#jobs #JobMarket #employment #employees #employers
Despite talk of recession, layoffs among tech companies and others, the job market is still hot.
In fact, a remarkable 517,000 jobs were created in January 2023, according to reports.
“Employers are having to work harder – in some markets – to attract talent.”
So says Sarah Johnston, founder of Briefcase Coach, as quoted in an article by Andrew Seaman, senior editor for Job Search & Careers at LinkedIn News.
“You are seeing shorter job applications, more recruiter outreach and in some cases compensating candidates to interview,” the article quotes Johnston.
Still, she says in the article, applicants have to put their best foot forward.
Sure, jobs are plentiful at most levels. Walmart plans to hire 50,000 associates. Dell plans to hire 5,000 workers, Raytheon needs 3,750 more employees and Wells Fargo says it hires thousands of entry-level people each year, the article says.
In other words, yes, employers need workers. But they are still particular about whom they hire.
Therefore, as a prospective employee, you can perhaps be more confident, but you still have to impress.
Employers need more bodies, but they also need dependable bodies.
There are many stories floating around about workers reporting for work one day, then not showing up – in some cases, ever again.
In previous times, employers would leave a position open until they find just the right person. Some likely still do that, but many may be a bit more flexible in today’s market.
But, if you, as a prospective employee, find a place you’d like to work, show your prospective boss that you have what it takes, that he or she can count on you to be there day in and day out and put forth a good image for the company.
As employers, it’s best not to overpromise and under-deliver to attract workers. If workers find that what you told them doesn’t match the reality, they likely will not stay long.
As employees, know that job descriptions change. Sometimes, things you were promised when you were hired can be altered. The job you thought you were taking can turn into something a bit different. Don’t let that bother you, if you like where you work. You may have to roll with the changes, because, to stay competitive, companies have to evolve – often quickly.
If you have to leave an employer, do so with as much notice as possible. Be aware, also, that employers may not offer you the same courtesy. You could show up one day, and immediately be shown the door. But, as an employee, you have to be a good person. You may need that employer to give you a reference someday.
Yes, there are laws and company policies in which previous employers can verify your employment, but that’s all. It’s best to have the best relationship you can have with any employer, so that he or she can personally recommend you.
In short, the job market is great for most people looking for work. But, as a potential employee, you still have to be at your best to land a good job.
You have to strive to not only be a good employee, but a better person.
Peter
Tag Archives: LinkedIn
MOTIVATION VS. INSPRIATION
#motivation #inspiration #work #tasks #jobs
“When leading, fear may motivate a few. But it will inspire no one.”
That Wednesday Whiteboard Wisdom comes from Jason Barnshaw senior enlisted leader at Spectrum Warfare Group.
The message had been posted on LinkedIn.
This speaks on many levels. It evokes thoughts of the old days, in which employers used fear to motivate staff. You may have heard at one time, “do it this way, or else …”
So, was that “motivation,” or just self-preservation?
It certainly was not inspiration.
In real estate, we hear about “motivated” sellers. To buyers, it’s supposed to convey that the seller really wants, or needs, to sell. It’s designed to give the buyer some negotiation incentive, or negotiating power.
In short, many things can motivate, including fear. “Motivated” people will do many things that, say, an employer wants him or her to do.
But, if you are an employer, would you rather have a motivated staff, or an inspired staff?
Inspiration is created from positive experiences. When a person can see that if he does this, he can achieve that, and what he HAS to do may be a chore, he’s inspired to do it because of the benefits of the outcome – to him or her.
An inspired employee works not just for the paycheck, but also for other positive enhancements at the end.
Motivated people, on the other hand, are doing things they HAVE to, but don’t WANT to.
Desire inspires. When you see a job or task as necessary to get what YOU want, not just what your boss wants, you become inspired. You perform the task with some degree of pleasure. A motivated person may take no pleasure in performing the job or task.
So, do you have a job that simply motivates you, or inspires you?
Is it just a job, or is it more of a calling?
If you work at a job, perhaps one you hate, perhaps one that doesn’t give you the life you want, you may want to look at the many programs out there that could inspire you.
If you’ve only been “motivated” for much of your adult life, it may be time to look for something that will inspire you.
Be it the relative pleasure of the task, or the potential reward at the end, look for that inspiration.
To an employer, motivation may be just as impactful as inspiration. To the worker, inspiration is so much better.
Peter
RETIREMENTS, RESIGNATONS AND THE LABOR SHORTAGE
#LaborShortage #retirement #resignations #BabyBoomGeneration
It was predicted years ago.
When the Baby Boom generation starts to retire in earnest, there will not be enough labor, given immigration restrictions and low birth rates.
Now, thanks to COVID-19, here we are.
Many folks 55 and older are leaving their jobs –“retiring” – whether they are ready or not.
Some, according to reports, had plans to work well beyond the “normal” retirement age. But the jobs became difficult, perhaps because clients and customers became more demanding (read: abusive).
The lesson for employers here, according to a LinkedIn thread, is to give those 55 and older a second look. They are generally reliable. They generally have a work ethic. Many of those who have retired did so before they were financially able.
Another lesson for employers might be to meet those older workers where they are. Making them work excessively long days for low pay will not do it for them. More flexible hours, better working conditions and decent pay may bring some of those workers back.
The workers, or potential workers, have to think outside the box as well. If your old job is not worth going back to, for whatever reason, but you still want to work, you may have to find something better – more suited to the life you want. That may involve doing something you may never have thought of doing.
A good tip might be: see who is hiring, find out what they want, determine whether they are willing to accept your experience and see whether they have something that will work for you. Many industries need help of all kinds. Perhaps you may be able to cobble together some part-time or entrepreneurial gigs to give you an income that will help you build for your eventual, comfortable retirement.
In the old days of work, older employees were forced out of jobs long before they were ready because of reorganizations , management changes, they made too much money etc. Few wanted to rehire them, because they felt they would not stay long enough because of their ages. Or, there was a perception that because of their vast experience, they would want too much money.
Companies are still reorganizing frequently – some would argue much too frequently. But the idea of having an employee stay in a job for many years has trended out. Therefore, buying a few years from an older worker might just help you out enough until, well, the next reorganization.
For the employee, it all comes down to starting a retirement fund as early in your career as possible. That will help cushion the unexpected blows that could crater your career path.
Like the financial markets, most career paths do not travel upward in straight lines. The same goes for workforce development.
The lesson here is that both employers and employees have to be flexible. A job you thought you would never do may be just the right thing in these circumstances. That person you’d never thought you would hire may be the just the right person in these circumstances.
Employers and employees must, of course, choose carefully and wisely. The Rolling Stones song, “You Can’t Always Get What You Want” should play in the heads of both employers and employees.
As the song says, “If you try sometimes, you just might find, you get what you need.”
Peter