Employment Summary for July 2020

Despite recent COVID-19 spikes the U.S. economy added 1.8 million jobs and unemployment fell to 10.2 percent providing support to the optimism reflected in the continued financial market rally. Economist forecasts had anticipated a weaker rebound with an addition of about 1.4 million jobs. Instead the U.S. Bureau of Labor Statistics (BLS) reported stronger recovery associated with continued resumption of economic activity.

“The world of work may look different as we emerge from the pandemic,” said President and CEO of Management Recruiters International (MRI) Bert Miller, “but the fundamental demand for highly qualified people to reinvigorate the economy and provide the goods and services we all need will be higher than ever. We continue to see talent needs as our global Network of recruiters respond to our clients in the executive, professional and technical sectors. We anticipate even higher activity as effective virus treatments become a reality. Skilled American workers have always been and will continue to be the driving force behind our recovery.”

The BLS reported total non-farm employment rose by 1.8 million in July, and the number of unemployed persons fell by 1.4 million to 16.3 million. For the first time since the pandemic-driven shutdown of the economy, unemployment for a large segment of the non-farm payroll — adult men — fell below the 10 percent barrier at 9.4 percent.

According to the BLS notable job gains in July occurred in leisure and hospitality, government, retail trade, professional and business services, other services, and health care. The BLS also noted that the number of persons employed part time for economic reasons (sometimes referred to as involuntary part-time workers) declined by 619,000 to 8.4 million in July, reflecting a decline almost 700,000 in the number of people whose hours were cut due to slack work or business conditions.

“What the data continues to tell me is that we’re making progress from the pain that was most acute back in March and April. So we continue to have this recovery, but it’s uneven,” said Michael Arone, chief investment strategist for the U.S. SPDR business at State Street Global Advisors in comments to CNBC. “We still have a lot of wood to chop here, but we’re moving in the right direction.”

“We have seen a very troubling increase in COVID-19 cases in many states that had reopened for business, but we continue to be cautiously optimistic that the overall U.S. economy has turned a corner, and that the solid job gains announced today will be sustained," said Tony Bedikian, managing director of Citizens Bank in an interview with Fox Business.

Employment in leisure and hospitality increased by 592,000, accounting for about one-third of the gain in total nonfarm employment in July. Employment in food services and drinking
places rose by 502,000, following gains of 2.9 million in May and June combined. Over the month, employment also rose in amusements, gambling, and recreation (+100,000).

A July job gain in federal government (+27,000) reflected the hiring of temporary workers for the 2020 Census.

In July, retail trade added 258,000 jobs. Employment in the industry is 913,000 lower than in February. In July, nearly half of the job gain in retail trade occurred in clothing and clothing accessories stores (+121,000). By contrast, the component of general merchandise
stores that includes warehouse clubs and supercenters lost jobs (-64,000) following robust gains in recent months.

Employment in professional and business services increased in July (+170,000). Most of the July gain occurred in temporary help services (+144,000).

Health care added 126,000 jobs, with employment growth in offices of dentists (+45,000), hospitals (+27,000), offices of physicians (+26,000), and home health care services (+16,000). Job losses continued in nursing and residential care facilities (-28,000).

Employment in transportation and warehousing rose by 38,000 in July, following an increase of 87,000 in June. In July, employment rose in transit and ground passenger transportation (+20,000), air transportation (+16,000), and couriers and messengers (+9,000).

Manufacturing employment increased by 26,000 in July. An employment gain in motor vehicles and parts (+39,000) was partially offset by losses in fabricated metal products (-11,000),
machinery (-7,000), and computer and electronic products (-6,000). Manufacturing has added 623,000 jobs over the past 3 months.

Financial activities added 21,000 jobs in July, with most of the gain in real estate and rental and leasing (+15,000).

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Effective Leadership in Times of Crisis

The coronavirus pandemic has placed heavy burdens on business leaders. The sheer size of the outbreak and its unpredictability generate fear among employees and make it challenging for executives to respond effectively. But during a crisis like COVID-19, people look to their leaders for direction and compassion; they need to have confidence in their ability to navigate the company into the future.

“If we truly believe that people are our most important asset, then we must lead them and communicate with them while providing an organization they can believe in,” says Bert Miller, President and CEO of MRINetwork. “In times of crisis, people need a solid anchor. They need their leaders to distill what’s happening for them so that they understand the why of what’s behind decisions that are being made. It’s important to show that leadership cares for the individual, the company and the community.”

Beyond caring, leaders must show they have a plan. “Timing is important, and you don’t need to have everything determined,” says Miller, “but you do need to be calm, confident and transparent about what is driving decisions. A leadership team that looks ahead proactively, and responds rather than reacts, goes a long way toward helping people in volatile times.”

COVID-19 has already changed the way we live and work. At the same time most companies are still trying to determine the long-term impacts on their business, they also have to inspire trust in their workforces, who are trying to function and perform while struggling to cope with what is happening in their daily lives. “To inspire trust, you have to have something of a trust bank built up in the past that confirms trust as a core value,” Miller believes. “The ability of leaders to address people’s needs, especially in a crisis situation, is the foundation of trust.”

Miller has spent more than 25 years helping companies strengthen their workforces with top-level performers; his advice to companies in crisis today is gleaned from what he’s learned from some of best business leaders in the world:

• Know what’s happening in your organization. Gather feedback from all areas and all levels of the organization.

• Put your most visible leaders on the front lines based on compassion and caring, essentially EQ. Workers will remember the faces and voices you empower to lead during this time. Be sure those voices are not only smart and accomplished, but also compassionate and caring.

• Integrate your company’s purpose and values into every communication and initiative. Shared purpose and values give employees the sense of connection they need right now.

• Tell a story, don’t just circulate the data. People are wired to find meaning and respond best to stories and analogies during times of great stress. They want to have insight into the larger story.

• Make sure all communication is consistent. Leaders throughout the organization have to be on the same page so pay attention to the tone and the principles behind every communication.

• Now is the time to rethink remote workforce capabilities for at least some of your workforce.  Although setting up new ways of doing things might not seem like a good idea during a crisis, the current situation leaves many companies with no other choice. Determine how you can help your people make full use of technology to do their jobs and provide other resources they need as they embrace an altered world of work.

Miller’s final piece of advice to leaders: “Focus your team’s attention - don’t let the current crisis distract them and provide as normal of an environment as possible in abnormal times. Pivot as needed and ensure leadership is aligned on your business’s objectives,” he says. “Consistently focus some of your attention on getting your organization and your workforce to the future.”

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Employment Summary for June 2020 (from BLS Report)

Following strong May results, the hiring recovery continued to gain momentum with much better than expected job gains in June. The U.S. jobless rate fell 2.2 percentage points to 11.1 percent and payrolls rose by 4.9 million as businesses continued to look to a future free of pandemic-induced supply chain disruptions and its drag on overall demand.

“Today’s employment data adds support to a business trend our Network of almost 400 executive recruitment offices have reported. We continue to see month-over-month improvements in client demand for professional, technical, executive and managerial talent,” said Bert Miller, president and CEO of MRINetwork. “In spite of travel barriers and limitations on face-to-face interviewing, companies are recognizing the need to strengthen their organizations by hiring talented people who can thrive in the new world of work which is emerging from the coronavirus-impacted economy.”

Forecasts for the June jobs report had been wide ranging with a consensus 2.9 million new jobs. Analysts remained more uncertain than normal after the surprising gain of 2.5 million jobs versus a consensus of a decline of 7.5 million jobs in May. “We’ve got big forces at work here,” said James Sweeney, chief economist at Credit Suisse Group AG in comments to Bloomberg. “In addition to the return of workers and the (May) misclassification, more recently you have the new wave of infections slowing the return. So, this is tricky.” The June jobs report is also expected to influence congressional debate over the dimensions of an anticipated federal coronavirus relief bill.

The BLS reported broad improvements in the labor market reflecting the continued resumption of economic activity that had been curtailed in March and April due to the coronavirus pandemic and efforts to contain it. In June, employment in leisure and hospitality rose sharply. Notable job gains also occurred in retail trade, education and health services, other services, manufacturing, and professional and business services.

Total nonfarm payroll employment increased by 4.9 million in June, following an increase of 2.7 million in May. These gains reflect a partial resumption of economic activity that had been curtailed due to the coronavirus pandemic in April and March, when employment fell by a total of 22.2 million in the two months combined. In June, nonfarm employment was 14.7 million, or 9.6 percent, lower than its February level.

Commenting on the June results to Fox Business, Andrew Chamberlain, chief economist at Glassdoor noted the better-than-expected report provided a “powerful signal of how swiftly U.S. job growth can bounce back and how rapidly businesses can reopen once the nation finally brings the coronavirus under control - a reason for optimism in coming months.”

Also commenting on the June jobs report and noting the current resurgence of coronavirus cases, economist Thomas Simons of Jeffries added, “There's continued risk that a second-wave could reverse some of these job gains in July, but that should not take away from the strength of the June data.”

In June, employment in leisure and hospitality increased by 2.1 million, accounting for about two-fifths of the gain in total nonfarm employment. Over the month, employment in food services and drinking places rose by 1.5 million, following a gain of the same magnitude in May. Despite these gains, employment in food services and drinking places remains down by 3.1 million since February. Employment also rose in June in amusements, gambling, and recreation (+353,000) and in the accommodation industry (+239,000).

Employment in retail trade rose by 740,000, after a gain of 372,000 in May. On net, employment in the industry remains 1.3 million lower than in February. In June, notable job gains occurred in clothing and clothing accessories stores (+202,000), general merchandise stores (+108,000), furniture and home furnishings stores (+84,000), and motor vehicle and parts dealers (+84,000).

Professional and business services added 306,000 jobs in June, 1.8 million below its February level. In June, employment rose in temporary help services (+149,000), services to buildings and dwellings (+53,000), and accounting and bookkeeping services (+18,000). By contrast, employment declined in computer systems design and related services (-20,000).

Construction employment increased by 158,000 in June, following a gain of 453,000 in May. These gains accounted for more than half of the decline in March and April (-1.1 million combined). Month-over-month gains occurred in specialty trade contractors (+135,000), with growth equally split between the residential and nonresidential components. Job gains also occurred in construction of buildings (+32,000).

Financial activities added 32,000 jobs in June, with over half of the gain in real estate (+18,000).

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

How will remote work affect the employee experience long term?

Even as restrictions ease and businesses reopen, it seems almost certain that the workplace has been permanently altered. Although many people will physically return to their places of work, many may not do so or at least not every day. The work week for information-based jobs will likely evolve into a hybrid of work from home and work at the office; work is more than ever what you do - not where you go.

This transformation will have a profound effect on employee engagement and experience. Leaders must ensure that their companies are giving their employees everything they need to stay productive in a positive environment - regardless of their location. So what steps can your business take to give your people what they need in this transformed world of work?

Provide clear leadership. From the top down, an environment of respect, trust, transparency and mutually understood expectations is imperative to the success of remote work. Especially when times are difficult, straight talk from leadership about the reality of what’s happening and what it means to the individual and the business alleviates some of the stress of uncertainty.

Assess your digital preparedness. Leveraging digital technologies is critical to managing your remote workforce and requires careful planning, execution, and organizational agility. “All your business systems should be easily accessible, available across a spectrum of devices, and with sufficient levels of network security appropriate for an individual firm,” says Nancy Halverson, MRINetwork SVP, Global Operations. “Your people need a seamless digital platform that they can access from anywhere for functions ranging from onboarding to training to meeting with their teams.” She also recommends the use of video. “Video chat tools like Zoom, GoToMeeting and Google Hangouts are a great way to hold video meetings without losing nonverbal, visual cues. Our recruitment network has seen a significant uptick in remote interviewing via video for even senior-level white collar jobs indicating how far remote management skills have gained footing in the business world.”

Continue to develop your employees. This means not only measuring and assessing employee performance but also looking at whether they are getting sufficient training to perform well. Are they receiving adequate coaching and mentoring from their supervisors? Do they have the tools they need not only to do their work but also to grow and improve? “Encourage your team to take control of how and when they do their work so that they feel empowered,” advises Halverson. “Develop a culture that promotes the exchange of feedback between employees and managers.”

Communicate, communicate, communicate. Keeping remote employees informed and in the loop assures them not only that they are an integral part of a larger organization, but also that the organization has a vested interest in their well-being. Don’t assume that because you hear no complaints from them - or from your customers or clients - that no problems or concerns exist. Encourage their questions and concerns so that they raise issues they face quickly and proactively. You’ll be able to solve problems more efficiently and keep your people feeling satisfied and appreciated.

“The responsibility for good communication works both ways,” observes Halverson. “Good remote workers understand the importance of reaching out to their team members. So keep an eye on the interaction among them to be sure that they are sharing the context and relevant details their colleagues need from them.”

Promote well-being. Working remotely can be lonely, leading to feelings of disconnection among team members and difficulties in protecting your company’s culture. “Make helping your people maintain a healthy work-life balance a priority,” says Halverson. “Provide access to resources and discussions around topics like mental health, meditation, and exercise.”

Companies that look after their employees have engaged workforces. And that translates into workers who are committed and productive, even when they’re working remotely.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Employment Summary for May 2020 (BLS Report)

The financial market rally in recent weeks proved to be prescient as the U.S. jobless rate fell to 13.3%, and payrolls rose by 2.5 million, suggesting jobs are rapidly returning the coronavirus-hobbled economy.

“Our Network managers, in almost 400 executive recruitment offices, anticipate upticks in sequential professional, technical, executive and managerial hiring demand in the second half 2020 that might indicate continued steps in a positive return towards recovery,” said Bert Miller, president and CEO of MRINetwork.

The mandated shutdown of a large segment of the U.S. economy, to reduce the spread of the coronavirus, had been expected to result in significantly higher unemployment levels. Economist forecasts had called for a decline of 7.5 million in May payrolls and a jump in the unemployment rate to 19%. Instead the Bureau of Labor Statistics (BLS) shocked many experts. Over the next days and weeks analysts will be exploring impacts of initiatives like the Paycheck Protection Program (PPP) to help explain the unexpected improvement which wasn’t limited to the U.S. figures. North of the border, Canadian employment rose 290,000 in May, compared with forecasts of a 500,000 slump, its statistics office reported.

The BLS reported total non-farm employment rose by 2.5 million in May, and the unemployment rate declined by 1.4% to 13.3%. The total number of unemployed persons fell by 2.1 million to 21.0 million workers. When viewed versus data in the pre-coronavirus period, the number of unemployed persons is up by 9.8 percentage points and 15.2 million, respectively since February.

“Barring a second surge of Covid-19, the overall U.S. economy may have turned a corner, as evidenced by the surprise job gains today, even though it still remains to be seen exactly what the new normal will look like," said Tony Bedikian, head of global markets at Citizens Bank, reported Fox Business.

“May was this transition month. The layoffs were very high, but in the latter part of the month, rehiring started. This employment report is probably the peak of the disaster in the labor market,” said Ethan Harris, head of global economics at Bank of America, reported CNBC.

According to the BLS, large employment increases occurred in May in leisure and hospitality, construction, education and health services, and retail trade. Government employment continued to decline sharply.

Employment in leisure and hospitality increased by 1.2 million, following losses of 7.5 million in April and 743,000 in March. Over the month, employment in food services and drinking places rose by 1.4 million, accounting for about half of the gain in total nonfarm employment. Construction employment increased by 464,000 in May, gaining back almost half of April's decline (-995,000).

Employment increased by 424,000 in education and health services in May, after a dramatic decrease of 2.6 million in April. Healthcare employment increased by 312,000 over the month, with gains in offices of dentists (+245,000), offices of other health practitioners (+73,000), and offices of physicians (+51,000). Elsewhere in healthcare, job losses continued in nursing and residential care facilities (-37,000) and hospitals (-27,000).

In May, employment in retail trade rose by 368,000, after a loss of 2.3 million in April. Over-the-month job gains occurred in clothing and clothing accessories stores (+95,000), automobile dealers (+85,000), and general merchandise stores (+84,000). By contrast, job losses continued in electronics and appliance stores (-95,000) and in auto parts, accessories, and tire stores (-36,000).

Professional and business services added 127,000 jobs in May, after shedding 2.2 million jobs in April. Over the month, employment rose in services to buildings and dwellings (+68,000) and temporary help services (+39,000), while employment declined in management of companies and enterprises (-22,000).

Financial activities added 33,000 jobs over the month, following a loss of 264,000 jobs in April. In May, employment gains occurred in real estate and rental and leasing (+24,000) and in credit intermediation and related activities (+7,000).

In May, employment continued to decline in government (-585,000), following a drop of 963,000 in April. Employment in local government was down by 487,000 in May. Local government education accounted for almost two-thirds of the decrease (-310,000), reflecting school closures.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Rated one of the best for 4 years in a row

MRINetwork Recognized by Forbes as One of Nation's Top Talent Access Firms

Over 18,000 HR decision makers and candidates who utilized a search firm in the past year, as well as thousands of recruiters surveyed by Forbes, recognized MRINetwork as among the elite top 20 of the country’s 15,000 search firms.

We are proud to receive this designation for the fourth consecutive year, and are most grateful to our talented professionals, whose focus on meeting both candidate and client needs earned this prestigious recognition. Here is the list of top Executive Recruiters.

Forbes.com, a leading source of reliable business news and analysis, enlisted the services of research firm Statista to identify America's most well-respected recruiting firms. Statista compiled two lists of search firms: "Executive Recruiting," those firms focused on roles with at least $100,000 in annual pay; and "Professional Recruiting," firms specializing almost exclusively in positions of under $100,000 in annual salary. Firms with the most recommendations from the thousands of respondents were ranked in order of votes received.

The Trevi Group
“Executive Search for Technology Professionals”
www.TheTreviGroup.com

Using inbound marketing to boost recruiting efforts post-coronavirus

Although we’re still in the midst of coping with the pandemic, we’re beginning to see glimmers of hope for recovery. It may not be business as usual, but for many companies, it will mean ramping up their workforce again. Unemployment rates have soared to new highs after a period of extremely low rates that led to stiff competition for top job candidates, and while it may be some time before they are substantially lower, forward-thinking companies will be looking to replace critical talent and gear up for pent-up demand for goods and services. So this is a good time to consider how to attract the talent you need ahead of your competitors.

“Companies need to stop selling and start generating demand. Begin by creating and distributing quality content that gets the attention of your desired audience. To build trust among relevant individuals, provide information that enhances your reputation as a thought leader in your space. Illustrate your values and highlight your company culture to enhance your employer brand. Inbound marketing is all about creating interest, warming up relationships, and getting people to come to you and your organization,” says Patrick Convery, MRINetwork Sr. Marketing Manager.

What exactly is inbound marketing? According to Hubspot, a marketing software firm, “Inbound marketing is a business methodology that attracts customers by creating valuable content and experiences tailored to them. While outbound marketing interrupts your audience with content they don’t want, inbound marketing forms connections they’re looking for and solves problems they already have.”

With this in mind, here’s how your organization can use inbound marketing to attract top talent.

“First,” says Convery, “it’s essential that you have a well-defined idea of the type of person you aim to hire for your company so that you can market to them effectively.” To do this, the publication Social Media Today recommends that you create “candidate personas” to form a clear picture of the audience you want to target.

“What education is needed, what essential skills are required, what other factors are pertinent to the specific position? Probe these areas with your team so you can target the people who fit your needs,” advises Convery. ”This process helps you to refine your inbound marketing efforts and streamline your campaigns on social media platforms such as LinkedIn.”

Second, you should think strategically about the content on your website. “Not every person that comes across your content or website is ready to apply for a position,” as noted by Social Media Today. “Some people are curious, passively seeing what opportunities are out there or simply researching, and this is precisely why it's important for you to create and publish as many useful content types as possible to support them.”

This type of content can take the form of white papers, eBooks, webinars and articles. “Keep giving, keep educating, and don’t ask for anything in return. Eventually, these people will come to you,” says Convery. “If you’re searching for a pipeline of potential applicants, take a look at those who opt-in for more content via email and YouTube subscriptions - and reach out to those who engage with your social posts.”

Remember that inbound marketing revolves around providing outstanding content. This means that even after you have caught the attention of your target audience, you must continue to engage them with dynamic content that keeps them coming back and instills the idea that your company is a good place to work.

“Of course as an employer, you can research and implement an effective inbound program on your own. But in today’s fast changing social media environment, you may want to consult with a professional recruitment firm that’s well versed in emerging media platforms, proficient in developing ongoing thought leadership content, and experts in managing the pipeline of applicants to ensure the true game changing talent rises to the top,” noted Convery.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Summary of BLS Employment Report for April 2020

As expected, the decision to mandate the shutdown of a large segment of the U.S. economy in efforts to reduce the spread of the coronavirus delivered record acceleration in the rate of unemployment. Just two months ago, payrolls increased by 230,000 jobs and unemployment fell back to a half century low of 3.5%.

The Bureau of Labor Statistics (BLS) reported the unemployment rate increased by 10.3 percentage points to 14.7%. That is the highest rate and the largest month-over-month increase in the history of the series dating back to 1948. Total number of unemployed persons increased by an astonishing 15.9 million to 23.9 million in April.

“The job losses and high unemployment mark a sharp pivot from just a few months ago, when the economy was pumping out hundreds of thousands of new jobs, and joblessness was hovering near 50-year lows. The jobs bust has been widespread,” noted the Wall Street Journal in an article issued shortly before April results were announced. Economists, meanwhile, had forecast an unemployment rate of 16% from 4.4% in March.

The stock market reaction at today’s opening, indicate that investors have already baked these numbers into their forecasts and have weighed anticipated steps in lifting restrictions.

“The jobs report marks a sobering moment in our history, while it also likely marks the bottom of the economic contraction with hope for a better remainder of the year,” said Bryce Doty, senior portfolio manager at Sit Fixed income Advisors, in a Bloomberg report.

Unemployment increases were widespread throughout the industries reported by the BLS. Roles in leisure and hospitality plummeted by 7.7 million, or 47 percent with almost three-quarters of the decrease in food services and drinking places (-5.5 million).

As the healthcare industry shifted to coronavirus mitigation the BLS data indicated that the remaining sectors in healthcare saw a decline by 1.4 million led by losses in offices of dentists (-503,000), offices of physicians (-243,000) and in offices of other healthcare practitioners (-205,000). There were declines too in professional and business services, construction, manufacturing, transportation and warehousing and in the financial sector among a broad range of industry declines.

In April, employment in retail trade declined by 2.1 million. Job losses occurred in clothing and accessories stores (-704,000), motor vehicle sales (-382,000) and furniture and home furnishing stores (-209,000). By contrast, the component of general merchandise stores that include warehouse clubs and superstores, that were largely unaffected by mandated closure gained 93,000 jobs.

Total government employment dropped by 980,000 in April with employment in local government down by 801,000 in part reflecting school closures according to the BLS.

Reported by CNBC, “The bleak numbers paint a pretty dismal picture, but April may be it for job losses going forward with the country starting to reopen,” said Chris Rupkey, chief financial economist at MUFG Union Bank. “If there is a silver-lining in today’s dismal jobs report, it is in the realization that the economy cannot possibly get any worse than it is right now.”

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Coronavirus and managing remote work

With the global spread of the coronavirus pandemic, workers across industries have been forced to work from home where possible. Companies such as Google, Microsoft, Apple, Amazon, and many others around the world have all initiated mandatory work-from-home policies. While many other companies are unable to allow for remote work, which has led to mass layoffs, remote work can be both a blessing and a curse for those who can do it.

Meanwhile the World Health Organization has indicted that we should expect this work situation to become the “new normal” for the foreseeable future. But working from home can be a major transition for people who have always worked in an office and it may require an adjustment period. “Some employees are working from home for the first time,” observes Nancy Halverson, SVP, Global Operations. “They have to figure out how to work effectively in an environment that may be distracting, isolating and disruptive to productivity.”

Communication is key, believes Halverson. “That means leveraging technology like Skype and Zoom to establish day-to-day communication and keep people feeling connected and focused on their jobs,” she says. “Your employees are bound to have many concerns about the impact not only to their workday, but also about the longer-term implications for the economy and their jobs. Communicate with them often about the impacts of the pandemic to your business and encourage employees to express their concerns and questions.”

Halverson suggests offering clear guidelines for people who are new to working from home. “Your team needs to know exactly what is expected of them,” she says. “Not being crystal clear about expectations can lead to problems that can cause major disruptions in your team’s workflow and performance. Clarify what tools your team will use, how you will communicate, what hours everyone is expected to work and when projects will be completed. Put the plan in writing so that everyone understands it and knows what is expected of them.”

“It’s also important to remind them to treat remote work the same way as if they were working from their office,” she says. “They should be making the effort to create a dedicated workspace - and resisting the temptation to lounge around in pajamas all day.”

Keep in mind, too, that when working remotely, employees don’t always receive the same level of feedback on their work as they would in the office. “Make sure to provide consistent feedback,” says Halverson, “even something as simple as an email that shows you’re aware of what they’re accomplishing. Ask how they are adjusting, how they are feeling and if they are having struggling with anything.”

The coronavirus has dramatically changed the way many people in the U.S. and abroad are working. It’s critically important that during these uncertain times your employees feel valued and that their well-being matters. That’s powerful motivation for them to perform well and do their part to keep your business on track.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

COVID-19: What's changing in the IT industry?

The COVID-19 crisis has created global economic upheaval, and as a result, a huge overnight impact on the IT industry. With that in mind, I wanted to take a minute and give you some perspective and insight into what we are seeing and hearing from clients and candidates across the industry.

What trends are you seeing? What are you most afraid of? How can we help you?

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

How to Ace your Video Interview

Dress for Success

• Dress professionally - top to bottom. Not just top torso & head - don't forget about pants/shoes. You never know if you may have to get up and grab a phone to call your interviewer back on a land line!

• Don't have bare shoulders - especially if you are only viewed shoulders up on screen - it will look like you have nothing on!

• Stay away from patterns - solids work best.

Environment

• Noise Levels – turn off radio/TV/cell phone – even white noise like fans, Zen-like waterfalls, loud air conditioners, space heaters, dehumidifiers, etc.

• Put pets away, close the door, and make sure roommates and family members are aware of the importance of quiet!

• Consider putting a note on the door to keep delivery people, sales people, etc. from ringing the doorbell that may trigger pet noise or background chaos.

• If you have the option, set up your computer in a room in which you’re least likely to hear outdoor noise – from trucks, kids, etc.

• Think about what is in the background – a neutral wall with minimal background elements is best. Keep pictures / equipment to a minimum. Move toy bins, adjust angle so your unfinished ceiling insulation isn’t showing.

• Check yourself out on screen – you should be the focus of the video capture – not your stereo equipment.

• Create optimal lighting. Turn on lights in the room so you don’t have a floating head or shut blinds to avoid harsh glare and shadows on your face.

• No eating or chewing gum – and if possible, try to avoid drinking.  If you must take a sip – apologize and sip, then put the drink aside.

Technology

•  Test your microphone sound level and video well in advance of the actual meeting. And again 15 minutes before!

•  Adjust the focus of the camera. Most cameras have the capability to fine tune the crispness of the video.  It's best to have a friend “connect” with you via webcam to tell you how you appear as you adjust the settings.

• Close ALL other programs not necessary for the call – email, instant messaging, office products such as Word, Excel, and close internet browser windows. Not only are these potentially a distraction, but it could also affect your connection quality.

• If possible, hard wire your computer vs. using wireless. If you do use wireless, try to be as close to your router as possible for the strongest connectivity.

• Sometimes firewalls can impact your connection / speed. It may be helpful to temporarily disconnect from VPN or firewalls.   

• Look at the camera, not at the screen when YOU are talking. Its tempting to look at yourself on your computer screen but this not only will appear as though you are looking away to the interviewer, but will also likely cause you to fidget with your hair and lose focus. You would never look at yourself in a mirror if you were interviewing in person – so think of the camera as the interviewer’s eyes and look into it / them!

• Adjust your chair so the camera is at eye level – don’t look down at the camera. Not only does it appear poorly on the other end but that angle is very unflattering for most people!

• If you wear glasses, make sure you don’t have glare on them from the camera; lose the glasses or wear contacts if either are options.

• If your camera has the option of using effects (bunny nose & ears, cowboy hat, pink hair, etc.), don’t use them.

Movement & Pace

• Careful with TOO much movement. If you do experience delays or any choppiness during the connection - heavy movement further accentuates it.   If you are a heavy gesture person – be careful!  Clasp hands in lap – hold on to the sides of your computer – SOMETHING to keep it under control.

• Reactions translate differently when onscreen so it's important to compensate with extra enthusiasm and concise answers.

• Speak succinctly – and pause for a few moments before talking after being asked a question to compensate for the slight time lag.

• Watch body language – it’s easy to forget they can see you!  Don’t look bored (chin resting on your hand), slouchy, don’t look away from the camera when answering questions (remember – think of it as the interviewer's eyes), careful with stretching & scratching.

• If you have a high desktop and rest your arms on it, it’s extra-important not to slouch, so that your shoulders aren’t at your ears.

General

• Login 10-15 minutes before the call in case you have technical problems and / or to ensure you are ready when the interviewer is!

• PRACTICE!  Find someone that will practice with you using ideally the same video technology you will be using during the interview if possible. That person should point out background & environmental distractions, give you honest feedback on how you appear (including where you are positioned in the screen, annoying movements, sound levels, etc.). You may also consider recording yourself on a site such as YouTube so you can see YOURSELF and make adjustments. You should be prepared for the types of questions you are likely to get, so practice the answers so you can judge for yourself how you will appear!

• At the conclusion of a call, be sure the call is fully disconnected before you ‘relax.’ You’re still on camera until the session truly ends.

Don’t Allow This To Happen

Oh well… now you have to see this….

Good Luck!

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

COVID-19: We can help....

While The Trevi Group is well known for finding great talent and top performers for our clients, I wanted you to know that we also handle Outplacement and creative staffing alternatives that could significantly reduce your company’s costs and maximize your team’s morale and performance during this crisis.

1. For example, if you are looking to reduce hours for some of the staff, or need to layoff some staff, we have an option that can reduce costs. As an example, we have a couple of clients that are laying off staff, but need 2-3 of these individuals are needed to work part time hours for get critical things done. What we are doing is moving these individuals to our payroll system, and then having them work for the company on a part time basis -- thereby substantially reducing payroll costs and the heavier burden relationship associated with direct employees. 

2. Additionally, for the talented individuals that you need to lay off, we are providing outplacement services. We are helping these individuals transition their careers, and allowing you to provide compassionate support as they exit. When these individual are treated well, the result is higher morale and productivity for those that are retained in the organization.

The bottom line is that we are here to help and support you in every way we can. Let us know if either of these options make sense for you in today’s uncertain economy and unrest?

Contact us at Info@TheTreviGroup.com to discuss how we can help you.

The Trevi Group | Executive Search for Technology Professionals | www.TheTreviGroup.com



Three tips on effective remote interviewing to make that critical hiring decision

Because the health and safety of the U.S. workforces and their families are at the forefront of everyone's mind during the current Coronavirus outbreak, many companies have implemented strict no travel policies. One of the outcomes of this is an increase in virtual job interviews via phone and video conferencing.

Some hiring managers and recruiters are actually seeing an upside to the restrictions. “They are able to get in touch with clients and candidates more easily because they’re at home and may welcome the chance to speak with you,” observes Suzanne Rice, Sr. Director, Business Services. “They’re not traveling, which is often a big challenge for recruiters trying to meet potential candidates.”

Although the practice of remote interviewing is not uncommon, now’s a good time to review how to effectively identify the best candidates without a face-to-face meeting.

Keep the technology simple

You’ll require a web camera with high resolution; Zoom or Skype (or any other video chat software; we use RingCentral in our office) already installed; a neat and clean background; and a well-lit space. Your candidates might need some time to get these requirements together so tell them the specifics as soon as you can.

“Do a trial run a day or two before you conduct the interview,” advises Rice. “Set up and test the camera and sound you will use for the actual interview. You want to eliminate technical difficulties as much as possible since they can be a distraction.”

Put the candidate at ease

Focus on eye contact with the candidate. Look at the camera, using lean-forward body language to engage with them. ”Maintain a friendly demeanor throughout the interview,” says Rice. “This will help the candidate relax and encourage them to talk more naturally.”

Rice also recommends that you spend more time listening attentively. You can provide insight about the business, the job and the team, but limit your own time for talking. “Be sure to give the candidate the opportunity to ask you questions at the end of the interview,” she says. “If you’re new to remote interviewing, you might even ask for suggestions on what might have been helpful to them.”

Remember that it’s a lot like a face-face-interview

Just as you would if you were meeting with the candidate in your office, have a clearly defined profile of the responsibilities and duties of the job the candidate is applying for, as well as the abilities, skills and knowledge needed to perform them. Prepare objective, behavior-based questions that assess their suitability for the work and their potential to succeed in your culture.

If the position will report to a manager under you, you may want to include that person in the interview. “This gives them a chance to ask more job-specific questions and determine if the candidate will fit into their team,” says Rice.

Although some companies are delaying the hiring process because of the virus, businesses that elect to use video conferencing to stay on track with hiring will be better positioned following the upheaval, especially in today’s candidate-tight environment. Amidst health concerns and disruptions, they are demonstrating their ability to keep their businesses on a steady course.

The Trevi Group | Executive Search for Technology Professionals | www.TheTreviGroup.com



Help Nashville Recover from the March 3rd Tornadoes

We encourage you to donate to Nashville’s recovery efforts. Many organizations are working hard to help families that have lost so much, and are working to rebuild what has been destroyed.

WKRN.com has a great listing of many organization that are helping, and that you can contribute to.
Click here to go to their website . Or go to the following website to get more information about how you can help.

• United Way

• GoFundMe

• American red Cross

• Salvation Army

• Second Harvest Food Bank

• Community Foundation of Middle TN

• Crisis Center/2-1-1

• Hands On Nashville

• Music City Tornado Relief — #NashvilleStrong

The Trevi Group
”Executive Search for Technology Professionals”
www.TheTreviGroup.com

Employment Summary for February 2020 (from BLS Report)

February was a big month for hiring, according to the latest Bureau of Labor Statistics report. In fact, employment had such a strong surge that the U.S. posted the best jobs numbers since May 2018, according to Bloomberg.

“Payrolls rose 273,000 after the prior month was revised up to also reflect a 273,000 gain, according to Labor Department data Friday that beat all forecasts in Bloomberg’s survey calling for 175,000. The jobless rate fell back to a half-century low of 3.5% as average hourly earnings climbed a steady 3% from a year earlier,” according to the publication.

As CNBC noted, meanwhile, the figures overall have been strong in recent months as well so this jobs report is following a welcome trend for employment: “The previous two months’ estimates were revised higher by a total of 85,000. December moved up from 147,000 to 184,000, while January went from 225,000 to 273,000. Those revisions brought the three-month average up to a robust 243,000 while the average monthly gain in 2019 was 178,000.”

“An important piece of good news here is that while we face these extraordinary uncertainties -- and I think that’s going to continue throughout most of 2020 -- our economy coming into this was much more resilient than say Germany or Japan,” Lara Rhame, chief U.S. economist for FS Investments, said in an interview with Bloomberg TV.

Despite the strong jobs figures, however, the Federal Reserve warned that there could be economic disruption due to the coronavirus in the coming months. “Such a risk to economic activity spurred the central bank to cut interest rates Tuesday in the first emergency move since the 2008 financial crisis,” according to Bloomberg.

Notably, after the rate cut announcement, Fed Chairman Jerome Powell said: “The fundamentals of the economy remain strong,” citing the low unemployment rate, solid pace of job gains and steady wage increases. “Still, Treasury yields have continued to plunge on signs the virus is spreading uncontained,” as noted by Bloomberg.

In terms of other important figures in the jobs report, hourly earnings rose 0.3% from the prior month. “The report reflected a second-straight month of robust government hiring, which rose by 45,000 after a 51,000 gain in January, owing to employment at state and local governments,” according to Bloomberg.

The Trevi Group | “Executive Search Firm for Technology Professionals” | www.TheTreviGroup.com

Identifying employee metrics and people analytics that matter

If you want to build (and keep) a successful and productive team, it’s imperative that your organization keep metrics and track data on employees. But even though the use of people analytics has become more common, many companies don’t really have a clear grasp of the specific metrics that affect performance in their organizations.

“It can also be overwhelming to figure out just what data you should be tracking and relying on to enhance your company’s performance,” says Nancy Halverson, MRINetwork Senior Vice President, Global Operations. “Today there are more than enough ways to track people analytics and it can be detrimental to use the wrong ones to build a business.” Everything from new hire performance to job absence rates are typically kept on hand by a human resources team. But not everything is entirely valuable to focus on for your organization.

“Once organizations focus in on the metrics that work for their businesses, the next step is the acknowledgment that the value of metrics increases exponentially when measured over time,” according to Forbes. “Unless certain metrics immediately point to a major issue, it is perhaps shortsighted to take significant action based on one or even two years’ data.”

Halverson points to three employee metrics that actually matter (and why):

First, it’s important to keep tabs on employee turnover and time to fill, especially the costs associated with these aspects of hiring and retention. “In today’s labor market, CEOs and senior leaders are focused on the time that it is taking to fill open positions, placing huge burdens on any organization’s talent acquisition function,” according to Forbes.

“These are critical metrics to follow because high turnover rates, for example, can greatly impact your company’s productivity,” says Halverson. “Instead, you want to keep your top employees with your organization for years so that you don’t need to waste time filling - and then refilling - a position repeatedly.”

Next, you should also keep tabs on how regularly employees are hitting performance goals. These should be set up in performance review conversations and checked up on during one-on-one meetings between managers and their teams. “Some organizations place great emphasis on goal-setting and often will apply HR metrics,” according to Forbes. “That said, using this metric must start with the quality of the goals being set. This alignment is true for both organization and individual goals.”

Finally, job engagement is a critical people analytics metric that you should keep a close eye on as you consider what to follow. Although this can be trickier to measure objectively, meaningful data can be collected via surveys and during performance review conversations. “Basically, you want to keep employees happy in their roles so that they continue to grow and develop at work,” advises Halverson, “and tracking engagement illustrates just how good of a job leadership is doing to accomplish this.”

According to Forbes, “A natural link exists between engagement and absence rates. Unless there are community or job-based factors that raise the absence rate, these two metrics very often move together but in opposite directions.”

In sum, there are many people metrics that a company should consider when helping their organization succeed. Employee turnover rates, time to fill, performance goals met and job engagement are just some of the most important. By tracking this information and using it to inform how the company is run you’ll be able to identify patters that predict performance - and have happier employees who are more productive.

The Trevi Group | Executive Search for Technology Professionals | www.TheTreviGroup.com

Keeping people who work remotely engaged and motivated

In 2020 and beyond, having remote workers at your organization will likely become even more prevalent. Therefore, it’s of the utmost importance to have a powerful strategy in place to ensure that your employees are kept engaged and motivated. After all, physical distance between a manager and workers can lead to mishaps, including poor communication, feelings of isolation and a decrease in efficiency.

“An effective remote worker plan can mean happier workers who feel decreased pressure by not having to answer to office constraints,” says Nancy Halverson, MRINetwork Senior Vice President, Global Operations. “They are often able to achieve a level of work-life balance that is more difficult to manage in a traditional work setting.” She noted that a recent study reported by Inc. Magazine and Business Insider found that workers who can do their jobs remotely at least on a part-time basis tend to be more at ease.

“Video conferencing company Owl Labs surveyed 1,200 U.S. workers between the ages of 22 and 65 for its 2019 State of Remote Work report, and found that employees who regularly work remotely are happier and stay with their companies longer than on-site employees. Of the more than 1,200 people surveyed, 62% work remotely at least part of the time,” according to the publication.

To help make sure your company’s remote worker plan is implemented in the strongest possible ways, here are three tips to follow:

1. Foster connection among remote workers.

According to Forbes, “Isolation can really take a toll on remote workers. If you’re holed away in a home office with little human contact, that’s unhealthy. In addition to that, remote workers often miss out on casual friendships and interactions that go hand in hand with working in an office.” To aid in preventing feelings of isolation, Halverson recommends holding weekly conference calls between employees in which everyone shares updates about their lives. “You might also consider having workers set up one-on-one check-ins with one another to help them become friends and feel connected,” she says.

2. Collect regular feedback from workers and clients.

Beyond creating opportunities for connection, it’s also crucial that you get thoughts and opinions from your workers and the clients they’re helping in their remote capacity. “Not all remote workers receive the benefit of performance reviews, or even knowing whether or not their client or boss is happy with their latest project. Worse, clients may not take the time to tell you if something is wrong. Instead, they simply won’t hire you again,” according to Forbes. “To combat this,” says Halverson, “hold performance evaluations and garner feedback from clients so that you can better understand the needs and challenges from all parties. You’ll get valuable information that you can use to improve quality of life for all involved as a result.”

3. Promote independence for your workers.

This final tip centers on promoting a culture of freedom and flexibility. According to The Muse, “Because you don’t have colleagues just a few feet away or a tech team one floor down, you’ll find yourself developing the skill of looking for your own answers and becoming more proactive to find what you need on your own.” As a boss, therefore, it’s important that you don’t micromanage your workers. “Allow them to truly enjoy their remote work opportunities and have confidence in their ability to get the job done as opposed to nagging them for constant check-ins,” advises Halverson. “Your people will be happier and more motivated for it.”

Remote work can encourage more effective workers in many different ways. By fostering connections among your staff, getting regular feedback and boosting an environment of independence, you’ll build a strong culture for remote work. This, in turn, will lead to greater efficiency and higher retention rates.

The Trevi Group | Executive Search for Technology Professionals | www.TheTreviGroup.com

Employment Summary for January 2020 (BLS)

In the Bureau of Labor Statistics’ Employment Situation report, the U.S. saw employment rise by 225,000 in January, while unemployment remained about the same at 3.6%.

The numbers show that “U.S. employers ramped up hiring in January and wage gains rebounded, providing fresh evidence of a durable jobs market that backs the Federal Reserve’s decision to stop cutting interest rates and hands President Donald Trump an early election-year boost,” according to Bloomberg.

Notably, there were strong gains in a number of industries during January, according to the report, including construction, healthcare and transportation and warehousing.

Along with the strong job gains and a low unemployment rate, the numbers beat estimates for growth in January, according to the news publication. “Payrolls increased by 225,000 after an upwardly revised 147,000 gain in December, according to a Labor Department data Friday that topped all estimates of economists. The jobless rate edged up to 3.6%, still near a half-century low, while average hourly earnings climbed 3.1% from a year earlier.” In advance of the report, business experts anticipated a lower total of around 150,000 jobs, suggesting that a slowdown was inevitable given the economy’s long expansion. January was the 112th straight month of job growth since 2010.

“The report is unambiguously good,” said Ed Campbell, portfolio manager at QMA, in an interview with CNBC. “Strong growth and decent but not runaway wage growth should be good for stocks. Of course, we’ve had such a strong week, the markets are taking this in stride given how much we’ve been up so far.”

Additionally, the Bureau of Labor Statistics provided a breakdown of the major worker groups by gender and ethnicity. “Among the major worker groups, the unemployment rates for adult men (3.3 percent), adult women (3.2 percent), teenagers (12.2 percent), Whites (3.1 percent), Blacks (6.0 percent), Asians (3.0 percent), and Hispanics (4.3 percent) showed little or no change over the month.”

Year over year, the job gains in January 2020 were much higher than in 2019 when 175,000 employees joined the workforce. In December, women outnumbered men in the workforce for just the second time in history. That number was mostly unchanged in January, with women continuing to make up just over 50 percent of employees.

The Bureau of Labor Statistics broke down the growth by industry: First, the construction industry saw a strong employment boost for the month with employment rising by 44,000. “Most of the gain occurred in specialty trade contractors, with increases in both the residential (+18,000) and nonresidential (+17,000) components. Construction added an average of 12,000 jobs per month in 2019,” as noted by the data. Interestingly, Bloomberg mentioned that the gains in the construction industry were in part due to the “unseasonably warm month.”

Second, the healthcare industry also experienced strong numbers for the month, adding 36,000 jobs. It’s been a strong year too: “Healthcare has added 361,000 jobs over the past 12 months,” according to BLS data.

Finally, transportation and warehousing saw increases for January 2020, with numbers up by 28,000. “Job gains occurred in couriers and messengers (+14,000) and in warehousing and storage (+6,000). Over the year, employment in transportation and warehousing has increased by 106,000,” as noted by the data.

The Trevi Group | Executive Search for Technology Professionals | www.TheTreviGroup.com

Employment Situation Report - January 2020

Employment Summary for December 2019

In the Bureau of Labor Statistics’ latest report, the manufacturing industry took a hit in the number of jobs available for U.S. workers. In fact, the industry lost 12,000 jobs in December and increased by only 46,000 over the course of the year, according to CNBC. That’s compared to a net increase of 264,000 in 2018.

Overall, there are plenty of jobs in the industry still available, however. In fact, “There were still 477,000 open positions as of October, down less than 5% from the year-ago level, according to the Labor Department’s most recent data,” as explained by CNBC. The publication goes on to suggest that companies are having a difficult time filling positions due to a combination of a skills gap as well as the ongoing U.S.-China trade war.

“Until we have a better-trained, more-skilled workforce, which is not really out there, you’re going to have a lot of these positions open. It’s a challenge,” said Steve Rosen, CEO of Resilience Capital Partners, in an interview with CNBC. “There are job openings, and they are very tough to fill.”

Notably, this comes as the unemployment rate overall held at 3.5 percent, meaning that just 5.8 million people in the U.S. were without a job in December. “A year earlier, the jobless rate was 3.9 percent, and the number of unemployed persons was 6.3 million,” according to BLS data.

In terms of major worker groups and their employment rates, the BLS stated the following: “The unemployment rates for adult men (3.1 percent), adult women (3.2 percent), teenagers (12.6 percent), Whites (3.2 percent), Blacks (5.9 percent), Asians (2.5 percent), and Hispanics (4.2 percent) showed little or no change in December.”

Overall, total nonfarm payroll employment increased by 145,000 in December with the most notable gains coming in retail and health care, according to the BLS data. For the year, "payroll employment rose by 2.1 million, down from a gain of 2.7 million in 2018.”

More specifically, retail trade added 41,000 jobs and “employment increased in clothing and accessories stores (+33,000) and in building material and garden supply stores (+7,000).”

For the health care industry, the field saw a 28,000 boost in December. “Ambulatory health care services and hospitals added jobs over the month (+23,000 and +9,000, respectively).” For the year, the industry added 399,000 jobs, which was higher than the increase of 350,000 in 2018.”

Other industries such as transportation, information, finance and government saw little changes in employment for the month, according to BLS data.

Interest rates are likely to remain the same as a result of this most recent jobs data, according to Bloomberg. “Federal Reserve policy makers are likely to keep holding interest rates steady after cutting three times in 2019 to insure against risks from trade-policy uncertainty and sluggish global growth, though further weakness could raise concerns about the durability of the record-long U.S. expansion,” as noted by the publication.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

Update about our monthly "First Friday Preview" reports...

Over the years, the First Friday Preview monthly newsletter has provided you with information about recruitment trends and actionable insights to attract and engage talent. In 2020 we are refreshing the newsletter with a new name - a name more fitting of the content and goal of the publication.

Look for the new STAR Update (Staffing, Talent Advisory, Recruiting) to be released in the middle of each month, starting with the first issue on January 15.

Also, we’ll continue to provide BLS Employment Situation reports. Please note the January 10, 2020 date for the first report in the new year.

The Trevi Group | “Executive Search for Technology Professionals”