The US job market is currently stagnant, characterized by low hiring and low layoffs. This environment presents challenges for job seekers as businesses are holding onto their existing workforce, making it difficult to find new opportunities. Despite the unemployment rate being near historical lows, the hiring rate has dropped to its lowest since 2013, contributing to a "lack of churn" in the labor market, Bank of America economists said.
A county sheriff's office in Oregon is spending $175,000 to attract more job applicants with a marketing campaign that includes a redesigned website and a better presence on social media. The web pages are heavy on images, built around the slogan "Make the Move," and the efforts are already paying off with more applicants, spokesperson Jeremy Schwab says.
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As Baby Boomers retire and Gen Z enters the workforce, companies must adapt their strategies to address these generations' differing expectations. Baby Boomers value loyalty and traditional training, while Gen Z seeks flexibility, digital learning, and purpose-driven work, prompting firms to invest in customized training and mentorship programs.
Zillennials, aged 18 to 43, are struggling with open enrollment, with 32% preferring to apply for a new job rather than select a new health insurance plan, according to a Justworks survey. Many rely on parents for guidance, yet only 11% seek help from HR, highlighting a need for better support and resources from employers.
Continuous learning is essential for staying updated with AI advancements, writes Ayman Sayed, CEO of BMC Software. Employees should be encouraged to engage in lifelong learning through online courses and workshops to remain adaptable and knowledgeable in AI applications.
Considered the mother of programming with her development of the first algorithms used in Charles Babbage's Difference Engine, Ada Lovelace is directly related to which of these notably historical figures?
I attended a high school basketball practice last week Thursday night. Usually my best friend runs the practices, but that night, another coach ran it. I hung out to watch. The next day my friend asked me for my thoughts.
“It was like watching paint dry,” I said honestly. “There was no energy -- no sense of urgency -- from the kids. Jogged and dragged through everything. Talked too much, fooled around too much. They have too much time to stand around and wait. Some of that is on the coach. He needs a better practice plan.”
Thinking about those kids today made me wonder: How are our teams doing right now? It's been a heck of a year. Are your folks still engaged or are they going through the motions? Are they looking forward to 2025? Or are they generally indifferent?
It’s been my experience that how folks end the year will have much to do with how they approach the new one. I want to help mine charge into 2025. How are you keeping your employees energized for their work? How are you staying energized for your work? Let me know! Drop me a line and fill me in on what works for you.
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