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Is LinkedIn Dying? What You Need To Know



An increasing number of people have been reaching out to our career coaches and asking, "Is LinkedIn dying?"

This question isn't just coming from job seekers. Recruiters, professionals, and executives alike are frustrated with the platform, wondering if it's really as useful as it claims to be.

Networking is becoming more difficult. When professionals do manage to connect with someone and start a conversation, they'll likely never hear from their connection again after that initial conversation. Recruiters reach out to job seekers all the time, and no one responds.

LinkedIn used to work so well. What happened? What's the point of being on it at all?

LinkedIn Isn't Dying...It's Just Changing


You may think this is a sign that LinkedIn is dying. It's not.

LinkedIn is not dying. It's just changing.

In fact, LinkedIn would tell you it's not. Just looking at it based on user accounts, they now have over 930 million people on the platform. And that number is still growing. The so-called "death" we think we're witnessing with LinkedIn is actually just change. The way people have used it has changed dramatically. You cannot do what you used to be able to do on LinkedIn. LinkedIn has changed, and that's okay.

When LinkedIn first started out, it was a social network. The early adopters loved the platform and used it to its fullest potential. People would connect. They would start conversations. Being on LinkedIn was this amazing experience where people were actually developing relationships with people they never would have developed relationships with otherwise. It truly was a social network.

But that's when it was small.

Now, with mass adoption, the power of the social network has lost its luster. The majority of people on LinkedIn are not using the platform to its fullest potential. So, what does that do to the platform as a whole?

LinkedIn Is No Longer A Social Network


via GIPHY

The truth is, LinkedIn is no longer a social network. With 930 million people, it's not a social network. It's a social marketplace.

Anytime something is free, like LinkedIn, you're the product. You're part of what they're selling. That's why LinkedIn is a social marketplace.

Think about it. How does LinkedIn make its money?

Recruiters pay a lot of money to access candidates. Salespeople and businesses pay a lot of money to put their information out in your feed to generate leads. All LinkedIn is today is a very sophisticated yellow pages. As a job seeker, you go there to find businesses, to find companies you want to work for. And when you're a job seeker, you're a business-of-one trying to sell your skills and your services to an employer. LinkedIn is just a place to find businesses, of all shapes and sizes, no matter if you're an actual company or a job candidate.

In the same vein, Facebook is the modern-day white pages. It's free, and what do you use Facebook for? To find people you may know.

LinkedIn is the modern-day yellow pages. Businesses used to pay a premium to advertise in the yellow pages to have a bigger presence. Fast forward to today, and that's all LinkedIn is.

So, you're the product—but there's nothing wrong with that. We're lucky that we have LinkedIn. It's the sophisticated yellow pages that we need, which means every single one of us needs to be on it. We need to have our profiles optimized and we need to understand how it's used.

The networking thing, that's done. There's a reason very few people are connecting and building relationships on there, and it's because people have no skin in the game. The return on the investment is no longer there. Ultimately, it's just a place to put up the webpage for your business-of-one: your profile.

Social Network vs. Social Marketplace 


via GIPHY

The good news is that you can now create events on LinkedIn. It's free, and it's going to encourage people to start talking to one another and that'll improve the social marketplace situation a little bit, but it's not 100% going to solve the problem.

So if LinkedIn isn't a social network anymore, what is? The platform that follows LinkedIn will completely change the networking game. It'll change the networking game like LinkedIn did so many years ago.

What we need is a new social network where we can connect with people again. LinkedIn doesn't accomplish this anymore because, again, it's not a social network. It's a social marketplace. The new social network for professionals will change the way we network in any career, in any industry, in any skill set, passion, or interest. And it's already here.

LinkedIn is not dying after all. It's just no longer a social network given its size. And yes, you can still reach out and connect with people but don't expect the world. Don't expect everyone to respond to you. Don't expect everyone to talk to you because that's not what it's built to do anymore.

Let's just be grateful that we have it because what it's creating for us in the future will really be something to smile about.

Want to know what comes after LinkedIn? Find out here!

This article was originally published at an earlier date.

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Is LinkedIn Dying? What You Need To …

5 Benefits Of Having A Pet-Friendly Office



These days, more and more workers are paying attention to the benefits offered at their potential workplace. Employees are looking at things like flex time, paid paternity leave, and unlimited paid time off when considering where to work.

Another benefit people are looking for? A pet-friendly office!

According to the American Veterinary Medical Association, pet ownership is on the rise in the United States. That means more people in the workforce are having to balance pet ownership with their work life. To help balance this out, more workers are looking to take their pets to work.

There are arguments to be made against having pets in the office. However, there are a lot of benefits as well.

If you're debating whether or not to make your office pet friendly, or work for a pet-friendly office, take the time to consider these five benefits...

It's Good For Employee Engagement


Happy young woman sitting at her desk holding her small dog

According to a study from Nationwide and the Human Animal Bond Research Institute, a whopping 90% of employees in pet-friendly workplaces feel highly connected to their company's mission, fully engaged with their work, and are willing to recommend their employer to others.

To put that in perspective, less than 65% of employees at non-pet-friendly workplaces feel the same way, according to the study.

So not only would you have adorable animals roaming around your office, you'd have more engaged employees too!

It Builds Employee Loyalty


Business man working on his laptop at work while his dog sits patiently on his desk

This study also revealed that 88% of employees who work for a pet-friendly company plan to stay in their roles within the company for the next year, compared to 73% of people who work at non-pet-friendly places.

On top of that, 72% of people who work for a pet-friendly company would turn down a job offer with another business for similar pay. In contrast, only 44% of people who work in non-pet-friendly workplaces say the same.

It Can Be Used To Attract Talent


Young woman working at her desk while her dog patiently looks at her computer

According to the study, 88% of employees working for a pet-friendly company would recommend their company to others, whereas only 51% of those who work in non-pet-friendly workplaces would do the same.

The better reputation you get as an employer, the better! A pet-friendly policy would definitely grab the attention of talent.

It Makes Employees Feel Supported


Happy man working on his laptop while his dog sits patiently on his lap

This study also revealed that 91% of employees who work for a pet-friendly company feel the company supports their physical health and wellness, compared to 59% who work in non-pet-friendly workplaces.

This makes sense. If you cater to your employees' requests (like allowing their pets in the office), they'll feel valued.

Employees Are More Likely To Show Up To Work


Happy young man working on his laptop at work while he pets his cat on his lap

A final (but interesting!) finding from this study: 85% of people who work for a pet-friendly company said they rarely miss a day of work for well-being or recuperation, compared to 77% who work in non-pet-friendly workplaces.

When deciding whether or not to make your office pet friendly (or work for a pet-friendly office), you must consider both the benefits and drawbacks. However, if you're looking to make your office stand out, having this benefit will definitely give you leverage.

Need help finding a job at a pet-friendly office?

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This article was originally published at an earlier date.


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5 Benefits Of Having A Pet-Friendly Office



Recruiters are lurking in the depths of your social media profiles. Are they seeing what you want them to see?

It's no secret that recruiters are looking up candidates online before they move them forward in the hiring process. It makes sense, though. Who doesn't look people, places, or things up online before they commit to them? If you don't, then welcome to the 21st century.

According to a recent survey, 94% of recruiters use social media to find high-quality candidates. And if that doesn't get you hyper-aware of what's out there about you online, this will: 54% of employers have rejected candidates based on the content found on their social networking profiles. Woof.

There are certain things recruiters are looking for when they search for you online. And if you want to make a great first impression on these recruiters, you need to do some recon work.

Is there anything out there you don't want them to see? If so, take it down.

While you're cleaning up your social media, you should take some time to give recruiters what they want too. During these online searches, recruiters are eager to learn certain things about you, and there are specific qualities/behaviors they are looking for when they're checking out your online presence. So, it's important you make those things easy for them to find.

Recruiters want to know that...

1. You Know Your Stuff


If you've been bragging that you're an expert in whatever it is that you do, you better back it up. What proof do you have that what you're claiming is true?

You know recruiters, employers, and clients are going to be looking for you online, so have something to show them. Brand yourself as an expert in your field by starting a blog or creating an online portfolio of your work.

2. You're Not Bad-Mouthing Your Former Employer


Recruiter on laptop looking for good job candidates for an open position

If you're trashing your old boss, colleagues, or company all over the Internet, you need to sit down because (surprise) recruiters are not impressed. In fact, they're thinking something like this: "If we hire them and, for some reason, they don't work out, what if they bash us all over the web? That's not a good look for our brand…"

So, please don't broadcast your woes all over the internet.

3. You Have A Personality


Manager on phone checks job candidates' social media during recruiting process

Now more than ever, companies are hiring people based on their "fit" instead of just their work experience. Employers are realizing that hiring the wrong person can completely throw off a team dynamic and cause workplace issues that can affect the business.

So, finding people who share the same values, passions, and goals is becoming more and more important.

4. You're Not Posting About Inappropriate Stuff


Serious/thinking recruiter on laptop finding inappropriate posts on a job candidate's social media accounts

This is a huge red flag for employers and recruiters. According to a recent study, employers have little tolerance for bigoted comments and mentions of illegal drugs. Stay clean, my friends.

The good news? They don't care so much about your beer pong photos anymore—as long as drinking isn't the only thing you post about. So yay for that!

These are just a few things recruiters are looking for when they search for you online.

Of course, each recruiter has different things they want in a job candidate, so make sure you do your homework. That way, you can prove that you're a great candidate to bring in for a job interview.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

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4 Things Recruiters Are Looking For When …



As you scroll through your social media feeds, it's not uncommon to see the businesses that you follow post pictures from various community service projects that they participate in. It can sometimes be easy to quickly look at these posts, say, "Oh, that's nice," and move on. But the importance of what these businesses are doing can't be overstated.

The importance of workplace community service projects goes far beyond the good deed itself. Here are three reasons why every company should consider taking part in community service:

It's Important To Make A Difference


Professionals take advantage of volunteer and community service opportunities at their company

Businesses that have the means usually try to give back through a variety of channels. Sometimes it takes the form of backing an initiative such as environmental sustainability, or it could be backing multiple philanthropic efforts, including donating to or having partnerships with multiple charities.

Volunteering and community service tend to be two of the most popular charitable activities because they allow the workforce to get out of the office and build bonds between the business and the community.

If everyone with the means to do so was able to help out, it would solve a lot of problems in the world. That's why any effort taken by a business to give back is important. No effort is too small!

It's Good For The Workforce


Employee takes part in his company's community service / volunteer day

There's something about changing up the daily routine that can really invigorate a workforce.

Leaving the office for a day outside cleaning up the community, building something, or volunteering can really benefit employees. For one, it gives employees a chance to work together and interact outside of the office, allowing them to get to know each other better in a somewhat more relaxed setting.

In addition, working together with co-workers on different tasks outside of the office is great team building and could potentially lead to better work performance and pride in the workplace.

According to a 2017 Deloitte Volunteerism Survey, 89% of those surveyed believe that companies that organize volunteer and charitable activities offer better work environments than those that don't, and 70% agree that companies that sponsor such activities have a much more pleasant work environment.

Some companies are unable to commit their entire workforce to a full day of community service and will instead offer their employees paid time off, also known as volunteer time off (VTO), to pursue community service endeavors on their own time.

For some employees, workplace community service may be their first experience with community service and it could encourage them to take part in other efforts outside of work.

Taking part in community service not only teaches employees good philanthropic efforts, but it brings the office together.

It's An Important Part Of Your Employer Brand


Two woman donate clothes to a charity their company supports

Imagine this situation! You're heavily recruiting a potential new employee and it's down to your company and a rival company. The pay and benefits are similar but, ultimately, the employee chooses your company because they're impressed with your community service efforts.

This isn't a far-fetched scenario!

Community service is an essential part of a company's employer branding efforts. According to a 2017 Glassdoor survey, 75% of U.S. workers surveyed said they expect their employer to support community service/volunteer efforts. It's also an essential part of a company's culture, as 70% of employees surveyed by Deloitte said volunteer activities are more likely to boost employee morale than company-sponsored happy hours.

Job seekers want to know what type of charitable efforts your company is involved in and those efforts should be featured prominently on your company's website under your company culture section and on social media. Knowing that a company is socially aware and that they have an opportunity to do some good is an attractive perk for job seekers looking for their next career opportunity.

Need help with your employer branding efforts?

Check out Work It Daily's Employer Story Builder program.

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3 Reasons Why Your Company Should Participate …



There is a huge difference between being a job seeker and a job shopper. And if you don't understand the difference, keep reading. Because I promise you, if you're looking for work right now, you need to understand the difference.

The Difference Between A Job Seeker & A Job Shopper


@j.t.odonnell Job Shoppers vs Job Seekers. Why ypu want to be the 1st and not the 2nd! #jobsearchtips #jobseeker #jobshopper #howto #careertiktok #jobtiktok #jobs #careers ♬ original sound - J.T. O'Donnell

The majority of people looking for a job right now are job seekers. They're getting on board job boards, they're applying to a bunch of jobs, and then they're sitting back and waiting to hear from employers.

Here's the problem: just because job boards are there doesn't mean they've made it easier for you.

A job seeker has a 3% chance of getting a callback when applying online. And that is because these online job boards have made it easier for the employer to get a lot of applicants. But that means there's a lot more competition for you. So you apply for a job, a thousand other people apply, and there's a 3% chance you're getting a call. That is a really frustrating demotivating, embarrassing, depressing way to look for work. You don't want to be a job seeker.

You want to be a job shopper.

A job shopper chooses who they want to work for, and they are very intentional in the way that they reach out and connect with that employer in order to get their dream job. Sounds a lot better, right? Who doesn't like shopping?

You start by finding companies that you respect and admire that hire for your skill set and you make a list. It's called an interview bucket list. The reason you make this list is because employers don't just want the most qualified applicant. They want the one who would be the easiest to work with.

You get hired based on your personality and your aptitude. You can't teach personality and you can't teach aptitude. You can teach experience. That combination of personality and aptitude means you'll get along with everybody else in the office and you know how to adapt yourself and do things the way the employer needs you to do them. That's the difference.

Once you have your interview bucket list, reach out and connect with as many people as possible who work at those companies. Here's an example of what you can say to your new connections:

"Hey, I'm a fan of your company. It's literally on my top 20 list of companies I'd love to work for someday. Can I hear how you got your job or can I hear what you love about your work?"

That kind of connection story piques their interest because now you're somebody they might want to hire because you have the things they can't teach. You've got the personality for the job.

So, that connection story is everything. That's how you become a job shopper instead of a job seeker. Remember to use your connection story in your disruptive cover letter too. Good luck, and go get 'em!

Need more help with your job search?

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Job Shopper vs. Job Seeker: Which One …



Effective communication is essential for business success. Therefore, communication failures will have costly consequences for your organization.

In this article, Work It Daily experts from Vistage will discuss actionable strategies for improving communication and why it matters to you, your organization, and the future of your company. Read on to hear these Vistage Chairs explain the impact of transparent/clear communication on morale, company culture, and business results.

Nora Taylor


​When CEOs fail to communicate effectively, it can lead to a range of negative consequences for the organization including lost opportunities, decreased productivity, increased employee turnover, damage to the company’s reputation, and unplanned legal fees. Ultimately, communication failures can cost companies millions of dollars.

Today more than ever before CEOs need to build a culture that places importance on relationships with both internal and external stakeholders. CEOs set the tone of the organization with the culture. If the CEO wants effective communication in the organization, it is essential to prioritize the behaviors that promote open effective communications beginning with respect.

Communication planning should be thought of as critical, not obsolete, in this age of instant communications where every misstep has the possibility of going viral. Although plans may take a different form than those of the past, they are important.

In many ways, business communications have become very informal and that in and of itself is not bad. However, when you remove the formality, it does remove the guardrails. When delivering information around sensitive subjects, it is better to err on the side of sensitivity, not levity.

Nora Taylor helps CEOs and executives achieve success. As a Vistage Chair, she leads confidential peer advisory groups where the members work together to develop informed decision-making, improved judgment, and confident leadership.

Kirsten Yurich


Leader/CEO talks to her team during a work meeting

Eighty-five percent of business issues are relationship issues.

  • Most leaders did not take courses or get degrees in "how to manage relationships."
  • Relationships are what many leaders spend the least amount of time "doing."
  • As they get higher in the organization, the "what" they produce (from a tangible, leave-it-on-the-desk standpoint) changes.
    • The higher they go, the more leaders are responsible for PRODUCING relationships.
  • Relationships are the product of a leader’s work.
  • Relationships are the platform along which all other work is done.

How do you develop better relationships? Have more meaningful conversations!

Set intentions around your WHAT and HOW.

What should leaders be talking about?

1. Have more "why" conversations and less "how" conversations – increase motivation, get to the "real" issue, etc.

2. Motivation and fit between employees; SOONER rather than later in their tenure. Identify if there is a mismatch between the employee and the company (or the employee and the assignment).

    • Do the incentives line up / match with the people we have hired?

3. Are you setting clear expectations and do they line up with the feedback and consequences you have arranged?

    • For example, the leader tells the EE that her performance as a manager is important (the performance of her direct reports) but company incentives line up with alternate job outputs.

4. Don’t leave the drama up to your employee. CEOs are CROs, creating the narrative so employees can see themselves as PART of it, instead of leaving it up to the employee to create the narrative and the leadership team be in reaction mode.

How should leaders be talking?

1. As humans, employees want to know that their leader is a real person who cares about them.

    • Ask yourself, "How do I want this person to feel when I’m finished interacting with them?"

2. Taking the perspective of the "other." We often call this "empathy."

    • Lead with saying what you heard from their perspective.
    • Follow up with what you would want to hear if you were in the same situation or experiencing the same feelings.

Be deliberate and intentional with your relationships; they are your most important accomplishment as a leader.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mark Fackler


Business leader/ CEO says something during a work meeting

Communication failures fall into two categories. The first is the wrong message or, even worse, no message at all. The second is not communicating enough. Failing in either category can cost millions if not the death of an organization. Yet with focus and courage, they are easy to fix.

In a sense, CEOs have a simple communication playbook once you have your organization’s foundation in place. That foundation consists of mission, vision, and values. Couple that with long and short-term goals and you have a foundation. Focused and courageous communication hardens the foundation, preventing costly or even catastrophic failures.

The CEO's words must always point back to the company’s organizational foundation. Messages to employees, clients, vendors, and the public in general all need to reinforce what you stand for. No matter what the situation, from crisis to mundane, craft the message derived from the foundation.

Once the message is set, repeat, repeat, repeat. This is where courage comes into play. Employees, clients, vendors, and the public at large will never leave you because you stick to foundational-based messaging.

CEOs must believe in their foundation, focus their communication on that foundation, and have the courage to repeat it forever.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

Mike Thorne


CEO/leader communicates with her team members during a work meeting

Twenty-three percent of executives say they are good at aligning employees' goals with corporate purpose. Only 17% of employers think line managers are good communicators. Sixty-two percent of emails are unimportant to employees. Yet effective communication (changes/overall) lead to a 3.5X increase in performance. How can this not be a core strategy?

See the opportunity to communicate change as a connection vs. a confrontation and you will see the trust build and, ultimately, the performance of the company improve. Adjust your communication effort to the habits and mobile-first preferences (hybrid/remote/office mix) to what works for how your organization receives information.

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

What's your experience with communication failures in companies? Join the conversation inside Work It Daily's Executive Program.

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CEO Critical Conversations: How Communication Failures Cost …



An article recently came across my desk about a new phenomenon: "ghost jobs." In this article, The Wall Street Journal reports that there are actually thousands and thousands of ghost jobs currently posted on job board sites.

So, what is a "ghost job"?

A "ghost job" is a job that isn't real. It's a job for a company that isn't actually hiring, or at least hiring for the role advertised in the job posting. More than 1,000 hiring managers were surveyed, and 27% of them admitted that they've left these jobs up for over four months, never intending to fill them.

Why Hiring Managers Leave "Ghost Jobs" Up For Months


@j.t.odonnell I've been saying this for months! Now there is proof!!! #ghostjobs #jobsearch #jobsearchtips #careertok #jobtok #job #career #careertiktok #jobtiktok #jobs #careers ♬ original sound - J.T. O'Donnell

Over half of the hiring managers surveyed said the reason that they left the jobs up for so long was to give the impression or illusion that the company was growing. The worst part? One-third of them said they left the jobs up because they wanted to give the appearance that they were actually trying to hire to help their overworked staff.

If you're looking for work right now, you probably realized it's harder than you thought to find a job. And applying online is getting you nowhere. These "ghost jobs" are impossible to spot among the real job postings on job board sites.

The solution? Learn how to conduct a proactive job search.

Once you learn the better way to look for a job, you won't have to worry about "ghost jobs" anymore. Good luck, and go get 'em!

Need help conducting a proactive job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

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Ghost Jobs: What They Are & Why …



As we move beyond the pandemic, many businesses ask employees to return to the office. Despite two years of hybrid and flexible work arrangements, many employers emphasize the value of in-person collaboration and client connectivity for maintaining high-quality products and services.

While employers have made their plea, the challenge is that the talent pool applying for critical positions has shrunk. According to Inbusiness.com, 63% of the workforce now works flexibly, meaning businesses must find creative ways to lure top talent back to the office despite the competition.

This week, a client talked to me about her struggles attracting talent due to her company's in-office work policy and inability to offer flexibility like other businesses. She anticipated these questions would arise in a candidate interview and wanted a well-thought-out response. How does an employer address the issue of work-life balance when candidates raise the question in an interview? I was empathetic and hoped to deliver some recommendations to her and others struggling.

Here are the five top ways YOUR company can attract talent if working from home is not an option:

5 Strategies Employers Should Use To Attract Talent To Positions That Do Not Offer Working From Home


Woman shakes hands with the hiring manager before her job interview

As someone who has worked remotely for the last half of my career, I understand the appeal. However, after collaborating with numerous clients and my colleagues in person post-pandemic, I missed the personalized connection and appreciated the benefits of in-office work. And let's remember the value of face-to-face conversations and the opportunity to build strong relationships with colleagues and superiors.

The energy of a shared workspace is challenging to replicate in a virtual environment and can be stimulating. Some candidates feel the same way; you must know how to find them. Here is how you can identify those in your pool who are interested.

Businesses have levers to pull when attracting talent:

1. Personalize your hiring approach.

Internal recruiters and department managers must be aligned on all aspects of the job, including incentives and the positioning of the position in the market. Treating candidates with respect and regular check-ins while waiting for a decision will speak volumes.

Research shows that personalization is vital to keeping candidates engaged in the recruitment process. One effective way to personalize the experience is by exploring the candidate's motivations. If you cannot personalize your interactions with candidates, hire an external recruiter who spends time understanding the company's value proposition and the candidate's motivation.

2. Emphasize the benefit of in-person collaboration when speaking to the candidates.

While remote work has become more prevalent in recent years, you can emphasize the benefits of working together in the same space for improved communication, faster decision-making, and better team bonding. Research has shown that in-person collaboration can lead to higher productivity, increased creativity, and stronger working relationships.

3. Brand your work culture to increase a candidate's desire to work for you.

Illustrate your company's critical differentiators on social outlets, websites, and other media to showcase your competitive advantage. A strong company culture can be a significant draw for job seekers, especially those who value community and belonging in the workplace. You can highlight your company's values, mission, and vision to show candidates what they can expect when they join your team.

Testimonials or employee success stories demonstrating how your company supports and invests in its employees are the perfect way to draw people in. To my surprise, I hired someone recently, and she selected Duffy Group because we are a women-owned business. She had multiple offers to work with other well-known consulting practices for more money. She chose our company because she was respected during the process and loved our culture.

4. Strategize with HR on additional incentives.

Employers can offer more competitive salaries, improved health and wellness benefits, work-life balance programs, and resume-building opportunities. One effective way to personalize the experience is by exploring the candidate's motivations. As an employer, asking critical questions about what motivates a candidate is essential.

Discuss with your HR team the incentives that make the most sense for the job. Understanding the candidates during your recruitment stage is critical to know what motivates them, and you should encourage the hiring manager to flex when possible.

5. Consider a phased approach.

If you are not ready to offer a fully flexible or hybrid work schedule, consider a phased system. For example, you could start with a limited number of remote work days per month or a relaxed start and end time. This can help ease employees into a new way of working and demonstrate that the company is open to change.

One remote example that comes to mind is a CPA firm in Boston. The perfect candidate was already working remotely but was unsatisfied with the opportunity. If the candidate were to pursue this job, there would be a commute, and his work environment would change. Getting the candidate to say yes meant the employer had intimate discussions with the candidate about what attracted him to the position and decided to offer (some) flexibility by suggesting he work in the office for the first month to get to know the staff and his team since this was a leadership role. More employers are becoming more flexible when employees have established themselves.

Lastly, be proud and confident in the role you're offering the public. The client I spoke of earlier should understand that every job provides someone an opportunity to serve. Likewise, ensure your recruiting teams understand what motivates each candidate. Some processes can last months. Employers should develop the most personalized recruiting approach possible if they are eager to hire, establish a good rapport with candidates, and get them to say yes, too!

How do you compete?

Sources:

1. "2023 Hiring Trends: What Recruiters Need to Know" by Lizzi Hart, LinkedIn Talent Blog, January 12, 2023: https://business.linkedin.com/talent-solutions/blog/talent-on-tap/2023/2023-hiring-trends-what-recruiters-need-to-know

2. "2023 HR Predictions: The Year Ahead for Hiring, Recruitment, and Talent Management" by Sharon Florentine, CIO, January 3, 2023: https://www.cio.com/article/3652121/2023-hr-predictions-the-year-ahead-for-hiring-recruitment-and-talent-management.html

3. "5 Hiring Trends That Will Impact Your Talent Acquisition Strategy in 2023" by Brandon Metcalf, Forbes, December 19, 2022: https://www.forbes.com/sites/brandonmetcalf/2022/12/19/5-hiring-trends-that-will-impact-your-talent-acquisition-strategy-in-2023/?sh=7718463c1b3d

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How To Tell If You Are Going To Get Laid Off



If you've ever been employed at a typical company in corporate America, you know that layoffs are a common phenomenon. How does a company decide who stays and who goes? How do you know if you're going to get laid off or not? These are important questions you should be asking as an employee, and I can answer them.

It's All About ROI


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When a company is restructuring, they're given an amount of money to cut. And one of the easiest and fastest ways to do that is to decrease the number of employees at the company.

The company figures out the value of each employee, the return on investment (ROI), and decides to lay off the employees who don't provide the most value, who don't give the company a desirable ROI.

For example, if a company pays you $10 an hour, it actually costs them $13 to $14 an hour to employ you because there are taxes and other things they have to pay on top of your salary. Then, they ask, "Who is saving or making us more than enough money to justify their cost?"

Now, in a situation where there are multiple employees creating the same value, they ask, "Who is the easiest to get along with?" Personality starts to play a role in the decision, but also aptitude. "Who's going to be able to adapt when we have less staff and we have to do more with less?"

ROI, personality, and aptitude are considered when a company is deciding who to lay off.

How To Avoid Getting Laid Off


Woman on laptop at work avoids getting laid off

If you want to avoid being cut, you first have to get clear on your value. Can you articulate how you are saving and making your employer enough money to justify the cost of employing you?

Sit down and have a conversation with your boss about it. See what you can do to make sure that you're creating that value and if you can create additional value on the job.

Sometimes people will come to me and say, "I've had perfect performance reviews year after year and got laid off." Yes, because it's not about your past performance. It's about the value you're creating and where they can make cuts. It always comes down to your current value as an employee. If you want to avoid getting laid off, remember this simple fact.

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Should We Blow The Whistle On Labor Unions?



What Is A Labor Union?

A labor union can be described as an employee organization that advocates for the rights of employees.

A labor or trade union is an organized group of workers who advocate work conditions, economic justice, and unfair treatment by employers. Labor unions have collectively advanced their members' interests by negotiating with employers.

Unions are organized much like democracies. The members of the associations elect officers who make decisions for their members. The primary purpose of the officers is to provide power and control for their members.

How Do Unions Make Money?


Labor union, worker protection, team concept

Union members pay dues to cover the union’s costs. Most unions have paid full-time staff that help to manage their operational costs. Some of the union members volunteer their time and talents to the association. Some unions create strike funds that support workers in the event of a strike.

Are Labor Unions Still Effective Today?


American flag/worker concept

Unions have played a significant role in workers’ rights for centuries. Labor unions’ roots in the United States date back to the 18th century when the Industrial Revolution and big business were in their infancy and relied heavily on human labor. This quickly led to widespread abuse of workers, including children, who were forced to work many hours daily for low wages and benefits.

Today there are federal and state labor laws to protect workers. For example, these two agencies are responsible for setting industry standards, such as safe working conditions and minimum wage standards.

What Are The Critics Saying About Labor Unions?


Workers huddle up at work

​Critics say that labor unions work against employers, making it more difficult for a company to manage its employees for the company’s good. Some say that labor unions make it difficult for companies to fire unproductive employees. Also, companies complain that unions are driving up payroll costs and benefits costs that leave the company with less revenue to operate the company or force the company’s hand to raise the price of goods and services.

Which Industries Have Labor Unions?


NFL football

The public sector has the highest rate of union members, such as police officers, firefighters, and teachers. In the private sector, industries with high union rates include transportation, warehousing, utilities, motion pictures, and sports.

When I worked at the National Football League, labor unions played a large part in the game. The players union was known as the National Football League Players Association (NFLPA). The NFLPA represents all players concerning wages, retirement, insurance benefits, and working conditions, and protects their rights as professional football players. Lastly, the NFLPA ensures that the Collective Bargaining Agreement (CBA) terms are met.

Just as the players benefit from union representation, the game officials also belong to a union. The game officials union was called the National Football League Referees’ Association (NFLRA). The NFLRA represents all game officials concerning wages, retirement, insurance benefits, and working conditions, and protects their rights as professional game officials. Lastly, the NFLRA ensures that the Collective Bargaining Agreement (CBA) terms are met.

The Pros And Cons Of Organized Labor


Union concept

Labor unions have been part of American culture for a long time. Due to government-regulated employment laws, memberships and the need for unions have declined. Gone are the days when unions were in place to protect child labor, unfair working conditions, pay disparities, and workday hours unfairness.

Pros

1. Unions promote higher wages and better benefits.

2. Unions can economically be a pacesetter.

3. Unions provide worker protection.

Cons

1. Labor unions discourage individuality—the group is treated the same.

2. Unions can protect failing employees.

3. Unions can drive up costs for the company.

The Last Resort Or Bargaining Play


Engineer/factory workers unionize

A strike or lock-out is evidence of discontent and an expression of dissatisfaction by unions. When negotiations between company management and labor unions fail, unions must take action to disrupt the company’s workflow and production. The best course of action is when the company and the labor union continue to discuss their differences that keep an agreement from being agreed upon.

When the two sides refuse to budge on the sticking points while negotiating, companies are sometimes forced to hire replacement workers to continue operations. Many of these replacements might be unskilled, but this temporary move by the company is an attempt to keep the company open for business. Hiring replacement workers might also be a bargaining ploy by the company to let the union know that the company can move forward with these non-unionized workers.

Lastly, as company management and labor unions negotiate an agreed-upon contract, neither side will get everything they started out to get. There will be give and take on both sides. Finding common ground so that management and labor can co-exist to work together should be a goal for both sides. Let’s work together so we can all continue to do what we all love. Working. Playing. Making a better world!

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Reactive vs. Proactive Job Search Strategies



There are two kinds of job searches: reactive and proactive. Most people use reactive job search strategies, which means they look for job openings and then apply for the ones that interest them. So, when you send your resume to recruiters and respond to job board postings, you are really at the mercy of what comes up.

In a proactive job search, you pick the companies and the jobs you are seeking. This way, you get the job that you chose and worked to get versus just hoping a good job comes your way through the recruiters and job boards.

Before you start your job search, make sure you have a well-optimized resume and LinkedIn profile, since employers will use these to see if you're a great candidate for the job. Once you've updated those, you're ready to begin your proactive job search.

Here are four key steps in a proactive job search...

1. Identify Which Companies Interest You


Young woman writes something down while researching companies for her proactive job search

There are a number of ways you can identify companies. Start by making a list of 10-20 companies that you think you would love to work for. This is your interview bucket list.

Talk to your friends and colleagues and see who they recommend as well. Note that LinkedIn has a very strong company search feature that can help. Go to LinkedIn, click on the search bar, and hit enter. Then select the "Companies" filter at the top of the page and search. If you find a company that might interest you, click on their profile and see if you're passionate about a product or service they provide, or their mission.

If you are, then you should probably add the company to your list.

2. Research The Companies


Man researches companies for his proactive job search

The next step in a proactive job search is to learn more about the organization and determine if it is a place you really want to work. There are a number of ways to do this. The first thing to do is to visit the company website and go to the "About Us" section. You can review the company history, products, and services, and make sure you check out the "News" and "Press Releases" sections to see the latest newsworthy events.

Make sure you look at their blog, too—if they have one—as it gives you a good idea of their areas of expertise and corporate culture. Also, check out all of their social media accounts to get a better idea of the company culture, and remember to follow them.

Also, there are a number of excellent tools like Glassdoor that provide anonymous reviews of thousands of companies, salaries being paid, reviews of the corporate culture, and evaluations of top executives. Sometimes they will even show you questions that are asked in an interview. It's a good idea to research companies on this site and on similar sites during your proactive job search.

3. Leverage Your Network


Woman leverages her network during a proactive job search

Go back to LinkedIn's company search capability and enter the name of the company that interests you. Note that when the listing comes up, it will tell you how many people in your network are employed there. This is a good place to start and you can reach out to these people for assistance.

Tip: People respond much better when they are asked for advice versus being asked to help someone get a job.

A good message to send to your connections on LinkedIn might be: "I am looking at XYZ as a potential employer and was wondering if you could tell me about the corporate culture there?" You can also send this type of message to your extended network.

4. Reach Out To Hiring Managers


Father conducts a proactive job search

Now that you have identified companies that interest you, it is time to identify people who work there. Again, LinkedIn is a great tool here.

Start by identifying the hiring manager and staff in the area you wish to join. Look for people who would be your peers and their managers.

Now see what LinkedIn Groups they've joined. This is important because if you join the same group, you can now communicate with them for free without updating your LinkedIn account.

Look to see if they have participated in any group discussions. This is a great way to enter the conversation and start showcasing your expertise. And remember to keep your comments upbeat, positive, and professional.

Do the same for Twitter. Select the contact button under their profile and see if they have a Twitter handle. Follow them and see what kinds of tweets they have put out. Again, a terrific way to join the conversation.

Now look to see if you have people in your LinkedIn contacts that can provide an introduction to them. Ask what they know about the company and if they recommend them as a potential employer. Ask them what they think is the best way to get introduced.

Note that you did not ask them to introduce you, but rather you asked them for advice on how to get introduced. You're not asking for a favor.

Finally, reach out to the hiring manager. Make sure you have a good 30-second elevator pitch that briefly describes your background and value proposition. And remember that people hire people they like so try to build rapport.

A proactive job search takes discipline so set weekly goals for yourself. The benefit is you will end up in a job that you chose instead of in one you got through happenstance.

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This article was originally published at an earlier date.

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Why You Should Keep Your Remote Job Right Now



Since the particular COVID-19 pandemic, remote careers have been in higher demand. To draw the finest candidates, companies began to article more remote and cross positions. But with increasingly more companies making employees go back to the office, remote staff may be feeling the stress.

In case you're a remote employee, hold on tight towards your job right today. Here's why...

Competition For Remote control Jobs Is Getting Fiercer


@j. to. odonnell Keep your remote job limited!! #remotework # #remotejobs #careers #jobs #jobtok #careertok ♬ original sound - M. T. O'Donnell

A new study with LinkedIn shows that whenever it comes to work opportunities that need people to become in person, you will find basically two jobs like this at LinkedIn for every one individual who's applying. On typically the flip side, though, regarding remote positions, you can find a couple of people applying for each one remote job. That will means remote jobs are super sought after, and competition is intense.

In line with the study, this is going that will give companies an chance to flex their muscle tissue and start to state, "Hey, we're going so that you can make people come back again into the workplace, inch because employers know right now there are not as numerous remote jobs as generally there were in the past. They know a person can't just jump deliver for a remote job anymore.

Occasions have changed. If you are searching intended for remote work , if you're going to have to help you really stay ahead of the masses. You're going to must create an incredible quantity of value. And in case you have a distant job right now, make sure you make sure that an individual always provide that benefit because your current employer now knows the fact that you are replaceable. In either case, staying on top regarding your game will help you to acquire and keep a universal remote job now and within the future.

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