Leeds Professional Resources’ Post

Both employers and job seekers reap rewards from understanding the different types of employment, as it clarifies expectations regarding commitment, benefits, and the duration of the position. 💼 Learn more about the different types of employment here: https://lnkd.in/dTJN8tQ5 #DantePersonnel #ProudlyDante #Recruitment #Employment

The employment and benefit trends in the IT industry include a focus on various aspects to attract and retain top talent. One key trend includes remote and flexible work options. Download our compensation guide and learn more about employment and benefit trends in the IT Industry. #RingsideTalent #RingsideTalentTips https://ow.ly/IpXm50SRGZ4

Subject: Rethinking Employment Processes for a Future-Focused Approach Dear [HR], As we witness the rapid evolution of the world around us, it becomes increasingly apparent that traditional employment departments are struggling to keep up with the pace of change. The use of outdated data and processes can give the impression of a lack of genuine commitment to progress and development in the workforce. One of the key areas where these shortcomings are most keenly felt is in the recruitment and onboarding processes. Too often, job applications seem to be treated as bureaucratic exercises rather than meaningful opportunities for potential employees to contribute and grow within an organization. Specifically, the issue of salary and allowances is often approached in a manner that does not reflect an understanding of the value of the position being offered. A thorough job description that outlines the responsibilities, requirements, and growth potential of the role is essential for candidates to make informed decisions about their career trajectory. Furthermore, the lack of transparency and clarity in communicating the value of the job, including salary calculations, allowances, and other benefits, only serves to create barriers between employers and employees. It is crucial for organizations to reimagine their approach to recruitment and employment in order to attract, retain, and empower top talent in an increasingly competitive marketplace. In moving forward, it is imperative for employment departments to adopt a more progressive and future-focused approach that prioritizes transparency, communication, and mutual respect between all stakeholders. By doing so, we can create a more equitable and thriving workforce that is equipped to meet the challenges and opportunities of the 21st century. Yours sincerely,

Employee Benefits Continue to Grow in Importance 👇 According to a study from Indeed, highlighting benefits on job postings is only getting more popular. 59% of US job postings now including benefits, which is a +19 point increase from 2020. Compensation continues to be a key factor in closing new candidates. We expect the % of job postings with benefits highlighted to continue increasing organically as compensation transparency is expected by candidates. #hr #compensation #paytransparency

In the competitive global market, companies need to make offers that speak to more than just the financial needs of potential hires. For that reason, employers are now exploring alternative strategies to help create a positive work environment that not only attracts candidates but retains current employees — and evolving company perks has proven to be a major tipping point. #salaryguide #business #roberthalf #recruitment #hiring

Do you find yourself guessing how much you should offer employees? Gain an edge over the competition to recruit the best professionals for your roles in 2024, with a little help from the UK’s most trusted salary guides. To give you the best advantage, we’ve even asked 5,000 workers about what they’re looking for from their employers. Download the guide now to find out how to secure the best talent: https://bit.ly/3UCd4yD. #SalaryGuide #salaries #benefits #employers #recruitment

In the competitive global market, companies need to make offers that speak to more than just the financial needs of potential hires. For that reason, employers are now exploring alternative strategies to help create a positive work environment that not only attracts candidates but retains current employees — and evolving company perks has proven to be a major tipping point. #salaryguide #business #roberthalf #recruitment #hiring

Want to make your job posts stand out? Start with transparency in salary and perks. Clearly outlining compensation and benefits in your job descriptions not only helps candidates gauge if it's the right fit, but also shows your company's commitment to openness and honesty. Candidates value straightforward information about what they can expect. So, go beyond the basics. While it's important to mention standard benefits like insurance and paid time off, what really sets your company apart? Remember, it's these finer details that often sway top talent your way. #JobPostingTips #EmployerBranding #CandidateAttraction

Do you find yourself guessing how much you should offer employees or guessing what salary you should be on? Gain an edge over the competition to recruit the best professionals in 2024, with a little help from the UK’s most trusted technology salary guide. To give you the best advantage, we’ve even asked 5,000 workers about what they’re looking for from their employers. Download the guide now: https://bit.ly/3SW8jyq #Technology #SalaryGuide #Salaries #Employer Reed - Technology Guy Allen Bethan Williams MIRP Harry Sheppard Jordan Lewis CertRP Chris Adcock

Some more thoughts on the idea of a "1099 Employment Renaissance" via correspondence on another post. Also I use the word 'renaissance' -vs- 'revolution' because the intent is for neither disruption nor partition: but concord and cohesion via employment arrangements establishing mutual sovereignty, survivability, and prosperity. I'm also really digging the freedom and variability of work arrangements and their advantages for both sides; s.t. employers and employees can switch agreements per their desires and circumstances; which is a hell of a lot more honest and fair than surprises on either side... Employers can expand and contract their 1099 workforce as needed (i.e. fit to current requirements and adjust to new situations), at levels of scale and ease impossible for a W2 workforce. They can keep personnel on for single payment bounties, shorter-term projects/deliverables, and on longer-term (i.e. quarterly) retainment. And W2s still exist if they desire a small core personnel obliged to sole dedication of fulltime efforts to company projects. Employees dismissed on completion of a project or expiry of a retainment term can renew if invited to do so, or solicit their availability to a marketplace of contract employment (a benefit for employers: as they can now share top talent on-demand -vs- poach it; and for employees: as they don't need to jump from company-to-company WRT W2 full employment. Employees can also choose work options ranging from single-payment bounty offers, to the aforementioned longer-term project and retainment based options. Thoughts for anyone that got this far? Especially folks who manage/run [parts of] businesses? Did I finally lose [the rest of] my mind on this one? #hireLLCsAsYourEmployees