Executive Employment Trends Report Q3 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Working the Great Resignation: How Employers Can Transform Things to their Ad...Dana Gardner
Transcript of a discussion on new research into why one of the tightest labor markets the world has ever seen means a transition to a more healthy and sustainable environment for employee well-being.
Executive Employment Trends Report Q3 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Working the Great Resignation: How Employers Can Transform Things to their Ad...Dana Gardner
Transcript of a discussion on new research into why one of the tightest labor markets the world has ever seen means a transition to a more healthy and sustainable environment for employee well-being.
In April 2020, Upwork published our first ever Annual Impact Report—articulating Upwork’s approach to assessing and managing critical environment, societal, and corporate governance focus areas while demonstrating our commitment to creating economic opportunities so people have better lives.
Our insight reveals that in the current marketplace, employer brands that connect emotionally, through meaning and purpose, are attracting candidates who will become the most productive, engaged and loyal employees, which in turn, allows companies to achieve greater business results.
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Employer Brand Message Guidelines (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
Staff Attrition Rates and Staff Turnover Rates 2013great-with-talent
great{with}talent conducted research in October 2013 into attrition rates and staff turnover rates in the UK. This presentation shows significant trends relating to industry, attrition geography, employee retention challenges and what companies are doing to combat these issues.
They also offer predictions for future staff turnover rates and attrition rates.
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The biggest challenge for any HR professional in media/Radio industry in the near future will centre how they leverage the evolving world of technology and countless systems designed to improve efficiency and productivity, without losing sight of the humanity that enables people to thrive in their role.
Presented by N. Robert Johnson, Practice Leader, Workforce Communications at The David Group.
A strong employer brand is a competitive advantage to attract, engage and retain talent. This presentation looks at what an employer brand is; why it's critical for enterprise-wide success; the ingredients in creating one; and key KPIs.
The impact of Employer Branding on talent acquisition in banking sector of Pa...Husnain ul Haq
This paper examines the impact of Employer branding on the residing talent within and outside the organizations. In the current scenario, organizations in Pakistan face a challenge on distinguishing themselves from the clutter of brands in the job market. Reaching the right talent and affecting them from the very beginning seems to be the most crucial step in recruitment. So the organizations need to know how building reputation can shape up the expectations of employees in labour market. They also need to understand how various recruitment practices can impact their employer branding process for hiring better pool of applicants. These all issues raise a concern for me to come up with an insightful study of how employer branding is practiced around the banking sector of Pakistan and most importantly what are its implications. This study also explores the major gap in existing literature concerning the conflict of expectations and the organizational reality.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
To integrate testing in the Agile software development lifecycle, the QA team must collaborate with the Scrum master and product owners throughout the process, including manual regression and automated regression testing.
In April 2020, Upwork published our first ever Annual Impact Report—articulating Upwork’s approach to assessing and managing critical environment, societal, and corporate governance focus areas while demonstrating our commitment to creating economic opportunities so people have better lives.
Our insight reveals that in the current marketplace, employer brands that connect emotionally, through meaning and purpose, are attracting candidates who will become the most productive, engaged and loyal employees, which in turn, allows companies to achieve greater business results.
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Employer Brand Message Guidelines (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
Staff Attrition Rates and Staff Turnover Rates 2013great-with-talent
great{with}talent conducted research in October 2013 into attrition rates and staff turnover rates in the UK. This presentation shows significant trends relating to industry, attrition geography, employee retention challenges and what companies are doing to combat these issues.
They also offer predictions for future staff turnover rates and attrition rates.
Understand the complexities of human behaviour at workplace -Rahul NamjoshiAnil Kaushik
The biggest challenge for any HR professional in media/Radio industry in the near future will centre how they leverage the evolving world of technology and countless systems designed to improve efficiency and productivity, without losing sight of the humanity that enables people to thrive in their role.
Presented by N. Robert Johnson, Practice Leader, Workforce Communications at The David Group.
A strong employer brand is a competitive advantage to attract, engage and retain talent. This presentation looks at what an employer brand is; why it's critical for enterprise-wide success; the ingredients in creating one; and key KPIs.
The impact of Employer Branding on talent acquisition in banking sector of Pa...Husnain ul Haq
This paper examines the impact of Employer branding on the residing talent within and outside the organizations. In the current scenario, organizations in Pakistan face a challenge on distinguishing themselves from the clutter of brands in the job market. Reaching the right talent and affecting them from the very beginning seems to be the most crucial step in recruitment. So the organizations need to know how building reputation can shape up the expectations of employees in labour market. They also need to understand how various recruitment practices can impact their employer branding process for hiring better pool of applicants. These all issues raise a concern for me to come up with an insightful study of how employer branding is practiced around the banking sector of Pakistan and most importantly what are its implications. This study also explores the major gap in existing literature concerning the conflict of expectations and the organizational reality.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
To integrate testing in the Agile software development lifecycle, the QA team must collaborate with the Scrum master and product owners throughout the process, including manual regression and automated regression testing.
Administración de riesgos de negocio en la pymesGris Zapata
Este ensayo presenta una información respecto a la administración de riesgos de negocio en la PYMES, así como estrategias para minimizar los riesgos de negocio en la pequeñas y medianas empresas. Está dirigido para estudiantes de las carreras del área económico- social y para pequeños empresarios que busquen minimizar los riesgos que podría impedir alcanzar los objetivos de sus negocios.
El ensayo está acompañado de una presentación que logra hacer la información más didáctica y digerible.
Espero que esta información sea de utilidad para todos los visitantes y los usuarios que deseen consultarla.
Financial Services Employer Branding Research - Blu IvyBluIvy
The latest employer brand research from thousands of survey respondents in the Financial Services sector. Conducted by the leading employer branding agency, Blu Ivy.
ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The May edition looks at wage growth in the United States and employment in the automobile manufacturing sector. We continue our global series on the ASEAN region by looking at the impact on oil prices on Malaysia’s economy. We uncover why recent indexes have been rating the U.S. economy as disappointing. Our feature article discusses the definition of innovation and provides information on how companies can get started on incorporate innovation into their organizations. Finally, we examine how the talent acquisition sector has been disrupted by changes in the way employers access and engage with talent.
DCR National Temp Wage Index
U.S. Economy: Disappointing..?
Wage Growth Across The U.S.
Industry Highlight: Automobile Manufacturing Index
What Do Millennials Want?
Malaysia: Oil Prices Pose Threat to Economy
Innovation as Usual
Recruiting Disrupted,.
DCR TrendLine January 2014 – Contingent Worker Forecast and Supply Reportss
Hello 2014! As we approach a fresh year, the editorial staff at TrendLine is excited to share our analysis and insights into the staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what’s happening in the world of contingent worker supply and demand and talent acquisition.
- DCR National Temp Wage Index
- 2014: What to Expect in the Workforce
- The Manufacturing Revival
- Temp Jobs Continue Steady Upward Trend
- Special Topic: Brazil e-commerce Market Watch
Hiring for success — what makes the difference? Why are so many organisations...Steven Jagger
Hiring for success — what makes the difference? Why are so many organisations failing?
Please find Hudsons superior sourcing strategies? For further information or advise please contact steven.jagger@hudson.com
Executive Employment Trends Report Q3 2017BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group's Executive Employment Trends Report Q3 2017 offers greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we meet the needs of our executive transition clients.
This report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, education level, gender, and age.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
The findings of this report are based on landing data collected on our Executive Advisory Services (EAS) clients who completed their job search between Q3 2017 and Q3 2018. The report includes analysis of the following executive employment trends: Average length of the executive job search; How the length of the job search is impacted by various factors, including base salary level, education level, and age.
BPI group Executive Employment Trends Report Q3 2017 - Q3 2018BPI group
BPI group's Executive Employment Trends Report offers visibility into the executive job market. The findings of this report are based on landing data collected on our Executive Transition Services clients who completed their job search between Q3 2017 and Q3 2018.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
2. The United States unemployment rate took a
slight dip in August, falling to 7.3 percent,
on the strength of 169,000 nonfarm new jobs
created during the month. While job growth was
seen in retail trade and healthcare sectors,
information saw a reduction in employment and
experts said the month’s advance was smaller
than expected.
While rates fell to their lowest level since
December 2008, signaling a potential return to
pre-recession figures, economists expected an
additional 11,000 jobs to be created during the
month, according to Reuters. While the
unemployment rate beat economists’ estimates
that it would hold steady in the month, revised
job count totals saw 74,000 fewer positions
than expected in June and July.
Year over year, the jobless rate has fallen .8
percent, as it stood at 8.1 percent a year ago.
Demographically, the unemployment rate for most
major worker groups showed little change during
the month. Long-term unemployed figures were
relatively unchanged, holding at 4.3 million -
accounting for about 38 percent of all
unemployed. However, these figures have
declined by 733,000 in the past 12 months.
The participation rate, which tracks the share
of Americans either currently working or
looking for work, dropped to its lowest level
in more than 30 years, which has economists
worried. It has fallen 1.6 percentage points in
the past four years, implying people are
dropping out of the
workforce either through
retirement or discontinuing
their job searches.
“Clearly the labor market is
losing momentum,” managing
director and chief economist
at firm Sterne Agee, Lindsey
M. Piegza, told ABC News. He
mentioned “inorganic
reasons” for the decline of
the unemployment rate.
Job growth in the month was
strongest in the retail
trade industry, which added
44,000 jobs and nearly
400,000 in the past year.
Clothing outlets and food
and beverage stores saw
growth of more than 10,000
each in the month. Leisure
and hospitality positions
were also seen to experience
gains.
Healthcare employment also
increased during the
month, with 33,000 positions added - 27,000
of them in ambulatory care services. Employment
in professional and business services continued
to rise as well, with an increase of 23,000,
having bolstered their ranks by 614,000 jobs in
the last 12 months.
Manufacturing employment saw a rise of 19,000
during the month, recovering from a decline of
10,000 jobs in July. Many new jobs returned
recently laid-off workers to companies’ ranks.
Government payrolls increased by 17,000 during
August.
Mining, construction, transportation and
financial activities saw little change during
the month, while information suffered.
The motion picture and sound recording
industry, in particular, lost 22,000 jobs
during August after seeing gains in July.
Average workweeks in the month rose by a tenth
of an hour, currently standing at 34.5 hours.
Manufacturing hours saw a boost to 40.8 hours
per week, while overtime rose by a
fifth of a point. Production and nonsupervisory
employees’ hours remained the same, at 33.6.
Average hourly earnings rose by five cents
during the period, hitting a new total of
$24.05 hourly - over the year, earnings have
risen by 52 cents in total, an increase of 2.2
percent.
Unemployment gaps were especially large when
considering education
levels.
College graduates saw
unemployment rates of only
3.5 percent, according to
ABC News, while those who
haven’t graduated high
school saw their rates reach
11.3 percent.
June’s employment figures
were revised, dropping by
16,000 jobs, while July saw
major losses, falling by
58,000 positions.
The Labor Department’s
jobless claims report said
the number of Americans
applying for unemployment
benefits has neared a five-
year low, while private
payroll provider ADP saw a
drop in its monthly rates
with overall increases of
176,000.
Employment Summary August 2013