Recruiters increasingly are asking job candidates about pay history early in the hiring process, putting high earners at risk of being priced out of contention.
Presidential candidates are wrestling over a basic workforce question: Should employees get paid time off to tend to newborn children, an acute illness or an ailing parent?
A diploma from a highly selective college means higher pay in certain fields. In others, it makes almost no difference at all.
The rate of union membership in the U.S. held steady last year, with slight overall gains in union membership rosters outweighed by the rising ranks of nonunion workers.
A new class of private marketplace that connects software developers with corporations eager to hire people with the latest tech skills has popped up in Silicon Valley and other markets that attract young, freelance coders.
Some business leaders may be too gritty. Long a hallmark of overachievers, grit is trendy nowadays—but excessive grittiness can hurt your career.
As the competition for critical talent in the U.S. intensifies, organizations must better understand the supply and demand for critical workforce segments. Companies must begin to identify the skills in their organization that will help drive future growth. "With the relative aging of the population, it is bound to bring with it many changes to the economy of the U.S.-some foreseeable, many probably not," according to Alan Greenspan, Chairman of the Federal Reserve emeritus.
Today, the average cost to replace an employee is one and a half times their current salary when you factor in benefits, on-boarding and training and development. That cost is expected to double in the next 25 years. According to the Bureau of Labor Statistics, by 2012 there will not be enough skilled workers in the U.S. to staff all of the nation's jobs.
The real talent gap in the United States involves selected skill sets. Four industries in particular will suffer a mass exodus of employees including: Healthcare, Manufacturing, Energy and the Public Sector. With a decrease in the employee workforce, companies are challenged with the question of whether or not there will be enough qualified workers in the United States to do the work at an acceptable cost. Organizations must be prepared to manage divisions or business units that will be heavily impacted by waves of retirement and the impact retirement will have on critical skill sets and productivity needs.
- The Bureau of Labor Statistics
- Deloitte research 2008-Do you know where your talent is?
- HR Magazine Vol. 50, No. 3