Recently Beyond conducted a survey to understand the booming gig economy. And the gig economy is such a hot topic at the moment that Beyond’s Senior Vice President of Marketing, Joe Weinlick was asked to talk to CBS about it. Here’s the conversation.
So we just got back from the SHRM Annual Conference in Washington, DC and we just want to say, “Thank you!” to everyone that stopped by the Beyond booth. We had a great time in our nation’s capital and can’t wait to see everyone next year in New Orleans.
Until then, let’s recap! Here were the highlights of the show for us.
Typically right before the SHRM Annual Conference we put out a blog post about what you should do while you’re at the conference and what attractions you can’t miss out on in the host city, but as we were putting one together for SHRM 2016 in Washington, DC we realized that we’ve been attending the SHRM Annual Conference for the past ten years! Yeah, that’s a lot.
So we started reminiscing about all the swag we’ve given out over the years, the most expensive giveaway, the cities we’ve visited, and the number of HR Pros we’ve had the pleasure of meeting over the years.
How many times did you check your phone this morning before you ever sat down at a computer? If you’re like most Americans, the answer is at least once (but probably more). According to a recent Deloitte study, 78% of mobile users check our phones within one hour of waking up, with most saying they look at their phones within five minutes. And what are we most likely to check first? Our text messages.
Even more so than email or social media, text messaging is a form of communication that’s not likely to be missed. So, it’s no surprise that text recruitment is becoming a thing.
Recently a friend was venting to me about his coworker, who had spent the better part of the day complaining about missing her morning Zumba class for a company-wide meeting. By the way, this Zumba class is held – wait for it… in the company’s free, on-site gym.
Now, let’s play a little game.
It’s against all kinds of HR policies to ask this, but we’ll keep it between us. How old is the person you were just picturing as I described her behavior?
Beyond recently conducted a survey of more than 5,000 job seekers, which revealed that many are hesitant to pursue the growing number of independent contractor opportunities with on-demand companies, such as driving for Uber or performing jobs through TaskRabbit. The survey found that 68% of respondents indicated that they would not work for an on-demand company or would maybe consider it depending upon their financial situation at the time. The gig economy in the U.S. has grown rapidly in recent years, creating more independent contractor opportunities for workers. However, the survey results showed that the lack of legal rights and benefits for on-demand contractors are deterrents for job seekers.
So…you’re in the market for a new job and so is your best friend and so is his co-worker. You all work in the same field in different capacities and you want to work together. But, don’t think it will ever happen unless you start your own firm…that is until now.
Want to get more responses to your job ads? You can advertise in more places. If you are paying based on performance you can raise your bid. But, there is one thing you can do that doesn't cost anything and might have a HUGE impact. Write a compelling introduction in your job description. In fact, just focus on making the very first sentence as compelling as possible.
When someone searches for your job on many career sites, they will see the job title, the company name, the location, and the first sentence of your job description. For the name, you need to use the commonly accepted professional title, or else they won't find the job at all. And company name and location are straightforward. But the first sentence of the job description--that is the wasted opportunity.
Remember, this is a job advertisement. Advertising is supposed to be fun and creative! Imagine advertising your job on morning drive time radio.
This is Howard Stern, here to tell you about a new Project Manager Job at XYZ Construction. Applicants are asked to submit a resume along with a cover letter that outlines their qualifications and compensation requirements. To apply, visit their website at. . .
Or, how about this scintillating read:
Don Imus here to talk about Yellow Hat Contractors. They've got a new position for a project manager who is responsible and fully accountable for the full project life-cycle manager of projects from initiation to closure. Learn more by. . .
Future Workplace, a research firm dedicated to rethinking and re-imagining the workplace, and Beyond, The Career Network, recently announced results of a national survey that found a disconnect between employers and job seekers. The “Active Job Seeker Dilemma” survey includes a national sample of 4,347 job seekers, as well as 129 human resource (HR) professionals. According to 71% of HR professionals surveyed, employee referrals are the best resource for finding candidates, yet only 7% of job seekers surveyed view referrals as their top resource for finding a job. In today’s employment landscape, job seekers who are “passive” with a wide network of referrals have the advantage over job seekers who are “active.”
When it comes to the job search, “passive job seekers,” or those who are employed but open to new opportunities, have a better chance of being hired over “active job seekers,” or those who are unemployed and searching for work. Employers value “passive job seekers” and according to the survey, 80% of HR professionals believe “passive job seekers” become the most effective employees. HR professionals also say the benefits of hiring a “passive job seeker” over an “active” one include: they have more experience (44%), they possess valuable skills (44%) and they take their careers seriously (42%). However, many job seekers are unaware of this advantage. When asked about who has a better edge in the job market, less than half (47%) of job seekers said “passive job seekers”.
In addition to the “active job seeker” disconnect, the survey also revealed the sentiment of HR professionals and job seekers in various areas.
With crippling student loan debt the norm these days, a survey finds employees are attracted to companies that offer repayment benefits.
Every day parents and students alike research the cost of a college education — and sticker shock sets in. Even worse than knowing the cost of college is actually paying the bills after graduation.
That’s why some employers are now looking to attract talent by setting their sights on something that pains many young people in the workforce: crippling levels of student loan debt.