Vanguarde’s Post

🌟 Heading into 2024: Bright Prospects and New Priorities in the Job Market 🌟 As we step into the new year, the job market seems poised for a positive turnaround, offering hope for job seekers and employees alike. Despite the challenges of 2023, a recent survey conducted by The Ken reveals promising insights. A notable 87% of respondents were employees, shedding light on the sentiments and expectations of the workforce. This year, two in three employers are planning to expand their workforce, signaling potential growth and opportunities for aspiring professionals and job seekers. Moreover, nearly a third of employers are looking to offer double-digit pay raises, demonstrating an optimistic shift in compensation trends. Interestingly, while employees display a preference for job security over salary increments, they are open to receiving Esops as part of their compensation. However, it's evident that the workforce favors flexibility, showing resistance to returning to a five-day office workweek and extended notice periods. An intriguing revelation from the survey comes in the form of employees' attitudes toward generative AI, portraying a surprising level of confidence despite widespread concerns. #JobMarketTrends #WorkforceSentiments #2024Outlook  

The FlexJobs survey reveals that while most U.S. workers don't expect the upcoming election to impact their jobs, 32% do, with 19% anticipating a positive outcome and 13% fearing a negative one. #Economicinstability and #inflation are fueling concerns about #jobsecurity and #workplacestress, which is heightened by the current #politicalclimate. A significant finding is that 60% of workers factor a company's #politicalstance into their employment decisions. However, while 29% wouldn’t work for a company with conflicting values, 71% would if the job offered appealing #compensation or fulfillment. More women than men are unwilling to work for companies that don't align with their beliefs, highlighting the importance of values in the workplace, especially around #genderissues. To navigate this landscape, companies should communicate their values, support #employeewellbeing, and offer #competitivebenefits. Balancing these factors can help #retaintalent despite differing #politicalviews. SHRM Jacksonville HR Florida State Council, Inc. SHRM

Hearing students’ opinions on what they believe to be work trends are interesting to compare to published reports. My Career Communications students worry about declining wages, particularly with continued rising costs in many areas of life. They also wonder about the inevitable transition of Boomers leaving the workforce. Will these positions become eliminated? Thankfully, they are embracing that the Future of Work seems to be occurring quicker than we anticipated. But, they’re also not scared. #futureofwork #jobtrends #worktrends #2024outlook #futureofjobs

As the newest generation enters the #workforce, their approach to #employment is reshaping #corporatepriorities. A recent study by talent platform Unstop has highlighted that, contrary to common assumptions, #GenerationZ employees are more focused on #jobsatisfaction and #worklifebalance than merely earning a higher salary. The study, which surveyed over 5,350 Gen Z employees alongside 500 HR professionals, found that 72% of Gen Z workers prioritized #jobsatisfaction over pay. Additionally, 77% of respondents said they would prefer to work for a company offering #growth and #developmentopportunities rather than higher wages. The findings suggest a significant shift in workplace priorities compared to earlier generations, where long-term job stability and salary were often the key factors for employees. Gen Z is keen on clear career progression, with many seeking a balance between a positive #companyculture and tangible opportunities for #advancement. According to the survey, 44% of HR professionals believed that company culture would be the top priority for Gen Z workers. However, the findings indicate that this generation is equally focused on career growth and development. Gen Z is projected to become a dominant demographic in the global workforce, with predictions from the World Economic Forum which will make up 27% of workers by 2025. By 2030, Adobe expects this figure to grow to 30%. In the U.S., Gen Z is already on track to surpass Baby Boomers in the workforce by the end of 2024, according to a report from Glassdoor. As Gen Z continues to grow in numbers and influence, their expectations are likely to drive significant changes in how companies approach employee engagement, development, and work culture. Employers who adapt to these evolving priorities will be better positioned to attract and retain talent from this emerging generation.  While salary remains a consideration, factors like job satisfaction, career growth, and work-life balance are far more significant in shaping their decisions. Employers and HR professionals must recognize these preferences to align recruitment strategies with the changing workforce dynamics. Follow Sukrit Wadhawan for more 🚀 What do you think about this? 📸 Credits: Internet

Happy Monday! After diving into an interesting HR Drive article that presents seven impactful statistics regarding the labor market. Today, I want to zero in on the active Gen Z cohort (ages 18-24) in the workforce. According to HR Drive, Gen Z professionals are prioritizing flexibility in their work hours and aiming for a “good salary.” Contrary to popular belief, Gen Z seem less concerned about day-to-day enjoyment at their companies (culture) and are more focused on building their net worth. CNBC reporting that a 53% of Gen Zer's prioritize side hustles to ensure financial stability. Their prioritization on financial stability has led Fortune to report on the 'Foot-Out-the-Door Phenomenon' where Gen Zer's will remain open to new opportunities if one arises. This has led to Adobe HR projecting that a staggering 65% of Gen Z talent will quit within the first 12 months of employment. It's believed that by 2030 it will be the norm for Gen Zer's to have 10+ positions detailed on their resumes. Given all this data, we’re left wondering: Is there a disconnect between early career professionals’ expectations and the harsh realities of the job market? Let’s keep the conversation going! Share your thoughts below. #GenZ #EarlyCareer #CollegeRecruiting #CareerDevelopmenet

🙋♀️ Unleashing the Untapped Potential of #GenX in Today's Workforce 🙋♂️ In a landscape dominated by rapid technological advances and post-pandemic recovery efforts, a disturbing trend has emerged: Gen X workers are increasingly being overlooked in the job market. This phenomenon, marked by a preference for younger, supposedly more "malleable" employees, ignores a crucial asset — the unparalleled blend of experience, resilience, and adaptability that Gen X professionals bring to the table. Take the story of Nick, a 49-year-old HR executive, from this amazing and scary article: https://lnkd.in/eZ5gusmK as a case in point. Despite an impressive career and hundreds of job applications, Nick finds himself consistently passed over for younger candidates. His experience is far from isolated, with a 2022 AARP survey revealing that roughly 80% of workers aged between 40 and 65 have witnessed or faced #agediscrimination at work. The narrative that Gen X workers are not tech-savvy or adaptable is not only unfounded but also detrimental to organizational growth. In reality, Gen Xers have lived through significant technological evolutions, making them uniquely positioned to bridge the gap between traditional and digital realms. Their ability to navigate complex social situations, coupled with a strong work ethic and emotional stability, makes them invaluable assets in any workplace setting. 🤔 Rethinking Talent Acquisition and Retention Strategies 🤔 It's time for employers to look beyond age and embrace the comprehensive benefits that Gen X workers can bring to the table. By fostering an inclusive environment that values the contributions of every generation, companies can unlock a wealth of untapped potential, driving growth and innovation in an increasingly competitive landscape. Let's champion the cause for inclusivity and diversity, recognizing the pivotal role that Gen Xers play in shaping the future of work. Their resilience, adaptability, and depth of experience are not just assets but necessities in today's fast-evolving business world. #AgeInclusion #InclusionRevolution #TalentManagement #WorkforceDevelopment

"If you're having a problem with everyone, perhaps you're the problem." A recent survey suggests employers are struggling to fill positions due to a lack of qualified candidates. Yet other findings show employers are avoiding hiring Gen Z and older workers. Clearly, there's something lost in translation. Taken together, employers are not only doing themselves a huge disservice by narrowing their talent pool, but it contradicts the argument that many have made about not being able to find workers. And that's barely scratching the surface of bigger issues. You don't have to be a rocket scientist to see what's happening. When you take out the top layer of experienced workers and the bottom layer of those just starting out, you're left with a narrow talent pool that will only further limit your organization's ability to move forward. Seriously, job seekers have heard it all. They're either overqualified, underqualified, lack cultural fit...the list goes on and on. Unfortunately, they're code words for ageism for either being too young or too old. The other issue is professional development and advancement. Many business leaders miss out on unlocking the hidden potential within their own workforce by not providing clear paths for advancement. Put another way, employees are often eager to learn and grow, but business leaders may overlook the immense value they could bring if offered the right opportunities to advance. Sadly, that's also been seen in recent layoffs where workers are being shown the door rather than being reskilled and retrained. All this feeds into workers feeling undervalued. I'd be remiss if I didn't bring up the technology aspect. For all the employers struggling to find qualified candidates, they should reexamine their employment decision tools used to screen candidates and assess employees. The reality is AI hiring tools may be filtering out the best job applicants. As much as technology can increase efficiencies and streamline processes, hiring platforms and the algorithms they use can also be biased, impacting older workers, women and marginalized groups. For employers, here's a piece of advice - if something isn't working, don't try harder or do more. Do something different. Adapt to the changing workforce, not the other way around https://lnkd.in/g_FQiAC2 #hiring #talent #career #employeeengagement #professionaldevelopment #workforce #culture #recruiting #humanresources

I was randomly scrolling and came across this article : * While 69% of Indian workers surveyed by ADP Research Institute felt underpaid at least sometimes, the share was just 43% globally. *Younger and older workers are more likely to feel overlooked by their employers when it comes to pay raises. In the realm of professional opportunities, it's not uncommon for individuals possessing considerable talents and putting in significant effort to face challenges in securing promotions. This can be puzzling , especially when others with comparatively fewer talents appear to progress more smoothly in their careers. Various factors, including : > Office dynamics > Systemic biases, > Discrimination based on gender, race, or socioeconomic background, > Networking and Visibility, contribute to these disparities , > Nepotism, and organizational structures that favor certain groups. Navigating such situations often requires persistence, strategic networking and seeking mentorship to enhance one's professional journey. Even if it doesn’t get resolved , what will you do ?

The Impact of Low Unemployment A job market characterized by low unemployment can pose many gaps as well as  opportunities that most leaders may not have planned for. Let’s cover a few key ‘lookouts’ for both employers and employees. Essentially, low unemployment can mean that employees have more bargaining power when it comes to negotiating better pay, benefits, and flexible working conditions. This is especially true for those with highly sought after capabilities and experience. They will more keenly pursue options that offer the most lucrative personal and professional fulfillment. So how does this affect employers? In an employee’s job market, organizations may face higher competition for talent - resulting in greater recruitment and restructuring costs and longer onboarding processes. Among other things, it also means that talent retention becomes a top priority. Attracting and retaining talent is always important. However, with low unemployment, organizations are being challenged to establish a  more holistic strategy that goes beyond just pay and benefits. Workplaces with strong reputations for ethical leadership, career advancement, flexible work practices, and an inclusive and positive culture tend to be highly appealing. So, what’s your Employee Value Proposition? With the current trend of low unemployment, developing and retaining talent necessitates an approach that is extremely employee centric. Here at Giraffe, we focus on building stronger teams and creating better workplaces by empowering employees to be highly productive. Did you find this helpful? Leave your thoughts or questions in the comment section below! #TalentRetention #ProfessionalDevelopment #EmployeeEngagement #LeadershipTips #LeadershipTools #TeamBuilding

Securing and retaining top talent remains a constant pursuit for organizations, but the challenge becomes even more pronounced when it comes to keeping younger workers on board. As the job market evolves, retaining younger talent poses a unique challenge. New insights reveal that 1 in 4 of Gen Z workers are contemplating a job switch within the next six months. 🤔 So, what makes younger workers more susceptible to leaving? Read on for more findings from this report: https://lnkd.in/eUf6_Hcw #Candidates #RetainEmployees #Employees #GenZ