Archive | August 2014
August 27, 2014  

How Does the Job Market Look for the Next Six Months?

job-marketI often get asked about the state of the job market. Despite the economic downturn from a few years ago, the job market is actually very healthy.  According to a new article by Mark Anderson of Execunet, it appears that there is certainly cause for confidence in the job market right now, and for the next six months as well.

Here are some of the US Bureau of Labor statistics reported by Anderson in the article:

  • Average jobs added per month in the US economy are up by 20 percent from 2013
  • Recruiter confidence levels are above 50 percent for the first time since 2011, and only nine percent of recruiters believe that the job market will not improve in the next six months
  • One in four companies will add new executive-level positions in the next six months, up from one in eight in 2011, the third month in a row that executive recruiters have indicated these expectations
  • The amount of companies searching for top executive candidates is up by 25 percent over 2013

All of this is definitely good news for people who are either looking to make a change in the career or who are currently unemployed. Keep in mind that recruiter confidence does not necessarily translate to more jobs, but the fact that recruiters are increasingly confident in the market is certainly cause for positivity.

For more information, read the full article linked above and check with the US Bureau of Labor for constantly updated statistics about the US economy and job market.

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August 18, 2014  

Do You Ascribe Intent?

ascribing-intentDo you ever ask yourself, “what is the secret to a happy life?” Do you ever find yourself getting wound up about really trivial matters, things that never should have even come close to getting you frustrated? As Tim Hoch says in his article “10 Ways You’re Making Your Life Harder Than It Has To Be,” this is what we can call “ascribing intent,” and it has the power to ruin your day in the blink of an eye.

Here are the examples that Hoch lays out in his article:

Another driver cut you off. Your friend never texted you back. Your co-worker went to lunch without you. Everyone can find a reason to be offended on a steady basis. So what caused you to be offended? You assigned bad intent to these otherwise innocuous actions. You took it as a personal affront, a slap in the face.

This tendency to take these tiny actions so personally is not a prominent characteristic of happy people. And yet, there are so many people who ascribe intent in these situations every single day.

The only way that you can get past this common hang-up is to realize that not every action has intent behind it, or at least the intent that you have ascribed to it. Another driver cut you off? Maybe he or she didn’t see you. Your friend never texted you back? Maybe they were busy at the time, and simply forgot.

Nobody knows the single secret to a happy life, but I know this much: you won’t find happiness in taking offense to these tiny situations that pop up in your life. Fight the urge to ascribe intent, and you’ll be a much happier person.

August 4, 2014  

Position Your Company to be Attractive to the People You Want!

Attractive Company for EmployeesToday I’m going to begin a series of posts about how companies can differentiate themselves to attract the talent you want!  Robert Herman makes some great points in his book, “Impending Crisis”. One of the first topics he discusses is the idea that while candidates themselves are obviously different from each other, their aspirations tend to be surprisingly similar. I’d agree with this; in fact, almost every candidate I speak with wants similar things out of their next position.

The following is some of the most common ingredients that job candidates search for in their employer:

  • A great company. Candidates want to work for a company with a solid reputation and forward momentum where they feel like they can truly make a difference.
  • A good culture. Simply put, employees want to work in a place where they enjoy working with their other coworkers. They don’t want it to be a struggle to get out of bed every morning to go to their job. Companies with a good culture are also likely to have strong leadership and truly care for their employees and customers.
  • Opportunity for growth. Nobody wants to jump aboard a sinking ship. Candidates want to feel as though they have a chance to grow in their roles and do meaningful work.
  • Good compensation and benefits. Naturally, people want to be given fair and competitive compensation for their work. Unique benefits can set you apart…for instance, allow your employees one day off a year to give back to their favorite charity.

It is important to note that each candidate prioritizes these factors differently in their job hunt, but most candidates want each of the elements above in varying degrees when evaluating potential opportunities.

As a leader in your company, consider what steps you can take to ensure that your company is attractive to potential candidates in all of these areas. If you need help retaining your top talent, please contact me. As one of sixty Certified Employment Retention Specialists in the United States, I consult with many companies to help to not only attract top talent, but to keep them engaged.