Have a terrific Tuesday, Insider Fam! Here's part 2: Tech talent say they’re job hunting amid concerns about layoffs, HR Dive 10.18.24, by C. Crist, part 2 Notably, tech pros with 5-10 years of experience were more likely to apply for internal roles instead of outside roles, which highlights the need for companies to invest in upskilling, Indeed said. In August, tech companies announced the most job cuts in 20 months, with a focus on adopting artificial intelligence and automation tools, according to a report from a Challenger, Gray & Christmas report. Overall hiring intentions fell to the lowest year-to-date total since data tracking began in 2005, reflecting economic uncertainty and shifting market dynamics, the firm’s SVP said. But in mid-2024, 95% of tech leaders reported challenges finding skilled talent and nearly two-thirds reported a skills gap in their department, according to a Robert Half report. In response, HR pros need defined hiring and retention plans in place to ensure talent challenges don’t put projects and priorities at risk, the report found. In an ongoing tight labor market, employees now expect their employers to invest in their well-being, according to a report from The Conference Board. However, employee-reported levels of well-being have stagnated, which means HR leaders may need to adopt a different approach to boost productivity and retention. This could mean linking well-being initiatives to C-suite priorities such as leadership development, culture reinforcement and talent acquisition and retention, the report found. #careercoach #coaching #podcast #women #womeninbusiness #business #womenempowerment #womenatwork #womencommunity #blackintech #blackwomeninbusiness #blackwomenintech #blacklinkedin #latinamerica #latinasinbusiness #latinasintech #latinasinstem #latinas #womenandgirls #womenhealth #womenandgirlsinscience #womenhealthcare
INSIDER'S CAREER CLUB’s Post
More Relevant Posts
-
Have a terrific Tuesday, Insider Fam! Here's part 2: Tech talent say they’re job hunting amid concerns about layoffs, HR Dive 10.18.24, by C. Crist, part 2 Notably, tech pros with 5-10 years of experience were more likely to apply for internal roles instead of outside roles, which highlights the need for companies to invest in upskilling, Indeed said. In August, tech companies announced the most job cuts in 20 months, with a focus on adopting artificial intelligence and automation tools, according to a report from a Challenger, Gray & Christmas report. Overall hiring intentions fell to the lowest year-to-date total since data tracking began in 2005, reflecting economic uncertainty and shifting market dynamics, the firm’s SVP said. But in mid-2024, 95% of tech leaders reported challenges finding skilled talent and nearly two-thirds reported a skills gap in their department, according to a Robert Half report. In response, HR pros need defined hiring and retention plans in place to ensure talent challenges don’t put projects and priorities at risk, the report found. In an ongoing tight labor market, employees now expect their employers to invest in their well-being, according to a report from The Conference Board. However, employee-reported levels of well-being have stagnated, which means HR leaders may need to adopt a different approach to boost productivity and retention. This could mean linking well-being initiatives to C-suite priorities such as leadership development, culture reinforcement and talent acquisition and retention, the report found. #careercoach #coaching #podcast #women #womeninbusiness #business #womenempowerment #womenatwork #womencommunity #blackintech #blackwomeninbusiness #blackwomenintech #blacklinkedin #latinamerica #latinasinbusiness #latinasintech #latinasinstem #latinas #womenandgirls #womenhealth #womenandgirlsinscience #womenhealthcare
To view or add a comment, sign in
-
-
Have a terrific Tuesday, Insider Fam! Here's part 2: Tech talent say they’re job hunting amid concerns about layoffs, HR Dive 10.18.24, by C. Crist, part 2 Notably, tech pros with 5-10 years of experience were more likely to apply for internal roles instead of outside roles, which highlights the need for companies to invest in upskilling, Indeed said. In August, tech companies announced the most job cuts in 20 months, with a focus on adopting artificial intelligence and automation tools, according to a report from a Challenger, Gray & Christmas report. Overall hiring intentions fell to the lowest year-to-date total since data tracking began in 2005, reflecting economic uncertainty and shifting market dynamics, the firm’s SVP said. But in mid-2024, 95% of tech leaders reported challenges finding skilled talent and nearly two-thirds reported a skills gap in their department, according to a Robert Half report. In response, HR pros need defined hiring and retention plans in place to ensure talent challenges don’t put projects and priorities at risk, the report found. In an ongoing tight labor market, employees now expect their employers to invest in their well-being, according to a report from The Conference Board. However, employee-reported levels of well-being have stagnated, which means HR leaders may need to adopt a different approach to boost productivity and retention. This could mean linking well-being initiatives to C-suite priorities such as leadership development, culture reinforcement and talent acquisition and retention, the report found. #careercoach #coaching #podcast #women #womeninbusiness #business #womenempowerment #womenatwork #womencommunity #blackintech #blackwomeninbusiness #blackwomenintech #blacklinkedin #latinamerica #latinasinbusiness #latinasintech #latinasinstem #latinas #womenandgirls #womenhealth #womenandgirlsinscience #womenhealthcare
To view or add a comment, sign in
-
-
Think the talent shortage is just buzz? Think again! 🤔? Despite headlines on layoffs and AI, the global talent crunch is real—and here to stay. 💡? It's crucial to dig deeper into the labour market dynamics to attract and retain top talent for sustained success. Don't miss out on the insights and actions you can take as a leader. Check out this Forbes article for a thorough understanding. 👇? #corporate #hiringmanagers https://lnkd.in/gnU6kinS
To view or add a comment, sign in
-
Struggling with talent acquisition in a down economy? Our latest blog outlines key strategies to overcome hiring challenges and leverage new opportunities. Find out how to gain a competitive edge and build a strong talent pool. #hiringstrategy #hiring
Adapting Your Hiring Strategy for a Down Economy
lhh.com
To view or add a comment, sign in
-
As per recent insights, white-collar hiring activity increased by 2% in November, signaling a promising trend for the job market. This growth is fueled by the booming IT, BFSI, and emerging tech sectors, showcasing resilience and adaptability amidst a rapidly evolving economic landscape. 🚀 For job seekers, this is a great time to polish your resumes, upskill, and explore new opportunities. For employers, it’s a reminder to stay competitive in attracting top talent by fostering a robust and inclusive workplace culture. 🌟 At Cubexit, we specialize in bridging the gap between exceptional talent and forward-thinking organizations. Let’s leverage this upward trend together to build a stronger, more dynamic workforce. 💼 📢 What are your thoughts on this hiring spike? Share your insights in the comments! #HiringTrends #WhiteCollarJobs #Recruitment2024 #WorkforceGrowth #JobMarket #ITStaffing #CareerOpportunities #Upskilling #TalentAcquisition #FutureOfWork #JobSeekers #cubexit
To view or add a comment, sign in
-
-
Regarding the #genzworkforce 💡 Tip for Hiring Managers, Talent Acquisition, and Key Decision Makers who doubt the young generation: If we dont start learning who they are, and how to attract, recruit, hire, and retain Gen Z workers (50%+ of the workforce), your organization will eventually suffer the consequences. While many Gen X'ers are calling them lazy, incompetent, entitled, or too this and too that - they are thinking of new strategies, innovative solutions, and multiple ways (with tech/#AI) to conquer. Most Gen Z professionals are aware many employers undervalue and underestimate their capabilities, or potential. Yet, they still care and crave your approval and acceptance. I strongly encourage those with recruiting and hiring authority to stop discrediting the Gen Z demographic altogether. It would be wise to widen your scope and learn who they are, what motivates and inspires them, seek to build trust by asking them more questions and genuinely listening to them. Give them a chance. To do so, it may require for you to level up your #leadership capacity. If we don't start recognizing that we are part of the problem, and make the effort to understand instead of dismiss - then we and our businesses will soon get pummeled and left behind. ❓Are you currently leading the next generation of workforce professionals? 🧐 ❓What recommendations do you have? Share in the comments below 👇 #hiringnow #opentowork #jobsearch #careers #retaintalent #recruiting
To view or add a comment, sign in
-
-
It's all down to people. Process is important, along with the right tools and resources, but, in the end, finding the right #talent for a particular organization or role is all about people. It relies on people making #connections, building #understanding, and finding the right fit - how the people work and interact, and what they're looking for - to help both the organization and individual be more together. 🤝 This is what we do - we find the right people for our clients so both can flourish. 🌿 Get in touch to find out how we can find the right #talent for your organization. 📍 https://lnkd.in/gi25_KyE 📍 [email protected] And follow TalentWell for updates, news, and new roles we're searching for each month. #talent #professionalsearch #executivesearch #hiring #talentacquisition #talentmatters #talentwell
To view or add a comment, sign in
-
-
📢 To All Hiring Managers: It's Time to Rethink Gaps and Job Hopping from 2020! 🚫🔍 If you're still dismissing candidates based on shaky job histories or employment gaps during the pandemic, it’s time to reassess your hiring criteria. Let’s remember 2020 was a period of unprecedented challenges for everyone. 🌍✨ Businesses closed, entire industries were upended, and millions faced unexpected layoffs and furloughs. People had to pivot, sometimes multiple times, just to keep afloat. Candidates with non-linear paths or gaps during that time showed resilience, adaptability, and resourcefulness—key traits every organization should value. Instead of viewing these resumes with a critical eye, let’s approach them with empathy. 🤝💡 Ask yourself: What skills did they gain? How did they navigate the uncertainty? What unique perspectives can they bring? These are the questions that matter. The old rules of hiring don’t apply anymore. Let's build a workforce that’s truly inclusive, understanding, and forward-thinking. 💪💼 #Hiring #JobGaps #Covid19 #TalentAcquisition #Recruitment #CareerPaths #Resilience
To view or add a comment, sign in
-
You lost a lot more than you think when it comes to inefficient talent acquisition in tech In today's fiercely competitive landscape for elite IT talents, traditional hiring methods aren't just inconvenient—they're a silent threat to your organization's success: #1: Opportunity Lost in a Time-Starved Market: Slow hiring? It's like trying to catch up in a race while wearing cement shoes. You miss out on the latest market trends and tech breakthroughs. And those key positions? They stay empty, projects stall, and boom—your rivals swoop in, snatching up all the sweet opportunities before you even lace up your sneakers #2 Productivity Suffers from Poor Fit: Picture this: You rush through hiring, hiring folks who don't quite fit the bill. Cue the chaos: They struggle to catch up, dragging down the team vibe and sending productivity into a nosedive. Soon enough, they're eyeing the exit, and you're back to square one #3 Brand Erosion in the Tight-Knit IT World (sounds scary doesn't it?) Here's the deal: When your hiring process is a slog, word gets out. Top talent takes one look and heads for the hills. And guess what? That bad rep? It spreads like wildfire in the tech world, making it a real pain to snag the talent you need. Thoughts? P.S. Let us know what's else you have on your mind #FutureFitRecruitment #TechTalentTriumph #DataDrivenHiring #InnovativeRecruitment #StreamlinedHiring #AgileTalentAcquisition #ModernRecruitment #EfficientHiringJourney #StrategicStaffing #WinningTeamBuilding #hiring #talentacquisition #techtalent #developeracquisition #HR #hrtalk #recruitment #recruiting #recruiter
To view or add a comment, sign in
-
Anybody else get the feeling that since 2020 the rate of change has been relentlessly accelerating? In what used to take years (now just months or weeks!) the macro-economy is presenting empirical evidence to support Newton’s third law of motion -- for every action, there is an equal and opposite reaction. The long pendulum swings of the labor market have quickened to the pace of my piano metronome from when I was a pre-teen ham trying to show off how fast I could play. So what has been going on in the Tech and IT sectors lately? Businesses in the IT industry report strong hiring intentions, with the strongest outlooks globally reported by U.S. employers. Companies are still hiring, albeit with a focus on meeting demand, particularly in technical roles like software, data, and cloud engineering. Despite tech sector layoffs, IT positions remain highly sought after, with a significant skill gap in areas such as IT, data science, AI, and cybersecurity. While AI's revenue impact is not significant quite yet, the proliferation of AI copilots is expected to drive growth and momentum. There's a shift in tech hiring towards small and medium-sized enterprises, with demand for tech skills extending beyond the industry into sectors like banking and healthcare. On top of all of this, nearly 85% of 1,000 U.S. professionals asked in a recent LinkedIn survey say they are thinking about changing jobs this year, up from 67% in 2023. While forecasting demand, consider if your Talent strategy is equipped for a potential spike in turn-over rates and the return of a candidate's market. Do you have the teams and tools in place to support major initiatives alongside more backfilling of corporate roles? How strong are your L&D programs and what is their impact in re-skilling/up-skilling? What meaningful actions can you take to improve the employee experience and company culture?
What’s Happening In The Tech And IT Sectors, According To Staffing Experts
forbes.com
To view or add a comment, sign in