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Oh boy. Things in the labor market are going to start getting interesting. One of the more significant outcomes of the recession is how smart, well-connected talent thinks about all that goes into an employment offer. As unemployment continues to hover below 10 percent (5 percent for folks with a college degree or more), recruitment isn't going to be about just salary anymore. A good part of recent economic gains have been attributed to an increase in productivity, and that suggests that this post is right: Smart people are more valuable -- a lot more valuable. And I bet smarter people also have bigger (or at least stronger) networks, which also makes them better informed.
Unemployment will be slow to change, but be prepared for lots of growth in how people negotiate their employment. As someone who works remotely, I wholeheartedly agree that alternative work arrangements are becoming more common. But I don't think things like flextime, part-time, remote and contract work make it any harder to recruit.
Rather, these options are fantastic ways to increase the value of an offer without increasing expenses. And that should really be of interest to a lot of employers as they too must start to consider the counter offer dilemma, and how to begin rescinding salary cuts.
The brightest ray to break the clouds of this recession is an idea that is surely the product of a really smart employee: Layoffs do not increase profits. And I wouldn't be surprised if he or she had one of these.
Director, Job Market
Layoffs Do Not Increase Profits (Newsweek)
Layoffs do not increase profits. Or boost stock price, reduce costs, or increase productivity. It's scientific; you can look it up! The negative effects of downsizing were particularly evident in R&D-heavy industries and companies that experienced growth in sales.
Recruiting Smart People (s-anand.net)
Smart people are so valuable not because they do more work, but because they solve harder problems, argues S Anand. But how do you find them? They won't come to you. Luckily, smart people "cluster," so find one and you'll find a bunch. And you might even be able to persuade one to work for free.
Forget The War For Talent. It's A War For Network. (Fistful of Talent)
It's no longer what you know, but who you know; Fistful of Talent argues that the better-connected a new hire is, the better she'll be able to collaborate with her new colleagues. "The time has come for all of us to not just think, but see, beyond the individual."
Get Ready to Start Countering -- or Not (RecruitingBlogs.com)
Don't wait until someone resigns and give them the ol' "we had just discussed you in our meeting and were planning on giving you a raise." In short, don't counter-offer; be proactive.
Why You Need a Sourcer (Human Capital Institute)
Consider sourcers as being your own mini search firm. Their sole job is to find talent by any means necessary, taking on all roadblocks as additional challenges and being motivated to explore other avenues to find the right talent. One of the major reasons "sourcing" came to be a necessity in recruiting is because full life cycle recruiters are being overwhelmed by the high volume of candidates applying to positions.
Why Recruiting Good People Will Get Harder and Harder (ERE.net)
Employees are increasingly negotiating flextime, part-time, telework and contract work in order to make their work fit in with their lives. How does this affect recruiting?
Firms Move Gingerly to Rescind Salary Cuts (WSJ.com)
Companies that slashed salaries are now slowly moving to restore them. Other companies say their salary cuts were permanent. Consultant: "It's very unlikely [companies] are going all the way back to help people make up for lost ground."
We Wish This Really Existed (MediaJobsDaily)
A speed-networking machine to make job fairs and cocktail hours more efficient? Yes!
New Media, New Jobs: Hybrid Roles in the Digital Newsroom (mediabistro.com)
What are the new jobs in the new newsroom? What skills will employees need to survive? And where are the jobs?
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