【《We Chinese in America》Media Editor Tang Zhao, May 11, 2022】 It has been a year since the U.S. economy recovered after the epidemic. The job market is still full of vacancies, and recruiters are exhausted. In order to grab talents, all the benefits are on the table. (Hiring image from Alliance Employment Services. Com)

The post-pandemic economic recovery has proven that jobseekers come first. Last year, nearly 48 million people resigned and 76 million changed jobs across the United States. According to the latest labor statistics, there are currently 11 million vacancies in the labor market. People have about two job opportunities.

"If the current labor market is a golden age for workers, it presents challenges for recruiters who can't adapt to the new world at hand," said Pete Lamson, chief executive of Employ, the parent company of several recruiters. .

Recruiters start a war for recruits, high decibels claim that pay grades are soaring, offer generous benefits, put everything on the table, do everything possible to attract talents, and try to prevent opponents from taking advantage.

Some states and cities require companies to explicitly disclose wages, Colorado has done so, New York City is about to follow, and pay transparency is increasingly important. Angela Copeland, senior vice president of marketing at Recruiter.com, said more forward-looking companies are advertising high salaries to attract talent.

Salary grades have also been raised. Copeland recently heard that someone was aggressively recruited by a competitor, and the salary for the person being aggressively recruited was three times the original salary. Those who were aggressively recruited and hired did not even actively seek jobs, so they easily tripled their salary, and their original salary was pretty good. Most people seek a raise by changing jobs, and the raises are much more aggressive today than in the past.

For companies that hire people face-to-face, advertising high salaries is especially important, says Erica Thomas, a Florida tech recruiter. It's hard to invite people who have traditionally worked remotely to come in for an on-site interview, but if you come up with a high enough salary range , the situation is very different.

Thomas added that there are four to eight seconds of on-site interviews to grab the attention of job seekers, whether they are actively or passively looking for a job, in short, everyone must want to know how much they can get paid.

Paul McDonald, senior executive director of management consultancy Robert Half, said high pay and remote work were the top priorities for many job seekers, with employers scrambling to offer the latest and greatest perks, including four-day workweeks and flexible hours. Flexibility (popular among caregivers), paid time off (attractive in a high-inflation environment), and reimbursable phone and internet billing costs associated with working from home.

Crystal Brown-Tatum, a human resources director based in Dallas, Texas, began rewriting all job statements at the company she worked for to put employee benefits first, arguing that job seekers basically knew what job they were applying for and were right. The applicant company has a basic understanding. It is unnecessary to go into details. It is better to spend your precious time touting all the benefits provided by the company.

McDonnell said the company's willingness to ask less questions is an extra bargaining chip that can help shorten hiring times. In a Robert Half survey of more than 2,800 senior managers in July 2021, 48% offered signing bonuses, 43% offered more paid time off, and 40% offered better positions to attract talent.

Lauren Rackley, 31, recently landed a job at a new pharmaceutical factory and received a $19,500 moving bonus to move from North Carolina to Florida; she's never gotten more than $5,000 in moving allowances when she's changed jobs across the country in the past. But she received a record-breaking amount this time.

Tatum herself is a recruiter, and she saw fierce competition among job seekers when she was applying for jobs; since the outbreak, she has accepted two new jobs and received an average of two job postings a week. It was "Would you like to talk?" Now it's more like "We have this job we want you to take." She received a job offer not long ago, offering $40,000 more than her current salary.

Recruiters typically respond within 24 hours of applicants' applications, Tatum said; as job negotiations pick up speed, she's seen eight people leave the same workplace within a month, all of whom with incomes in the six figures and people easily forgoing $100,000 a year, it's a sign of how tight the job market is.

Recruiters have recently relaxed requirements for education, work experience or work location, as long as the job title matches, thereby broadening their job search network on LinkedIn. This is a good time to change careers, Ramson said, as recruiters look beyond framework requirements and focus more on employee competencies, qualifications and attitudes, and the workforce moves across industries.

However, it’s hard to target precisely when trying to broaden the scope of the job search; Copeland has found that more and more recruiters use LinkedIn to send potential candidates a three-minute video, inviting applications, which is different but time-consuming.

Occasionally, recruiters may reconsider previous applicants and talk to previously rejected applicants.

(Source: Information Compiled from the Web)

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