City of Avondale, AZ’s Post

January 2025... ...are you all still with me?? January ALWAYS feels like the longest month of the year. As we eagerly await payday after the Christmas season, many of us are also feeling that **itch** for something new. Historically, January is when a lot of people in recruitment start thinking about making a move. Bonuses and commissions from the previous year are rolling in, and with that comes a fresh wave of job searches and applications. So, if you're an experienced consultant within commuting distance of: - St Albans - Brighton - Brooklyn, NY I'd love to hear from you! …and if you’ve been toying with the idea of a new role but haven’t quite had the time to tidy up your CV, no problem! Reach out to me via my details below for a quick introductory chat. ***Yes, that is our Brighton HQ. Did I mention we have a gym onsite too? Let’s see if we can make 2025 YOUR year for change! 🤳 01273 525282 📩 melissa.higham@wenhamcarter.com #recruitment #brighton #executivesearch #ESG #automotive #fintech #insurtech #lifescience #batterybio #recruiters #hiring #worldofwenhamcarter

Have you experienced a "dry promotion" - new title and responsibilities in your current company, but zero to minimal pay boost? No surprise so many of those so promoted (29%) end up quitting within a month of the promotion. The promotion is a veneer covering a broken employee development system. The result is a revolving door of employees always seeking a "better" company that treats them like a person, rather than a "human resource". Post your thoughts in the comments. https://lnkd.in/eVg8Chgi

🚀 Two more employment contracts signed today! 🚀 We've been on a hiring mission in the last few weeks and both Rob Scott and I have interviewed quite a few bad apples and of course, some really good ones too. Our aim is to double the team and build on the foundations and economies of scale that we've created in the last 2 and a bit years. And, we're on track to do so. We'll hit our target of having a full time team of 10-12 tradesmen by the end of November. Today we offered another full time role to a multi-trader with 25x years experience. During our interview, he told me that he was unemployed because hadn't been able to juggle his previous job while caring for his sick mother. My heart sunk! And it made me realise that my mission; to retain talent is The Home Group way to go. Sometimes this mission is hard. For the past few months we've suffered an above average staff absences. It's frustrating as a founder to not be able to perform at the level we are used to. But we are humans. Life happens. And work need to adapt to that. So we try to work around our employees, to support them, to see if they need anything else to make their work-life balance easier. Surely retaining good talent is better than loosing it. We're #hiring. If you're an #electrician, #multi-trader and want to join a company on a mission then reach out! #worklifebalance #openjobs

We've all heard about "quiet quitting," but have you encountered its corporate counterpart "quiet hiring"? Picture this: A team member resigns, but no replacement is hired. Instead, their workload silently spreads across the remaining team. Sound familiar? What's driving this trend? • 75% of HR leaders report skills shortages in their organization, pushing companies to look inward for talent. • 80% of workers are open to new opportunities, making retention a critical focus. • Companies are projected to increase internal talent mobility by up to 20% in 2024. The plot twist: While "quiet quitting" was about doing the bare minimum, "quiet hiring" is about maximizing existing talent without formal promotions or job changes. It's the corporate world's way of saying, "Do more with less." Is this a strategy for agility or a recipe for burnout?

“Full-time employment as we know it is changing fast—and not necessarily for the better. 🚨 Is your job secure? Why are traditional 9-to-5 roles disappearing, and what does this mean for your future? Watch the video to discover how these shifts could impact you and what you can do to stay ahead! 📉🕒 #FutureOfWork #JobSecurity #CareerChange”

You heard about quiet quitting, but what about quiet hiring 🤫? With the job market turning back toward employers, more companies are choosing to transfer responsibilities to other employees rather than fill open positions. This can save businesses money and time, but is it effective? #randstad #randstadusa #randstadknoxville #humanforward #bethelink #partnerfortalent #hiring #trends #tipsandadvice #heretohelp

In smaller companies, the practice of "quiet hiring" has become normalized. Unlike large corporations that expand their workforce to meet increasing demands, smaller companies often place additional responsibilities on their existing employees. This practice frequently leads to severe dissatisfaction and burnout among staff. Managers also face significant pressure in this scenario, as they are tasked with meeting deadlines with limited resources. However, this situation can be a valuable learning opportunity for managers, particularly in honing their negotiation skills. Regardless of the circumstances, it is crucial for companies to remember that they have hired people, not robots. Employee well-being should always be a priority. #QuietHiring #EmployeeBurnout #WorkplaceWellbeing #SmallBusinessChallenges #ManagerSkills #EmployeeSatisfaction #WorkLifeBalance #HRManagement #BusinessEthics #LeadershipDevelopment

Some trending buzzwords around the recruitment, you might hear in your workplace. 1. Quiet Hiring - In this process firms leverage the skills of existing employees without recruiting new full time staff. Companies provide internal job opportunities or hire part time employees. Deewaron k bhi👂 hote hn 🙉 2. Loud Quitting - Employees quit their jobs after disappointment such that letting everybody around them know their reason for quitting. They might post it on social media as well. In high volume 📢, I quit the job today bolkar 🥷 3. Quiet Quitting - When employees put minimum required efforts and only complete the necessary work. Fatafat 🏠 work khatam karta hu 👋

Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. #reason #leavejob #leavingjob #employee #oldemployee #culture #companyculture #companyprocess #companypolicy

Performing some research, I've got some idea why employees are leaving. Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. The employee comes and go is normal in the workplace. As a recruiter, my role is to help the company source the right talents. #jobquitting #jobquitters #hr #hiring #corporate #corporatelife #recruiter #research #facts #linkedIn