From the perspective of a leader in the outplacement space, the article "The New Unemployables: A Scary Future" underscores the critical need for comprehensive, adaptable support in today's challenging job market. The emergence of a new group of "unemployables" - skilled professionals struggling to find work even in a robust economy - highlights the inadequacy of traditional job search methods. Factors such as talent hoarding, job consolidation, and the anticipated impact of AI have created a perfect storm, leaving many job seekers feeling burned out and unprepared for the new realities of the job market. https://lnkd.in/efj_6JZR As a holistic outplacement provider, Meridian Resources offers dedicated coaching without time limits which is invaluable. Our services provide the personalized, long-term support needed to navigate these unprecedented challenges. A dedicated coach helps job seekers optimize their resumes for AI screening, develop crucial AI-related skills, and craft job search strategies that help them navigate a dysfunctional hiring system. Most importantly, the absence of time constraints allows for a comprehensive approach that addresses not just skills and strategies, but also the mental well-being and resilience of job seekers. This holistic, sustained support is essential in helping professionals adapt to industry-specific trends, overcome job search burnout, and ultimately succeed in a rapidly evolving employment landscape.
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📰 Hays' latest research reveals a troubling trend: nearly 48% of workers feel stuck with no career progression opportunities, up from just 32% last year. As optimism about career prospects dips to levels seen post-Brexit and early pandemic, are we on the brink of another Great Resignation? 💼 Over 57% of professionals plan to switch jobs within the next year. Yet fear of leaving secure roles and economic uncertainty are holding many back. 💬 Are you feeling the 'Great Dissatisfaction' too? What's your strategy for career growth in challenging times? 👉 Read Pam Lindsay-Dunn's full insights and discover how employees and employers alike can turn dissatisfaction into opportunities. 📌 https://lnkd.in/e95Ay_uQ #GreatDissatisfaction #CareerGrowth #HaysResearch #WorkplaceTrends #GreatResignation #HR #Resignation
Career growth is stalling amid the ‘Great Dissatisfaction’
https://www.thehrdirector.com
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Many professionals are feeling stuck due to limited opportunities to progress their careers both within and outside of their organisations, according to our UK 2025 Salary & Recruiting Trends guide. Our research highlights a critical issue for employers: as soon as workers feel more confident to move jobs, we’re likely to see part two of the Great Resignation. That's why it's so important for employers to prioritise setting out clear career progression pathways for current and prospective staff. To find out more about findings, as well as insights from Pam Lindsay-Dunn, COO of Hays UK&I, read the full article by LondonlovesBusiness.com here: https://lnkd.in/eCyYbAfZ #careerprogression #careerdevelopment #employmenttrends #research
Great dissatisfaction could trigger the next 'Great Resignation' - London Business News | Londonlovesbusiness.com
https://londonlovesbusiness.com
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For decades, a skilled, hardworking employee had little to worry about. Even in hard times, they could switch firms and find new roles. Recent university graduates might struggle at the start, and ageism might rear its ugly head for older applicants, but the notion that substantial numbers of workers might be unemployable was not something that a wide range of executives ever worried about. But HR experts, recruitment consultants, and career professionals point to changes in the job market for some people: they can’t find a role, even in a relatively robust job market. For the last two years, the sidelines of the job market have been filled with competent and trained workers who are perfectly employable—people who have excelled in fields from marketing to finance to data analysis. They’re the reason experts say they’re seeing a growing frenzy to find work. The situation has become so acute that half of people report they are completely burned out by the job-hiring process. In most cases, this new group of unemployables are only just coming to grips with reality. #recruitment #jobhuntng #unemployable #skills
The New ‘Unemployables’: A Scary Future
kornferry.com
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The Stagnation Trap: Understanding the Problem of Dead-End Jobs In today's rapidly evolving job market, the concept of a "dead-end job" has become increasingly relevant. A dead-end job is one that offers little to no opportunity for career advancement, skill development, or increased earning potential. Characteristics of Dead-End Jobs Limited Career Growth: Dead-end jobs lack clear paths for promotion or professional development. Employees often find themselves stuck in the same role for years without prospects for advancement. Low Wages: These jobs typically offer minimal financial compensation, making it challenging for workers to achieve financial stability or save for the future. Repetitive Tasks: The work involved is usually monotonous and unchallenging, leading to job dissatisfaction and a lack of engagement. Lack of Benefits: Employees in dead-end jobs often receive few, if any, benefits such as health insurance, retirement plans, or paid time off. Poor Working Conditions: These jobs may involve difficult or unsafe working environments, further diminishing job satisfaction and overall well-being. Why Dead-End Jobs Are a Problem Economic Insecurity: Low wages and minimal benefits make it difficult for individuals to support themselves and their families. This economic instability can lead to increased debt and reliance on social services. Lack of Motivation: Without opportunities for growth, employees often experience low morale and a lack of motivation, which can lead to decreased productivity and a negative impact on overall workplace culture. Skill Stagnation: In dead-end jobs, there is little room for learning new skills or gaining valuable experience, making it harder for workers to transition into better positions in the future. Mental Health Impact: The stress and frustration of being stuck in a dead-end job can take a toll on mental health, leading to issues such as anxiety, depression, and burnout. Societal Impact: Widespread employment in dead-end jobs can contribute to broader societal issues such as economic inequality, reduced social mobility, and increased poverty rates. Addressing the Problem To mitigate the issues associated with dead-end jobs, several strategies can be implemented: Education and Training: Providing access to education and vocational training can help individuals acquire the skills needed to transition into better-paying and more fulfilling jobs. Career Counseling: Offering career counseling and mentorship programs can assist workers in identifying potential career paths and opportunities for advancement. Workplace Reform: Encouraging employers to invest in their workforce by offering training, development programs, and clear career progression paths can help reduce the prevalence of dead-end jobs. Policy Changes: Implementing policies that promote fair wages, benefits, and safe working conditions can improve the quality of jobs and support workers in achieving economic stability.
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The Hidden Factors Behind Job Choices: What Employers Must Know
The Hidden Factors Behind Job Choices: What Employers Must Know
https://omgeedigital.com
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Advice to employers: Money matters; it's important. However, it's certainly not everything. When we speak to candidates and ask them why they're looking to make a move, the common responses are: management changes, feeling undervalued, and seeking career progression. Don't lead a conversation with a candidate by asking how much money they want to earn. Instead, learn about their frustrations and see if your company can address them. #career #hr #work
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Very useful Article for both employers as well as employees "Beyond the paycheck: What employees look for and how employers can fix hiring gaps. #procurement #career
Beyond the paycheck: What employees look for and how employers can fix hiring gaps
economictimes.indiatimes.com
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Should leaders expect less retention in 2025? ⬇️ New research reveals that a significant wave of employees are already planning to explore new job opportunities in the coming year. Here are some key findings: 📊 60% of workers are eyeing new jobs in 2025: ▪️ 27% are already engaged in job searches ▪️ 13% plan to begin before 2024 ends ▪️ 16% are waiting to start until 2025 🔍 Job seeker confidence is high: ▪️ 80% of respondents feel optimistic about finding a better role ▪️ 1 in 3 are prepared to leave without another offer lined up 🏆 Top reasons for moving on: ▪️ Low pay, lack of appreciation, and burnout lead the list ▪️ Limited growth opportunities, poor management, and inflexible schedules follow closely behind 🔑 Key factors in the next role: ▪️ Work-life balance (99%) ▪️ Job security (98%) ▪️ Role interest (97%) ▪️ Higher pay (95%) 💼 Political and tech influences: ▪️ 35% of workers think the presidential election could impact job prospects ▪️ 30% worry that AI in hiring might hurt their chances 🗣️ Advice for managers: With heightened political tensions anticipated, it’s a good time to focus on building supportive relationships, transparent communication, and fostering a balanced workplace. 📒 Read the full article by JBJ Here: https://lnkd.in/eEh58shB
Job-hopping could shape the employment market in 2025 - The Business Journals
bizjournals.com
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STRUGGLING IN CAREER PROGRESSION: THE BEDROCK OF HIGH JOB DISSATISFACTION THAT TRIGGERS GREAT RESIGNATION AND JOB BURNOUT IN OUR EXISTING ORGANISATIONS AROUND THE WORLD Every blessed day in and day out, indeed mass of the workforce in various job industries are struggling to progress their careers within their current organisations, since over half percentage (ie. 57%) intend to look for a specific new job in the coming 12 months – with over a third (ie. 37%) intending to do so in the next six months. A third of workers (33%) confirmed they have changed jobs in the last 12 months, with main reasons being: A). A lack of career progression (29%) and that, B). Their salary was very less below the belt or meagre income paid (21%). Meanwhile, just under a third of workers didn’t move jobs or consider doing so. Besides personal tangible reasons, the top influential factors inhibiting workers from changing jobs in the past year 2023 were: A). Fear of leaving a secure position (23%), B). The general concerns on the cost of living (12%) and, C). The current economic climate change (12%). Pam Lindsay-Dunn, COO of Hays UK&I, comments: “Workers are clearly feeling stuck as they have limited opportunities to progress their careers both within and outside of their organisations". As employers continue to grapple with skills shortages, now is the time to address dissatisfaction among your workforce before it is too late. What Employers must do now: i. Prioritise transparent career mapping, ii. Provide continuous learning opportunities, and iii. Promote a culture of mentorship and support. By investing in their employees’ growth, companies cannot only boost morale but also enhance productivity and retention. Employees can take advantage of this pivotal moment by proactively seeking development opportunities within their organisations. They should discuss career aspirations with their managers, seek feedback, and participate in available training programmes with mentorship initiatives. By actively engaging in their professional growth, employees can well position themselves for advancement and keep their networking foundation solid. Insights for you as a recruiter to consider in helping you shape your hiring plans, includes: How long-term employment outlooks have changed. What is motivating workers to switch roles? The top hiring challenges expected for the year ahead. How employers are overcoming skills shortages. How AI is set to impact the workplac.e How salaries have changed over the last year and the importance of pay transparency to employees. Steps employers can take to make their organisation more attractive to those looking for a new job opportunity. Check on Hays UK Organizations Salary & Recruiting Trends 2025 Guide - At a glance via: https://lnkd.in/gwFKp9yp ALERT: Jobseekers are being fraudulently contacted by scammers. Click the link below here for more details. https://lnkd.in/eCrjgwF9
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Given the current economic climate and the financial sector's sensitivity to market fluctuations, it's reasonable that financial organizations in Canada are likely considering or already using outplacement services as part of their workforce management strategies. However, most don’t realize the importance of that partnership and don’t leverage it to the fullest. Outplacement is more than just checking a box. Outplacement services offer a range of benefits that align well with the needs of financial institutions. Here's how you should think about your outplacement partners: ♥️ As compassionate support providers: Outplacement partners help organizations develop and implement a compassionate approach to layoffs, offering comprehensive support services, tailored career coaching, and personalized assistance to departing employees. This demonstrates that the employer cares about their people even after they leave the company. ♥️ As reputation protectors: By offering outplacement services, organizations can enhance their image and reputation as employers who care about their workforce. This can help maintain a positive employer brand, which is crucial for future hiring and retention. ♥️ As cost-saving measures: Outplacement services can help reduce unemployment costs by assisting laid-off employees in finding new work sooner. They can also serve as a bargaining chip during severance negotiations, potentially lowering overall severance costs. ♥️ As morale maintainers, Outplacement partners can assist in developing strategies to maintain morale and productivity among remaining employees, address their concerns, and foster a positive work environment during the transition period. ♥️ As customized solution providers: Top outplacement firms understand how to tailor their services based on the participating employee's role and level, ensuring appropriate support for everyone from entry-level staff to executives. ♥️ As long-term strategic partners: Organizations should consider outplacement firms as ongoing partners who can help with workforce planning and provide support during future downsizing events if needed. ♥️ As talent development allies: Many outplacement firms also specialize in career and talent development, making them valuable partners for rebuilding and moving the organization forward after layoffs. By thinking of outplacement partners in these ways, organizations can leverage their expertise to navigate difficult transitions more effectively, support their employees, protect their reputations, and position themselves for future success. If you are interested in how CareerJoy can support you, please DM me. I'm happy to help. #talentmanagement #outplacement #careertransition
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Grateful Leader; Strategy, Product and Process Expert (CSPO Certified); Associate Certified Coach (ACC)
6moThis hits home as I was a very recent causality of lack of contractor funding. And the role itself was the only position I was effectively offered a year ago while unemployed. It is discouraging and difficult to remain actively hunting when we seemingly have done what was asked of us as employees with the belief that we would have some longevity secured. There seems to be no security in any sized company or industry left anymore based on what you see just posted on LinkedIn. As for the comment on not posting the “open to work” banner on LinkedIn: experts have been touting that the only differentiator that can help in the current job market is networking. This banner may be crude but it does inform the potential hundreds of connections on one platform that you're in search of support. Those who are spending more time waiting for their next opportunity (=paycheck) can't chose to be selective about how we network.