Twenty-Somethings Want Tangible Benefits From Employers – Not A “Fun Culture”

07/15/2015 |

Twenty-Somethings Want Tangible Benefits From Employers – Not A “Fun Culture”

July 13, 2015 by

Millennials will comprise seventy-five percent of the global workforce by 2025 and they know they are the most desired hire in the job market today. Companies need to pay attention to what this demographic wants, if they hope to compete for their attention and retention.Pinpoint Market Research and Anderson Jones PR interviewed 1,650 twenty-somethings aged 18-29 to uncover what they really want from employers.

INTERNSHIPS: They don’t value unpaid internships because they don’t believe it will lead to employment.

  • 68 percent of Millennials aged 21-25 have taken an unpaid internship
  • Only 5 percent were hired after completing an internship, despite good reviews
  • As a result, 42 percent say they do not seek out unpaid internships

TENURE: They “puddle-jump” jobs to increase their income opportunities.

  • 39 percent, aged 20-29, have already held four-to-seven full-time jobs
  • 83 percent plan to stay at a single job for just two years, unless promoted

“The best way to move up is to move on,” – Daymon, 27.

WORK/LIFE BALANCE: They will take cuts in pay in order to maintain a work/life balance.

  • 88 percent, aged 20-29, say they seek a consistent work/life balance
  • 57 percent say they will leave a job if they aren’t getting it
  • 72 percent choose companies with work-from-home options
  • 47 percent choose fewer hours over more pay
  • 60 percent choose “love of job” over money earned

“If they want us to stay, they can’t work us to death…I don’t care if I make less, I want to literally love what I do every day,” – Micha, 27

TANGIBLE BENEFITS: They care more about company stability than game rooms and “fun cultures.”

  • 88 percent say company stability is a top priority when considering employers
  • 83 percent want tuition reimbursement for education sought while employed
  • 83 percent want a clear path to promotion and they will leave if they don’t get it
  • 81 percent want companies to invest in their professional development
  • 78 percent want learning opportunities in leadership
  • 34 percent want management training
  • 73 percent want to attend conferences, networking events and seminars

THEIR VALUE: They know they have desired skills and they expect to be compensated for them.

  • 47 percent of Millennials are bilingual and 23 percent are multi-lingual
  • 61 percent view their social media usage as a desired skill for hiring companies
  • 93 percent believe their language skills should earn them more than other candidates

“I think being fluent definitely puts me in a better position to get the job I really want because, I can, like, work with more customers and buyers than someone who only speaks English,” – Kelsey, 28

EMPLOYMENT STATUS: They plan to have multiple income streams beyond full-time employment.

  • 64 percent aged 21-25 plan to own a business or freelance, in addition to full-time employment
  • 19 percent say they already operate their own business or are otherwise self-employed
  • 60 percent plan to utilize additional income streams such as monetizing their online behaviors, re-selling items online or operating side businesses

Their most desired self-owned business categories are mobile, app and web development (26%); restaurant, bakeries and catering companies (23%); photography studio (17%); franchise operation (7%); real estate (7%); freelance writing (6%); and video production (3%).

“This demographic is intensely aware of their value to employers based on their age, experience and skill-sets,” said Jennifer Jones-Mitchell, chief insights officer for Pinpoint Market Research and head of global marketing for Anderson Jones PR. “They know what they want from their jobs and they aren’t afraid to hold out until they get it. HR leaders need to consider structuring office environments around work-life balance and professional development if they want to attract the top-tier talent.”

The full Millennial Mindset Study covers Millennials’ brand preferences, technology preferences, what they want from employers and colleges and their overall views on corporate citizenship. To view the full report, visit Pinpoint Market Research.

Pinpoint Market Research and Anderson Jones PR anonymously surveyed 1,650 U.S. consumers. Age: 20-29. Gender: 54% female; 46% male. Annual income: 5% <$10,000; 19% $10,000-$29,999; 16% $25,000-$49,999; 26% %40,000-$74,999; 32% $75,000-$99,999; 8% $100,000-$124,999; 1% $125,000-$149,999; 1% $150,000-$174,000. Education Level: 8.33% High School or GED; 8.33% some college, but no degree; 29.17% 2-year college degree; 40.28% 4-year college degree; 13.89% Graduate-level degree. Region: 5.21% New England; 9.38% Middle Atlantic; 12.50% East North Central; 9.38% West North Central; 10.42% South Atlantic; 5.21% East South Central; 7.29 West South Central; 9.38% Mountain; 31.25% Pacific.

About Pinpoint Market Research:
Atlanta-based Pinpoint Market Research is more than just a research company. We are strategists who translate intelligent insights into actionable marketing plans. We specialize in Digital and Customer Personas; Competitive Matrix Reporting; Brand Identity IQ; Customer Journey Mapping; Messaging Audits and Strategies; Surveys, Polling and Focus Groups.

About Anderson Jones PR:
Anderson Jones PR is a full-service public relations, marketing and social media engagement agency that focuses on delivering big agency thinking at boutique agency pricing. We specialize in brand development, traditional media relations and media training, social media engagement, content marketing and crisis communications.

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Job Openings and Labor Turnover May 2015

07/13/2015 |

Job Openings and Labor Turnover May 2015

United States Department of Labor
Bureau of Labor Statistics
For release 10:00 a.m. (EDT)     Tuesday, July 7, 2015     USDL-15-1321
Technical information: (202) 691-5870 • JoltsInfo@bls.gov • www.bls.gov/jlt
Media contact: (202) 691-5902 • PressOffice@bls.gov

JOB OPENINGS AND LABOR TURNOVER – MAY 2015 The number of job openings was little changed at 5.4 million on the last business day of May, the highest since the series began in December 2000, the U.S. Bureau of Labor Statistics reported today. The number of hires was unchanged at 5.0 million in May and the number of separations was little changed at 4.7 million. Within separations, the quits rate was unchanged at 1.9 percent and the layoffs and discharges rate was little changed at 1.2 percent. This release includes estimates of the number and rate of job openings, hires, and separations for the nonfarm sector by industry and by four geographic regions.

Job Openings

Job openings were little changed at 5.4 million on the last business day of May, remaining at a historically high level. The job openings rate for May 2015 was 3.6 percent. The number of job openings was little changed for total private and government. Job openings increased in nondurable goods manufacturing and in state and local government. Job openings were little changed in all four regions.  (See table 1.)

The number of job openings (not seasonally adjusted) increased over the 12 months ending in May for total nonfarm, total private, and government. Job openings rose over the year for many industries with the largest increases occurring in retail trade, professional and business services, and health care and social assistance. Job openings decreased over the year in mining and logging and in arts, entertainment, and recreation. The number of job openings increased over the year in the South, Midwest, and West regions.  (See table 7.)

Hires

The number of hires was 5.0 million in May, unchanged from April. The hires rate was 3.5 percent. The number of hires was little changed for total private and government in May. There was little change in the number of hires in all industries and regions over the month. (See table 2.)

Over the 12 months ending in May, the number of hires (not seasonally adjusted) was little changed for total nonfarm, total private, and government. At the industry level, hires increased in federal government. Among the industries, the number of hires decreased over the year in mining and logging. The number of hires was little changed over the year in all four regions. (See table 8.)

Separations

Total separations includes quits, layoffs and discharges, and other separations. Total separations is referred to as turnover. Quits are generally voluntary separations initiated by the employee. Therefore, the quits rate can serve as a measure of workers’ willingness or ability to leave jobs. Layoffs and discharges are involuntary separations initiated by the employer. Other separations includes separations due to retirement, death, and disability, as well as transfers to other locations of the same firm.

There were 4.7 million total separations in May, about the same as in April. The separations rate was 3.3 percent. The number of total separations was little changed for total private and government, and in all industries and regions over the month. (See table 3.)

There were 2.7 million quits in May, unchanged from April. The quits rate in May was 1.9 percent. The number of quits was little changed for total private and government over the month. The number of quits was little changed in all industries and in all four regions in May. (See table 4.)

The number of quits (not seasonally adjusted) increased over the 12 months ending in May for total nonfarm and total private, and was little changed for government. Over the year, quits increased in health care and social assistance and in accommodation and food services. The number of quits was little changed in all four regions. (See table 10.)

There were 1.7 million layoffs and discharges in May, about the same as in April. The layoffs and discharges rate was 1.2 percent. The number of layoffs and discharges was little changed over the month for total private and government, and in all four regions. (See table 5.)  Seasonally adjusted estimates of layoffs and discharges are not available for individual industries.

The number of layoffs and discharges (not seasonally adjusted) was little changed over the 12 months ending in May for total nonfarm, total private, and government. The number of layoffs and discharges increased over the year in federal government, but decreased in real estate and rental and leasing. There was little change in layoffs and discharges over the year in all four regions. (See table 11.)

In May, there were 391,000 other separations for total nonfarm, about the same as in April. Over the month, the number of other separations was little changed for total private at 324,000 and for government at 67,000. (See table 6.)  Seasonally adjusted estimates of other separations are not available for individual industries or regions.

Over the 12 months ending in May, the number of other separations (not seasonally adjusted) was little changed for total nonfarm, total private, and government. Other separations increased in federal government, but decreased in accommodation and food services and in state and local government. The number of other separations was little changed in all four regions. (See table 12.)

Net Change in Employment

Large numbers of hires and separations occur every month throughout the business cycle. Net employment change results from the relationship between hires and separations. When the number of hires exceeds the number of separations, employment rises, even if the hires level is steady or declining. Conversely, when the number of hires is less than the number of separations, employment declines, even if the hires level is steady or rising. Over the 12 months ending in May 2015, hires totaled 60.2 million and separations totaled 57.4 million, yielding a net employment gain of 2.8 million. These totals include workers who may have been hired and separated more than once during the year.

 

For tables and to read more, please click here.

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Proper document for the Form I-9

07/11/2015 |

Proper document for the Form I-9

Blog Immigration Compliance Insights

Arnall Golden Gregory LLP
USA July 6 2015

I came across this piece of information in the latest edition of E-Verify Connection and want to share it as it’s relevant to when employers complete section 2 of the Form I-9.  According to the Department of Homeland Security (DHS), an increasing number of lawful permanent resident cards (a/k/a green cards) are being issued with the words “Signature Waived”.  For an example of the card and to read the alert click here and click here.

Why is this relevant?  Because employers shouldn’t outright reject such cards if presented as a List A document just because they aren’t signed by the individual.  DHS is telling employers to accept them.  As with any document(s) provided by an employee completing the Form I-9, the test is one of reasonableness.   Assuming the document is on the Lists of Acceptable Documents, the employer representative completing the Form I-9 must physically examine each document presented by the employee for section 2 purposes and ask themselves, does the document reasonably appear to be genuine and does it relate to the employee presenting it?  Oh, and the document cannot be expired unless you are dealing with an individual who has work authorization due to Temporary Protected Status (TPS), but that’s for another blog posting.

Arnall Golden Gregory LLP – Montserrat C. Miller
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Job market’s new normal: Smaller workforce, sluggish pay

07/10/2015 |

Job market’s new normal: Smaller workforce, sluggish pay

By Christopher S. Rugaber And Josh Boak
Associated Press
Published: Friday, July 3 2015 8:35 a.m. MDT
Updated: Sunday, July 5 2015 4:18 p.m. MDT

WASHINGTON — Even after another month of strong hiring in June and a sinking unemployment rate, the U.S. job market just isn’t what it used to be.

Pay is sluggish. Many part-timers can’t find full-time work. And a diminished share of Americans either have a job or are looking for one.

Yet in the face of global and demographic shifts, this may be what a nearly healthy U.S. job market now looks like.

An aging population is sending an outsize proportion of Americans into retirement. Many younger adults, bruised by the Great Recession, are postponing work to remain in school to try to become more marketable. Global competition and the increasing automation of many jobs are holding down pay.

Many economists think these trends will persist for years despite steady job growth. It helps explain why the Federal Reserve is widely expected to start raising interest rates from record lows later this year even though many job measures remain far below their pre-recession peaks.

“The Fed may recognize that this is a new labor-market normal, and it will begin to normalize monetary policy,” said Patrick O’Keefe, an economist at accounting and consulting firm CohnReznick.

Thursday’s monthly jobs report from the government showed that employers added a solid 223,000 jobs in June and that the unemployment rate fell to 5.3 percent from 5.5 percent in May. Even so, the generally improving job market still bears traits that have long been regarded as weaknesses. Among them:

— A shrunken labor force.

The unemployment rate didn’t fall in June because more people were hired. The rate fell solely because the number of people who had become dispirited and stopped looking for work far exceeded the number who found jobs.

The percentage of Americans in the workforce — defined as those who either have a job or are actively seeking one — dropped to 62.6 percent, a 38-year low, from 62.9 percent. (The figure was 66 percent when the recession began in 2007.) Fewer job holders typically means weaker growth for the economy. The growth of the labor force slowed to just 0.3 percent in 2014, compared with 1.1 percent in 2007.

“It is highly unlikely that we are going to see our (workforce) participation rate move anywhere near where it was in 2007,” O’Keefe says.

This marks a striking reversal. The share of Americans in the workforce had been steadily climbing through early 2000, and a big reason was that more women began working. But that influx plateaued in the late 1990s and has drifted downward since.

— The retirement of the vast baby boom generation.

The aging population is restraining the growth of the workforce. The pace of retirements accelerated in 2008, when the oldest boomers turned 62, when workers can start claiming some Social Security benefits. Economists estimate that retirements account for about half the decline in the share of Americans in the workforce since 2000.

From that perspective, the nation as a whole is beginning to resemble retirement havens such as Florida. Just 59.3 percent of Floridians are in the workforce.

— Younger workers are starting their careers later.

Employers are demanding college degrees and even postgraduate degrees for a higher proportion of jobs. Mindful of this trend, teens and young people in their 20’s are still reading textbooks when previous generations were punching time clocks.

The recession “basically told everybody that they need an education to get better jobs,” says John Silvia, chief economist at Wells Fargo. “So how would young people respond? They stayed in school.”

Fewer than 39 percent of 18- and 19-year-olds are employed, down from 56 percent in 2000. For people ages 20 to 24, the proportion has fallen to 64 percent from 72 percent.

— The number of part-timers who would prefer full-time work remains high.

About 6.5 million workers are working part time but want full-time jobs, up from 4.6 million before the recession began. This is partly a reflection of tepid economic growth. But economists also point to long-term factors: Industries such as hotels and restaurants that hire many part-timers are driving an increasing share of job growth, researchers at the Federal Reserve Bank of San Francisco have found.

As more young adults put off working, some employers are turning to older workers to fill part-time jobs. Older workers are more likely to want full-time work, raising the level of so-called involuntary part-time employment.

Many economists also point to the Obama administration’s health care reforms for increasing part-time employment. The law requires companies with more than 100 employees to provide health insurance to those who work more than 30 hours.

Michael Feroli, an economist at JPMorgan Chase, says this could account for as much as one-third of the increase in part-time jobs.

— Weak pay growth.

The average hourly U.S. wage was flat in June at $24.95 and has risen just 2 percent over the past year. The stagnant June figure dispelled hopes that strong job growth in May heralded a trend of steadily rising incomes.

In theory, steady hiring is supposed to reduce the number of qualified workers who are still seeking jobs. And a tight supply of workers tends to force wages up.

Yet a host of factors have complicated that theory. U.S. workers are competing against lower-paid foreigners. And automation has threatened everyone from assembly line workers to executive secretaries.

Still, economists at Goldman Sachs forecast that average hourly pay will grow at an annual pace of about 3.5 percent by the end of 2016. That is a healthy pace. But it will have taken much longer to reach than in previous recoveries.

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Happy July 4th from Gallman Consulting!

07/04/2015 |

Happy July 4th from Gallman Consulting!

And here’s some trivia…

4th of July Trivia

  1. Which president was born on the 4th of July?
  2. How many people signed the Declaration of Independence on July 4th?
  3. On what date did most of the signers actually sign the doc?
  4. Which state had the most delegates sign?
  5. When did Abraham Lincoln give his 1863, July 4th address?
  6. What American President was famous for playing golf every 4th of July?
  7. In what year did July 4 become a paid legal federal holiday?
  8. What pitcher threw a no hitter on the 4th of July?
  9. What other countries celebrate the 4th of July?
  10. Which three presidents died on the 4th of July?

4th Of July Trivia Answers

  1. Calvin Coolidge, the 30th president, in 1872.
  2. Two
  3. August 2, 1776
  4. Pennsylvania. There were nine.
  5. On July 7, 1863. On July 4, citizens in Washington were celebrating what appeared to be a victory at Gettysburg and wanted Lincoln to give a speech but he would only issue a short proclamation. He was waiting to get a complete report and for further news out west, where General Grant was laying siege to Vicksburg. He later found out that Vicksburg had fallen on July 4th. Lincoln gave his speech three days late.
  6. Dwight D. Eisenhower.
  7. It became an unpaid federal holiday in 1870. And a lot of trivia sites say that it became a paid holiday in 1941 but it was actually passed by congress in 1938.
  8. Dave Righetti of the NY Yankees in 1983. But perhaps the wildest game ever played happened on July 4 between the Atlanta Braves and the New York Mets. It went 19 innings and ended close to 4 AM. Mets won 16-13.
  9. Denmark, Norway, Sweden and England.
  10. John Adams, Thomas Jefferson and James Monroe. Adams, the second president, and Jefferson, the third president, both died on the same day in 1826.

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Blue and White Friday at Gallman Consulting

06/26/2015 |

Blue and White Friday at Gallman Consulting

BlueandWhiteFriday Charleston Team 062615

GPS and Gallman Consulting are participating in Blue and White Friday today as we “come together united in one front and show the world the best we are. We can not undo what has been done, but we can use it as a foundation to move forward in peace and love”.  Pictured above are Andy Jewell, Karen Taylor and Asia Harris from our GPS Charleston office.

 

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Thousands of people in South Carolina, nation participating in ‘Blue and White Friday’ Facebook rally

 

By HARRISON CAHILL

hcahill@thestate.com 

COLUMBIA, SC  —

 

Thousands of people throughout the state and nation are planning on wearing the colors of the South Carolina state flag on Friday after a Facebook page invited participants to display blue and white in any way they can.

The “Blue and White Friday” Facebook page was created on Saturday and has already recorded over 11,000 people planning to “attend” or participate in the rally. Although the rally doesn’t have a centralized location, a description on the page requests that participants:      

 

▪  Display the state flag in a prominent place to be seen.

▪  Tie blue and white ribbons on trees, lamp posts, cars and mailboxes.

▪  Wear blue and white clothing.

▪  Turn your profile picture to the South Carolina flag.

▪  Anything else you can think of to show off the blue and white.

Although many of the participants are from South Carolina, several from states across the nation say they will show their support for the rally by wearing blue and white.

The rally will be held almost a week after nine black parishioners were shot and killed during a bible study at the Emanuel AME Church in Charleston on June 17. A description on the page said the rally is an effort to “come together united in one front and show the world the best we are. We can not undo what has been done, but we can use it as a foundation to move forward in peace and love.”

 

Read more here: http://www.thestate.com/news/local/article25199362.html#storylink=cpy

 

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