Aspen Technology Labs, Inc.’s Post

Great read on our labor market from a micro and macro view from Nashville Business Journal. The first part resonates with me as it mentions the construction, food, retail and hospitality are among the easiest to get hired at this moment. It also alludes the the introduction of AI into our society. All of these are factors that directly affect the market myself and my clients pull talent out of, the industrial labor market. When recruiting for manufacturing companies, hospitals, universities or 3rd party services companies, the 4 afore mentioned industries all shrink the labor pool for these types of facilities. Also with these places of business being local and not able to offer remote work, it shrinks this pool even more. This is one of the biggest value adds that our service provides to our clients and that is sustained success in these tight pockets of labor. If this article's conditions are relevant to you and you share this struggle, you are welcome reach out and let's see if our team can help https://lnkd.in/e7eBv9tD

What's the market looking for in a new role?! 🤷🏽♂️ Let's dive into the data…   In my countless chats with people about job opportunities, I find that salary, hybrid work, and career progression are the top 3 priorities. Pretty obvious huh?! However, loads of businesses don't see this. This was validated when I read Firefish Software®'s annual report, where UK Recruitment Agency leaders reported the same. 👊🏽   As a hiring manager, it's easy to think your business is the best… but reality check: data doesn't lie 🙅🏽♂️. Those in the market have justified expectations and other avenues to explore. To smash your hiring strategy, you must align with what people are looking for. It's not just about you, it's about them too. Top agency leaders reported:   💡84% prioritize base salary for candidate attraction. 💡67% prefer a hybrid working model; 24% opt for fully remote roles. 💡Progression and career development rank second at 71%.   If your hiring strategy doesn't focus on these three aspects, it might be time to shake it up!? 🤷🏽♂️ Chris Lowden Gordon Brown Fraser Gillespie #ninetwenty #recruitmentmarketing #marketingrecruitment PS, thanks Firefish Software® - credit to you for the data 👊🏽

💼 It’s an employer’s market, but… Job seekers are becoming more discerning, and certain deal-breakers are driving them away: 🎓 39% won’t apply if the job title or experience/education requirements don’t match. 🏡 39% expect remote work options—no flexibility, no interest. 🫡 36% are wary of vague or unrealistic responsibilities and unclear reporting lines. 🚩 34% see high employee turnover as a major red flag. 💵 32% need to see a salary range in the job description. If you're serious about hiring top talent, it’s time to rethink your approach. Partner with us at MacDonald Search Group, and we’ll help you navigate these challenges to find candidates who are not only qualified but eager to join your team. 🔑 📨 info@macdonaldsearchgroup.com #WeConnectTheBest #ApplicantStatistics #JobApplicants

PSA- As both a long time HR professional and current job applicant, it is crucial that when posting a role that is on-site or hybrid in a large city or metro area, the posting should include one of the following : the zip code of the office, neighborhood, part of the city (ie West LA, Downtown) or name of actual city (if applicable). This is important for candidates to know because commutes may not be reasonable especially if you live in areas like Los Angeles. The city of Los Angeles is almost 503 sq miles and even when an location is 5 miles from your house, it can take you 45 mins during rush hour to get there. That is not doable for some people. Also, when you say Los Angeles but you are actually located in an independent city in Los Angeles county, that helps significantly to narrow down the candidates who can do the commute. This information helps both candidates and companies as people who can do the commute will apply and those that can’t won’t (most of the time). This means a recruiter or hiring manager is not wasting time talking to candidates who can’t commute to your location and not losing out on candidates (like me) because they have to search the internet to hopefully find the company’s actual location and can’t or just decide it isn’t worth it because this information should just be included.

What are Canadian Employers Hiring Plans for the Remainder of 2024? . According to a survey by Robert Half, 52% plan to create new permanent positions, and 41% intend to fill vacated roles. Also, 58% of companies expect to increase reliance on contract and project-based professionals approaching year-end. . #work #humanresources #healthandwellness #digitalhealth #canadajobs #remotework

🔍 Enhance Your Hiring Strategy! 🔑 The Work in York Employer Portal stands as the ultimate tool to elevate your hiring and recruitment endeavors. 💼💪 Maintain a competitive edge with valuable labor market insights, revealing salary data for specific occupations and sectors. 📈🌟 Seize this transformative advantage! Haven't registered with us? Join today for FREE and unleash the potential of well-informed decisions. 💼🔓 #WorkInYork #EmployerPortal #HiringAdvantage #YorkRegion #employer #jobsearch #hiring

I've been hearing two questions on repeat from my clients this week: "How do we stack up against the competition when it comes to compensation packages for potential employees?” and "Once we hire great talent, how do we keep them?" 🤔 With the decline of full-time remote work, companies need to be agile in attracting and retaining top talent. Here are the top things candidates say they’re looking for in new opportunities: 💪 Work Flexibility 🌱 Growth Opportunities 🏅 Recognition Initiatives 💰 And, of course, a salary bump Ottawa Hiring Managers – if this sounds like you, let’s chat! I’ve got data points that could spark (& help) some interesting internal conversations and enhance your hiring strategies. And to potential F&A job seekers (or for anyone curious about what’s out there) – don’t hesitate to reach out. Let’s find you your next dream job! 🦄 💌 mary.allward@randstad.ca #HiringTrends #EmployeeRetention #CompensationStrategies #AttractTopTalent #JobSeekerAdvice #OttawaHiring #TalentAcquisition #FinanceAndAccountingJobs

How Does Your Job Search Measure Up? Currently, there are 6,434,110 job openings listed on LinkedIn, in The United States, as of this post. # Time Frame - 4,664,641 have been posted in the last thirty days - 1,841,212 have been posted in the last seven days # Level - 3,921,425 listed as Entry-Level - 1,456,307 listed as Mid-Senior Level # Type - 5,069,356 listed as Full-Time - 775,782 listed as Part-Time # Location - 5,724,190 listed as On-Site - 336,370 listed as Hybrid - 263,979 listed as Remote # Salary - 697,796 listed a salary of $40,000.00, or more - 442,221 listed a salary of $80,000.00, or more # Other - 531,726 listed as Easy Apply # As a bonus, top posters include: - Health eCareers posted 570,684 of the total jobs listed - TravelNurseSource posted 330,368 of the total jobs listed - AlliedTravelCareers posted 122,368 of the total jobs listed Interpret it as you wish. How does your job search measure up?

Navigating The Surge in Temporary Staffing 📈💼 Temporary staffing is reshaping the US job market, and Wide Effect Talent Solutions is leading the charge! 🚀 By 2024, 89% of staffing revenue is expected from temp roles, especially in sectors like Tech & IT, Engineering, and Finance/Accounting. Discover how this shift benefits both businesses and professionals. 👉 Stay ahead with Wide Effect 🚀 Read our insights https://lnkd.in/gwMJy5RF 📞 Connect with us 1 (833) 493-5627 🔍 Explore Careers with Wide Effect👇  https://lnkd.in/gXbDJG5s 📍 #USA #Appleton #Boston #DesMoines #FortLauderdale #Milwaukee #Portland #WideEffect #TemporaryStaffing #USJobMarket #StaffingTrends #FutureOfWork #TechJobs #EngineeringCareers #FinanceRecruitment #GigEconomy #FlexibleWorkforce #CareerOpportunities #JobMarket2024 #TalentAcquisition #WorkforceSolutions #StaffingInnovation

Imagine if employers were treated the way they often treat job applicants: You send your job post to 2,000 candidates, but instead of them reviewing your offer, they use software to run a keyword search. If you don’t have the right words, your listing won’t even be considered. Candidates won’t move forward in the process unless you clearly state the salary upfront—too low, and you're out. And instead of applicants revealing their work history, you’d need to disclose your employee turnover rates, culture index scores, benefits (complete with coverage details and costs), and explain why your two weeks of PTO is “generous”. Then, be prepared to be ghosted. In my experience working with employers recruiting for sales roles, I’ve seen enough to know which companies I’d never place a salesperson with because I wouldn’t want to risk my reputation. It’s time to raise the bar. Employers, I can help you improve your recruiting process. Let’s connect.