基础训练,单词填空题1.— Tom,you should pay a_______ to your spelling.— Sorry,I will.2.Mary used to c______ gum a lot in class,but now she doesn’t do again.3.These days I hardly have time to c______ with my friends on the Internet._百度作业帮
基础训练,单词填空题1.— Tom,you should pay a_______ to your spelling.— Sorry,I will.2.Mary used to c______ gum a lot in class,but now she doesn’t do again.3.These days I hardly have time to c______ with my friends on the Internet.
潘正啊狗396
1.attention,汤姆,你应该注意你的拼写.对不起,我会的.2.chew,玛丽过去上课嚼口香糖,当现在她不再那么做了.3.chat,最近我几乎没有时间和我的朋友在网上聊天.
其他类似问题
扫描下载二维码The LinkUp Blog
The Industry's Best-Kept Secret
March 17, 2016 / Molly Moseley
At no other time in U.S. history has the American workforce varied so greatly in age as it does today. In fact, it’s not unheard of for an 18-year-old to work next to someone pushing 70 — and sometimes those two people might even be competing for the same job.
People are living longer and working longer, which means the range of applicant ages can be huge. Four generations are currently in the workforce, and generally speaking, each has its strengths and weaknesses. We reached out to several industry experts to learn more about the differentiating qualities across generations and how they can influence your job search.
1. Baby boomers ()
Must keep up with technological changes
Focus on experience as a differentiator
Embrace change and keep an open mind
“Baby boomers bring experience, wisdom and a no-BS approach to the job search,” says Gabrielle Jackson Bosché, a generational engagement strategist at The Millennial Solutions. “They know what they like, and what they don’t like. But many of them are starting a new career after reaching retirement, or are searching for more ways to help them eventually retire.”
“Experience is often the key strength for this group,” adds Michelle Merritt, president and CEO of Merrfeld Resumes and Coaching. “Leveraging not only on-the-job experience but also life experience and wisdom can be a great benefit. The key to leveraging that experience is being confident without being overbearing or closed off to new ideas.”
She advises: “It’s important to show how you are open to new ideas and how you’ve been proactive in learning about new technologies or systems in your field. Actively pursuing the cutting edge in your industry will show your willingness to learn and innovate effectively and efficiently.”
2. Gen X ()
Enjoys independence and autonomy
Offers valuable experience that is often under-advertised
Desires flexibility and perks in addition to pay — a negotiating opportunity
“Gen X’ers are excellent at delivering on expectations once hired because they tend to under-advertise their skills, however, they may not convey enough confidence in an interview,” says Elizabeth Becker of PROTECH. “They may get frustrated in a job search because they’re looking at positions that actually aren’t at a high enough level for their skills. Experience is often more valuable than education in the current market saturated by degrees, and Gen X’ers without a degree should highlight their experience and not worry about the diploma they don’t have.”
“Generation X is looking for independence and autonomy in a job,” Bosché says. “Many have young kids or middle schoolers. As the latchkey generation, they prioritize time with family and being as present as possible in the lives of their family. Flexibility is key for this generation who will be expecting time to go to soccer games, doctor appointments and family vacations. They are not in the career-building they are looking for stability and predictability. This doesn’t mean they aren’t hard workers! This generation loves checklists and would prefer to work alone to get things done right.”
3. Millennials/Gen Y (1977 &#)
Need reality check of mismanaged expectations
Reputation as job jumpers
Must focus on job loyalty and developing skills long term
“[Gen Y is] innovative with a willingness to try new things,” says Merritt. “[They have] an understanding of the shift in the American economy because they’re the ones driving the shift from mortgages to dining experiences. GenY would rather have a nice dinner and live in a small apartment than have a mortgage on a fancy house in the suburbs. Understanding and articulating how this impacts the business world and customers can be a great asset for Gen Y.”
“Millennials tend to have great confidence in interviewing, often overestimating their skills in certain areas,” adds Becker. “If they’ve taken a college course in a specific area or have a year of working experience, they’ll rank themselves as an expert or very good when older generations with 10 years of experience might only say they’re average with the same skills. This confidence is very helpful in landing a position, but we see some turnover due to the millennial not being able to deliver on the high expectations they set.”
4. iGen/Gen Z (1996 or later)
Extremely tech savvy
Must shed reputation that they can’t connect without technology
Many may become entrepreneurs
“iGen/Gen Z are just starting to enter their first jobs,” Bosché says. “They have no expectations of what reality is, but are bringing their smart devices along with them for the ride. They are the true digital natives, and can’t imagine the thought of not being constantly connected. This makes them ideal brand ambassadors, as each of them have 2.3 social media accounts.”
This tech savviness has a downfall, she says. “It is also challenging attempting to get through to a generation that would rather be on Snapchat than serving customers. This generation has to get over the stereotype of being disconnected, put down their phone and show their employer they are in it for real.”
“IGen/Gen Z’ers are just starting to enter the job market and will have the toughest time due to high student debts and limited career opportunities,” adds Becker. “I expect many IGen/Gen Z’ers will be forced into entrepreneurship out of necessity.”
A true melting pot: The multi-generational workplace
“Millennials and Gen Z represent talent, while baby boomers represent skill,” says Lynda Spiegel, founder of Rising Star Resumes. “A younger cohort brings fresh ideas, but the older colleagues have the expertise to bring those ideas to fruition. The benefits of a multi-generational workplace can only be realized when each generation gets over itself to appreciate what the others bring to the table.”
You’re a manager and a valued employee walks into your office with a piece of paper in hand, asking for a moment to chat. As you’re handed a resignation letter, your heart sinks. Afterward, you immediately meet with HR to share the news and start an all-too common conversation: Should the company extend a counteroffer?
A lot of factors must be considered when determining whether you want to fight to keep an employee from leaving. Counteroffers can be the carrot that gets great talent to stay, but offering one can set a dangerous precedent, too. Before making an offer, it’s important to take an in-depth look at what the employee brings to the company.
Some questions to start with:
Is the employee in good standing?
What value does the employee bring to the table?
Does the employee have potential and leadership ability?
Does the employee fit the company culture?
Would the employee’s job be difficult to fill?
Then consider the resigning employee’s perspective, why are they leaving? If the job isn’t a good match or if there is a lack of career-advancement opportunities, consider whether the company would be willing to move the employee to a new department, pay for training or provide a promotion. If she is leaving to move across the country to be closer to family, you’d be hard-pressed to keep her (unless you can provide a transfer or allow telecommuting).
If pay is the reason for the move, you may be able to influence her to stay with additional compensation and benefits. In doing so, you could retain talent and maintain productivity. This eliminates the cost of finding and training a new hire, or worse, experiencing a bad hire, which can cost up to five times that person’s annual salary, according to a study by the Society for Human Resources Management (SHRM).
Though keep in mind, a financial counteroffer in itself may not be enough to maintain employee satisfaction. More than 50 percent of employees who accept counteroffers change companies within 24 months anyway, according to a Pittsburgh staffing firm survey.
In the more extreme cases, if you believe the employee is disgruntled or has been unhappy for quite sometime, it may be best to let them go. Even if you do decide to make a counteroffer she can’t refuse, it may only serve as a band-aid on the bigger issue. In the end, you just might be delaying the inevitable. Do seek to understand if the issue unique to the employee or indicative of a broader issue that could lead other valuable employees to resign as well.
Ultimately, if your big-picture vision doesn’t align with the employee’s vision, it might be time to say goodbye.
What’s the best solution? Keep employees satisfied so they don’t resign and you don’t have to think about counteroffers at all. To do so, maintain open lines of communication to ensure employees are happy. Use performance reviews to identify areas of growth and offer options. When you keep your ears tuned and your eyes open, it’s pretty easy to notice when good employees are starting to feel dissatisfied.
Literally speechless after the results in the GOP race on Super Tuesday, I couldn’t possibly write a coherent blog post. As a result, I’ll simply post charts and graphs of our jobs data for tomorrow’s NFP report for February with minimal commentary.
In February, new and total job postings were essentially flat from January.
New and total job growth numbers by category were similarly uneventful.
In 6 of the past 8 months, job listings on LinkUp have declined from the previous month (and October of last year was barely positive). The month-over-month declines seen in our job search engine (which only indexes jobs from company websites and currently includes approximately 3 million jobs from 50,000 companies) were clearly indicative of weakening labor demand that became increasingly apparent in the latter half of 2015.
And because a job opening is the most accurate indicator of a new job being added to the U.S. economy, our data is highly correlated to job growth in future periods.
The lag time between when a job post appears on LinkUp and when that job shows up in the BLS NFP data ranges between 30-60 days, and we can measure that ‘lag’ using our job duration data. Since August, LinkUp’s Job Duration has risen from 42 days to 56 days in February, indicating declining velocity in hiring across the country.
With the steady increase in Job Duration over the past few months, climbing to nearly 60 days in February, we are basing our February NFP forecast on our December data. With December’s job gains on LinkUp, net job growth in the U.S. in February should come in above BLS numbers for January at 215,000 jobs in February.
Our forecast for February is slightly above consensus estimates of roughly 195,000 jobs.
Let’s hope our forecast is as accurate as the forecasts around a Trump drubbing in November.
Myths and legends are the stuff of children’s stories, but when it comes to the world of job searching, tall tales are as common as it gets. Differentiating myth from reality can be difficult, particularly when you consider all the nuances of the modern job hunt. Fear not! Let’s tackle 10 common job hunt myths and set the record straight.
Myth: Apply to as many jobs as possible
“Sending out resumes to hundreds of companies — spray and pray — will eventually result in someone contacting you for an interview. Dead wrong,” says Eric Wentworth, author of A Plan for Life: The 21st Century Guide to Success. “Eighty-five percent of all jobs are filled through contacts in your personal network: friends, former colleagues, LinkedIn, your neighbors, members of your church, etc.”
Myth: All work-from-home jobs are scams
A lot of companies are becoming more telecommuter friendly. What you need to ensure is that you’re applying directly on a reputable company’s website.
and use “telecommute” along with your other keywords.
Myth: You can’t apply to jobs from your phone
Sure, applying for a job from a mobile device can be clunky and time consuming, but employers are starting to cater to the mobile job seeker. Some use shorter versions of their applications on mobile and leverage social plugins to facilitate the application process. Bottom line: don’t shy away from searching on your phone, apply if a mobile solution is available, or email yourself the listing from your phone to pursue from your laptop later.
Myth: Skip jobs if you don’t meet the criteria
“It’s a myth that you cannot apply for jobs if you don’t meet the qualifying criteria mentioned in the job description,” says Adarsh Thampy, CEO of LeadFerry. “If you are really passionate about a role, companies will hire you for your passion. You can always be
but passion isn’t something that can be taught.”
Myth: Asking for a low salary will make you more attractive
“If you are very good at what you do, employers need you more than you need the employer,” says Triin Linamagi, founder of CVProfs. “Know your value, know the competition, know how to sell your skills and know your price. It’s true you should not take a job just for money, but if you earn less than you feel you are worth you will become demotivated very quickly.”
Myth: Resumes are obsolete
Most large companies use resumes as their initial source for candidate consideration, but more and more they are leaning on sites like LinkedIn to provide supplementary information. Some even allow candidates to fill in their job applications with their LinkedI this, however, does not replace a strong resume as a leading tool for job hunting.
Myth: You should close down your social presence during your job search
“We encourage people to keep their social accounts active, but go through each of them to be sure there isn’t anything ‘you wouldn’t want your grandmother to see,’” says Bill Fish, president . “Seeing a photo of you with your friends at a baseball game having a beer is not going to stop a recruiter from bringing you in for an interview. Hiring managers like to see some personality, and social media can provide that, showing activities and interests outside of the office. Now, hate speech or references to illicit drugs are always a bad idea, and will get your resume a free ride through the shredder.”
Myth: Today’s focus on digital means less focus on networking
“While it is important to have a professional digital presence, many companies are still not using that as their primary candidate search tool,” says Joshua Evans, CEO at Enthusiastic You! “The suggestion I often make to my younger clients is to reach out directly to companies they want to work with. Take the time to stalk them on LinkedIn, find out if anyone you know is connected and go from there.”
Myth: Companies hire the candidates with the most skills
Skills are important in getting a new job, but companies today are looking beyond education, certifications and experience. Cultural fit is a leading consideration that often is just as important as skill sets.
Myth: Job searching doesn’t require special skills
“Most people don’t understand that the skills needed to find a job are different from the skills needed to do a job,” says Jeff Altman of The Big Game Hunter. “Obviously, you need to be competent enough to execute f however, your ability to find work is going to be predicated upon learning and mastering skills in job search.”
February 24, 2016 / Molly Moseley
Open letters are the modern op-ed, and while those written by celebrities and politicians sometimes get a lot of traction, many simply fade into the online abyss.
That fate, however, was not the case for 25-year-old Talia Jane over the weekend.
Her post titled “” went viral. In her letter she explains many problems experienced by entry-level employees of Yelp/Eat24. She claims she’s underpaid, overworked and utterly stressed.
A lot of people have weighed in after reading her post. While some offer words of understanding, others feel as though she’s acting like a “stereotypical millennial.” Personally, I think she brought up some valid concerns, but the way she communicated them was not productive and unprofessional. Here are some of her main points:
She hasn’t been able to afford groceries since starting at Yelp and basically subsists on a 10-lb bag of rice she bought prior to starting.
Complimentary snacks are stocked only on weekdays and therefore not always available when working weekends.
Great insurance she doesn’t pay for, except a $20 co-pay that she can’t afford.
80 percent of her income goes toward renting an apartment that is far away.
She has to work in customer service for an entire year before she’ll be considered for an opening in another department.
The list goes on, of course, and it’s no surprise that people are throwing around terms like “entitled” and “spoiled millennial.” Bottom line: If her concerns were presented to the correct parties in a respectful, intelligent manner, she may not have gotten fired.
So what can other millennials learn from Talia’s letter?
First, this is a great lesson about what you should consider before taking a job. I get it, though — after working hard to get a degree, you’re chomping at the bit to start your career. Thoughtful job search is critical to ensure each decision you make helps you grow. Here are a few basic yet extremely important questions to ask yourself:
Does the salary cover your basic expenses?
How long is your commute and what will it cost?
What company policies exist regarding advancement?
What hours are you expected to work?
What career-development opportunities are available?
What benefits are available and what do they cost?
Does the company’s culture align with your personality?
If Talia had asked these questions and deeply considered each answer, she may not have ended up feeling “the bitter remorse of accepting a job that can’t pay a living wage.” See, you have to think through each decision you make and do what’s best for you and your career. After all, no one wants to end up unemployed with a bad reputation, much like the woman who wrote a public essay complaining to her CEO.
Finally, this is a lesson for us all to reign in those emotions before writing a letter to any manager, let alone a member of the C-suite. Emotional intelligence is an in-demand soft skill, and this letter demonstrates that Talia has some work to do in that department. It’s not that she should have remained silent, necessarily, but she should have found a better way to channel and voice her concerns.
In a follow up-letter she published on
yesterday she has reported that “Things have been pretty chaotic for me since last Friday when I wrote “ and “Some people have even offered me a job or donated money to me .” Hopefully as she considers her new job prospects, she’ll ask herself some of these important questions and hone her emotional IQ.
What’s your opinion on this much talked about letter? Please share your thoughts.
How do you feel when you hear the word “networking?” For some people, networking is an exciting and empowering professional activity. For others, it’s a dreaded task that always feels forced with the underlying goal of getting ahead.
Authentic networking is different. Rather than just sending a LinkedIn request or exchanging business cards, authentic networking digs deeper for more genuine connections. For extroverts, it allows them to make more memorable impressions and get more out of their relationships. For introverts, it allows them to get rid of the sleazy “what’s in it for me” feelings and focus on nurturing meaningful connections.
Why does all this matter? The world runs on relationships. We hear time and time again that it’s not what you know but who you know — and that makes a big difference in career development. According to the U.S. Bureau of Labor Statistics, 70 percent of all jobs are found through networking. Even if you’re not job hunting, the relationships you curate help support career development in countless ways and are key to building your professional reputation.
Eliminate the phony and fake feelings and start networking authentically. Here are five simple ways to get started:
Find commonalities beyond work
Networking conversations don’t have to focus only on industry news and workplace trends. Chat about things outside of work to find a common connection. Your shared passions for skiing, music or travel could make for great conversations during which you’ll make a lasting impression.
Talk about causes you’re passionate about
Networking can be extremely fulfilling when you connect with someone about topics and causes that are meaningful to you. If you’re an IT guru, there’s no reason you can’t mention your soft spot for animals. A project manager with a passion for the arts? Right on. An architect who melts over kids’ causes? Awesome. Delve in and see where the conversation leads, but please note, it’s best to avoid politics and other sensitive topics.
According to the U.S. Bureau of Labor Statistics, 70 percent of all jobs are found through networking – See more at: /2010/07/the-math-behind-the-networking-claim/#sthash.NGEHZYoP.dpuf
According to the U.S. Bureau of Labor Statistics, 70 percent of all jobs are found through networking – See more at: /2010/07/the-math-behind-the-networking-claim/#sthash.NGEHZYoP.dpuf
Talk about a common connection
It’s a small world after all! It’s amazing who knows who in any given industry, and it’s likely that you have a common connection with any person you try to network with. If you’re connected on LinkedIn, it’s easy to learn what connections you have in common and use them as conversation fodder. If not, you may have to be creative and ask thoughtful questions to uncover common connections.
Shift your outlook from “me” to “we”
Authentic networking focuses on sincere connections with individuals and organizations who support each other. Rather than focusing on self-promotion, shift your outlook toward collective advancement. The things you post online and conversations you have should better everyone, not just you. And if you need a favor, offer to reciprocate. A “you scratch my back, I’ll scratch yours” outlook goes a long way.
Network in places that are conducive to it
Educational events, trade shows, professional lunches — these are all stellar networking opportunities. Keep in mind that loud, noisy places are difficult for networking, and if you end up in an intimate cocktail hour at 9 p.m., it might be misconstrued as something more than a professional meetup. Additionally, the web offers opportunities to network. For example, actively posting to LinkedIn and engaging in conversations helps you make meaningful connections and demonstrates your expertise.
What’s your take? How do you network authentically, and what tips do you have?
February 9, 2016 / Molly Moseley
Now that it’s been a few days since Sunday night’s big game, the dust has settled and there’s some time to reflect. No, I’m not talking abo rather, it’s the commercials that everyone is buzzing about. When a 30-second spot costs upwards of $5 million, we expect to see the best of the best.
While some ads were clever and entertaining (Hello, ), others seemed to fall flat. Some even sparked outrage. The most controversial ad on social media was the Quicken Loans commercial. Folks are up in arms saying the commercial encourages lavish commercialism and promotes the type of mortgage lending that led to the last big recession.
The ad starts: “Here’s what we were thinking: What if we did for mortgages what the internet did for buying music, and plane tickets and shoes?” The spot goes on to address the ease of getting a mortgage completely online — on your phone in fact. People, of course, would be buying homes left and right. Then they would inevitably fill those home with things, thus necessitating higher levels of employment because more jobs would be needed to create those things.
Basically, the snowball effect would cause a “tidal wave of ownership which floods the country with new owners who now must own other things.”
to view it in its entirety.
As a job search engine, everyone at LinkUp is in total support of creating jobs, so this one definitely caught our interest. Although it paints a pretty picture, not all jobs are created equal, some are more sustainable than others. Some argue that spending at the commercial’s proposed level is very excessive, and potentially problematic.
And what about the people who are just now finally recovering from the many hardships of the recession? This commercial could be an unpleasant reminder for those who were perhaps laid off, just had a baby and then faced a home foreclosure in 2008.
Viewers who caught the ad immediately took to Twitter to voice their concern about how it could encourage the type of haphazard lending that should be avoided. Even the , “When it comes to #mortgages, take your time, ask questions and #knowbeforeyouowe.”
So, what was Quicken’s response? “We just saw that the current mortgage process was slow and confusing. So we fixed it.” Totally valid point. Anyone who’s applied for a mortgage in the last few years can tell you it’s a lengthy process, full of red tape and paperwork. Quicken further clarified by tweeting, “RocketMortgage is here to help individuals w/ the right qualifications get in on current low rates.”
I would argue they have done an excellent job of responding to the criticism. They have addressed it head on and embraced the conversation.
Ultimately, the commercial got people talking. If you agree with 19th-century public relations guru Phineas T. Barnum, there’s no such thing as bad publicity, and Quicken is surely on the tip of everyone’s tongue.
I’m left wondering, was Quicken’s main message lost in a storyline that seemed too focused on indulgent consumer spending? A scenario to which some who fared poorly in the last great recession are still sensitive? Or is this idea the answer to the mortgage woes of so many people looking for a solution?
What do you think? Tell me in the comments!
When you’re unemployed, the desire for a great new job grows with each passing day. And because you want everyone to know you’re available immediately, you update your LinkedIn profile to reflect your unemployed status. But does doing this give you a competitive advantage, or is it counterproductive?
A LinkedIn tagline is the 120-space spot immediately below your name. When recruiters search the LinkedIn database, this is the only part of your profile they see on the results page — making it extremely important. If your tagline simply says “unemployed” or “laid off,” a recruiter may not take the time to look any further, or arguably worse, question why in the world you’re out of a job.
Phrases and terms like these carry a negative connotation, and that’s the last thing you want to convey when you’re trying to make a good first impression. Furthermore, recruiters are not using these phrases when searching for candidates on LinkedIn. The search algorithms, too, take into account the copy in your tagline, so you’re far better off filling this space with positive, impactful keywords that properly capture your expertise.
Feeling stuck? Start by thinking of the words and phrases that best describe your skills, industry and goals for the future. State what you are, what you can do and your goals. If you don’t know which phrases are currently trending, try LinkedIn’s built-in search function to see what other professionals like you are listing. Once you select an industry, you simply go to the edit option by the headline and click “See what other users in your industry are using.”
Once you’ve nailed down some great descriptive keywords, it’s time to decide whether you want your tagline to say that you’re seeking employment. You can find a way to include this information, of course, but you must do so in a way that conveys a positive message.
If you decide to state that you are seeking employment, you can try a few strategies to maximize your message’s potential. For example, start with your keyword phrase and then add that you’re seeking new opportunities and where you’d like to find them. You could also include that you’re looking to gain knowledge in a particular industry. Here are a few examples:
If these examples don’t fit with what you want to accomplish, there’s no need at all to mention you’re unemployed in the headline — or anywhere in your profile for that matter. After all, if you’ve entered an end date at your last employer, recruiters who take the time to look at your profile closely will understand what your employments status is.
Finally, if you want to note you’re open to employment but you don’t want to add it in the tagline, stating your employment status and future goals further down in your profile is a good alternative. The summary field, for example, is a great place to add a sentence about being open and ready for new opportunities.
Recruiters and hiring managers: How do you feel when candidates use “unemployed” in LinkedIn taglines? Do you agree with these suggestions, or do you have your own to offer?
February 2, 2016 / Toby Dayton
Assuming that there are, in fact, such people, regular readers of my non-farm payroll (NFP) forecast blogs are undoubtedly well familiar with my dependence on politics as a reservoir from which to draw on for multiple purposes in these posts. Not only do politics and general affairs in Washington have a direct and meaningful impact on the economy, Wall Street, and the labor market, they also deliver a perpetual, inexhaustible stream of raw material that can be tapped into for analogies, opinions, connections, and commentary. And last night’s Iowa Caucuses certainly didn’t disappoint. The admittedly tenuous connection I’ll attempt to make between last night’s Iowa Caucus and our non-farm payroll forecast for January is that things just might be starting to return to normal.
For months, the 2016 Presidential had been causing fits for pundits and prognosticators as candidates, campaign strategists, and voters repeatedly defied expectations, failed to adhere to historical precedent, and refused to follow any discernible norms or patterns. But last night’s Caucuses in Iowa just might have snapped things back into some form of normalcy.
As in the past two elections, the winner of last night’s Republican Caucus in Iowa has absolutely zero chance of winning the Republican nomination, let alone the general election. Let’s hope that the loathsome Ted Cruz quickly becomes just as irrelevant, forgotten, and pathetic as Mike Huckabee and Rick Santorum.
And on the Democratic side, Hillary was once again surprised by an up-start candidate successfully tapping the passions of younger voters, largely new to politics, looking for a more aggressive catalyst for change. We’ll see what happens next week in New Hampshire, but by all measures, Iowa could not have followed its traditional playbook any more closely.
Similarly, both the economy and the labor market over the past few months have been characterized by mixed signals, conflicting information, and contradictory story lines, all of which have caused enormous uncertainty for economists, the Fed, and anyone attempting to predict non-farm payrolls. While we’ve managed to muddle our way through a challenging period with passing grades that included 3 A’s in 5 months (it always helps when you get to grade yourself), the period has been marked by an unsettling amount of fear, doubt, and trepidation.
But with our January data, things have hopefully returned to normal. With full knowledge that we very well could be suffering from precisely the same delusion that drives one to remain absolutely confident in the belief that neither Donald Trump nor Ted Cruz could possibly win the Republican nomination, our data appears to point rather conclusively to solid jobs numbers in January and sustained job growth through at least the end of Q1.
In January, new and total job openings by state in the LinkUp job search engine (which includes 3 million jobs indexed from 50,000 company websites) rose by 7% and 3% respectively.
Jobs by category rose similarly, with new and total jobs by category rising 6% and 2% respectively.
Unfortunately, the increase in new and total job openings was counter-balanced by a slowdown in the velocity of hiring. Each month, we determine Job Duration by calculating the average number of days that a job opening in our search engine takes to get filled by a new hire. And that number rose sharply in January, jumping from 48 days in December to 54 days in January, continuing a trend since last August when Job Duration was 42 days.
What we specifically look at to calculate Job Duration is all the jobs that have rolled off of our site in the prior 6 months. We then average the number days that all of those jobs had been in our search engine before being removed from the employer’s company website (and therefore LinkUp as well), presumably because they were filled by a new hire. The underlying data that drove up the job duration is the steady decline over the past 6 months in the number of jobs that have been filled in less than 30 days, as evidenced by the downward sloping blue arrows in the chart below.
With the clear evidence that hiring velocity has slowed generally since August and sharply in January, it has become clear that we are now in a period where the lag time between a job being posted (LinkUp data) and that job opening translating into a new job in the U.S. economy (Bureau of labor Statistics’ non-farm payroll data) is 60 days. As a result, we need to look at LinkUp’s November data to forecast how many jobs were added to the U.S. economy in January. And because we saw a slight dip of -0.3% in the blended average of new and total job openings on LinkUp in November, we are forecasting net job growth of 250,000 jobs in January, slightly below the 292,000 jobs gained in December (a number that will likely be revised in Friday’s jobs report).
While a net gain of 250,000 jobs represents a slight decline from December, it’s quite a bit stronger than consensus estimates and well above the average monthly job gains of 221,000 seen in 2015. And based on the strong gains we saw in new and total job openings on LinkUp in both December and January, our preliminary forecast for job growth in the rest of Q1 is quite bullish.
So for all kinds of reasons, let’s hope things have, in fact, returned to normal and that the confidence in our Q1 forecast proves on Friday to have been well-founded. Because if it’s not, I might start to get just a little nervous about the unthinkable possibility of Ted Cruz or Donald Trump actually winning the Republican nomination.
Now that would truly be something to be afraid of.
reports it provides 1 million rides a day, so it’s likely you or someone you know has used the service to zip around town. Over the past few years, Uber has changed the way we travel, but it has also influenced the structure of business and challenged the idea of traditional employment as we know it.
Uber functions using an on-demand business model in which contracted drivers work independently and on their own schedule. This system has been so successful that other businesses have followed suit. Think about it — what can’t you get through an on-demand service? There’s
(food delivery),
(parking and valet services),
(groceries),
(liquor delivery) and so much more.
For recruiters, the trend of businesses offering on-demand service means tackling unique hurdles. Often the core skills of employees are easily transferable from one company to the next, so it’s important to attract the right talent before the competition can swoop in. Workers often jump around between Uber and
or even work for both. It’s essential for recruiters to be heard by the right audiences and to keep them happy enough to stay working long-term.
If you’re a hiring manager at one of these companies, give yourself a recruiting edge by thinking strategically. To start, don’t put all your eggs in one basket when advertising job openings. Use multiple recruitment solutions to reach untapped talent pools and attract new people in different demographics. You must always be willing to try new sources to stay ahead of the competition.
Next, determine the various audiences you want to reach. Identify your target candidates and start marketing directly to those people. For example, I recently saw an Uber commercial marketing to the stay-at-home parent. It was all about working “after hours” or when your kids’ schedule permits. Bingo! This perfectly targets a specific audience and speaks directly to them while giving them key motivating points for applying.
How can you make jobs irresistible to new talent? Some good old-fashioned extras like sign-on and referral bonuses are highly effective. Additionally, don’t forget the application process itself. The majority of job seekers are using mobile devices, so consider offering a short-form application that is quick and easy to complete from a smartphone or tablet. You can always gather the remainder of the information needed if you’re interested in a candidate.
Of course, one of the biggest challenges is retention. With all of the competition you must face, you need to find a way to set yourself apart. Consider extras like benefits that are not typically offered by on-demand service companies. The more perks you can provide, the more loyalty you’ll earn from staff. (Bonus, they’ll become great brand ambassadors and will be more likely to recruit their friends to work as well.)
Over the next decade, it will be interesting to observe the evolution of on-demand service businesses. With new offerings emerging regularly, the challenges of attracting and retaining good employees will be top of mind for recruiters. To stand out, they absolutely must lead the pack with target marketing and unique benefits.
What other ways do you think these types of companies can attract and retain talent?
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