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Get Ready...The New Year is Here

Michelle Campbell • Dec 19, 2022

As 2022 comes to an end, where we find ourselves not surprised when candidates ask … “Is the job hybrid, and do they offer pet insurance”, and employers are tasked with walking away from candidates that are demanding high wages, and lofty benefits. And everyone is simply asking “what is the company culture”, and how does it align with my vales.

 

Yes, we are now numb to these statements and must prepare our clients and candidates for what the future holds. 

 

Below are my top three attributes to watch for:

 

1. A workforce filled with budding new leaders that bring technological, economic and social shifts. These new leaders are eager to engage with the boomers, that entered the workforce when there was a true defined hierarchy structure. This age stratification will continue to create opportunities for organizations to build an inclusive workplace culture, where all perspectives are valued and heard.

 

2. New Organization structure and department shifts will take place. These new structures will encourage people to understand what contribution, and value add they bring, while empathizing the ability to work across departments to maximize outcomes that highlights one’s strengths. The notion that employees are hired based on their skill sets and the value they bring to an overall project, will be a true focus. 

 

3. Technology will continue to show up in many ways that will untimely leave some behind. Yes, hybrid work is here to stay, while challenging some to become more tech savvy since they will not have access to the IT department on demand. In addition, we will see artificial intelligence being utilized throughout organizations to take on work. However, the reality is humans will remain to work more on strategic planning, building culturally responsive organization, while meeting the call for a more robust diverse workplace.

 

Finally, as we prepare for 2030 it is evident that our workforce will come with an astute level of sophistication that requires organizations to ensure employees are able to use their skills in a meaningful way, while staying true to the importance of having a strong culturally responsive workplace that encourages technology, not as a barrier but as an equitable measure.

Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.
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