Bob Marshall’s August 2020 BLS Analysis for Recruiters; 9/4/20
The 7 August Articles…
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Workers Divided on Return to Workplace by Age and Gender: ManpowerGroup
Daily News, August 27, 2020
How workers feel about returning to the workplace amid the Covid-19 crisis varies by age and gender, with members of Gen Z most interested in returning to the workplace and men more positive than women about the return, according to a global survey by ManpowerGroup.
Here are some of the findings, according to the report:
*Gen-Z vs. millennials: Members of Gen Z are most keen to return to the workplace to develop their careers and socialize, at 51%. Meanwhile, millennials are least positive, with only 38% positive about the return.
*Gen X vs. boomers: Gen Xers value being in the workplace to concentrate and collaborate away from household responsibilities. Boomers choose socializing and collaborating with colleagues, 34%, as top reason to return.
*Gender divide: Almost half of men, 46%, feel positive about returning, while only one-third of women, 35%, feel the same. Women report feeling more concerned or nervous about the return. Both men and women rank not having to commute and having flexibility to work when convenient in their top three benefits of working from home.
*Working parents: Men with children list spending time with their family as a top benefit to working remotely. Women feel more negatively about going back to work, increasing in concern the younger the child: 61% for children 0-5, 53% for children 6-17 and 50% for 18 and up.
ManpowerGroup’s survey included more than 8,000 workers, including furloughed workers, in the US, France, Germany, Italy, Mexico, Singapore, Spain and the UK.
75% of Employees Report Burnout, with 56% Stating That HR Does Not Encourage Talk About It
Daily News, August 26, 2020
A majority of employees, 75%, say they have experienced burnout at work, and 40% said they are experiencing work burnout during the ongoing Covid-19 pandemic, according to a survey by FlexJobs and Mental Health America.
It also found that 37% of employees are working longer hours than usual during the pandemic.
On the other hand, only 21% said they were able to have open, productive conversations with HR about fixing their burnout. In fact, 56% said HR did not encourage conversations about burnout.
The survey took place in late July and included 1,500 respondents.
It noted 76% of respondents were working remotely.
Tips from FlexJobs for remote workers to avoid burnout include:
1. Develop boundaries. One of the difficult things about being a remote worker is that you’re never really “away” from your work physically, and you need to develop actual barriers between your work and personal life. One boundary is to have a dedicated workspace that you can join and leave. Or, put your laptop in a drawer or closet when you’re done with work. Start and end your workday with some kind of ritual that signals to your brain it’s time to change from work to personal or vice versa.
2. Turn off email and work notifications after work hours. Turning off email when you’re not “at work” is important — you shouldn’t be available all the time. Let your teammates and manager know when they can expect you. Let people know your general schedule and when you’re “off the clock” so they aren’t left wondering.
3. Encourage more personal activities by scheduling them. Most people struggle with the “work” part of work-life balance. Schedule personal activities and have several go-to hobbies that you enjoy so you’ll have something specific to do with your personal time. If you don’t have anything planned, like a hike after work or a puzzle project, you may find it easier to slip back to work unnecessarily.
4. Ask your boss for flexible scheduling so you can better control your days and balance both your personal and professional responsibilities.
5. Focus on work during your work time, rather than letting “life” things creep into your work hours too much. If you’re productive and efficient throughout the day, then at the end of the day it will be easier to walk away feeling accomplished and not be tempted to work into the night to finish what should have been completed during the day.
6. Take a mental health screen.
One-Third of Companies Will Have Half of Workforce Remote Post-Pandemic, Study Finds
Alexa Lardieri, U.S. News & World Report, August 25, 2020
A study published by human resources consulting firm Mercer found that the number of companies expecting to have half or more of their employees working remotely post the COVID-19 pandemic increased to 1 in 3, compared with 1 in 30 companies that had that many employees working remotely pre-pandemic.
As COVID-19 spread across the globe and companies were forced to rethink how to do business, 72% of companies said they offer flexibility around hours and work scheduling. Nearly half, 49%, said flexible policies have been implemented on how work is done and what technology is used and 24% said there is flexibility about what activities and tasks are being done.
The study also found that 16% of companies said who does the work, such as contract and/or gig workers, has changed, while 17% of companies say things have stayed the same.
A majority of businesses, 60%, are providing flexibility for caregivers during the pandemic, allowing parents to change their schedules, with 22% allowing parents to temporarily shift their hours to part time. Additionally, 36% of companies are allowing parents to perform other work that can be done outside of normal business hours.
12% of companies have both allowed parents to take extended leaves of absence with reduced pay and created weekend and evening shifts to provide more flexibility. 9% of companies, according to Mercer’s survey, have begun to provide new or enhanced childcare benefits.
Despite shifting hours and duties, nearly all companies, 90%, said that productivity has remained the same or actually improved since employees began working remotely.
60% of Companies Have Hired Employees Since Pandemic Began
ValuePenguin, Tamara E. Holmes, August 21, 2020
Rising unemployment numbers and small business shutdowns have captured their fair share of headlines during the pandemic, yet a majority of companies have done some hiring since the coronavirus outbreak began.
While companies have faced a multitude of challenges in the last few months — such as keeping employees safe and finding ways to interact with customers while practicing social distancing — 60% of businesses have hired at least one new employee, according to a survey of employees and human resources professionals by The Manifest, a small business website.
However, the survey suggests that companies may have to be proactive about meeting employees’ needs to ensure they stick around.
Hiring happening for the long term during the pandemic
The pandemic has forced many businesses to retool, with some investing in infrastructure and other resources to help their businesses weather the storm. Bringing in new workers is one way that some companies are doing that. In fact, nearly half of the businesses surveyed that have hired employees during the pandemic — 46% — said they have added 10 or more new workers.
For the most part, these new hires aren’t being brought in just for the short-term. Of the HR professionals surveyed:
With news reports broadcasting that many companies are anticipating layoffs in the months ahead as a result of the pandemic, some employees may be reluctant to leave their current jobs in search of greener pastures if they already have a job secured. To that point, only 3% of companies surveyed said they expect more than one-third of their workers to leave in the next 12 months.
Employers must address employee concerns to keep them around
Though employees may be looking to their employers as a source of economic stability in the months ahead, the survey suggests that employee dissatisfaction may prompt some to leave their jobs.
The workforce has seen a dramatic shift to remote working since the pandemic began. Some companies are even considering having employees work remotely after the pandemic ends. However, not all employees have embraced the shift. In fact, an earlier survey found that 55% were working longer hours during the pandemic, which could make it difficult to balance professional responsibilities with parenting and other personal obligations.
The Manifest survey underscored how important it is for employers to help their workers achieve and maintain work-life balance. Among the HR professionals surveyed, more than one-third — 37% — said they believe some employees will leave the company within the next year because of their inability to find balance in their personal and professional lives.
Methodology: The Manifest surveyed 234 employees in August 2020, as well as 505 human resources managers. The employees polled represented all areas of the country, with 34% from the South, 29% from the Midwest, 22% from the West and 14% from the Northeast. Among the HR representatives surveyed, 35% were from the South, 24% from the Midwest, 19% from the West and 18% from the Northeast.
Firms Plan Upticks in Employee Pay, Bonuses Despite Economy: Survey
Daily News, August 18, 2020
Most US companies plan to give employees pay raises and annual bonuses next year despite the economic fallout from the pandemic, according to a survey of more than 1,000 employers conducted by Willis Towers Watson.
The survey found companies are projecting average salary increases of 2.8% for all employees in 2021, including exempt, non-management, and management employees; the increase is 2.7% for nonexempt salaried and hourly employees as well as executives.
Companies granted employees increases between 2.5% and 2.7% this year, below the 3% companies had budgeted before the pandemic hit. Salary increases have hovered around 3% for the past decade. Only 7% of companies are not planning pay increases next year, down significantly from 14% this year, an indication that many organizations are projecting a turn toward normalcy in 2021.
The hard-hit healthcare and retail industries are projecting a slight bump but still fall shy of pre-pandemic levels with salary increases projected to average 2.6% and 2.8%, respectively. The insurance and nondurable goods industries expect above-average increases of 2.9% and 3.0%, respectively.
“This has been the most challenging compensation planning year for many companies since the Great Recession,” said Catherine Hartmann, North America Rewards practice leader at Willis Towers Watson. “However, unlike then, companies have been hit differently depending on their industry, the nature of how work gets done and the type of talent they need.”
The survey also found companies continue to reward star performers with significantly larger pay raises than average-performing employees. Employees receiving the highest possible rating were granted an average increase of 4.7% this year, 68% higher than the 2.8% increase granted to those receiving an average rating.
Three-quarters of companies, 76%, are planning to award annual performance bonuses next year, roughly the same percentage as this year. Bonuses are projected to average 11% of salary for exempt employees, while bonuses for nonexempt salaried and hourly employees will average around 6.8% and 5.6%, respectively.
The Willis Towers Watson Data Services General Industry Salary Budget Survey was conducted between April and July 2020. It includes responses from 1,010 companies representing a cross section of industries.
61% of Professional Workers More Worried About Economy Than Virus; 48% Surprised Pandemic is Still Critical
Daily News, August 14, 2020
A majority of professionals, 61%, say they are more worried about the economic fallout from the Covid-19 pandemic than the virus itself, according a survey of 1,064 professional workers by Korn Ferry.
In addition, 48% say they are surprised the pandemic is still at a critical stage, and 60% say it is more difficult to concentrate on work now than at the beginning of the crisis.
When asked why it is difficult to concentrate, 45% said they are dealing with too many responsibilities, and 31% say they are overwhelmed with the pandemic and issues surrounding it. However, working from home was cited by only 9% as a cause.
“With all of the social unrest, health concerns, and economic issues being thrown at us right now, it’s no surprise many feel overwhelmed,” said Dennis Baltzley, Korn Ferry’s global solution head for leadership development.
Korn Ferry also found that 67% say they are busier at work now than before the pandemic. And only 2% say they plan to take a vacation.
The survey took place in late July.
14 Ways Artificial Intelligence Will Disrupt Job Searches and Recruiting
Forbes Coaches Council, August 10, 2020
Hiring top tier talent is a challenge in itself. Retaining them as long-term assets to your company can be even more difficult.
The good news is, there are ever-evolving technological advances that can help hiring managers meet these challenges. The rise of artificial intelligence, for instance, offers huge potential for a company’s hiring and recruiting processes.
We asked the experts of Forbes Coaches Council how they see AI disrupting the job search and recruiting industry. Below, 14 members share their thoughts and predictions about the role of AI in hiring.
Forbes Coaches Council members share their thoughts on how AI may impact current and future hiring.
1. Predictive Analytics For Workforce Planning
AI has the inherent capability to curate the skills and competencies of candidates and integrate predictive analytics in recruiting. This will allow employers to leverage AI to recruit with foresight, synthesizing the growth and development of the potential employee to the organizational succession plan with the understanding that workforce KPIs are the leading indicators of resulting business success. – Dr. Kasthuri Henry, PhD, Six Sigma Black Belt, KasHenry Inc
2. Entry-Level Candidate Screening
I expect to see AI as the new face of hiring for entry-level positions. The job market is competitive for recent grads and the number of applicants vying for a single position can be well into the hundreds. AI programs can conduct virtual interviews and make snap decisions on potential candidates much faster than any HR manager. Grads will have to impress AI before a recruiter. – Ashlee Anderson, Work From Home Happiness
3. Employee Mood and Mindset Monitoring
For retaining top talent, AI can be used to monitor publicly available information to help monitor the mood and mindset of employees. For recruiters, AI can be used to discover a key candidate’s personal cell number or personal email, which is many times harder than finding their business phone number and email. AI can intelligently locate and analyze this information quickly and automatically. – Steven Pfrenzinger, Self-Awareness Mastery
4. Fine-Tuning Employer Reach
I can see AI fine-tuning the reach of employers to find, attract and retain exceptionally diverse talent throughout their organizations, particularly at the leadership level. Since personal connections and networks are still a powerful (and often preferred) way to fill desirable positions, AI can bring more diversity, specifically across race, gender and age, to the attention of more employers. – Carol Parker Walsh, Carol Parker Walsh Consulting, LLC
5. Culture Fit Identification
The key to both recruiting and retaining great talent is developing and communicating a purpose-driven organizational culture and innovation environment. Traditionally, this was communicated in job postings and during the interview process. Now, AI can also help to identify candidates with strong person-job fit and person-organization fit during the recruitment, screening and selection process. – Jonathan H. Westover, Ph.D, Human Capital Innovations, LLC
6. Executive Headhunting
AI will remove the traditional executive search functions and see an end to the leverage that search firms had in the past. With AI becoming more sophisticated and being able to present more candidates to organizations with a specific search for a job match, headhunters would be put out of a job. AI would be more cost-effective, however, some job matches are still best found through relationships. – Jedidiah Alex Koh, Coaching Changes Lives
7. Removing Human Participation In The Initial Screening
AI has made great strides in candidate interviewing and applicant resume segmentation. We will see an even greater shift toward removing any remaining human participation in the initial selection and review element in large corporations. The world is changing and there are many elements to consider, but tech is constantly rising to meet those challenges and make the initial steps hands-off. – Laura DeCarlo, Career Directors International
8. Improved Diversity And Inclusion
AI has been making extraordinary progress in many areas, none more so, perhaps, than in human talent and recruitment. There are a number of hopes that AI will allow for a much “fairer” diverse and inclusive view of a candidate’s potential by trying to eliminate some of the core unconscious biases that can sometimes arise. So far, the results are quite promising, but there is still much that needs to be studied – Ash Varma, Varma & Associates
9. New Opportunities For Coaching Job Seekers
I actually see AI opening up a whole new coaching industry targeted at job seekers on how to best pass the initial AI screening process. From passing the AI screen, preparing for virtual interviews and preparing for final round interviews to negotiating compensation, job seekers will need to learn how to deploy multiple tactics to increase their probability of making it to the final interview. – Karan Rhodes, Shockingly Different Leadership
10. More Transparent Hiring Process Updates
A bot that tells candidates exactly where they are at any point in the process would be a game-changer. Sadly, most AI products out there tend to alienate candidates rather than engage them. – Cara Heilmann, Ready Reset Go
11. Faster Shortlisting
AI will bring a faster way to shortlist candidates for interviews. AI can search their CV, history and social media to verify employment and experience. AI can also search for cultural fit to confirm that there are no prior statements that could come back to embarrass both the organization or prospective candidate. AI can fast-track procedural tasks and searches but can’t replace the interview—yet! – Kevin Kan, Break Out Consulting Asia
12. Data-Backed Support For Gut Feelings
As many organizations across the globe are using AI as a decision-making tool for retaining and evaluating talent, the data would make this approach more robust, which can complement the gut feelings of the recruiter and the manager. AI can strengthen the entire recruiting process by enabling more appropriate searches, outsmarting ghost candidates and eliminating them from the databases. – Sudhakar Reddy Gade, Nirvedha Executive Coaching Solutions Pvt Ltd
13. Immediate Interpretation Of Qualifications
While AI cannot (and should not) replace human interaction, it can provide an immediate interpretation of qualifications and scores from pre-employment testing. AI can narrow the field and specifically target the desired skill set from a sea of applicants. Utilizing AI can make the interview and hiring process streamlined for maximum efficiency. – Deborah Hightower, Deborah Hightower, Inc.
15. Greater Success For Small Boutique Recruiting Firms
AI within the recruiting industry will potentially disrupt large recruiting firms if they too do not start utilizing AI. Smaller boutique recruiting firms have the ability to utilize some of the best AI tools for finding top candidates. There may be a shift in the recruiting industry, but it will not make the industry obsolete. More small recruiting firms will be more successful. – Melissa King, MELISSAKING