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Talent Talk: What Do 43% of Job Postings Have in Common? They’re Fake. Many of the listings you see on major job boards are, in fact, “ghost postings.” Thanks for sharing Paul Sturgeon in the Design News Article. If you are seeking a job for any reason — maybe you don’t have one or just think it’s time to make a change and move your career forward — you have a lot to think about: -Is my resume up to date? -Should I change the formatting to something more modern? -How are my interviewing skills? You can now add one more concern to your list: Many of the open jobs you will see advertised on major job boards are so-called “ghost postings.” A study conducted by financial consultant firm Clarify Capital showed that 43% of the time, hiring managers are not actively trying to fill the advertised position. The rationale behind ghost posts. Why would companies do that? According to the study of 1,045 managers, the answers include giving the impression that the company is growing, keeping current employees motivated, showing the company is always “open” to hiring, and maintaining a pipeline in case of unexpected turnover. I wish I could tell you third-party recruiting firms would never do that, but that isn’t the case. It is tempting for recruiters to do the same thing for roles that are extremely difficult to fill. If you are in HR or a hiring manager in the plastics manufacturing space, you know what I mean — process or field service engineers, for example, or an experienced quality manager. How to sniff out a ghost post. We don’t do it at my company. I would consider it unethical — more of a misdemeanor than a felony, but still problematic for our industry and not fair to candidates who are on a serious job search. So here are a few tips to help you know if a posted opening is real, or a ghost post. -Look to see when the job was posted. A more recent post is more likely to be real. -Some websites will highlight jobs with a tag, such as “actively hiring.” Like all these tips, it is not a guarantee of authenticity but makes it more likely. -Very broad or vague job descriptions. For example: “Hey, we’re always looking for great people here at XYZ Plastics.” -You know you are a good fit, but you do not hear back within two to three days. In this job market, that won’t happen if the opening is urgent. #jobseekers #jobpostings #hiring #jobs #fake #ghosting

So why do Human Resources (HR) professionals often face overwhelming workloads and the challenge of chasing down employees for last-minute benefits selections? Check out these 4 reasons: 1. Complexity of Benefits Administration -Diverse Benefit Options: The increasing variety and complexity of benefits plans, including health insurance, retirement plans, wellness programs, and more, require extensive administration. Managing these options and ensuring employees make informed decisions adds to HR's workload. -Regulatory Compliance: HR must ensure that benefits administration complies with various federal and state regulations, such as the Affordable Care Act (ACA). Keeping up with these regulations and ensuring compliance is time-consuming and requires meticulous attention to detail. 2. Procrastination and Lack of Awareness Among Employees -Last-Minute Decisions: Employees often delay making benefits selections until the last minute, either due to procrastination or the complexity of understanding their options. This behavior results in a time crunch for HR professionals who must ensure all selections are completed before deadlines. -Communication Gaps: Despite HR's efforts to communicate the importance and details of benefits selection, employees may not fully understand the implications or may miss communications. This can lead to a last-minute rush as the deadline approaches. 3. High Volume of Administrative Tasks -Manual Processes: Many organizations still rely on manual processes for benefits administration, which are labor-intensive and prone to errors. This includes tracking employee selections, processing paperwork, and ensuring data accuracy. -Employee Inquiries: HR departments are often inundated with questions and requests for clarification from employees regarding their benefits options. Handling these inquiries individually adds to the workload and can be particularly overwhelming during open enrollment periods. 4. Inadequate Technology and Automation -Lack of Automation: Without the aid of robust HR technology and automation tools, HR professionals must handle many tasks manually, increasing the likelihood of errors and inefficiencies. Automated systems can streamline the process but are not always fully utilized. -Data Management: Ensuring accurate data management and integration across different systems (payroll, benefits, HRIS) is crucial but challenging without adequate technological support. Poor data management can lead to discrepancies and further complicate benefits administration. Are you aware that by addressing these challenges through strategic investments in technology, enhanced communication, and simplification of choices, HR professionals can now manage workloads more effectively? Questions finding the right "People For The Job"? Contact Al Katz, our CEO at alkatz@firstsearch.com or 847-612-4676. #hr #humanresources #benefits #communication #education #technology #management

Have you come across this article on LinkedIn Talent Blog by Laura Hilgers Titled: Talent Density: Solution to a Tough Labor Market or Just Another Buzz Phrase? What talent density is and why companies are fascinated by it? Talent density is about building a dream team, one great hire at a time. It’s like putting together a basketball team composed entirely of superstars — say, Stephen Curry, Kevin Durant, Giannis Antetokounmpo, Nikola Jokić, and LeBron James. When you’ve got talent density as high as this, nearly every person on the team is a rock star. They come loaded with hard skills, soft skills, and motivation. In an article published on LinkedIn, Shannon Anderson, talent director at Madrona, likened it to the “10x rule.” This rule, she wrote, “suggests hiring five phenomenal people who can do the work of 50 average ones, which is crucial for startups that need individuals who can figure things out quickly with minimal oversight.” Talent density also seems crucial right now. We’re entering a period of low unemployment; many industries are facing talent shortages; and companies are trying to do more with less. There’s a heightened focus on quality of hire. For good reason too. A Longwood University study found that the top 5% of employees deliver 26% of an organization’s total output. When you hire one of these five-percenters, it solves a lot of problems for the company. It also inspires other top performers to do their best work. Hiring for talent density is about more than filling seats. It’s about hiring talent that will challenge the status quo and bring new ideas, skills, and ideas to the company, beyond what the role entails. Still have questions finding the right "Talent" to hire? Reach out to: Al Katz, at alkatz@firstsearch.com or 847-612-4676. #linkedin #talentblog #labor #talent #density #hiring #motivation #workforce #production

Engineers: Is Your Salary High Enough? Is your engineering salary up to snuff? Find out with this look at the top, bottom, and median salaries for engineers working in various roles. Thanks for sharing DesignNews. Have you ever wondered how your salary compares with those of your engineering peers? The average annual salary for engineers of all types working in the manufacturing sector reached $109,470 in 2023, according to data from the US Bureau of Labor Statistics (BLS). But, of course, pay is determined by many factors, ranging from engineering discipline and specific job title to years of experience and location. To give you an idea as to how your salary might stack up, Design News mined BLS data on salaries for engineers working in manufacturing in the US. Our report details five salary tiers—ranging from the lowest to highest—for 14 specific engineering roles, including electrical, mechanical, electronics, materials, aerospace, and biomedical engineers, as well as engineering managers. #engineering #manufacturing #salary #electrical #mechanical #electronics, #materials #aerospace #biomedical #engineers

In today's staffing and recruitment industry, are you aware that approximately 83% of job offers made to candidates are accepted? This rate reflects how attractive and competitive the job offers are to potential hires. We at First Search Inc. believe that to improve your job offer acceptance rate, consider the following strategies: 1. Competitive Compensation: Ensure your salary and benefits packages are competitive with industry standards. Research tools like Glassdoor and Payscale can help you benchmark your offers appropriately. At First Search Inc. we have noticed that in today's hiring marketplace most candidates really hate negotiating. 2. Effective Communication: Clearly communicate job details, expectations, and benefits throughout the recruitment process. Address any candidate concerns early on, such as flexible work arrangements or commuting issues. 3. Positive Candidate Experience: Create a positive candidate experience by responding promptly, providing detailed information about the role and the team, and showing respect and appreciation for the candidate's time and effort. By focusing on these areas, you can increase the likelihood that candidates will accept your job offers, thereby improving your overall recruitment success. Still have questions finding the right "Talent" to hire? Reach out to: Al Katz, at alkatz@firstsearch.com or 847-612-4676. #hiring #recruitment #staffing #temptopermanent #management #business #ceo #humanresources #cfo

When recruiting and hiring here are our best tips to ensure your job postings have the highest visibility and attract a significant number of applicants, it's essential to follow best practices in job advertisement and recruitment. Here are the top five things to do properly: 1. Optimize Job Titles and Descriptions -Clear and Concise Titles: Use clear, specific job titles that accurately reflect the position. Avoid internal jargon or overly creative titles that may confuse potential applicants. Keywords relevant to the role should be included to improve searchability. -Detailed Descriptions: Write detailed job descriptions that clearly outline the responsibilities, required qualifications, and benefits. Use bullet points for easy readability and include keywords that candidates are likely to search for. 2. Leverage Multiple Job Boards and Platforms -Use Diverse Platforms: Post your job listings on multiple job boards, including general ones like Indeed, LinkedIn, and Glassdoor, as well as niche sites relevant to your industry. This increases the chances of reaching a broader audience. -Social Media Channels: Share job postings on your company’s social media channels, such as LinkedIn, Facebook, and Twitter, to leverage your network and followers. 3. Optimize for Search Engines (SEO) -Keyword Integration: Incorporate relevant keywords throughout the job title and description to improve the listing’s visibility on search engines and job boards. This includes job title, skills, qualifications, and location. -Meta Descriptions: Use compelling meta descriptions and relevant tags that can enhance your job posting’s search engine ranking. 4. Utilize Employee Referral Programs -Incentivize Referrals: Encourage current employees to refer candidates by offering incentives or bonuses for successful hires. Employee referrals can significantly increase the quality and reach of your job postings. -Internal Sharing: Ensure your job openings are easily accessible to all employees so they can share them within their networks. 5. Enhance Your Employer Brand -Company Culture and Benefits: Highlight your company culture, values, and employee benefits in the job posting. Include information about work-life balance, career development opportunities, and any unique perks your company offers. -Visual and Video Content: Use images, videos, and testimonials from current employees to showcase your workplace. This makes your job posting more engaging and appealing to potential candidates. Questions finding your right "Talent" to hire? Let's talk, Al Katz, at alkatz@firstsearch.com or 847-612-4676. #recruitment #staffing #video #jobpostings #management #business #ceo #cfo #humanresources

Are you in agreement that for the rest of 2024, Human Resources (HR) departments should focus on the following top 4 priorities to ensure they achieve the right strategies for your organization? 1. Employee Well-being and Mental Health -Prioritizing Mental Health: With ongoing stressors from the pandemic, economic uncertainties, and workplace changes, employee well-being continues to be paramount. Companies should provide mental health resources, support systems, and promote a culture of openness around mental health issues. -Flexible Work Arrangements: Offering flexible work arrangements, such as remote work or hybrid models, can help reduce burnout and improve work-life balance. According to SHRM, organizations that prioritize mental health see improved productivity and lower turnover rates. 2. Diversity, Equity, and Inclusion (DEI) -Creating Inclusive Workplaces: DEI remains a critical priority as organizations strive to create more inclusive environments. This includes implementing unbiased hiring practices, promoting diverse leadership, and fostering an inclusive culture. -Measurable DEI Goals: Setting and tracking measurable DEI goals helps ensure accountability and progress. Initiatives should be data-driven to identify gaps and measure the impact of DEI strategies. 3. Talent Acquisition and Retention -Attracting Top Talent: With a competitive job market, HR must focus on innovative talent acquisition strategies. This includes leveraging technology for recruitment, enhancing employer branding, and offering competitive benefits packages. -Employee Retention Strategies: Retention is just as critical as acquisition. Providing career development opportunities, recognizing and rewarding performance, and creating a positive workplace culture are key to retaining top talent. 4. Adapting to Technological Advancements -Leveraging HR Technology: Embracing HR technology, such as AI and data analytics, can enhance recruitment, onboarding, employee engagement, and performance management. Automation and digital tools streamline HR processes, allowing for more strategic decision-making. -Continuous Learning and Development: As technology evolves, continuous learning and upskilling are crucial. Providing employees with opportunities to learn new skills ensures the workforce remains adaptable and future-ready. Conclusion: Focusing on employee well-being, DEI, talent acquisition and retention, and adapting to technological advancements will help HR departments navigate the challenges of 2024 effectively. By prioritizing these areas, organizations can build resilient, inclusive, and high-performing workforces. Questions finding the right people to make this happen? Contact Al Katz, our CEO at alkatz@firstsearch.com or 847-612-4676. #hr #humanresources #talent #acquisition #recruitment #retention #goals #dei #flexible #workforce

Are you aware that to be considered an AI-powered super soldier, three critical components are essential? Here’s a closer look at each: 1. Advanced AI Integration: -Real-Time Decision Support: AI systems that analyze data and provide real-time decision-making assistance are crucial. This includes situational awareness, threat detection, and predictive analytics to anticipate enemy movements and optimize strategies. -Autonomous Systems: AI-powered drones, unmanned vehicles, and robotic companions enhance capabilities by performing reconnaissance, logistics support, and even direct combat roles autonomously or semi-autonomously. 2. Enhanced Physical and Cognitive Capabilities: -Wearable Technology and Exoskeletons: Exoskeletons and other wearable tech enhance a soldier’s physical strength, endurance, and mobility. This allows soldiers to carry heavier loads, move faster, and perform tasks with greater efficiency. -Augmented Reality (AR) and Neural Interfaces: AR devices provide critical information overlays, such as maps and enemy positions, directly in the soldier's field of view. Neural interfaces facilitate direct communication between the soldier and AI systems, enhancing cognitive abilities and response times. 3. Seamless Communication and Coordination: -Networked Systems: Integrated communication systems that connect soldiers, units, and command centers are vital. AI facilitates this networked warfare by ensuring seamless, secure, and real-time information sharing and coordination. -Information Dominance: AI-driven systems that collect, process, and disseminate intelligence data ensure that soldiers have access to the most accurate and timely information. This information dominance is critical for maintaining a strategic advantage on the battlefield. These three components work together to create an AI-powered super soldier capable of superior performance in complex and dynamic combat environments. Advanced AI integration enhances decision-making and operational capabilities, enhanced physical and cognitive abilities improve performance and survivability, and seamless communication ensures coordinated and effective action. #soldier #military #ai #augmentedreality #artificialintelligence #physical #cognitive #technology

Do beards actually break the seal of gas masks? Thanks for sharing David Rosa. "They may have anecdotal evidence of 1 to 5 people who they see fail the fit test, but that can’t be extrapolated to hundreds of thousands of airmen.” For decades, U.S. military leaders have prohibited service members from growing beards, arguing that facial hair not only disrupts a clean, professional appearance, but also interferes with the seal of a gas mask, oxygen mask or other devices that service members wear to survive hazardous environments. While many military leaders defending the beard prohibition have repeated the claim that beards break gas mask seals, one Air Force doctor has found no direct scientific evidence to support it. Click on picture below to find out more. #military #facialhair #beards #gasmasks

Have you seen this article where "Army Pilots" save a man’s life after day of ‘bad luck?’ When a contract worker at Fort Novosel, Alabama suffered a medical emergency, the aviation soldiers found themselves at the right place at the right time. #military #army #pilots #aviation #medical #emergency #soldiers