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Skills and knowledge are not as easily replaced as you think.

In today’s workforce job hopping stems from several contributing factors. The pros and cons can vary depending on a variety of variables. Employers and recruiters often times overlook the truth and see short term employment as a red flag. When in reality, the employee is simply looking for the right fit, a healthy environment where their work is valued, a higher salary and room for growth opportunity. High turnover in any company, is a direct result of poor upper management, being overworked and under paid. Regardless of where someone is at on his or her career path, leaving a hostile work environment with high stress and uncertainty, is a step in the right direction. No employee should be condemned for moving forward. Job stability and longevity is developed through establishing a good cultural fit with the company, salary advancement, defined expectations, not doing three jobs and getting paid for one, and being recognized for your work. Employees want to invest their time into a company that will make the return investment a priority. Working with people who represent a good work-life balance and professionalism, minus drama and toxicity is key. Benefits are part of the deal and important while knowing your options, but can always be adjusted. Finding and keeping good employees is challenging, but when the conditions are reasonable, creating a healthier more empowering place will invite them to stay for the long-term. The bottom line comes down to this, invest in your employees, give them a reason so stay and make the long term investment. The corporate mindset of ….”Well, we can easily replace you with some who will work for less money.” Then that’s exactly what you will get, a lot less. Because constant turn over, firing people and hiring new hire after hire, is certainly not a stable workforce that any person wishes to invest their time and energy into. Simple facts, logic and reason wins every time! Just look at what went down with the nations largest strikes, centering around “LACK OF BETTER PAY AND BENEFITS.” 1. UAW 2. KAISER PERMANENTE 3. SAG/AFTRA #news #anchor #reporter #media #work #success #facts #truth #lovemyjob

Ever contemplated accepting a counter-offer from your current employer? Here's why it might not be the wise move you think. Firstly, reflect on the reasons that prompted you to look for a new job. Whether it's lack of growth, undervaluing of skills, or perhaps office culture misfit, can a salary increase truly fix these underlying issues? Consider the trust dynamics post-counter-offer. Having revealed your intent to leave, your loyalty could be forever questioned. This might influence future decisions on promotions, projects or even during workforce reductions. Furthermore, statistics are telling. Upwards of 80% who accept counter-offers leave within a year, either by their own choice or their employer's. This suggests deep-rooted concerns remain unaddressed. Before you're swayed by a short-term incentive, ponder the long-term ramifications on your career trajectory. You sought change for a reason; is reverting truly in your best interest? #CareerGrowth #JobChange #CounterOffer

This tweet highlights an increasingly common career path - and a harsh truth about the modern workforce. By strategically changing roles every few years, you can bypass the 4% - 8% annual inflation raise... In some instances almost DOUBLING your salary. While conventional wisdom once praised long tenures and corporate allegiance, times have changed. Companies regularly prioritize their own bottom lines over employee retention, leveraging hiring freezes, layoffs, and limited growth opportunities as cost-saving measures. So long as the demand for top employees remains high, this issue is going to continue to be front and center in the competition for talent. Gen Z and Millenial job seekers are going to continue to take full advantage, as every job seeker should.... Are you losing great employees but aren't sure why? BDA Recruitment & Consulting Services can help determine the right wages to ensure top talent feels adequately paid and help to implement "golden handcuffs". DM me today! #hiring #hiringnow #austintx #austin #hr #businessowner #smallbusiness #growingbusiness #jobhopping #careergrowth #recruitmentadvice #levelup #opentowork #jobhunting #upwardmobility

Hiring remains strong in many parts of the economy, though wage gains have eased and some employers have chosen to keep open positions unfilled. If hiring is so strong, than why are employers moving into these new internal recruiting models explained in the story. The idea that their is a disconnect between employers and what job seekers are experiencing. Is this sense of "hiring is strong" a smoky mirror? #JobSeeker #CareerSearch #Hiring #JobMarket

In 2023, 66% of candidates have lost trust in the security of full-time employment. And 62% of candidates feel less secure committing to one employer. The brightest minds in the job market no longer feel safe putting all their eggs in one basket. They want diversified income from multiple employment opportunities. They want flexibility and the freedom to redefine their careers on their own terms. They want contract and project work! Employers who still focus ONLY on hiring full-time employees are not able to choose from ALL of the incredible talent available. Freeman Leonard’s marketing and advertising talent specialists will help you identify the right mix of talent for your team — then bring in the talent you need to get the job done. Since long before "The Great Resignation," we've had flexible, on-demand talent solutions that enable employers to embrace the future of work. Pick up our 2023 Marketing & Advertising Trends Salary Guide at the link in the comments to learn more. #marketing #futureofwork #contracttalent

Dear Hiring Managers, you know what’s not illegal? → Leaving the salary out of a job ad.  → Calling '28 days annual leave' a perk.  → Offering zero flexibility for work arrangements. → Ignoring applicants with gaps in their resumes. But here’s the thing: doing any of these can make it a lot tougher for you to attract top talent. People are staying in jobs for an average of 4 years, and that number is dropping every year. If you want to attract and retain great employees, you’ve got to offer an edge over other jobs. Yes, you can legally stick to the bare minimum, but that doesn’t mean you will get the best. Because the best in the world know that they have no competition, but the job offers do. They are looking at choosing the best, and it’s time that we know that too! #hiring #jobmarket #career #shilpamurderingmediocrity

Companies can no longer assume that they can fill empty positions with workers similar to the ones who just left. Globally, just 35% of those who quit in the past 2 years took a new job in the same industry. In some areas, these losses may reverberate for some time. Companies should focus more on hiring for skills rather than industry experience. These factors create a new playing field for hiring, since employers find themselves competing not only within their industry, as in the past, but also across industries. The notion of 'industry experience' is becoming blurred. It's not only about having the right skills, but also about how these skills can be transferred and applied in different contexts. The true potential of a candidate is often hidden behind the veil of 'industry standards'. It's time for employers to think differently, to step outside their comfort zone and embrace cross-industry hiring. What are your thoughts on this? Have you ever hired someone from a different industry who turned out to be a great asset for your team? #skills #experience #work #workforce #employeeexperience #hr #humanresources #people #culture #leaders #team #hiring #talent #careers #jobs #linkedin #linkedinconnections #aach

Candidates are comparison shoppers. What's going to sell them on your company? Workers have more choices now than ever before. They can choose: - where they work - how they work - who they work for - how much they work for - what time they work Companies can no longer rely on high pay, good benefits, and flexible schedules to entice top talent because those "perks" are now considered standard offerings. So, again, how do you get candidates to choose YOU? ➡️ Offer them a fulfilling career. Consider these stats: 💡 33% of workers are willing to consider lower pay for a more fulfilling job 💡 64% of workers want fulfilling work (only 28% want engaging work) 💡 70% of workers would consider an offer for a more fulfilling job 💡 69% of execs are seriously considering quitting for a job that better supports their well-being Truly, a fulfilling workplace is THE differentiator. Companies that prioritize employee fulfillment will win - and win big. You've got this 👊 ---- Hi, I'm Emily! 👋 I partner with HR and company leaders to transform workplaces into environments where 𝗯𝗼𝘁𝗵 people and productivity thrive. Interested in learning how a data-driven, people-focused approach can elevate your organization? Let’s connect! #talentacquisition #hiring #HR #HRconsulting #candidateselection #companyculture

Recently, the job market has exhibited a level of vitality similar to the unpredictable weather patterns many of us are experiencing across the nation. Some days the sun shines and other days the rain pours. How do we prepare for what's to come? Over the last three years there's been a mass exodus, unprecedented layoff's, diversity awareness, working from home, returning to work, overcrowded candidate pools, massive shifts in (tech, healthcare, automotive) industries, etc. If we don't make changes soon on what people are feeling, there's going to be even more challenges to come. The post-pandemic candidate/employee experience has changed drastically, and loyalty is questionable. SHRM wrote an excellent article on how candidates #feel about committing to new opportunities. And the same tips recommended for engaging a new-hire can be applied to retaining employees. #Employees and #employers are asking for more or less... Work. Life. Balance. Who's willing to compromise? I have tools that can help build working environments where people feel #recognized, #understood, #valued, and #appreciated. Let's discuss them together. "Employers have to work a lot harder to build that lasting connection with new hires." Candice Frazer thank you for sharing this article with the MindWire team. It's important that we bridge the divide and continue to help employees and employers succeed.