We saw a lot of downsizing of talent acquisition teams and recruiters getting laid off in 2023. The layoffs have slowed this year, but many are concerned about job security. I found this survey from Resume Builder recently. According to the survey, about one-third of employed Americans would be willing to accept a pay cut or demotion to avoid being laid off.
The survey involved 1,000 U.S. workers employed at companies with at least ten employees. Here are some of the survey results:
The Resume Builder article does suggest that while some employees are willing to make sacrifices, companies should carefully consider the potential negative impacts of pay cuts or demotions on employee morale and productivity.
Do you ever see a LinkedIn post where someone expresses gratitude and positivity about their job loss? This happens quite a bit. Recently laid-off employees often post their appreciation for their former employers. Although this trend of positive posts doesn’t always reflect the full reality of the layoff experience, it’s true. Wouldn’t you agree?
One of the reasons for these types of LinkedIn posts is that folks fear getting blacklisted or losing referrals if they speak honestly about their layoff experience or former employers. Another reason is they signed a non-disparagement agreement tied to severance packages. On the other hand, some people desire to maintain a positive public image for future job prospects, which is probably smart.
Here is an interesting read from Slate that dives deeper into this phenomenon.
(SLATE)
Here is something interesting. In an article by Intelligent.com, Fearing an AI Takeover, 1 in 6 Gen Z’ers May Switch to Blue Collar Careers, Gen Z workers express growing concerns about how artificial intelligence (AI) might affect their job security and career prospects. They conducted a survey (I know. I know. Another survey!) of 1,000 respondents aged 16 to 26, revealing a significant shift in career aspirations among Gen Z. With growing concerns over AI’s impact on office jobs, many consider blue-collar careers a viable alternative.
Here are the findings:
Gen Z’s adaptability and openness to diverse career paths could shape the future workforce in unexpected ways as the job market continues to evolve with AI advancements.
Read more at (INTELLIGENT.COM)
On a side note, Tom Young is the Director of Talent Acquisition for PCL Construction, will address the concerns with AI and recruiting talent at the upcoming ERE Recruiting Conference in Anaheim, CA.
Have you seen or heard about the emerging “talent access” trend? It’s a modern approach to workforce management that emphasizes flexibility and inclusivity, moving beyond traditional talent acquisition methods. Unlike talent acquisition, which focuses on long-term strategies for attracting, hiring, and retaining full-time employees, talent access broadens the scope to include various employment types, such as freelancers, part-time workers, and underrepresented talent pools.
In this article from consultancy-me.com explores the “talent access” trend as a flexible approach to talent acquisition, essential in today’s dynamic workforce landscape. Here’s a brief overview of the key points:
To dive deeper into this transformative approach, read the full article on (CONSULTANCY-ME.COM)
Mercury, an award-winning software company specializing in recruitment and staffing, to revolutionize the recruitment industry. This collaboration will provide Mercury and its agency clients access to Microsoft’s Cloud and AI technologies, enabling them to significantly improve their candidate search, matching, and hiring processes.
The partnership is set to bring about major changes in the recruitment sector by:
According to Chris Kendrick, Mercury’s Founder and CEO, this will be a massive digital disruption that the staffing industry hasn’t seen in decades.
Read more at (Microsoft UK Stories)
