'SHIFT July Report - Trending Topics in the World of Work_

/

Our July issue of SHIFT airs the opinion that we've seen the end of The Great Resignation and are now entering the beginning of The Big Stay; examines whether the return-to-office debate is really over; advises leaders on stress management in the workplace; and identifies the top ten in-demand job skills today.

The Big Stay is the new workplace trend

The Great Resignation is coming to a close, according to Nela Richardson, chief economist at ADP, the payroll-service company — and "the Big Stay," as she dubs it, could be here to stay. Richardson says that workers are increasingly sticking with their jobs in the current economic environment, and she cites a number of factors behind this transition from last year, when more than 50 million employees quit their positions.

Jump to Article > >

CEOs thought the return to office debate was over, but they may be wrong

The latest data from New York City's office market shows that while building visits are higher, the number of workers returning to the office has stalled. Many CEOs had hoped after putting RTO mandates in place, the debate would be over. But the data in key markets like NYC shows that workers are holding out, and experts say part of the issue is leaders have not done the best job of enticing their employees back.

Jump to Article > >

Stress management for leaders

Amid recession fears and stubborn inflation, workplace stress has reached an all-time high, and managers are at the center of the storm. As they navigate their teams through the challenges of the past few years, their mental health has suffered. A Deloitte study found that one third of executives are constantly struggling with fatigue, stress and feelings of being overwhelmed, lonely or depressed. The stress felt by managers can cascade to employees, impacting wellbeing, retention and performance.

Jump to Article > >

The top 10 most in-demand job skills

Jobs and work are going through a major transformation right now — with millions of roles potentially being eliminated or created in the coming years, according to non-governmental organization the World Economic Forum. Many workers will have to adapt, and having the skills to navigate this change — and maybe even new job requirements — is therefore crucial.

Jump to Article > >

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

#thetrevigroup

Employment Summary for June 2023

/

While economists, the Federal Reserve and business leaders continue to try to gauge the trajectory of the economy, the U.S. employment market just keeps growing although at a slightly slower pace. Today’s June U.S. Bureau of Labor Statistics (BLS) report indicates non-farm payroll increased by 209,000 and averaged 278,000 for the first-half of 2023. For the same 6-month period in 2022 job growth averaged 399,000 per month.

The change in total nonfarm payroll employment for April was revised down by 77,000, to +217,000, and the change for May was revised down by 33,000, to +306,000. With these revisions, employment in April and May combined is 110,000 lower than previously reported.

Both the unemployment rate, at 3.5 percent, and the number of unemployed persons, at 6.0 million, changed little in June. Unemployment among the college educated labor force remained at what is essentially full-employment at 2.0 percent.

“When leaders of our Network of over 200 executive recruitment offices get together in regional, national and even international conferences, we discuss a wide range of talent industry topics that drive client business performance. It's not unusual for one or more of our presenters to provide a quote from that noted authority on organizational transformation, Ted Lasso," said Nancy Halverson, senior vice president field operations MRINetwork. "This month's BLS data remined me of one of my favorite Lasso quotes, 'Taking on a challenge is a lot like riding a horse. If you're comfortable doing it, you're probably doing it wrong.' Today's employment numbers point to a continuation of a pattern of steady but slowing job growth in the face of expectations of an inflation-driven economic slowdown. If you are comfortable with your firm's current goals or your individual career goals in today's seemingly static business environment, you might want to consider challenging the status quo.

Our best clients continuously seek out top talent. They create hiring process flexibility and move quickly to add a transformational player even if they have no specific current opening. And the best managers, executives, professional and technical talent that we represent have a track record of fearlessly taking on new challenges and new responsibilities as they grow their career. Both behaviors come with risk and can be uncomfortable in the short term, but they are the behaviors that drive positive personal and business performance."

Providing an overview of the drivers of today’s data the Wall Street Journal’s Sarah Chaney Cambon noted, “Several factors contribute to persistent hiring. Employers in leisure and hospitality and local government are still staffing up to prepandemic levels three years after they laid off droves of workers. Hospitals and nursing homes need more workers to serve the fast-growing elderly population. Residential-home builders are clinging to labor despite higher interest rates because of a chronic shortage of available housing. And industrial and infrastructure businesses continue to snap up workers for projects related to electric-vehicle batteries and semiconductors.”

Providing additional context to the BLS report, CNBC’s Jeff Cox noted, “Job growth would have been even lighter without a boost in government jobs, which increased by 60,000, almost all of which came from the state and local levels. Employment growth eased in June, taking some steam out of what had been a stunningly strong labor market. The total, (+209,000) while still solid from a historical perspective, marked a considerable drop from May’s downwardly revised total of 306,000 and was the slowest month for job creation since payrolls fell by 268,000 in December 2020.”

Employment continued to trend up in many of the industries that have fueled growth in recent months.

Healthcare added 41,000 jobs in June. Job growth occurred in hospitals (+15,000), nursing and residential care facilities (+12,000), and home healthcare services (+9,000).

Employment in construction continued to trend up in June (+23,000). Employment in the industry has increased by an average of 15,000 per month thus far this year, compared with an average of 22,000 per month in 2022.

Professional and business services employment up ticked slightly in June (+21,000). Monthly job growth in the industry has averaged 40,000 in 2023, down from 62,000 per month in 2022. Employment in professional, scientific, and technical services continued to trend up over the month (+23,000).

In June, employment in leisure and hospitality was little changed (+21,000). This marks the third consecutive month of little employment change for this industry. Employment in the industry remains below its February 2020 level by 369,000, or 2.2 percent.

Retail trade employment changed little in June (-11,000). The decline was seen primarily in building material and garden equipment and supplies dealers (-10,000).

Employment in transportation and warehousing changed little in June (-7,000) and has shown no clear trend in recent months.

Employment showed little or no change over the month in other major industries, including mining, quarrying, and oil and gas extraction; manufacturing; wholesale trade; information; financial activities; and other services.

"Now, Ted Lasso might not be real," noted Halverson, ”and he is certainly not an expert on the finer points of soccer. But there is much more that Ted Lasso can teach us about business, careers and life in general. As Ted opined, 'As the man once said, the harder you work, the luckier you get.' "

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

#thetrevigroup

'SHIFT June Report - Trending Topics in the World of Work_

/

Our June issue of SHIFT reveals the surprising finding that commuting may have psychological benefits for many people; discusses how companies can make progress in closing the sustainability skills gap; advises on making AI work for your organization; and addresses the problem of meeting fatigue.

The psychological benefits of commuting that remote work doesn't provide

For most American workers who commute, the trip to and from the office takes nearly one full hour a day — 26 minutes each way on average, with 7.7% of workers spending two hours or more on the road.

Many people think of commuting as a chore and a waste of time. However, during the remote work surge resulting from the COVID-19 pandemic, some people have reported missing their commutes. A recently published study argues that commutes are a source of “liminal space” — a time free of both home and work roles that provides an opportunity to recover from work and mentally switch gears to home.

Jump to Article > >

Closing the sustainability skills gap

A recent study conducted by Microsoft and the Boston Consulting Group (BCG) focused on the need to equip companies and employees with a broad range of new skills that are in demand for climate adaptation and sustainability transformation. The study identified new jobs that have emerged as well as the impact on many existing jobs. As companies move to create and fill these jobs, they are confronting a huge sustainability skills gap.

Jump to Article > >

How to make AI work in your organization

As the world continues to embrace the transformative power of artificial intelligence, businesses of all sizes must find ways to effectively integrate this technology into their daily operations, according to Forbes. But successfully implementing AI can be a challenging task that requires strategic planning, adequate resources, and a commitment to innovation. The Forbes article explores the top strategies for making AI work in your organization so you can maximize its potential.

Jump to Article > >

Combating meeting fatigue

Researchers at Otter.ai working with experts at UNC Charlotte published a study of 632 workers representing 20 different industries who said clearly that they are sick of unnecessary meetings. The workers said everyone seems to know the meetings cost time and money and accomplish little, but nobody seems to talk about not meeting.

Jump to Article > >

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

#thetrevigroup

'BLS Employment Summary (June 2023)

/

Continuing a string of 29 consecutive months of jobs growth and defying predictions of a sharper slowdown in 2023, the Bureau of Labor Statistics (BLS) posted a non-farm payroll increase of 339,000 in May 2023. This increase was in line with the average monthly gain of 341,000 over the prior 12 months.

Beating analysts’ expectations, today’s data will fuel discussions about the underlying strength of the economy in the face of federal reserve efforts to tame inflation. The job market added more positions in recent months than previously thought, as well. March and April’s totals were both revised upward for a net gain of 93,000 jobs.

The unemployment rate increased by 0.3 percentage point to 3.7 percent in May, within the range of 3.4 percent to 3.7 percent over the past 14 months. Unemployment among the college educated labor force was up slightly but still remains at what is essentially full-employment at 2.1 percent.

“Today’s report by the BLS continues to indicate a resilient U.S. jobs market in spite of economic headwinds. Executive recruiters throughout our Network of over 200 offices report the same talent-demand resiliency in most geographic areas and in most industry sectors. While our talent advisors remain vigilant for shifts in hiring demand, a key concern has been balancing many clients’ desires to require employees to be in the office full-time versus the insistence by many talented executive, technical professional and managerial players to have flex-work arrangements,” noted Nancy Halverson, senior vice president field operations MRINetwork. “Our recruiters recognize that hybrid work arrangements are becoming a standard part of the new professional work environment. We see our role as a broker to balance the flex-work expectations of transformative talent with the increasing desire of clients to maximize in-office attendance. We have found that clients can maintain, and in many cases improve, productivity and enhance an enduring corporate culture with a well-defined and fairly implemented hybrid work policy.”

As noted by CNBC’s Jeff Cox, The Federal Reserve’s May Beige book issued Wednesday noted that “wages grew 'modestly' which was in line with the rest of the Beige Book observations had about the jobs economy. Overall, the labor market continued to be strong, with contacts reporting difficulty finding workers across a wide range of skill levels and industries.”

Wall Street Journal reporter Gabriel T. Rubin provided perspective on today’s BLS report noting, “Some sectors such as tech, real estate and finance have shown some signs of stress. High-profile companies such as Facebook parent Meta Platforms, Goldman Sachs Group and Grant Thornton recently moved to cut jobs. The overall layoffs have remained low, and job openings ticked up in April, the Labor Department said. Workers, especially in tech, have largely been able to find new jobs quickly, although a new position might be less lucrative or at a company with less cachet.”

Providing a  summary of the BLS data, Reuters business reporter Lucia Mutikani observed, “The report indicated the labor market remained strong and offered more evidence that the economy was far away from a dreaded recession, though more pockets of weakness are emerging. Despite massive layoffs in the technology sector after companies over-hired during the COVID-19 pandemic and the drag from higher borrowing costs on housing and manufacturing, the services sector, including leisure and hospitality, is still catching up after businesses struggled to find workers over the last two years.” She added, “Pent up demand for workers was underscored by Labor Department data this week showing there were 10.1 million job openings at the end of April, with 1.8 vacancies for every unemployed person.”

In May, professional and business services added 64,000 jobs, following an increase of similar size in April. Employment growth continued in professional, scientific, and technical services, which added 43,000 jobs in May.

Healthcare added 52,000 jobs in May, similar to the average monthly gain of 50,000 over the prior 12 months. In May, job growth occurred primarily in ambulatory healthcare services (+24,000) and hospitals (+20,000).

Employment in leisure and hospitality continued to trend up in May (+48,000), largely in food services and drinking places (+33,000). Leisure and hospitality had added an average of 77,000 jobs per month over the prior 12 months.

In May, construction added 25,000 jobs, including 11,000 jobs in heavy and civil engineering construction. Over the prior 12 months, construction had added an average of 17,000 jobs per month.

Employment in transportation and warehousing increased by 24,000 in May. Transit and ground passenger transportation added 12,000 jobs, offsetting a decrease in the prior month.

Overall employment was little changed over the past month in other major industries, including mining, quarrying, and oil and gas extraction; manufacturing; wholesale trade; retail trade; information; financial activities; and other services.

“Flex work models are here to stay in most industry sectors. The ratios of off-site and on-site work will shift as hiring demand varies in a dynamic economic environment. We urge clients to remained focused on finding and hiring the best talent as they define the best flex models to align with their corporate culture. It’s critical to not swing so far on pendulum that you are restricting your from attracting and growing the best talent for the role,” added Halverson.

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

#thetrevigroup

Forbes Recognizes MRINetwork for the Seventh Year in a Row

/

Each year since 2016, Forbes — a global leader in business news and information — has surveyed thousands of HR managers, hiring authorities, job seekers and external recruiters to answer a simple question: “Who are the best recruiting firms in the U.S.?”

For the seventh consecutive year, MRINetwork has been recognized as an elite performer among the thousands of executive search firms meeting Forbes criteria in “filling positions with salaries of at least $100,000.” In fact, Forbes and their survey partner, Statista, has not only ranked MRINetwork for 2023 in the top 10 for America's Best Executive Recruiting Firms, but also awarded recognition for MRINetwork in their America's Best Professional Recruiting Firms, and America's Best Temp Staffing Firms categories.

We are proud to receive this designation for the seventh consecutive year.

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

'SHIFT May Report - Trending Topics in the World of Work_

/

Our May issue of SHIFT covers input from HR execs on the important issues affecting the workforce today; tackling the mental health workforce shortage; conducting a skills gap analysis; and embracing the new-collar workforce.

HR Executives Open Up About the Challenges They Face

Business Insider surveyed eight talent leaders, including consultants and HR chiefs across a range of industries, about the most pressing workplace challenges they are currently facing. They talked about "keeping the fire lit" around keeping people safe, healthy, engaged and productive.

Jump to Article > >

Tackling the Mental Health Workforce Shortage

Improving the mental health workforce shortage is one of the Substance Abuse and Mental Health Services Administration's top priorities. To tackle this, SAMHSA has several resources and grant programs in place to recruit more providers and support primary care physicians in treating mental health.

Jump to Article > >

Conducting a Skills Gap Analysis

While skills gaps have always existed, workforces are currently undergoing dramatic changes that have exposed the shortage of expertise required for the new digital economy. A skills gap is the difference between an employee's current abilities and the skillset best suited for their job. Skills gaps can lead to workplace inefficiency, with staff struggling to handle their responsibilities or perform assigned tasks. In addition, severe skill gaps may lead to employees being unable to perform their roles.

Jump to Article > >

The New-Collar Workforce

Many workers today are stuck in low-paying jobs, unable to advance simply because they don’t have a bachelor's degree. At the same time, many companies are desperate for workers and not meeting the diversity goals that could help them perform better while also reducing social and economic inequality. All these problems could be alleviated, according to an article in the Harvard Business Review, if employers focused on job candidates’ skills instead of their degree status.

Jump to Article > >

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

#thetrevigroup

'BLS Employment Situation Report (April-2023)

/

Employment Summary for March 2023

U.S. employment market growth continues, at a slightly lower pace, a full year after the Federal Reserve began its efforts to reduce inflation by applying brakes to the economy. Today’s U.S. Bureau of Labor Statistics (BLS) March report indicated non-farm payroll increased by 236,000, compared to an average monthly gain of 334,000 over the past 6 months.

Both the unemployment rate, at 3.5 percent, and the number of unemployed persons, at 5.8 million, changed little in March. These measures have shown little net movement since early 2022. Unemployment among the college educated labor force remained at what is essentially full-employment at 2.0 percent.

“Data from this month’s BLS report continue to show a stubborn resilience in the employment marketplace. Our internal metrics also reflect this steady hiring strength. The demand for executive, professional, technical and managerial talent continues in the broad range of industries served by our over 200 executive recruitment offices,” noted Nancy Halverson vice president, MRINetwork. “Within that positive trend, our talent consultants are seeing growing tension between many employers like Walt Disney Co. and Starbucks Corp. who are asking office staff to report in person more often versus a solid segment of talented workers who prefer a more liberal work from home option. Our recruitment teams generally play the role of an honest broker as we coach our client companies to focus on a top candidate’s cultural fit, growth potential, track record of success and work ethic versus an arbitrary insistence on 100% in-office requirement.”

Initial reporting by the Wall Street Journal’s Sarah Chaney Cambon characterized today’s data as “gradually cooling.” She quoted Robert Frick, corporate economist at Navy Federal Credit Union, “The great labor market machine is finally slowing down some, but it’s still got a lot of strength left.”

Fox Business reporter, Ken Martin noted, “While the overall pace of job growth is slowing, the labor market is still very tight with many employers hesitant to lay off workers.” He reached out to Brad McMillan, Chief Investment Officer for Commonwealth Financial Network, who observed, “For the economy, more jobs are good: more workers, more wage income, more spending ability, and so forth. There’s no real downside. For financial markets, however, a strong report would be problematic. Those workers—earning and spending their wages—add to demand, which adds to inflation. So, a strong report would be bad news for the Fed, for interest rates, and for markets."

Employment continued to trend up in many of the industries that have fueled growth in recent months.

Leisure and hospitality added 72,000 jobs in March, however at a rate lower than the average monthly gain of 95,000 over the prior 6 months. Most of the job growth occurred in food services and drinking places, where employment rose by 50,000 in March.

Employment in professional and business services continued to trend up in March (+39,000), in line with the average monthly growth over the prior 6 months (+34,000).

Over the month, healthcare added 34,000 jobs, lower than the average monthly gain of 54,000 over the prior 6 months. In March, job growth occurred in home healthcare services (+15,000) and hospitals (+11,000).

In March, employment in transportation and warehousing changed little (+10,000). Couriers and messengers (+7,000) and air transportation (+6,000) added jobs, while warehousing and storage lost jobs (-12,000). Employment in transportation and warehousing has shown little net change in recent months.

Employment in retail trade changed little in March (-15,000). Job losses in building material and garden equipment and supplies dealers (-9,000) and in furniture, home furnishings, electronics, and appliance retailers (-9,000) were partially offset by a job gain in department stores (+15,000).

Jobs showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; construction; manufacturing; wholesale trade; information; financial activities; and other services.

Adding to her comments on the work from home trend Halverson noted, “I have personally seen top senior management talent and their multi-office organizations thrive with leaders who are in 75 percent to 100 percent hybrid roles as long as they regularly and effectively travel to team centers at least six or seven times a year. Is that the right mix for every business? Certainly not. But we urge those making hiring decisions to recognize different paths to improving productivity, team building, mentoring, training and talent attraction.”

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

#thetrevigroup

'SHIFT April Report - Trending Topics in the World of Work_

/

Our April issue of SHIFT looks at what's causing the labor market to act the way it is; why the traditional concept of the job may be on its way out; how to identify and cope with nine common business problems that stand in the way of success; and what's ahead for D&I efforts.

Where does hiring stand this year?

Chris Forman, the founder and CEO of Appcast, offered his view on what's going on in the economy that's causing the labor market to act the way it is and proposed strategies to deal with current trends in recruiting. Forman maintains that the participation rate in the labor force is now really high and that demand for workers is also really high. At the same time inflation has gone up, the stock market has gone down and the housing market has contracted. So, he says, we’re in an unusual situation where there is a downturn in the economy with a huge demand for workers and not enough workers to go around.

Jump to Article > >

Navigating the end of jobs

The concept of the job — a predefined set of functional responsibilities assigned to a particular worker — is so ingrained in how organizations operate that it's hard to imagine any other way of managing work and workers. According to a recent study by Deloitte, however, many leaders are recognizing that this traditional construct is failing to serve our boundaryless world. The study revealed that only 19% of business executives and 23% of workers say work is best structured through jobs. As a result, a growing number of organizations are beginning to imagine work outside of the job — turning workforce management on its head by increasingly basing work and workforce decisions on skills — not formal job definitions, titles or degrees.

Jump to Article > >

Nine most common business problems

Tony Robbins, founder, chairman and CEO of Salesforce as well as an author and coach, observes that every business experiences problems, regardless of your industry, business size or the phase of the business cycle you are in. If your business is stagnant, you feel stuck or you're not experiencing the growth you desire, he advises that you should be on the lookout for these nine common business problems.

Jump to Article > >

Ten best diversity and inclusion trends in 2023

Vantage Circle, which provides employee engagement, recognition and wellness platforms to its customers, looked into the significant factors they see as determining upcoming and ongoing D&I trends for 2023. Their report notes that companies have to rethink, update and revamp their diversity and inclusion strategies and initiatives to create an equal and inclusive workspace, where employees feel appreciated and valued. This will push company growth and help them be on the right side of history.

Jump to Article > >

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

#thetrevigroup

How to determine if a company’s culture is right for you

/

Before accepting the job offer, you’ve carefully considered the title, the job description and the salary to make sure that the position aligns with your skills, interests, and career goals. But did you consider the impact the company’s culture could have on your satisfaction with your new job?

The importance of cultural fit is often underestimated when people are embarking on a new job, which can be a costly mistake when there’s a discrepancy between personal work preferences and the existing company culture. If the fit isn’t right, you may find yourself job hunting again – much sooner than you anticipated.

But how can you actively and deliberately figure out whether an environment is right for you?

Conduct company research

First check out the company website to see their mission statement and get a feel for their culture and core values. Pay attention to the language and the photos they use on their career pages, which will give you an idea of how the company wants to portray itself. Take a look at the company’s social media presence, too, as that can help you learn about their employee and company engagement. 

Visit sites like Glassdoor to see how employee reviews stack up against the company’s portrayal of itself. You won’t hear about a lack of diversity from a hiring manager, but an anonymous employee might have something to say about it. While this first-hand feedback can give you insight into what it’s like to work at a company, though, remember to consider that it might be biased or resentful.

You can also reach out to present and former employees on LinkedIn. Whether their views are positive or negative, you’ll find that most people are willing to share some insights about the company’s culture.

Ask the right questions

Your research not only offers you a clear view of the company, but it also arms you with questions and observations that highlight your interest in the company and demonstrate your diligence, attention to detail, and care for the future of the organization – all qualities of a great employee. As you prepare for these conversations, consider how the questions you pose will shape your interviewer’s perspective of your personal, professional, and financial objectives.  

Pose open-ended questions that spark a natural, honest discussion. Ask things like:

  • How would you describe your current organization and senior leadership team?

  • How long have your senior leaders been a part of the company and what range of perspectives do they bring to the table?  

  • What attracted you to the organization? Why do you stay?

  • How do you celebrate as an organization? What are some examples of recent achievements and who contributed to those milestones?

  • What sorts of professional development opportunities do you offer? 

  • Does the company encourage and support employee participation in community and philanthropic endeavors?

Keep an open mind 

Take the time to assemble all of the information and observations you’ve made before, during and after the hiring process into a cohesive picture, and think about the aspects of the culture that make you want – or not want – to work for that company. Think back to your deal breakers – the cultural values that are non-negotiable – and make sure the new opportunity passes the test.

At the same time, keep in mind that there’s a difference between points of view that challenge your own and values that completely conflict with yours. It isn’t ideal for anyone’s growth – personally or professionally – to limit themselves to only confirming opinions and perspectives. If you’re passionate about contributing to an organization’s culture and effecting change, you may find that you can consider a position with a company that needs improvement if you think you can enrich the company’s positioning, brand and overall culture.

No matter the environment, there will be times in any company culture when you’ll face challenges and experience some doubt. But by seeking out a company whose overall values and core beliefs align with yours, you’ll be more likely to find long-term satisfaction.

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

#thetrevigroup

5 Simple Steps to Strengthen Your Team Bench

/


Here are "5 Simple Steps to Strengthen Your Team Bench" according to MRINetwork:

1. Document Your Processes...

Documenting processes, procedures, tools, passwords, and internal/external resources gives you a powerful reference guide and manual in the event someone can no longer fulfill their role. Begin by mapping out how your workflows get done. Who does what, and what information do they access regularly to succeed in that role? What knowledge transfer is needed to keep critical functions running? This exercise will help you to gain visibility across your company, while also identifying gaps and weaknesses.


2. Cross-Train Within Your Company...

Cross-training is an effective way to mitigate risks, while also boosting morale, development opportunities, engagement, and retention. People want to see a clear path for advancement, while also feeling that their company and job are safe should they be away. Let people stretch and shine in new roles, while also providing opportunities for mentoring and coaching. Not only will you improve your company in the near future, you’ll also see a positive impact in the long game.


3. Build in Support Resources...

It may not be feasible to hire more than one person to fill a role, but that doesn’t mean you can’t shore up specialized support. Hiring interns can be a simple way to keep entry-level tasks humming, or you can look to contractors to augment your team. This approach is helpful in any area where it takes a certain person to fulfill a role; for example, marketing, IT, or operations.


4. Bring on Successors Early...

In any role, growth is often limited to that person’s capacity: how many hours they can work, their passion for certain tasks, different work experiences, and expertise. Bringing on successors early makes it possible to assess long-term capability, and enhance capacity while removing inhibitors to growth.


5. Be Honest in Your Approach...

It takes the right culture and mindset to achieve company-wide cross-training and succession planning. People should understand that you’re not trying to push anyone out, or question how people approach their roles. The objective is to strengthen the company, build in backups, and avoid burnout to fuel growth and success. Communicate often and openly, and don’t be afraid to exit out people if you’re not able to reach alignment in your goals

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

#thetrevigroup #TalentAdvisors


'SHIFT March Report - Trending Topics in the World of Work_

/

Our March issue of SHIFT looks at what's trending in several segments of the workplace: the aging workforce; women leaders; and Generation Z. Turning to more global concerns, scientists consider the role of rare earth metals in fueling the green energy shift.

Is there value to companies if they engage an aging workforce?

The Harvard Business Review recently addressed this question with unique data covering workforce characteristics, management practices and business performance. Their findings were clear: Employee age had no impact on business performance, whether performance is measured by financial, operational, or customer outcomes. Tenure, however, had a significant positive and sometimes very sizeable impact on financial performance and operational excellence.

Jump to Article > >

Women leaders are switching jobs in unprecedented numbers

According to the latest Women in the Workplace report from McKinsey, in partnership with LeanIn.Org, women leaders are switching jobs at the highest rates seen in the eight years they've been issuing the report. The research revealed that we're in the midst of a "Great Breakup." Women are demanding more from work, and they're leaving their companies in unprecedented numbers to get it — and at higher rates than men in leadership. That could have serious implications for companies. Women are already significantly underrepresented in leadership. For years, fewer women have risen through the ranks because of the "broken rung" at the first step up to management. Now, companies are struggling to hold onto the relatively few women leaders they have.

Jump to Article > >

Gen Z job hunters more worried about a company's reputation than layoffs

Generation Z, which represents the majority of undergraduates today and is expected to account for 30 percent of the U.S. workforce by 2030, is entering a job market that is vastly different from those experienced by prior generations. Findings from Adobe's Future Workforce Study reveal how the newest employee cohort is feeling about the economy, current labor market, and job search and application process.

Jump to Article > >

Study: Enough rare earth minerals to fuel green energy shift

The world has enough rare earth minerals and other critical raw materials to switch from fossil fuels to renewable energy to produce electricity and limit global warming, according to a new study that counters concerns about the supply of such minerals. With a push to get more electricity from solar panels, wind turbines, hydroelectric and nuclear power plants, some people have worried that there won’t be enough key minerals to make the decarbonization switch.

Jump to Article > >

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

#thetrevigroup

BLS Employment Situation Report -- March-2023

/

Analysts were looking at today’s U.S. Bureau of Labor Statistics (BLS) February jobs report for clues about the U.S. economy’s health at the start of a new year. Today’s report added a bit of clarity about an economy that keeps producing jobs in spite of economic and geopolitical headwinds. Total nonfarm payroll employment increased by 311,000 in February, compared with the average monthly gain of 343,000 over the prior 6 months. Unemployment edged up to 3.6 percent as more women entered the workforce however overall unemployment has shown little net movement since early 2022.

“While the Fed continues to apply the brakes to the economy in its efforts to lower inflation, the February BLS data continues to show resilience in overall job growth. I’ve just returned from our annual Pacesetter conference with over 100 of the top executive recruiters from our global Network of over 200 offices. The performance of these Pacesetters in the past year confirms that demand for executive, technical, professional, and managerial talent remain strong,” noted Nancy Halverson, vice president MRINetwork. “However, a key theme in discussions among our team centered on the needs of top candidates to avoid career complacency even in a seemingly hot job market. They counsel talented performers to proactively seek out opportunities for growth in their current roles and to ensure they continually understand their growth options in new firms and even in new industries.”

Providing a longer-term view on how  today’s BLS numbers may impact the Federal Reserve Bank’s efforts to cool inflation, KPMG chief economist Diane Swonk said, “The real issue is what kind of threshold would the Fed need to really stop the rate hiking cycle or stop from going up 50 basis points,” she said. “You really need to get to below 100,000 to think 25 basis points is okay. They need to see signs of a major chill.”

Wall Street Journal reporter Sarah Chaney Cambon noted, “A hot job market has emerged as one of the biggest economic surprises among many twists since the Covid-19 pandemic hit three years ago. With the Federal Reserve aggressively raising interest rates to tame inflation, many economists had expected job gains would cool or even turn into losses by now.” She also quoted Veronica Clark, economist at Citigroup, “The labor market’s definitely been stronger at this point than we would have thought maybe six months ago.”

In February, the labor force participation rate was little changed at 62.5 percent, and the employment-population ratio held at 60.2 percent. These measures have shown little net change since early 2022 and remain below their pre-pandemic February 2020 levels (63.3 percent and 61.1 percent, respectively).

Leisure and hospitality added 105,000 jobs in February, similar to the average monthly gain of 91,000 over the prior 6 months. Food services and drinking places added 70,000 jobs in February, and employment continued to trend up in accommodation (+14,000).

Employment in retail trade rose by 50,000 in February, reflecting a gain in general merchandise retailers (+39,000). Retail trade employment is little changed on net over the year.

Employment in professional and business services continued to trend up in February (+45,000), with a gain of 12,000 in management, scientific, and technical consulting services.

Healthcare added 44,000 jobs in February, compared with the average monthly increase of 54,000 over the prior 6 months. In February, job growth occurred in hospitals (+19,000) and in nursing and residential care facilities (+14,000).

Construction employment grew by 24,000 in February, in line with the average monthly growth of 20,000 over the prior 6 months.

Employment showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; manufacturing; wholesale trade; financial activities; and other services.

In February, the information industry lost 25,000 jobs. Reflecting news of recent social media industry layoffs, employment in information has decreased by 54,000 since November 2022.

Transportation and warehousing lost 22,000 jobs in February, including 9,000 in truck transportation. Employment in transportation and warehousing is down by 42,000 since October 2022.

“The business workscape has changed dramatically in the past few years and the best workers have begun to view themselves as ‘free agents.’ Our recruiters seek out people who are self-reflective with a good sense when the time is right to make a move. They have developed a track record of success, acquired high-demand skills and are consistently building their workplace brand. In spite of today’s solid job market complacency is not a career option,” noted Halverson.

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

#thetrevigroup

BLS Employment Situation Report (Feb 2023)

/

The labor market remains historically tight. On Wednesday, the Labor Department noted U.S. employers had 11 million job openings at year-end, 600,000 more than the prior month. Today’s U.S. Bureau of Labor Statistics (BLS) January jobs survey reinforced that data point, reporting a surprisingly robust gain of 517,000 non-farm jobs. Both the unemployment rate, at 3.4 percent, and the number of unemployed persons, at 5.7 million, changed little in January versus the prior month. However, with the slight decrease in unemployment the jobless level is at its lowest level since May 1969.

It is worth noting that January's employment report includes its annual "benchmark" revisions and update to formulas used to smooth seasonal fluctuation data in the establishment survey. It also incorporates new population estimates in the household survey, which makes January’s unemployment data somewhat difficult to compare to December’s results.

“The BLS monthly employment report continues to report solid job growth in the face of growing economic headwinds. Executive recruiters throughout our MRINetwork of over 250 offices also see consistent client demand for top talent to drive organizational goals,” noted Nancy Halverson vice president, MRINetwork. “But our top performing clients are looking beyond month-to-month talent needs as they strategically address the challenges of economic headwinds, balancing onsite versus remote working, and controlling costs while still growing the business. Our consultants help these forward-looking clients to focus on creating and maintaining a strong hiring brand and company culture. We challenge business leaders to strengthen the interview process, improve candidate communication touch points, enhance negotiation tactics, and establish robust employee on-boarding processes. Organizations that aren’t willing to disrupt their talent acquisition strategies will struggle to thrive in the new world of work.”

Federal Reserve Chair Jerome Powell, suggesting that the Fed’s effort to cool inflation appear to be working so far, told reporters following their Wednesday meeting, “It is a good thing that the disinflation that we have seen so far has not come at the expense of a weaker labor market, despite the slowdown in growth, the labor market remains extremely tight.” It remains to be seen if the robust January BLS jobs report changes his viewpoint.

Characterizing the surprising BLS report Daniel Zhao, lead economist for job review site Glassdoor noted, “Today’s report is an echo of 2022's surprisingly resilient job market, beating back recession fears, the Fed has a New Year’s resolution to cool down the labor market, and so far, the labor market is pushing back.”

Total nonfarm payroll employment rose by 517,000 in January, compared with an average monthly gain of 401,000 in 2022 and well above analysts’ expectations.

Leisure and hospitality added 128,000 jobs in January compared with an average of 89,000 jobs per month in 2022. Over the month, food services and drinking places added 99,000 jobs, while employment continued to trend up in accommodation (+15,000).

In January, employment in professional and business services rose by 82,000, led by gains in professional, scientific, and technical services (+41,000).

Healthcare added 58,000 jobs in January. Job growth occurred in ambulatory healthcare services (+30,000), nursing and residential care facilities (+17,000), and hospitals (+11,000).

Employment in retail trade rose by 30,000 in January, following little net growth in 2022 (an average of +7,000 per month).

Construction added 25,000 jobs in January, reflecting an employment gain in specialty trade contractors (+22,000).

In January, transportation and warehousing added 23,000 jobs, the same as the industry's average monthly gain in 2022.

The full Bureau of Labor Statistics report can be downloaded here:

Manufacturing employment continued to trend up in January (+19,000) but was slower than 2022, when manufacturing added an average of 33,000 jobs per month.

Employment showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; wholesale trade; information; financial activities; and other services.

“Companies must constantly rethink how they approach the changing external talent market. They need to look into other industries, consider hidden talent sources, look at skillsets versus simple resume check marks, consider deployment of contract and interim professionals and beef-up the often overlooked on-boarding process. Welcome to the new normal,” noted Halverson.

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

#thetrevigroup

'SHIFT February Report - Trending Topics in the World of Work_

/

Our February issue of SHIFT examines what's important to today's C-suite; uncovers optimism about the future among business leaders; tracks job cuts in corporate America; and reviews a recent book on managing workplace burnout.

What's important to the C-suite - how leaders are turning strategy in action in 2023

Today’s executives face an unprecedented level of economic and geopolitical volatility. Despite concerns about the impact of these macroeconomic conditions on their businesses, many remain confident they can achieve their growth goals, according to a recent study conducted by PwC. It will take an agile, collaborative approach to do so, it concludes, based not on traditional three-year plans, but as financial circumstances evolve over the next 12 to 18 months.

Jump to Article > >

Business leaders optimistic about the future

A survey conducted by Chase also found that businesses are remarkably optimistic. Decision-makers makers were polled at more than 1,000 businesses with annual revenues spanning $100,000 to $20 million across key industries, including restaurant, retail, construction and professional services. Results of the survey reveal that businesses feel more resilient as they march forward into 2023. Their confidence, in large part, is based on the realization that committed employees and supportive communities are critical to their survival in difficult social and economic times.

Jump to Article > >

Tech firms, Wall Street lead job cuts in corporate America

Despite optimism about the future, big tech firms and Wall Street titans are leading a string of layoffs across corporate America as companies look to rein in costs to ride out the economic downturn, according to an article published by Reuters. Rapid interest rate hikes, weak consumer demand and an economic slowdown in China have forced firms such as Amazon, Walt Disney, Facebook-owner Meta and American banks to trim their workforces.

Jump to Article > >

Dealing with workplace stress and burnout

A recently published book called The Burnout Challenge by Christina Maslach, co-creator of the widely used metric the Maslach Burnout Inventory, and organizational psychologist and consultant Michael P. Leiter advises on how to manage people’s relationships with their jobs. One of the authors’ key messages is that burnout should not be seen as a personal issue to be overcome by the individual through such means as obtaining therapy, engaging in relaxation techniques or changing jobs. Instead, they say that it is a workplace issue that needs to be managed like anything else.

Jump to Article > >

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

#thetrevigroup

Employment Summary for December 2022

/

The U.S. Bureau of Labor Statistics (BLS) December jobs report once again indicated a solid hiring environment in spite of Federal Reserve Bank efforts to slow the economy and tighten the job market. Today the BLS reported a gain of 223,000 non-farm jobs while unemployment edged down to 3.5 percent. Notably, the unemployment rate has remained in a narrow range of 3.5 to 3.7 percent since March 2022.

Viewed across the overall U.S. labor market supply for talent remained historically tight, with many employers competing for a limited pool of workers and bidding up wages. That labor pressure is particularly evident among the civilian workforce with a bachelor’s degree and higher — the primary target of MRINetwork’s recruitment efforts. Unemployment in that cohort at 1.9 percent, suggests virtual full employment.

“Hiring has been pretty resilient in the face of persistent Fed rate hikes and a desire by the Fed to slow down the labor market,” said Michael Gapen, head of U.S. economics at Bank of America. “There’s a lot of jobs out there that remain to be filled and it seems like it’s translating into strong hiring.”

"All indications are that the labor market remains strong," said Sung Won Sohn, a finance and economics professor at Loyola Marymount University in Los Angeles. "Leisure and hospitality employers are not able to get anybody even after wages have been going up. That pattern has and will continue for a while, so that's where the rubber hits the road."

Providing an overview of today’s numbers, Fox Business reporter Megan Henny noted, “The report will likely do little to sway the Federal Reserve in its fight against inflation, which has already seen policymakers raise interest rates at the most aggressive pace since the 1980s in a bid to crush out-of-control consumer prices and cool the labor market.”

The total nonfarm payroll employment increased by 223,000 in December, roughly in line with analysts’ expectations.

In December, employment in leisure and hospitality rose by 67,000. Employment continued to trend up in food services and drinking places (+26,000); amusements, gambling, and recreation (+25,000); and accommodation (+10,000). Employment in the industry remains below its pre-pandemic February 2020 level by 932,000, or 5.5 percent.

Healthcare employment increased by 55,000 in December, with gains primarily in ambulatory healthcare services (+30,000), hospitals (+16,000).

Employment in construction increased by 28,000 in December, as specialty trade contractors added 17,000 jobs. Construction employment increased by an average of 19,000 per month in 2022, little different than the average of 16,000 per month in 2021.

Employment in the “other services” industry continued to trend up in December (+14,000). Monthly job growth in this sector averaged 14,000 in 2022, lower than the average of 24,000 per month in 2021.

In December, employment across a number of industries remained little changed versus the prior month.

Employment in retail trade rose 9,000 in December and mining employment increased by 4,000. Over the month, employment in manufacturing changed little (+8,000), as job gains in durable goods (+24,000) were partially offset by losses in nondurable goods (-16,000).

In December, employment in transportation and warehousing changed little (+5,000). That same pattern was reflected in employment in professional and business services which remained little changed in December (-6,000).

Over the month, employment was flat versus the prior month in other major industries, including wholesale trade, information, and financial activities.

Client demand for talent among the over 250 executive recruitment offices in the MRINetwork reflects this tight labor market. For example, through eleven months in 2022 executive placements in Professional Services, Manufacturing and Distribution, and Construction were significantly higher versus the same period in 2021.

Looking forward, MRINetwork executive recruiters anticipate continued demand for highly-skilled technical, executive, professional and managerial talent despite economic headwinds. Astute clients understand the need to seek and hire transformational talent throughout the business cycle. They seek top performers with not only experience and skillsets but who have ambition, initiative, a bias towards effective action, and an ability to thrive in the client’s corporate culture.

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

#hiringtrends #employmenttrends #employment #jobs #humanresources #jobsreport #thetrevigroup

'Shift Report (January 2023): Trending Topics in the World of Work

/

Our January issue of SHIFT examines what we can expect to see in the year ahead in terms of business trends, travel, manufacturing and technology.

Get ready for the 5 biggest business trends in 2023

Businesses have faced huge challenges over the past few years, and this won't slow down in 2023, according to Forbes. Businesses will have to deal with the aftereffects of the global pandemic, Russia's invasion of Ukraine, economic challenges, as well as an ever-faster development of technologies.

Jump to Article > >

Business travel costs expected to rise through 2023

The cost of travel surged this year and will likely rise again in 2023, according to according to a report from travel management company CWT and the Global Business Travel Association and reported by CNBC. Business travel airfare is on track to rise nearly 50% this year over 2021, following two years of steep declines, Next year, fares are set to increase more than 8%, the organizations said.

Jump to Article > >

2023 Manufacturing Industry Outlook

Manufacturing has demonstrated continued strength in 2022, building on the momentum it gained emerging from the pandemic, and surpassing expectations from the prior two years. But while overall demand and production capacity have hit recent highs, the industry is experiencing concerns related to inflation and economic uncertainty. In addition, manufacturers continue to grapple with talent challenges and supply chain issues that may limit the industry's growth momentum. Deloitte's 2023 manufacturing industry outlook examines five important trends to consider for manufacturing playbooks in the year ahead.

Jump to Article > >

7 Trends CIOs must anticipate for the coming year

To prepare technology leaders for what's to come in 2023, global IT research and advisory firm Info-Tech Research Group has released its 2023 Tech Trends, which reveals seven data-driven trends and findings based on insights from IT professionals, analysts, and industry experts. Reported on in Business Insider, the survey received 813 responses from industry professionals, with over 90% of respondents working in IT departments. The underlying metrics for the 2023 report are diverse, with insights from 16 countries and 15 industries, such as government, professional services, manufacturing, education, healthcare, financial services, telecom and retail.

Jump to Article > >

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

#recruitingtrends #informationtechnology #employmenttrends #jobmarket #thetrevigroup #hiringtrends

'SHIFT Report (December) - Trending Topics in the World of Work_

/

Our December issue of SHIFT focuses on the workforce landscape in 2023 with reports on strategic workforce planning; the impact businesses and their employees have on each other; how remote work affects hiring; and critical trends in executive search.

Strategic workforce planning

A recent report from KPMG tackles the issue of strategic workforce planning amidst disruption — a time when it becomes clear that traditional, tactical workforce planning isn't only ineffective, but leaves organizations unprepared and reactive to whatever risk or opportunity next crests the horizon. By contrast, strategic workforce planning, says the report, aligns the composition of your workforce with your strategic objectives. It brings finance, HR, and operations together, and rolls everything from strategy to headcount analysis, talent mix to organizational changes into the same conversation and system. The result is a workforce plan that’s both flexible and future-oriented and that’s centered on matching talent to strategy, rather than headcount and titles.

Jump to Article > >

Trends that will change the way people-centric businesses and their employees impact each other in 2023

In most industries, the last 25 years has been marked by an obsession with the customer — how to acquire them, how to keep them, and how to maximize their lifetime value. The next 25 years will be similarly consumed by the employee — how to acquire them, how to keep them, and how to maximize the value they contribute to a business.

Jump to Article > >

How remote work has changed hiring

In 2019, almost no companies offered remote or hybrid roles — today, most companies do. Remote work has shifted the ground beneath hiring teams' feet, for remote and non-remote jobs alike. Research from Datapeople and reported in "Hiring in a Distributed World" explores how remote jobs are impacting candidate pools for all types of jobs and how employers are responding. In it, you'll find insights based on a unique dataset of millions of actual jobs, along with helpful tips for hiring remote, hybrid, or onsite roles in this new landscape.

Jump to Article > >

Executive Hiring in 2023

If your organization plans to expand or overhaul the C-suite next year, you'll want to note some critical trends in executive search. Companies are moving away from outdated principles such as working in the office, top-down leadership, and offline advertising. They're moving toward more international opportunities, inclusive working environments, and online brand management. Newer executives must understand these recent trends and implement them in their management strategies.

Jump to Article > >

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

#recruitingtrends #informationtechnology #employmenttrends #jobmarket #thetrevigroup #hiringtrends

BLS Employment Situation Report - for November 2022

/

The U.S. Bureau of Labor Statistics (BLS) monthly employment report signaled continued resilience in the national labor market. The BLS reported a gain of 263,000 non-farm jobs while unemployment remained unchanged at 3.7 percent.

Among the civilian workforce with a bachelor’s degree and higher (the primary target of MRINetwork’s recruitment efforts) unemployment continued in what can best be described as full employment at 2.0 percent.

With a global Network of over 250 executive recruitment offices, MRINetwork professionals connect leading organizations, from start-ups to multi-national firms, with top talent to drive business growth. Our Network leaders monitor this valuable data monthly and are pleased to provide a summary of this morning’s BLS data with top-line commentary from leading financial experts.

The Wall Street Journal’s Sarah Chaney Cambon provided a succinct summary this morning, “The job market has remained resilient this year, with employers still seeking to hire despite an uncertain economic outlook and elevated recession fears. Low unemployment and wage gains have helped fuel consumer spending, the economy’s main engine.

One big question is how long that strength can last as the Federal Reserve aggressively raises interest rates to tame inflation. Some companies in technology, entertainment and real estate are laying off workers, but demand for workers continues to outpace the number of unemployed people looking for work.”

Despite economic headwinds, demand for highly skilled transformative talent is expected to continue. MRINetwork offices in Europe and Asia as well as the U.S. see demand for talent aligning with data from Germany’s Ifo Economic Institute. “Companies in Germany, Europe's largest economy, are looking to hire more staff, with a particular rise in demand in the service sector, the Ifo economic institute said on Thursday. Ifo said its employment barometer rose to 99.6 points in November from 97.8 points in October. ‘Against the backdrop of decreasing uncertainty, the number of employees in Germany could continue to rise. However, the shortage of skilled workers will remain a lasting problem,’ it added.”

Total nonfarm payroll employment increased by 263,000 in November, roughly in line with average growth over the prior 3 months (+282,000) and somewhat above analysts’ expectations. Monthly job growth has averaged 392,000 thus far in 2022, compared with 562,000 per month in 2021.

Leisure and hospitality added 88,000 jobs in November, including a gain of 62,000 in food services and drinking places. Employment in leisure and hospitality is below its pre-pandemic February 2020 level by 980,000, or 5.8 percent.

In November, employment in healthcare rose by 45,000, with gains in ambulatory health care services (+23,000), hospitals (+11,000), and nursing and residential care facilities (+10,000).

Employment in the “other services” industry rose by 24,000 and construction employment continued to trend up in November (+20,000), with nonresidential building adding 8,000 jobs.

Employment in information rose by 19,000 in November. Employment in the industry has increased by an average of 14,000 per month thus far this year, in line with the average of 16,000 per month in 2021.

Manufacturing and financial activities employment continued to trend up in November both up +14,000.

Employment in professional and business services was relatively flat in November, increasing by 6,000 jobs. On the downside, retail trade employment declined by 30,000 in November, driven primarily by losses in general merchandise stores (-32,000). Similar declines were seen in transportation and warehousing where jobs declined by 15,000.

Jeff Cox, a reporter for CNBC provided a possible view of the BLS numbers by the Federal Reserve, “The numbers likely will do little to slow a Fed that has been raising interest rates steadily this year to bring down inflation still running near its highest level in more than 40 years. In another blow to the Fed’s anti-inflation efforts, average hourly earnings jumped 0.6% for the month, double the Dow Jones estimate. Wages were up 5.1% on a year-over-year basis, also well above the 4.6% expectation.”

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

#Hiring #thetrevigroup #hiringtrends #employmenttrends #employment #jobs #jobsreport

‘SHIFT REPORT (November) - Trending Topics in the World of Work_

/

Our November issue of SHIFT looks at the challenges of winning and keeping your customers' loyalty; provides insight on several highly effective recruiting trends; examines the value of work experience; and isolates the most common workplace issues.

Winning customer loyalty

The challenges of winning and keeping your customers' loyalty are very real, but so are the opportunities. Here are some ways you can better connect with your customers and increase the odds of earning their loyalty, according to findings from PwC's 2022 Customer Loyalty Survey.

Jump to Article > >

Emerging recruiting trends every organization should know

Even organizations that weathered the pandemic relatively well are dealing with the struggle to find and retain top talent. According to Forbes, this situation has led to the emergence of several highly effective recruiting trends.

Jump to Article > >

No such thing as a dead-end job, new McKinsey research finds

There is no such thing as a dead-end job, according to the newest McKinsey Global Institute (MGI) report, Human Capital at work: The value of experience. Every job is an opportunity to develop skills that can lead to a better position. The most important resource in any economy or organization is its human capital, which McKinsey defines as the collective knowledge, attributes, skills, experience, and health of the workforce.

Jump to Article > >

What are the most common workplace issues?

According to Smart Capital Mind, an online publication of Wise Geek, isolating the most common workplace issues depends at least to a certain extent on the type of business and overall office environment, but in general problem areas fall into four broad categories: communication, harassment and bullying, gossip, and overall morale.

Jump to Article > >

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

#thetrevigroup

Proud to Contribute to EAGLE LAKE CAMPS

/

The Trevi Group is proud to be a 2022 contributor to EAGLE LAKE CAMPS in Colorado Springs, CO. They are wonderful camps that help developed great kids, and help them develop a meaningful and positive relationship with God.

You definitely get a 10/10! I love the heart behind [your program]. This made all the excitement and enthusiasm so authentic and contagious! The kids absolutely loved it.—Sarah, MO

We encourage you to visit their website to see how they work with kids, and to consider making a donation to support this great organization. Click here to donate.

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

#thetrevigroup #donateforacause #donatetocharity