Rene' Manfre’s Post

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.

..GOVERMENT JOBS VS PRIVATE JOB.. The decision between government and private jobs depends on individual priorities and career goals.To differentiate between the two, it is important to know the following things. Pros: * Job Security: Government jobs are generally more stable and less prone to layoffs compared to private sector jobs. * Benefits: Government employees often receive attractive benefits like pension, medical insurance, and housing allowances. * Work-Life Balance: Government jobs typically have fixed working hours and less demanding work schedules. * Social Prestige: Government jobs are often associated with a certain level of social status and respect. Cons: * Lower Salary: Government salaries are generally lower compared to private sector salaries, especially in higher-level positions. * Bureaucracy: Government organizations can be bureaucratic, leading to slower decision-making and less flexibility. * Limited Growth Opportunities: Career growth in government jobs can be slower compared to the private sector, with promotions often following a fixed timeline. Private Jobs: Pros: * Higher Salary: Private sector jobs often offer higher salaries and performance-based bonuses. * Faster Growth: Private companies offer more opportunities for career advancement and skill development. * Dynamic Work Environment: Private sector jobs often involve challenging and dynamic work environments. * Innovation: Private companies are more likely to encourage innovation and new ideas. Cons: * Job Insecurity: Private sector jobs can be less secure, with layoffs and terminations more common during economic downturns. * Stressful Work Environment: Private sector jobs can be highly competitive and demanding, leading to stress and burnout. * Longer Working Hours: Private sector jobs often require longer working hours and irregular schedules. * Less Job Security: Private sector jobs are more vulnerable to economic downturns and company performance. Ultimately, the best choice for you depends on your individual priorities, such as: * Financial Goals: If your primary concern is earning a high salary and achieving financial stability, a private sector job might be a better option. * Job Security: If job security and stability are your top priorities, a government job might be a better choice. * Work-Life Balance: If you value a good work-life balance and a less stressful job, a government job might be a better fit. * Career Growth: If you are ambitious and want to climb the career ladder quickly, a private sector job might offer more opportunities. It's important to carefully consider your priorities and values before making a decision. Research specific government and private sector jobs to get a better understanding of the benefits and drawbacks of each. You may also want to talk to people who work in both sectors to get their perspectives.

📰 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

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 Hidden Factors Behind Job Choices: What Employers Must Know

Millions of Americans are currently looking for work. The unemployment rate rose to 4.1% in June, according to the Bureau of Labor Statistics, up from 4% in May. That means 6.8 million people were out of a job. Just under a quarter of those, 1.5 million people, were long-term unemployed, or those who have been jobless for at least 27 weeks. That takes an emotional toll. A 2022 review of nine studies published in the medical journal JAMA and looking at 4,864 patients’ data found that unemployed patients scored 28% higher on the depressive symptom scale than employed patients. If you are looking for work, especially if you’re doing so after a layoff or firing, here are a couple of methods to help quell the rollercoaster of emotions you might be experiencing.

"I'm staying in a job I dislike because I need the money." This is an oversimplification of what many candidates are telling me. The latest data from Gallup's State of the Global Workforce 2024 reflects this reality: 90% of U.K. workers are not engaged in their jobs, and economic pressure is driving some of this. Despite some receiving pay raises—like one individual who saw a 25% increase over the past few years and earns a high-rate taxpayer salary—many tell me they still feel worse off. Mortgage increases, in particular, are something people mention. Candidates understand that they won't necessarily fix this by moving companies and respect that they are not entitled to more money. Still, economic insecurity drives a lot of the disengagement, in my opinion. Gallup's findings are stark. Only 10% of U.K. workers feel engaged, trailing behind the U.S. and other European nations. Daily stress, sadness, and anger are alarmingly high, contributing to the 'quiet quitting' trend. This disengagement isn't just an HR issue for tech companies—it's a business-critical problem affecting innovation and growth. So, why are workers staying in jobs they dislike? 😨Many employees feel trapped, with less than half believing it's a good time to find a new job. 📉 A 31% drop in job vacancies since the 2022 post-pandemic peak leaves workers feeling they have no choice but to stay put. 🔒 A secure job you dislike is better than an insecure job you would enjoy. 😩 Some people are just a bit worn down. I also suspect changing jobs is an extra stressor for some, and they just don't want to expose themselves to the stress of a job search and onboarding. What does this mean? Disengaged workers cost the global economy trillions in lost productivity, with 'quiet quitters' comprising a significant portion of the workforce. What can you do about it? 🔹 Regularly measure and improve engagement levels and use insights to make meaningful changes. 🔹 Invest in mental health resources and create a supportive work environment. 🔹 Show people there is a future for them in the company. Improve internal mobility and offer clear pathways for advancement and professional growth. 🔹 Ask people or incentivise them to move on and take this cost if appropriate. Above all, something anyone can do is be civil and friendly to the people they interact with through work. I speak to many people each week, and I have noticed that people feel a drop in human connection at work. It takes two minutes to discover how someone is and create a sense of community or togetherness - even in a remote work environment. If someone needs a boost, where appropriate and possible, be their cheerleader. Positivity is infectious😀😃😄 We need to shift the narrative from disengagement to empowerment. How are you ensuring your team stays engaged and motivated? Share your strategies in the comments. #EmployeeEngagement #UKJobs #TalentManagement #WorkplaceWellbeing #Leadership #CareerDevelopment

Strategies to Navigate the Recession: New Ways for HR >> Career changers are no longer a risk. And: filling new positions offers opportunities to focus on the need for change. Alexander Wilhelm, Managing Partner at InterSearch Executive Consultants, describes how companies and HR can navigate through the recession. New ways for HR are in demand. Openness to the 55+ generation is one of them. Not creating new jobs in the first place is not an option. Some companies are creating jobs abroad or are increasingly recruiting abroad. This is a balancing act for company management: on the one hand, employees have to be made redundant, while on the other, new employees have to be recruited elsewhere. Managers should fit in culturally with the company and be open to driving forward necessary change processes. This will become increasingly important in the future, but requires an open corporate culture. In future, it is better to avoid searching for the perfect solution. Instead of focusing exclusively on skills and the candidate profile, the position replacement should be seen as an opportunity to focus on the need for change. Close support during the #onboarding process is necessary and the team must be well positioned professionally. Willingness to lead, personality, charisma and creative drive are crucial. In times of skills shortages and job cuts, career changers are no longer a risky choice. On the contrary, it is to be welcomed when entrepreneurs break new ground. A breath of fresh air can help to change perspectives and bring new ideas into the company. Many older employees are willing to work a few days a week and contribute their experience even after the official retirement age. So why not form a “young-old” tandem as described? Despite the recession, I warn against not creating new jobs in the first place. It is important to think ahead. If you start recruiting too late, you run the risk of having to wait even longer and missing the train towards transformation. Read more in the article: https://lnkd.in/eZrJm5sy InterSearch Executive Consultants GmbH & Co. KG #Careerchanger #Recruitment #Intersearch Bernadette Winter

Strategies to Navigate the Recession: New Ways for HR >> Career changers are no longer a risk. And: filling new positions offers opportunities to focus on the need for change. Alexander Wilhelm, Managing Partner at InterSearch Executive Consultants, describes how companies and HR can navigate through the recession. New ways for HR are in demand. Openness to the 55+ generation is one of them. Not creating new jobs in the first place is not an option. Some companies are creating jobs abroad or are increasingly recruiting abroad. This is a balancing act for company management: on the one hand, employees have to be made redundant, while on the other, new employees have to be recruited elsewhere. Managers should fit in culturally with the company and be open to driving forward necessary change processes. This will become increasingly important in the future, but requires an open corporate culture. In future, it is better to avoid searching for the perfect solution. Instead of focusing exclusively on skills and the candidate profile, the position replacement should be seen as an opportunity to focus on the need for change. Close support during the #onboarding process is necessary and the team must be well positioned professionally. Willingness to lead, personality, charisma and creative drive are crucial. In times of skills shortages and job cuts, career changers are no longer a risky choice. On the contrary, it is to be welcomed when entrepreneurs break new ground. A breath of fresh air can help to change perspectives and bring new ideas into the company. Many older employees are willing to work a few days a week and contribute their experience even after the official retirement age. So why not form a “young-old” tandem as described? Despite the recession, I warn against not creating new jobs in the first place. It is important to think ahead. If you start recruiting too late, you run the risk of having to wait even longer and missing the train towards transformation. Read more in the article: https://lnkd.in/eZrJm5sy InterSearch Executive Consultants GmbH & Co. KG #Careerchanger #Recruitment #Intersearch Bernadette Winter

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