Social Media Wittering Away?

[00:00:00] This week on Recruitment Flex, the latest US job numbers look great, but what is the

[00:00:06] reality on the ground?

[00:00:09] Is HR bad at communicating how our pay is determined?

[00:00:14] And is social media dying?

[00:00:16] TRF with my dad and Shelly starts right now. It is. It's a quote from, did you ever watch the Sopranos? Of course I watched the Sopranos. Yes. Okay. The best line ever. Tony Soprano link on our recruitment flex on my personal LinkedIn profile. And we'll share it again in the comments of this episode guide that's coming out on LinkedIn for everyone that has really appreciate it.

[00:03:01] And again, we appreciate anyone listening to us.

[00:03:03] Like I'm still blown away news. All right. So let's talk a little bit about job numbers. So US added 216,000 jobs in December. They're feeling pressured. They're feeling it's really tight. The prices are high of everything. Credit card debt is at a record high. Interest rates are at a 20 year high.

[00:07:03] Housing affordability is at a record low and the US debt is $34 higher, right? You look at the US as a whole, like we're not tweezing out hourly versus salary versus tech versus trades. No, this is an overall number. So it's really hard to pinpoint one thing. But if I had to, I would enough, these are small companies. Now keep in mind, 46.5% of the companies they surveyed said to address the skill shortage, they're going to up hours, and 10.1 implement a permanent hybrid working policy. Last year or the start of last year in 2022, the four-day work week was a big topic of conversation. We are not hearing much about it and it seems to be a dead concept

[00:09:42] right now and it's only dead because where this survey is the reality has hit us, right? For certain roles, there is an exhausted workforce. You're looking at the Amazons, you're looking at a lot of retail, you're looking at hospitality. And there's a lack of skill sets in other sectors that are just not

[00:11:02] trained for the skill sets we need.

[00:11:04] So when we talk about reskilling and apprenticeship, I think this is one offering personalized career advice, Plum supports the entire employee journey from hire to retire. Discover more at plum.io. Tip of the week, you should volunteer. That's everybody in our audience, TA professionals. There's so many benefits to helping a job seeker where you have no expectations in and if you're in the same situation as I am, you're getting plenty of requests from job seekers to help them out. So maybe pick one and obviously it's not holding their hands or anything like that is basically giving the knowledge and the tools and the advice that you've learned being on the other side of it. Let's help the job seekers. Cause we need them. We're going to need more of them as recruiters.

[00:13:43] Perfect. Shelley,

[00:13:45] let's jump into the recruiting started. So for our first recruiting insight, I wanted us to talk about why HR needs to prioritize

[00:15:01] effective communication around pay.

[00:15:04] This time of year, everybody's talking about money, everybody's talking about pay, you've you're in HR doesn't mean you are a superb communicator. And the topic of compensation and how compensation is determined is very much a specialty. So reading through this article, they did a lot of stats that reported what percentage of them are even disclosing pay

[00:16:21] ranges to employees. Yeah. And do they ever plan to disclose pay rates to employees? I think there's a couple key points i don't think HR can explain it i don't think hiring managers can explain it cuz i don't think most organizations can explain it what naturally happens as company grows it's like. I need to hire this role what is the market rate okay this is getting paid and there's no consistency so if you ask a lot of it and obviously if you're looking at large organizations there's a compensation team there's a lot more structure around it.

[00:18:42] nasty and I understand their pain, right?

[00:18:44] If you think about say you're hiring software developers during 2021 and the price has almost

[00:18:48] gone up 50% and now you have a workforce that's

[00:18:52] getting paid maybe 50% less than the new people

[00:18:55] coming in, it creates a lot of moving parts

[00:18:58] across the board.

[00:18:59] There's a couple of things from this article

[00:19:00] that were really interesting is like, I don't

[00:19:04] think it should be hiring managers explaining

[00:19:06] how people are paid because the majority of Complicated, man. Because if you look at the tech sector and all the layoffs, I think paid transparency had some relation to that as well, right? You went crazy in 2021, just staffing up paying people the market rate, then suddenly 2022-2023 comes and it's like, yeah, the market is a lot softer. Now you've got 50% of your workforce that is overpaid probably had a factor to it.

[00:21:27] that of course we all agree that recruiting is becoming progressively more and more challenging every year. The focus as we know in 2024 appears that it's going to be on internal hiring, which

[00:21:34] according to this survey, 57% of organizations are going to focus on internal and when they

[00:21:41] have to go outside, they're going to rely why you hired the wrong person. I believe wrong hires, a lot of them are just misaligned to the work that's required. And we're interviewing people based on an old set of skills rather than starting the process anchored in being super

[00:23:02] clear about what skills you need to do this work. But if you're basing it off a guess or an assumption or just doing whatever it is we did last year or last time we filled this role, that's the problem. You know, you're building a house on sand. You don't have a solid foundation. And again, I don't disagree. Like everything that this article recommends, but without doing the intake really well, because, you know, by not asking the right questions. And I think this is where the intake is critical. But putting all of that in context, I think one of the trends that we are going to see is the days of easy apply are numbered.

[00:25:40] I think we are going to see a lot more friction in the hiring process.

[00:25:44] And we've both been advocating to remove the friction.

[00:25:47] And I'm still advocating for that. Do you use social media more now than you did five years ago or less? So considering all platforms, honestly, like I am a ghost on social media. I was super active five in the survey that I thought was really interesting is 53% of consumers believe social media has decayed compared to five years ago. I completely agree and about 20% of brands will differentiate themselves by

[00:28:20] positioning against AI in their business and product as 72% of consumers believe Shelly, anything you want to add to that? No, that was great. That was great. Thank you, Serge. The one thing I did want to give you credit for was the fact that you had said, I think even a year ago, that companies are going to be looking at influencers as a more trusted way to endorse their brand or their product.

[00:29:43] And that's what I took away from this research and it's Gartner group. So this is like rock solid stuff.

[00:30:43] Shelly is there. Shelly have a great week and enjoy the cold.

[00:30:45] Awesome. Arfoy!

[00:30:58] Shelly, let's face it, texting candidates is the easiest way to hire quicker today.

[00:31:01] But your cell phone doesn't connect to your ATS. You're sharing your personal number with strangers.

[00:31:04] It's pretty scary, right, Shelly?

[00:31:05] And it's not even legally compliant.