This week’s roundup features a mix of stories ranging from the obvious to the absurd. First, women continue to be less satisfied with their jobs than men for the sixth consecutive year, coming as a surprise to no women.

There’s more turmoil at Tesla. As if Elon’s antics on X weren’t enough, the non-stop Cybertruck issues (including a man almost losing his finger to a frunk) as well as their falling stock price have led to the disappearance of 3,200 job postings.

Also, Gen Z and millennial men are asleep at the job—literally. 

So grab a cup of coffee (or a pillow) and cozy up with our latest Recruitment Marketing Roundup.

Who’s Happiest at Work? Hint: It’s Not Women

A recent survey by the Conference Board reveals that while overall job satisfaction in the U.S. has reached its highest level since 1987, there is a growing gap in job satisfaction between men and women. The survey also highlights the importance of work culture and the benefits of hybrid and remote work arrangements in driving employee satisfaction.

Check out our Op-Ed from Client Success Director Laura Walker Smith on Embracing Mother’s Day: A Call for Workplace Support and Recognition.

Key Insights

• 62.7% of U.S. workers reported being satisfied with their jobs, the highest rating since the survey began in 1987.
• Nearly 65% of men say they are happy with their jobs, compared to 60% of women.
• Despite the record overall job satisfaction rating, drops were recorded in all 26 specific categories, such as wages, work-life balance, and financial benefits.
• Organizational culture has become a primary driver of job satisfaction and employee retention.
• Hybrid and remote workers reported higher levels of job satisfaction compared to full-time on-site workers.
• Women continue to be less satisfied with their jobs than men for the sixth consecutive year, despite the introduction of more family-friendly policies by companies.

Takeaways for Recruitment and Talent Acquisition

• Offer Flexible Work Arrangements: Promote hybrid and remote work options in job postings and during interviews. Showcase how your company supports work-life balance and accommodates the needs of diverse employees, including working parents and caregivers.
• Address the Gender Satisfaction Gap: Conduct an internal analysis to identify factors contributing to the gap in job satisfaction between men and women. Develop targeted strategies to support women’s career growth, such as mentorship programs, leadership development workshops, and equitable promotion policies.
• Regularly Review Compensation and Benefits: Ensure your company’s compensation and benefits packages remain competitive in the market. Communicate the value of your total rewards package to both current employees and potential candidates, highlighting unique perks and advantages.
• Foster an Inclusive Work Environment: Promote diversity, equity, and inclusion in your recruitment strategies and workplace culture. Provide training for hiring managers and employees on unconscious bias, and actively seek out diverse candidates through targeted outreach and partnerships with DEI organizations.

Key Insights from our Sustainability as Strategy Webinar

Our Innovation Hiring Lab webinar, ‘Sustainability as Strategy,’ took place this week where our panel of experts delved into the impact of sustainability on the business world, particularly its influence on the job market, corporate governance and employee engagement. The event featured a panel of expert speakers who shared insights and cutting-edge data, highlighting how integrating sustainability into business models can lead to enhanced profitability and competitive advantage. We distill the essential takeaways from the discussion and offer a roadmap for businesses ready to utilize sustainability as a hiring strategy in their operations.

You can also watch the webinar on Vimeo here and learn how to build a green workplace in our Essential Sustainable Hiring Practices Playbook.

Key Insights

• The demand for climate-related roles has tripled since 2018, with ESG and CSR positions offering higher pay compared to other roles.
• New SEC regulations require public companies to disclose their climate-related impact in annual reporting, necessitating businesses to adapt and meet these requirements.
• Surveys reveal that a significant portion of the workforce prioritizes sustainability, and companies that prioritize sustainability are more likely to have satisfied, engaged, and committed employees.
• Embedding sustainability into company culture requires authenticity, transparency, and empowering employees to identify and elevate solutions.
• Sustainability has become a significant factor in attracting top talent, particularly among younger generations.
• Crafting authentic and effective sustainability messages involves focusing on health, wealth, and personal world factors, as well as localizing storytelling for different talent pools.
• Building a strong business case for sustainability is crucial, as research shows that sustainability drives revenue and positively impacts bottom-line performance.

Insights for TA Leaders

• Engage and Empower Employees: Encourage employee participation in sustainability efforts through green teams, volunteer opportunities, and idea generation. This fosters a sense of ownership and commitment to sustainability within the organization.
• Incorporate Sustainability into Benefits: Offer benefits such as volunteer time off, matching donations for sustainable causes, or partnerships with eco-friendly vendors to demonstrate the company’s commitment to sustainability and attract like-minded talent.
• Continuously Educate Yourself: Stay informed about the latest trends, best practices, and industry developments in sustainability by attending workshops, reading relevant publications, and engaging with sustainability experts.
• Collaborate with Internal Sustainability Teams: Establish regular communication and collaboration with internal sustainability teams to align talent acquisition strategies with the company’s overall sustainability goals and initiatives.
• Take Action, Even if Starting Small: Every step towards sustainability, no matter how small, contributes to the larger goal and helps build momentum for more significant changes. Do what you can with what you’ve got and continuously work towards improving your sustainability efforts.

Thousands of Tesla jobs mysteriously vanish from EV maker’s websites after mass layoffs and ongoing turmoil

Tesla, the electric vehicle giant, has seemingly entered a near-complete hiring freeze amidst ongoing layoffs and turmoil within the company. The number of available job positions on Tesla’s websites has plummeted from over 3,400 to just three in the U.S., Mexico, and Canada. This drastic reduction in job openings comes on the heels of the company’s fourth round of layoffs, which saw 10% of its workforce cut, including the entire Supercharger team. Additionally, Tesla has rescinded internship offers that were extended just last week, leaving many students disappointed and frustrated.

Key Points

• Tesla’s job board currently lists only three positions across the U.S., Mexico, and Canada, down from over 3,400 just weeks ago.
• On LinkedIn, only one U.S.-based internship is currently available, with most positions being based in China.
• CEO Elon Musk announced a 10% workforce reduction on April 14, citing duplication of roles and job functions in certain areas.
• Six executives have left the company, either due to their teams being dissolved or through resignation.
• Tesla’s entire Supercharger team, consisting of about 500 employees, was laid off this month.
• The company rescinded internship offers that had been extended just last week, leaving many students frustrated and disappointed.
• This is not the first time Tesla has removed all job postings in recent weeks; a similar occurrence happened last month before the postings were restored days later.

Lessons Learned: Insights for Recruitment and Talent Acquisition Professionals

• Adapt to Changing Market Conditions: Be prepared to adjust recruitment strategies quickly in response to sudden changes in hiring plans, especially in industries prone to volatility or disruption.
• Communicate Transparently with Candidates: Maintain open and honest communication with job candidates, keeping them informed about any changes in the hiring process or timeline to manage expectations and build trust.
• Diversify Talent Acquisition Channels: Explore multiple talent sourcing channels and strategies to minimize the impact of hiring freezes or layoffs at specific companies, ensuring a steady pipeline of qualified candidates.
• Nurture Long-Term Candidate Relationships: Build and maintain relationships with promising candidates, even if immediate opportunities are limited, as they may become valuable assets when hiring resumes.
• Emphasize Employer Branding and Stability: Develop a strong employer brand that highlights the stability, growth opportunities, and supportive culture of your organization to attract top talent, especially during times of uncertainty in the job market.

Nearly 50% of people are considering leaving their jobs in 2024—more than during the ‘great resignation’

As the U.S. economy continues to show resilience and avoid a recession, a new wave of job-switching is on the horizon. Despite the end of the pandemic-era “great resignation,” recent research from Microsoft and LinkedIn suggests that even more people are considering leaving their jobs in 2024. This renewed sense of optimism among workers is driven by factors such as strong job growth, lower layoff rates, and the need for higher income to combat persistent inflation. However, some workers who changed jobs during the great resignation are experiencing “resigners’ remorse,” as their new roles haven’t always met their expectations.

Key Points

• 46% of professionals are considering quitting their jobs in 2024, higher than the 40% who said the same ahead of the great resignation in 2021.
• LinkedIn has seen a 14% increase in job applications per opening since last fall, with 85% of U.S. workers planning to look for a new role in 2024.
• Americans’ confidence in their job-hunting prospects has reached its highest point in two years, aided by the U.S. economy’s avoidance of a recession in 2023.
• Inflation is pushing some workers to seek new jobs, with 45% of those planning to switch citing the need for a higher income.
• Job switchers are seeing greater pay gains, with a median year-over-year pay increase of 10% in March, up from 2.9% six months prior.
• About 80% of those who quit their jobs during the great resignation regretted their decision, particularly Gen Zers and Gen Xers who miss certain aspects of their previous roles.

Insights for Recruitment Marketers

• Capitalize on Renewed Job-Switching Momentum: With more workers considering a career change, develop targeted recruitment strategies to attract top talent seeking new opportunities. Emphasize your organization’s stability, growth potential, and competitive compensation packages.
• Address Inflation Concerns: Highlight the financial benefits of joining your organization, such as competitive salaries, performance-based bonuses, and comprehensive benefits packages. Demonstrate how your company’s compensation structure keeps pace with inflation and rewards high-performing employees.
• Focus on Industries with High Demand: Prioritize recruitment efforts in sectors experiencing strong job growth, such as health care, private education, government, and leisure and hospitality. Develop industry-specific talent acquisition strategies and partner with relevant professional organizations to tap into these talent pools.
• Engage Passive Candidates: Leverage the increased confidence among workers to reach out to passive candidates who may be open to new opportunities. Create compelling content showcasing your company culture, career development programs, and work-life balance initiatives to attract talent that may not be actively seeking a change.
• Provide a Realistic Job Preview: To minimize the risk of “resigners’ remorse,” ensure that job descriptions and interview processes accurately reflect the responsibilities, expectations, and culture of the role. Encourage open and honest communication throughout the hiring process to help candidates make informed decisions.

1 in 3 workers admit to regularly napping on the clock, survey says. Here’s why Gen Z and millennial men are the worst culprits

A recent survey by sleep wellness company Sleep Doctor reveals that a significant portion of the U.S. workforce engages in napping during work hours. The survey found that 33% of respondents reported napping at work on a weekly basis, with younger adults and men being more likely to do so. While brief “smart naps” may temporarily boost alertness, experts caution against making a habit of it and suggest that regular napping at work could indicate underlying sleep issues or job-related stressors. The survey also highlights the consequences some employees have faced for napping on the job, ranging from increased supervision to termination.

Key Points

• 46% of respondents nap during the workday at least a few times a year, while 33% do so weekly.
• In-person workers often nap in their cars (50%), at their desks (33%), or in company-designated napping places (20%).
• 52% of male employees nap at work at least a few times a year, compared to 38% of females.
• Younger adults (aged 18-34) are more likely to nap during work hours (54%) than older employees (25% for those 55+).
• Remote and hybrid workers are more likely to take longer naps (over an hour) compared to in-person workers.
• Employees primarily cite exhaustion, poor sleep, long working hours, and stress as reasons for napping at work.
• 77% of respondents reported losing sleep due to job stressors, with work-life balance being the top concern.
• Some employees have faced consequences for napping at work, including increased supervision, workload changes, suspension, and termination.

Talent Acquisition Strategies in Light of Workplace Napping Trends

• Prioritize Work-Life Balance: Highlight your organization’s commitment to work-life balance in recruitment materials and job postings. Showcase policies and benefits that support employees’ well-being, such as flexible schedules, mental health resources, and stress management programs.
• Educate Managers on Sleep Health: Provide training for managers on the importance of sleep health and how to recognize signs of sleep deprivation or job-related stress in their team members. Encourage open communication and support for employees who may be struggling with these issues.
• Promote Healthy Sleep Habits: Incorporate sleep health education into your employee wellness initiatives. Offer resources and workshops on topics such as sleep hygiene, stress reduction techniques, and the benefits of maintaining a consistent sleep schedule.
• Consider Designated Nap Spaces: If feasible and aligned with your company culture, consider creating designated nap spaces or quiet rooms where employees can take brief, restorative breaks. Clearly communicate guidelines for appropriate use and duration of these spaces.
• Address Generational Differences: Tailor your recruitment and retention strategies to address the unique needs and preferences of different generations. Recognize that younger workers may prioritize flexibility and work-life balance more heavily, and emphasize how your organization supports these values.

Talivity Reporter

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