CareerBeacon’s Post

There’s a lot of market noise at the moment – so let me sprinkle a bit of (positive) fairy dust on everyone: 🧚♀️ (You can tell I'm a mum of two little girls 😂 ) 🔴 Yes, inflation is causing businesses to re-evaluate their team structures. (I don’t want to use the ‘R’ word.) 🔴 Yes, the job market is more competitive than ever. 🔴 Yes, salary expectations are shifting, especially for those desperate to get back into the game. 🔴 Yes, it’s okay to have a big cry and question your capability when you’re not the chosen one. (You are not the only one; come talk to me, and I’ll set this straight). Here’s some positivity for you: ✨ Employers recognise the significance of work-life balance more than ever, with 90% still offering hybrid work options. ✨ Employers recognise that people are at the heart of every business, and HR is more critical than ever in keeping the wheels turning smoothly—there is still plenty to be done! ✨ There’s a growing emphasis on upskilling leaders and fostering continuous learning, which is where true HR business partners can really shine. ✨ This is just a moment in time, not a permanent state. ✨ Spring is almost here. 🙌 Have I missed anything?

It's important to reflect on the challenges our nation has faced over the past few years. Economic uncertainty, a shifting job market, and a global pandemic have tested our resilience in unprecedented ways. However, amidst these trials, we have seen remarkable strides in workers' rights and opportunities within the job market. The collective push for fair wages, improved working conditions, and greater job security is yielding tangible results. Companies are increasingly recognizing the value of investing in their workforce, leading to more inclusive and supportive work environments. The job market is evolving, with new opportunities emerging in technology, remote work, and sustainable industries. This week, we honored the spirit of independence and the relentless pursuit of a better tomorrow. Let’s continue to support each other, advocate for equitable workplace policies, and embrace the innovations that drive our economy forward. Together, we can build a stronger, more resilient nation. Happy Fourth of July! #IndependenceDay #WorkersRights #JobMarket #Hope #Resilience

Keeping good employees isn't as easy as it used to be. The pandemic ushered in a shift in the employer/employee dynamic, with workers more frequently willing to hop around to new job opportunities. Local governments have not been immune from this trend. If you want to compete in today's competitive labor market, you'll need to think differently. Learn more from KMS team member David Anthony in his latest blog: https://lnkd.in/e2TRaPjR

As we sit in this prolonged recession, it's a great opportunity to focus less on the challenges of the labour market, and look instead to the future of work. Refocusing on what's next is not only a nice distraction, but can also evoke thoughts on how best to move forward. 🤔 In our latest State of the Market, Principal Consultant Danae Young has compiled her thoughts on what the next generation of kiwi talent looks like, the forecast for flexibility in a modern workforce, and the significance of being D,E&I aware as a business. Keep reading here: https://lnkd.in/gxcB7Y2R Click here to download a copy of the report for yourself: https://lnkd.in/gKGtMBR6

Unemployment is at an all-time low in 15 states… This is a sign that the labor market is still very, very competitive. Attracting and keeping top talent right now requires giving people what they want most: Schedule flexibility. (Also called “work/life” balance) Obviously, leaders have targets they need to hit around things like efficiency and profit… But, we’ve cracked a system that gives employees the balance they want, and actually lifts profit and productivity. I’d be happy to connect further if you’re interested.

🚀 Interesting WSJ read this morning. In a major reversal from the past few years, American workers are staying put. Whether it’s economic uncertainties, increased job satisfaction, or better work-life balance, employees are finding reasons to stick with their current employers. Bottom line? Employers needed to respond and they have. And so "The Great Resignation" is morphing into "The Big Stay." Good thing? Bad thing? Let’s discuss! 👇 #TheBigStay #JobMarket #EmployeeRetention #WorkLifeBalance #CareerDevelopment #HRTrends #BusinessGrowth https://lnkd.in/eGS6y7wb

The latest data from the Randstad Employer Brand Research (REBR) is quite revealing. Did you know that 21% of employees have switched jobs in the last six months, and another 28% are planning to do so soon? Our research shows that the top reasons remain consistent with last year: 1. Work-life balance 2. Attractive salary and benefits 3. Job security 4. Lack of career growth It's interesting to note that work-life balance is even more important than a high salary. However, with the rising cost of living affecting many Australians, competitive pay is a close second. Given the widespread redundancies, employees are increasingly seeking new opportunities before it’s too late. In these uncertain times, being transparent with your team is more important than ever. Offering upskilling and career growth opportunities can help you retain your staff. On the other hand, recognizing their efforts and providing fair compensation will ensure you keep the talent your business needs. What do you think about these findings? I’m eager to hear your thoughts and perspectives!

Are we regressing? If we are NOT careful, we will CAUSE another mass exodus to our hospitality workforce without trying to do so. Just this past week: At Florida Governor's Conference I asked for a show of hands when presenting as to how many were IN the hospitality biz prior to Pandemic and RETURNED. It was under 10% by far....probably 5% There are recent reports that we again have the highest QUIT RATES among industry types We have had no fewer than 100 comments in the past month through our networks indicating that their REMOTE DAYS or FLEXIBLE SCHEDULES have been REMOVED And, this week along, I heard of two HR professionals who had their jobs taken away to save dollars on the overall budget. One was told that being a Talent Acquisition Expert is a "luxury" to have on a team, NOT a necessity. If we do not start doing better for our employees, there will continue to be MORE strikes (hotels are just one example) and unhappiness. RIGHT after COVID we heard from EVERY learder that we would start to change and change we have. This industry is AMAZING. Please, please do not regress within your own four walls. We CANNOT afford another mass exodus as we are not YET even fully restaffed with a low quit rate and/or low turnover. Please help this industry be ALL IT CAN BE. I love it and know that thousands of you do as well. BRING THE SEXY BACK! (Kudos to Justin Timberlake)

Imagine being a marketing specialist—the person behind the campaigns, the strategies, and the brand messaging. Now, consider this: over 81,396 hours of your life are spent in this role. That's more time than we dedicate to anything else except sleep. Crikey, as they say in Australia! But here's the twist: a recent McKinsey report revealed that a staggering 40% of workers worldwide are contemplating leaving their jobs. And it's not just the younger generation—54% of Gen Z workers and 41% of the entire global workforce are considering handing in their resignation. Unfair pay, inflexible work arrangements, limited growth prospects, and a lack of appreciation are some of the key factors contributing to employee dissatisfaction." Feel free to cite this information and share it with others!

In a shocking turn of events, it seems like the hospitality industry is still struggling to find its groove. More than 3 out of 4 hotels report being tangled in a post-pandemic staffing shortage, despite having to dig deep into their pockets and hike wages to record levels. Who would've thought that throwing more money at a problem wouldn't magically fix it? Empty hotel lobbies and silent kitchens are the new norm. Is it just me, or does this hint at a deeper issue? We need to look beyond simple supply and demand. What are some root causes? - **Burnout** – The relentless grind demanding high energy and patience. - **New Value Priorities** – People are reevaluating the worth of their time and energy post-pandemic. - **Skill Gaps** – Adjusting to new hygiene standards and tech advancements isn't a walk in the park. Throwing money might attract temporary interest but doesn't build lasting loyalty or job satisfaction. Maybe it's time employers ask what really makes employees stick around. A paycheck is essential, but is it everything? Maybe we've been underestimating the importance of: - **Career progression** - **Work-life balance** - **Employee well-being** Given the state of affairs, here's my humble prediction: The staffing maze won't get untangled anytime soon unless the industry opts for a holistic overhaul. Investment needs to shift towards developing company culture, offering growth opportunities, and fostering a truly supportive environment. The grim reality is that money can't compensate for burnout, nor can it buy genuine passion for customer service. Advertising job vacancies that promise high wages but deliver poor company culture is akin to putting lipstick on a pig. Employers, isn't it high time you dive deeper, innovate, and perhaps, listen to your people? Or are we content with crying over spilt milk and hiking wages into oblivion? הוא יורה האבלים מין אך מתווה חלוקת מורפיק https://lnkd.in/emdgfXDV