US business executives are feeling more confident about the economy, but they believe talent acquisition will continue to be a challenge, according to the 2024 National Business Trends report by the Employer Associations of America. The report found that 67% of organizations are confident the economy will improve or stay the same in 2024. At this time last year, only 49% of business leaders gave this prediction for the coming 12 months.

“It’s great to see a number of positives from this year’s national trends,” Kim Koy, EAA chair and president/CEO of Employers Council, said in a press statement. “We are seeing a shift to an ‘improvement’ mindset. While many still anticipate a decline, indicators show positive movement upward.”

However, the report found that talent acquisition ranked highest among the most-serious business challenges in 2024. Cybersecurity is also a top concern, ranking as the second most-serious challenge, while talent retention ranked third.

Business leaders indicated hiring was easier in 2023 than the year before, with 44% of organizations hiring as originally planned compared to 47% in the previous year’s survey.

When asked about the most important factors prospective employees are seeking, business leaders said the top five were:

• Competitive pay, 86%
• Good work-life balance, 77%
• Flexibility in work hours, 59%
• Vacation/paid time off, 37%
• Competitive/robust health benefits, 34%

Source: Staffing Industry Analysts

October’s job report saw a gain of 150,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in healthcare, government and social assistance. Employment declined in manufacturing due to strike activity.

October’s unemployment rate was 3.9%, up from 3.8% in September. The civilian labor force participation rate is at 62.7%, down slightly from 62.8% in September.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $34.00. Over the past 12 months, average hourly earnings have increased by 4.1%.

 

 

Several trends, including artificial intelligence and early-career hiring, will influence talent acquisition in the coming year, according to Korn Ferry’s 2024 Talent Acquisition Trend report. The organization identified six recruitment and talent trends to watch for in the upcoming year.

“With the explosion of AI in recruiting as well as the challenges of greeting a new generation of workers and grappling with when, where and how people should work, there is a lot for talent leaders to consider when shaping the hiring and retention landscape,” Korn Ferry CEO Jeanne MacDonald said in a press statement.
The trends include:

AI and recruiters. AI will increasingly handle time-consuming recruitment tasks, such as AI-driven assessments and scheduling.

AI for candidates. AI will assist candidates by finding openings for roles they may not have considered, optimizing their résumés and cover letters and preparing them for interviews. 

Early-career hiring. There is a growing battle for workers who are fresh into the professional field. Employers are interested in the new ideas they bring, and in times of economic uncertainty, it’s easier to justify bringing on people with entry-level salaries. 

Hiring for skills. In 2024, it’s your skills, not the pedigree of past employers on your résumé, that count. Job postings will focus more on specific skills, including technical and leadership skills. 

Empathy regains importance. Many employees believe there is a decline in pandemic-era empathy from top organizational leaders. CEO-led return-to-office mandates are perceived as ignoring workers’ personal commitments.

Relocate or resign. As more leaders demand employees head back to the office, there may be a resurgence in relocating for work. if employers want to attract top talent at all levels of the company, they will need to start folding relocation or housing assistance into their employee incentive packages.

View the full article at https://bit.ly/3QDGslr

Source: Staffing Industry Analysts

As candidates face poor hiring practices, a majority, 70%, believe a lack of communication in the hiring process is the biggest red flag, according to a survey by hiring software company Greenhouse.

Other warning signs include a negative interview experience, 57%; companies avoiding pay-related questions, 55%; and vague job descriptions, 55%.

“The results show that many candidates face discrimination, poor interview practices and a lack of human connection in the hiring process,” Ariana Moon, head of talent planning and acquisition at Greenhouse, said in a press release. 

The survey responses showed that poor interview and hiring practices cause job seekers to abandon the process, with 36% reporting ghosting employers during the hiring process.

The top reasons for ghosting include the company being different than expectations and poor interview experiences, both cited by 43% of survey participants.

The study also found that while automated pre-screening interviews are on the rise, 42% of workers who completed them disliked them.

“Candidates have a better chance at meaningful engagement with an employer if they reach out directly to recruiters. This can happen in a variety of ways — through surfacing a shared contact, making a personal connection during an event, reaching out through social media platforms like LinkedIn and even Instagram and TikTok.”

View the full article at https://bit.ly/498z8FM

Source: Staffing Industry Analysts

The US manufacturing sector showed improvement in September, according to the Institute for Supply Management. Its Manufacturing PMI (purchasing managers composite index) posted a reading of 49.0% in September. While that still indicates a contraction in the US manufacturing sector, it’s the measure’s highest level since November 2022.

“The US manufacturing sector continued its contraction trend but at a slower rate, recording its best performance since November 2022, when the PMI also registered 49%,” Timothy Fiore, chair of the ISM’s Manufacturing Business Survey Committee, said in a press release. “Companies are still managing outputs appropriately 
as order softness continues, but the month-over-month PMI improvement in September is a clear positive.”

The measure must reach a level of 50% or higher to indicate growth.
“This is the 11th month of contraction, but the third month of positive change,” Fiore said.

Meanwhile, the employment portion of the composite index rose to a reading of 51.2% in September from 48.5% in August, indicating expansion in employment.

The stronger results also mirror our own QPS 4th quarter forecasting survey. 
When asked, “What are your forecasted hiring expectations for the 4th quarter 
of 2023?”, 55% of companies stated that they would at least maintain their same levels of staffing, 36% planned to Increase staff, while only 9% expect to see staff reductions. 

We survey our customers quarterly, so be on the lookout during the last month of every quarter for those questions, where we welcome your participation. The final survey results are shared before the start of the next quarter.

Source: Staffing Industry Analysts & QPS

September’s job report saw a gain of 336,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, government, healthcare, professional, scientific and technical services and social assistance.

September’s unemployment rate was 3.8%, unchanged from August. The civilian labor force participation rate is at 62.8%, unchanged from August as well.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.88. Over the past 12 months, average hourly earnings have increased by 4.2%.

 

 

For many companies, hiring seasonal workers is a critical part of running a successful business. Although the timing of peak seasons may vary based on industry or economic factors, the importance of having enough staff to meet your needs during these times remains the same. 

When developing a staffing plan for your seasonal hiring demands, you’ll want to determine how your peak fits into the rest of the year by considering: 

• What time of year does it occur? 

• How long does the peak last? 

• How much of an increase in staff do you expect to see when compared to your standard operation? 

• What has been done in previous years? 

• What are your goals for this year? 

When you work with QPS, we’ll ask the necessary questions to understand your business and develop a staffing plan to deliver on expectations. By partnering with the safety, training, operations, and human resources teams at your organization, QPS will be able to present a detailed ramp plan that will ensure that we’re able to recruit and fill your openings at the right time. 

Ultimately, QPS can serve as a useful resource for companies looking to supplement their staff during peak season and throughout the year. With our industry knowledge, recruiting initiatives and extensive candidate database, we can respond to increased levels of labor demand with efficiency. Once the positions are filled, we also have the engagement and retention capabilities to limit turnover and ensure a consistent headcount. 

 

 

August’s job report saw a gain of 187,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in health care, leisure and hospitality, social assistance and construction. Employment declined in transportation and warehousing.

August’s unemployment rate was 3.8%, increasing from 3.5% in July. The civilian labor force participation rate is at 62.8%, rising from 62.6% in July.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.82. Over the past 12 months, average hourly earnings have increased by 4.3%.

 

 

As the summer heat starts to fade and the leaves begin to change color, it’s that time of year again—back-to-school season. While this may traditionally raise images of bustling hallways and eager students, it’s also a perfect opportunity to evaluate your workforce. Here are four reasons why back-to-school season is the perfect time to launch your next candidate search.

1. New Beginnings

Much like students heading to class on their first day, the back-to-school season brings with it new beginnings. It’s a great time for business owners and hiring managers to reevaluate their goals. Are you satisfied with your current staff? Does your headcount align with your business needs? Are there any skill gaps holding your business back? If you’re ready to grow your team, back-to-school season is the time to start hiring.

2. Company Budget Cycles

Many companies operate on a fiscal year that aligns with the calendar year, with budget planning and allocation often taking place in late summer or early fall. This means that while many organizations may be assessing their staffing needs during the back-to-school season, they may not be acting on it. By launching your hiring in the fall, you can get ahead of the competition and be one of the first companies that candidates consider.

3. Networking Opportunities

Back-to-school season brings with it a variety of networking opportunities. From industry conferences and workshops to local meetups and seminars, professionals are gathering and sharing insights during this time. Networking is key for job seekers, and leveraging these events to make valuable connections might lead to your next great hire.

4. Less Competition

During the summer months, the job market can experience a temporary slowdown as many people take vacations or focus on other activities. By proactively engaging with job seekers during the back-to-school season, your company is more likely to stand out from the crowd before the competition ramps up.

The back-to-school season offers your business a prime opportunity for hiring additional staff. It’s the perfect combination of new beginnings, budget plans matching up, networking opportunities, and less competition. As students walk into their classrooms ready for a fresh start, you’ll be able provide a similar feeling for job seekers at your company!

 

 

July’s job report saw a gain of 187,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in health care, social assistance, financial activities, and wholesale trade.

July’s unemployment rate was 3.5%, decreasing from 3.6% in June. The civilian labor force participation rate is at 62.6%, remaining unchanged for the fifth month in a row.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.74. Over the past 12 months, average hourly earnings have increased by 4.4%.

 

 

June’s job report saw a gain of 209,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in government, healthcare, social assistance and construction.

June’s unemployment rate was 3.6%, decreasing from 3.7% in May. The civilian labor force participation rate is at 62.6%, remaining unchanged for the fourth month in a row.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.58. Over the past 12 months, average hourly earnings have increased by 4.4%.

 

 

June is National Safety Month. To support that theme, we welcomed guest speakers Chevon Bowen, CSP and Subena Colligan to speak on our latest QPS webinar.

Manufacturing environments are diverse in terms of backgrounds and language. Chevon and Subena spoke about ways to ensure all employees feel welcome, represented, and rewarded for their safe working habits. In addition, they discussed how your company can better cultivate a safe culture through DEI, particularly with your temporary and contract workers.

Watch the recording of the webinar here. And download a copy of the presentation here. 

Inclusive language means choosing your words deliberately in order to acknowledge the various identities, backgrounds, and experiences of all people. In the workplace, inclusive language sets the tone for better teamwork and productivity by signaling that you respect your coworkers, employees, clients, consumers, and more.

Here are just a few non-inclusive language examples that are common in the manufacturing sector, and suggestions for more inclusive replacements.

Since the manufacturing workforce is still predominantly male, many non-inclusive language habits at manufacturing companies use male-centric terminology. Over time, these terms lead women and others to believe they may be unwelcome or uninvited to take part in company culture and activities. A few examples are the terms “manpower,” “man hours,” “mankind,” “tradesman,” and “foreman.” Instead, use terms like “humanpower,” “labor hours,” “humankind,” “skilled professional,” and “supervisor.”

Never use racial, ethnic, or religious identity descriptors as nouns. Instead, use them only as descriptive words, as in “our Hispanic workforce,” and “people who are LGBTQ+.” And remember that you really never need to mention someone’s identity descriptors (like race, gender, ethnicity, etc.) unless that information is truly relevant to the conversation. Usually, you can reference other traits instead, like the person’s name, occupation, hair color, office location, or more. For instance, “the woman who runs the warehouse on third shift” could be called “Jessica, the third-shift lead” instead, and “the young Black machinist” could simply be referred to as “Jonathan, the new machinist.”

Becoming more diverse and inclusive will help the manufacturing industry – and each individual organization within it – tap a wider talent pool of qualified workers to meet demands. Practicing inclusive language in the workplace is one step toward a more inclusive, equitable, and enjoyable work environment.

Read the full article at https://bit.ly/3D5WsW9

Source: The Diversity Movement

Most working moms rank flexible hours as their top criteria when considering a new job, according to a report by Indeed Flex. Of those surveyed, 67% ranked flexible hours above competitive pay. In addition, 32% of respondents said they left their full-time job to pursue temporary and flexible work options during the pandemic.

“Work flexibility is a must with all the commitments and uncertainties that parenthood brings,” Stacey Lane, general manager at Indeed Flex US, said in a press release. “Short and long-term temporary work options not only allow mothers to continue to provide for their families while strengthening their skills but also free up childcare costs and allow them to spend more precious time with their children by letting them set their work schedules.”

When asked about what they look for in a new job, 67% of moms ranked flexible hours as most important while 63% chose competitive pay, according to the report. Fifty-two percent of moms chose benefits, and 48% chose long-term stability.

The report noted that in the past three years, 59% of moms reported childcare as a source of stress, while 91% said flexible work arrangements helped them strike a better balance between work and family. In addition, 89% said flexible and temporary work options provide them with opportunities to earn a solid income, and 72% said it improved their ability to find steady work.

Source: Staffing Industry Analysts

As a full-service employment partner, QPS can provide customized job descriptions. To learn more about QPS' services, please email marketingrequest@qpsemployment.com.

May’s job report saw a gain of 339,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in professional and business services, government, healthcare, construction, transportation and warehousing and social assistance.

May’s unemployment rate was 3.7%, rising from 3.4% in April. The civilian labor force participation rate is at 62.6%, remaining unchanged from March and April.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.44. Over the past 12 months, average hourly earnings have increased by 4.3%.

 

 

Returning to work after a long weekend or vacation? Making the mental transition after some time away can be a challenge. However, with prior preparation and staying on track of your plans, you can jump back into work easier. Here are a few tips to turn on your switch and get your gears running.

Before heading out

• Make a to-do list to prioritize things you need to check on your return.

• Find out who will be filling in during your absence to make sure you know who to reach out to get up to date.

• Put up an automated out-of-office reply with dates and set timing expectations of your response.

• Tidy up and organize your workspace so you can return without feeling overwhelmed. 

During your time away

• Detach from your work completely to enjoy your break and destress for better productivity, energy, and performance.

• Have everything you need for work ready to ensure an easier morning on your return date.

• Get a good amount of rest at night before your day of return.

Returning to work

• Review and update your to-do list.

• Organize your schedule to map out your day and full week, moving tasks based on your energy levels. Avoid jumping into meetings right away.

• Prolong the positive effects of your time off by taking breaks during your workday and avoid overloading yourself.

• Step out for your lunch break.

• Eliminate distractions by keeping talk about your time off, vacation, or holiday to your break times and lunch.

• Keep away from social media or your personal phone to stay on task.

 

 

April’s job report saw a gain of 253,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in professional and business services, healthcare, leisure and hospitality and social assistance.

April’s unemployment rate was 3.4%, falling slightly from 3.5% in March. The civilian labor force participation rate is at 62.6%, remaining unchanged from March.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.36. Over the past 12 months, average hourly earnings have increased by 4.4%.

 

 

March’s job report saw a gain of 236,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, government, professional and business services and health care.

March’s unemployment rate was 3.5%, falling slightly from 3.6% in February. The civilian labor force participation rate is at 62.6%, little changed from 62.5% in February.

The report found that average hourly earnings for employees on private, nonfarm payrolls was $33.18. Over the past 12 months, average hourly earnings have increased by 4.2%.

 

 

Organizations with pay transparency are more likely to attract qualified job applicants, according to a survey by the Society for Human Resource Management. The report found that 82% of US workers are more likely to consider applying to a job if the pay range was listed in the job posting.

“The path toward equity requires more than recognizing that there are systemic gaps that adversely impact one group over another and then addressing them proactively,” said Emily Dickens, SHRM’s chief of staff and head of public affairs. “It requires 
more directed education on the compensation process, increased engagement with compensation specialists and HR professionals, and an understanding of how to leverage one’s talent through personal advocacy when armed with this information and allyship within the organization.” 

The report also found that 74% of US workers are less interested in applying to job postings without a pay range, while 73% are more likely to trust organizations that list pay range than those that do not.

Forty-two percent of the HR professionals surveyed said their organization operates in a location that requires pay ranges to be included in job postings. However, when not required by law, more than two-thirds of HR professionals, 67%, say their organization voluntarily lists start pay in their job postings sometimes, often, or always.

Separately, Indeed reported that research from its Hiring Lab found than 43.7% of US job postings on Indeed now include employer-provided salary information, an increase of 137% in the last three years, due in large part to the introduction of transparency legislation and the tight US labor market — and the trend continues to rise.

While some of the fastest increases in transparency are occurring in areas with active pay disclosure requirements, locations without regulations are rising significantly as well. In the last year, there has also been a surge in the share of high-wage jobs openly advertising salaries as employers seek ways to attract workers in the hot labor market.

Source: Staffing Industry Analysts