The Perfect Fit

2024 Job Market Chaos: What U.S. Workers Really Want from Employers

Every day, I speak with candidates who are incredibly frustrated by the job application process, whether through an online posting or even applying directly to the employer.  It’s a very unsatisfactory process . . .

Though 2024 is only about halfway over, I think most of us can agree that this year has been anything but predictable. Hiring is all over the place, with some sectors facing layoffs while others continue to staff. Even the monthly BLS jobs report offers little clarity amid the relative chaos. And that’s without getting into the other myriad factors impacting the recruiting landscape. 

Still, even without a pithy catchphrase to describe what’s happening (Great Resignation, anyone?),
it’s evident that there are gaps between where employers stand and what job seekers experience. That’s what the 2024 Employ Job Seeker Nation Report sought to uncover by surveying more than 1,500 U.S. workers in April. Here’s a look at some of what these folks had to say: 

    They’re keeping the door open. While 79 percent of workers are     satisfied with their current jobs, some 86     percent would entertain     other opportunities, with 46 percent eager to see what’s next.

    They’re starting with what they know. Though 4 in 10 workers     indicated they are seeking new     employment, the majority (58     percent) have looked for a new position within their current company.

    They’re after more than just money. Higher compensation is a factor     in looking for a new job, but it’s not     the only one. Career     advancement, greater flexibility or remote work, better company leadership, better     company culture and a change in location     are also top of mind.

    They’re confident in their candidacy. Half of active candidates believe that finding a job in this current     market is easy, with     56 percent saying that today’s job market favors candidates. Collectively, about two-    thirds of respondents think it will take them     less than three months to find a new job.

    They do have some concerns. Year over year, workers’ concerns about layoffs increased by six     percentage points to 40     percent in 2024. At the same time, concerns about their employer’s financial future also rose four points to 38 percent.

But what does it all mean?  Our team’s analysis shows that while workers understand the complexities of the labor market,

Unleashing Superior Talent Acquisition: Harness the Power of Specialized Expertise

Earlier this week I had a long conversation with a new client prospect.  She didn’t understand the benefits of "engaging" a recruiter who’s a specialist in the area she’s looking for help with.  She did not understand why she should pay any portion of the fee in advance.  I’ll save my response to that question in another blog post!
 
I went back through our conversation and decided to summarize the benefits of using a recruiter specialist, so those of you who might need help from a third party recruiter in the future, will understand what some of the benefits are and be able to make a more informed decision for your company's benefit.

1.  In-Depth Industry Knowledge:  Specialized engaged recruiters have a deep understanding of their specific industry, enabling them to identify candidates with the precise skills, experience, and cultural fit required. Their expertise in industry trends and challenges ensures they stay ahead in sourcing top talent.

2. Targeted Network and Access: Recruiters specializing in a particular field have a targeted and extensive network within that industry. They build relationships with key players, influencers, and passive candidates who are often inaccessible to generalist recruiters. This access increases the likelihood of finding highly qualified candidates open to the right offer.

3. Enhanced Candidate Evaluation:  Specialized recruiters possess an experienced understanding of the technical and soft skills required for roles in their field. This expertise allows them to conduct precise candidate evaluations, including assessing industry-specific competencies and cultural alignment. They ask the right questions and understand nuanced responses, leading to a more accurate assessment of a candidate's suitability.

4. Strategic Insights and Advice:  With their specialized knowledge, recruiters can offer strategic insights and advice tailored to your industry. They help refine job descriptions, compensation packages, and employer branding to better attract top talent. Their understanding of industry benchmarks and best practices ensures your hiring strategy is competitive and aligned with market standards.  All their experience and expertise is focused on you, the Client in support of recruiting the very best talent available.

5.  Efficient Search Process: Specialized recruiters streamline the search process by quickly identifying and reaching out to potential candidates within their network. Their industry specific referral network professional associations, and networking events allows them to efficiently identify, source and screen candidates. This efficiency reduces the time-to-fill for difficult roles, helping you secure the best talent faster.

Available Now! Creative Copywriters: ECDs, GCDs, CDs, ACDs and more!

Happy July 4th Holiday!  I hope you enjoy your time off to relax and refresh.  It seems like an unusual number of folks are taking this time of summer to look for new employment!  July is typically one of the slowest times on the creative calendar!

Fiscal years ended on June 30, as did many client and agency budgets.  Not much happens in July because of summer vacations and it seems overall summer lethargy (or relaxation!) rules!  Budgets for the new fiscal year haven’t really kicked in yet . . .

Historically, copywriters are among the most difficult, if not the most difficult recruiting searches.  Frequently, every client from one employer who’s involved in the interview process has a different expectation/understanding of how a candidate would (or could) fit in!  Portfolios are very subjective.

I’ve never been contacted by more creative writers at every level of an agency or brand at the same time, in my 23 years of recruiting.  I currently have candidates from ECD of global holding agencies and a Cannes Grand Prix winner, to other ECDs with Cannes Lions, Advertising Emmys, D&AD, One Show, Platinum Hermes (and more) awards, working with iconic global brands (From Mercedes-Benz to McDonald’s or Nike to Neutrogena! Bacardi, Coke, Rolex, Dyson, DeBeers).

It goes on and on . . . every level writer from Junior on . . . It’s just surprising to me that so many contacted me in such a sort time frame!  If anyone’s looking to add a writer to your team, please get in touch.  These folks are all open to remote work and a surprising number will re-locate for the right opportunity.

Available right now,  are also agency and brand marketing leaders available with diverse experience and responsibilities.
Thanks very much!  Enjoy your Fourth of July Holiday weekend!