝐚𝐠𝐢𝐥𝐢𝐭𝐲: Despite lower than pre-pandemic layoff rates, there has been a noticeable uptick in layoff announcements, reaching the highest level for any February since the global financial crisis. 𝐋𝐨𝐧𝐠𝐞𝐫 𝐉𝐨𝐛 𝐒𝐞𝐚𝐫𝐜𝐡 𝐓𝐢𝐦𝐞𝐬: For individuals seeking employment, finding a new job is becoming increasingly challenging, with the duration of job searches extending. 𝐎𝐩𝐭𝐢𝐦𝐢𝐬𝐦 𝐀𝐦𝐢𝐝𝐬𝐭 𝐂𝐚𝐮𝐭𝐢𝐨𝐧 thanks to sustained low layoff rates and a series of months with net new job growth. However, the overall environment remains unpredictable, with a mix of job growth, increased layoffs, and a shift towards holding onto current positions rather than extensive hiring or leaving. 𝐓𝐢𝐠𝐡𝐭 𝐉𝐨𝐛 𝐌𝐚𝐫𝐤𝐞𝐭? 𝐌𝐚𝐲𝐛𝐞 𝐈𝐭’𝐬 𝐓𝐢𝐦𝐞 𝐟𝐨𝐫 𝐚 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡? Work is changing at an unprecedented pace, driven at least in part by accelerating connectivity, cognitive technologies, and evolving business models. As work changes, so too are the skills needed to do the work. Leaders in many organizations are finding it challenging to keep up with the pace of change, which may lead to talent gaps. “To the extent organizations are facing challenges finding people to fill open jobs, it may be that they are having difficulty keeping pace with how rapidly change is unfolding, making it harder to seize opportunities,” Employers can consider where they might benefit by shifting their talent focus from jobs-oriented to skills-oriented. And hey, it is happening too!! The #AI boom is sending Silicon Valley’s talent wars to new extremes. Tech companies are serving up million-dollar-a-year compensation packages, to poach entire engineering teams Is it only me -who is getting these signals? Can someone educate me about the elephant in the room?

The state of the IT Jobs market ✅93% of managers say it’s difficult to find the skilled professionals they need ✅79% of CIOs plan on increasing headcounts in the coming year by as much as 5% ✅48% of tech workers have experienced increased feelings of burnout caused by heavy workloads (57%), lack of support from management (32%), and not enough resources to perform duties adequately (31%). According to a recent survey, 29% of IT pros are looking for a new job, and 60% said they will likely change employers within the next year, especially workers aged 25 to 35. Tech salaries slow, but remain competitive. 42% of workers say they expect to see a salary range in job listings and 57% said they would remove themselves from consideration if a potential employer doesn’t provide a salary range upon request. Things to think about if you are recruiting or thinking of searching for a new role. ---------------------- 👋 I'm Mario... I connect great people with exciting businesses We believe people are a business's greatest asset I help businesses reduce time to hire and attrition How? 💻 Follow us to get regular updates 🔗 Connect with me #softwarearchitecture #solutionarchitect #enterprisearchitecture #dataarchitecture

Exciting times in 2024 job market! Despite challenges in 2023, it's resilient and gearing up for a positive start. January is busy with more job opportunities beginning to pop up. Over a third of U.S. workers are expected to explore new roles, driven by a desire for higher pay, transparency & work/life balance 💼💪 Wages stabilized, making employee benefits a key focus. Only 11% satisfied with current benefits. Employers, time to customize! 56% want benefits addressing the rising cost of living, 30% seek personalized perks. 🏦💡 Navigating 2024 hiring is crucial. Hub Recruiting- a ZRG Partners Company can help companies reach goals in this dynamic landscape. Through a data driven, transparent approach Hub Recruiting can help your team reach your hiring goals! Let's embrace opportunities and build resilient teams together! #HiringTrends #WorkplaceResilience #2024Opportunities #hubrecruiting #recruiting https://lnkd.in/dq-S23Fw