Ariel Gurvey

Breaking News: The Verdict Is In, Vacation Policies in the Workplace Revealed Thank you to everyone who shared their thoughts in my recent poll on workplace vacation cultures! From your responses, half of the participants feel their employer actively supports taking vacation time and promotes a healthy work-life balance. It's great to see such support within my network, knowing you're valued in a healthy work environment! A key point that surprised me was a significant number noted that it varies based on managers or teams. It makes sense that managers typically have autonomy to manage their teams PTO how they see fit. Obviously, fostering a healthy balance between work, and personal time is crucial and should be engrained in company values. Are you surprised that individual managers have so much control over a critical part of your relationship with work? What are some ways you would change that if you could?

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"Employment Projections for 2022-2032 are now available for Texas and the 28 Workforce Development Areas (WDAs). This data estimates change in industry and occupational employment resulting from industry growth or decline, the impact of technology, and changing business practices. Education and training assignments are paired with occupational reports. Staffing patterns for 2022-2032 are now available as well." For more information, visit https://lnkd.in/erdJHcU - Texas Workforce Commission #TexomaLogistics #EmploymentProjections #WorkforceDevelopment #IndustryGrowth #TechnologyImpact #BusinessPractices #EducationAndTraining #OccupationalReports #StaffingPatterns #LaborMarketInformation #TexasLMI #NSFTIE

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👏 👏 👏 Such an important topic to discuss! I'm so glad this data shows that hiring managers understand we no longer live in the world of "retire from where you began". Just not possible for go-getters who really want to GROW in their career. Especially for up-and-comers... Be STRATEGIC - don't just jump for a slight salary bump after a year if you are still learning, with a great manager, and on a great team. Move on when it's necessary for your growth and you have an opportunity that will fill gaps in your experience and knowledge. Whenever possible, have a legitimate reason for each move. Sometimes it's totally out of your control?! (Rifs, mergers, company moves to another state, no growth opportunities offered, and yes... just a bad manager 😖 ) But as a Recruiter, it's my job to "tell your story" in a compelling way, and when I understand "the reasons" behind the moves, I can do my job so much better. Help me help you! 😁 What DOES become a challenge to explain is when candidates leave a job by choice (especially if more than once on a resume) without another job to step into. 😳 This can be a red flag to employers. I would love to help you map out your career. Having a strategy does not mean that is how it will go... but it sure helps to have a plan of how to get to where you want to end up! Please reach out to me at Jennifer.Hibbetts@Optimus-us.com Optimus - People. Solutions. Delivered. “If you don't know where you are going, you'll end up someplace else.” ― Yogi Berra

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Post-pandemic salary surge has led to higher average salaries, but inflation has reduced their purchasing power significantly. $100,000 is no longer considered the gold standard salary; $200,000 is now equivalent to what $100,000 was one generation ago. High-paying jobs are concentrated in industries like healthcare, science, education, engineering, and technology. Healthcare roles, including doctors, dentists, and surgeons, dominate the list of highest-paying jobs, although some high-paying remote jobs exist but are declining in availability.

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No truer words than this. If you have put your heart and soul in to your career and you unexpectedly receive a layoff it can be gut wrenching and soul crushing. Its often said that it’s not personal, it’s business. Well I think it’s sure as heck personal to the one that lost their job. You not only lose your means of supporting yourself, you lose the community you developed there, your work friends, your confidence, and the thing you spend a good majority of your time doing. A layoff can bring sadness, anger, disappointment, loss, fear. Very rarely does it make someone happy or relieved. You may end up switching careers, industries, or even going back to school because of it. It’s a lot to unpack and it can take time to move past it or trust that the next employer won’t do the same thing. I don’t think you ever fully forget it, it changes you.

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"How do I get promoted?" is a query we hear often from ambitious professionals. While there's no ‘one size fits all’ answer, sharing some insights from my experiences. A promotion is an employer action: a higher rank/ level/ grade, typically associated with increased responsibility and growth in pay. Throughout employment, promotions are the biggest source of increase in pay, apart from switching jobs. Your ‘growth’ journey can be boosted with these actions… Your Work: o Understand expectations: Have you read through your job description thoroughly? Ensure that you understand key deliverables and how success will get measured. Do check the performance norms for your grade/ peer level and ensure that you exceed them. o Getting on the critical path: Do you know your manager’s key deliverables and are you responsible for any of them? Ask your manager how you can help. This ensures that s/he is more vested in your outcomes and reduces roadblocks to achieving them.   o When to say yes: Say ‘yes’ when complex or key additional responsibilities come up. Delivering beyond your regular scope will help you get noticed by multiple stakeholders across an organisation. Remember do not commit what you cannot deliver. Your Skills: o Leverage learning opportunities: Build capability for your current job, as well as roles at the next level. Dedicate time each week to your own learning! o Learn from colleagues: Understand how peers have acquired key skills. Additionally, observe the traits and personas exhibited by role models and check if there is room to learn. Your Personal Brand: o Brand attributes: Consider the top performer in your team – what are their known attributes – eg, helpful, knowledgeable, committed? o How are you perceived: Gather feedback from your, peers, manager/s, stakeholders to understand strengths/ gaps. Work diligently to improve how others experience you and remember that ‘perception beats reality’. o Finding your voice: Utilise opportunities to share views in internal meetings or external events. When you express yourself, do your teammates hear you, understand you, agree with you, and act on your suggestions/ ideas? Traversing the journey from mere expression to influencing stakeholders will help you become a natural leader.   o Build strong relationships: Do you wish your colleagues on their special days? Do you listen to people patiently? Do you manage differences well? Are you available when your colleagues need you? Do you meet a variety of people during coffee/ lunch breaks? Building good professional relationships requires genuine interest in people around you. You may be individually brilliant but if others also speak highly about you, your career can go into high gear. Always believe in yourself, despite career setbacks. Continue to develop outside interests, be it family, friends, fitness or fun for all round wellness. Best wishes on your growth journey! #promotion #careergrowth

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The relocation of Chevron's headquarters from California to Texas has human implications though an appropriate move in corporate world ,nevertheless it is going to impact 1000s of lives,who worked or has served this 150 years old giant.As an executive search firm focused on strategic alliances we work with human Capital Globally. Afflatus LLC understands the human impact and many top C suite executives who take relocation or change the line. We're committed to helping individuals and organizations navigate such human factor transitions and its impact.While companies have the right to operate in environments that best suit their business models, it's equally important to acknowledge the ripple effects on communities and employees. #Chevron #California #Texas #businessrelocation #economicimpact #employeewellbeing #executivesearch #talentmanagement

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#Air_Liquide_Egypt Employee wellness is one of the organizational priorities, as we can not drive a successful business without our human capital being well! I encourage you to follow my colleague Kirollos he will be sharing weekly tips on wellness at work.

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Handling an emotional employee during feedback discussions requires empathy, tact, and effective communication. Here’s how to manage the situation effectively: Stay Calm and Composed: Maintain your own composure to help de-escalate the situation. Your calm demeanor can provide a stabilizing influence on the emotional employee. Show Empathy and Understanding: Acknowledge the employee's emotions and express empathy. Let them know you understand their feelings and are there to support them. Listen Actively: Give the employee an opportunity to express their feelings without interruption. Active listening demonstrates that you value their perspective and are genuinely interested in what they have to say. Provide a Safe Space: Ensure the discussion takes place in a private and comfortable setting. This can help the employee feel more secure and open to communication. Pause if Necessary: If emotions are running high, consider taking a short break. A pause can give the employee time to collect their thoughts and regain composure. Focus on Specifics: Keep the feedback focused on specific behaviors and outcomes rather than personal attributes. Clear and objective feedback is easier to process and less likely to be taken personally. Be Supportive: Offer support and encouragement. Discuss potential solutions and ways the employee can improve, emphasizing your willingness to assist them in their development. Validate Their Feelings: Acknowledge that their feelings are valid. Validation helps the employee feel heard and respected, which can diffuse emotional tension. Follow Up: After the discussion, follow up with the employee to ensure they are feeling better and to address any lingering concerns. Continuous support shows that you care about their well-being. Seek Training: If handling emotional discussions is challenging, consider seeking training in emotional intelligence and conflict resolution. These skills can enhance your ability to manage sensitive conversations effectively. By approaching emotional feedback discussions with empathy, patience, and a focus on constructive communication, you can create a positive and supportive environment that helps the employee process the feedback and move forward constructively.

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📉 US April Jobs Report Shows Hiring Slow & Unemployment Jumps 👇 The latest data from the US Bureau of Labor Statistics published today has painted a picture of a cooling US labor market, catching many economists off guard. In April, the US economy added 175,000 new jobs, falling short of the expected 240,000, while the unemployment rate unexpectedly rose to 3.9%. Wage growth also slowed more than anticipated, with average hourly earnings rising 0.2% over the month and 3.9% over the past year, below the forecasted 0.3% monthly increase and 4% annual rise. Additionally, revisions to previous months' job growth figures underscored ongoing challenges, with February's gains revised downward and March's revised upward. These developments raise important questions about the trajectory of the labor market and its implications for monetary policy. The length of the average workweek decreased, and the underemployment rate, including marginally attached workers, edged up to 7.4%. The moderation in wage growth, alongside persistently high inflation, presents a complex dilemma for the Federal Reserve. While inflation remains well above the central bank's target of 2%, the slower wage growth suggests underlying economic challenges. This dynamic may bolster the case for the Fed to consider lowering interest rates to stimulate economic activity. #JobsReport #US #LaborMarket #EconomicOutlook #MonetaryPolicy #Unemployement #MohammadAlsaheb #Inflation Source: Yahoo Finance

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What a merger can teach you about effective leadership… Yesterday ExxonMobil successfully began a merger with Pioneer Natural Resourcs. While this is an exciting day for the company, there are also lessons we can learn personally: 1️⃣ 1 + 1 > 2 When considering a merger, it’s important to ensure the combination is more valuable than the individual companies. 👉 A similar assessment can be considered for a proposed reorg or hiring a new team member. 2️⃣ Learn from each other Both companies in a merger have strengths. If one company starts enforcing an agenda right away, some strenghts may be overlooked. 👉 Create an inclusive environment where you can celebrate and benefit from each person’s strengths and ideas. 3️⃣ Remember that change is hard While we are excited to add new colleagues, we recognize change isn’t easy. Proper change management can go a long way. Be empathetic to a new joiner or people experiencing life changing events. Plan onboarding activities and assign a “transition team” or maybe start with a mentor :) What takeaways would you add? 〽️ #merger #change #leadership

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Early in my career, I was fortunate enough to learn about time boxing (or time blocking as it was called then) from successful recruiting leaders at RHI. Over the years, I have gone back and forth with using this method of managing my calendar and always regretted when I stopped time boxing. The author of this article is not exaggerating when they say that you will significantly increase your productivity levels with this method. It's simple. Just take that to-do list of yours and put it on your calendar instead of the to-do list. Block out the time to work on it, working backwards from your deadlines. Block everything you need to complete, from the mundane daily tasks to the large projects. One example I like to share with talent acquisition professionals is that you have to block several hours on Fridays for candidate follow up calls and emails only. Don't accept anything else that conflicts with that candidate follow up block unless you can move it to earlier in the same day. We all know that you can't have your candidates going into the weekend without an update, but often that is the thing a busy recruiter will drop because they literally ran out of time. Happy time boxing, everyone. I hope it helps you meet all of your deadlines! https://lnkd.in/gankFqvi

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Demand for fully remote roles has continued to accelerate, a trend solidified during the global pivot to remote work in recent years. Nonetheless, a gap persists between the plethora of candidates seeking the flexibility of a 100% remote work lifestyle and the relatively scarce availability of such positions. This discrepancy highlights a critical divergence in the professional landscape where, despite the undeniable shift to virtual environments, many organisations still hesitate to commit to remote-only offerings. Compromise on both sides is currently the best solution. As a leading specialist in engineering recruitment, DATS understands this evolving dynamic. We stand ready, leveraging our deep-seated industry knowledge and candidate relationships, to bridge this divide, ensuring both clients and talent alike can navigate the expanding terrain of work arrangements with confidence. Visit our website at www.dats.co.uk to view our latest requirements. #RemoteWork #TalentAcquisition #EngineeringCareers

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Dont you think that the role of contingent workers is crucial for a company’s success? The modern workforce demands flexibility and adaptability, and independent contractors play a crucial role in meeting these needs. Their specialized skills and project-based approach allow companies to quickly scale and respond to changes in demand without the long-term commitments of hiring full-time employees. To implement a solution for contingent workers in SAP, consider SAP Fieldglass for Contingent Workforce Management. It helps create workforce capacity with features like quick identification and labor rate savings. Additionally, with SAP SuccessFactors, you can centralize visibility and control to find and manage top talent while providing user assistance documentation for non-permanent workers. Embrace the benefits of an agile and scalable workforce with the help of external workers. #ContingentWorkforce #SAPFieldglass #SAPSuccessFactors #IndependentContractors #WorkforceManagement #digitaltransformation #transportmanagement #SAPTM #SAP #S4HANA #Azure #AWS #Assetmanagent #Finance #Tax #AI #GenAI #enterprisearchitecture #architecturestrategy #sustainability #designthinking #SaheliDeb Share your thoughts.

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The first in a series of major changes to overtime pay regulations has kicked into effect across the country — except in Texas. Under the terms of a new rule, which was finalized by the Department of Labor on April 22, the annual salary threshold under which non-exempt workers would be eligible for overtime will go from $35,568 to $43,888 as of July 1, 2024 On Jan. 1, that threshold will increase further, to $58,656 — a 64% increase from its current level.

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Is being a Talent enough to be successful?

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In this Employment Alert, Ellen Adams and Meagen Burrows share their insights about the recent Health and Safety Code that states that private employers in Texas cannot require applicants, contractors, or employees to be vaccinated against COVID-19. However, in some circumstances, healthcare employers can establish a reasonable policy that requires unvaccinated employees or contractors to use “protective medical equipment” based on an assessment of risk to patients. Read this Alert to learn what employers should act on now. #EmploymentLaw #HealthcareLaw https://lnkd.in/g-Ax7e56

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May is #MentalHealthAwareness Month, and at KBR, Inc., we prioritize the well-being of all our team members. We understand that taking care of our mental health is just as important as our physical health and provide multiple resources for mental health and fitness support, training, and engagement. We believe that taking care of each other is crucial, which is why we also look after and provide support to those that we work with. Here are a few steps we can all take to foster a healthier mindset and support those around us: - Open Up: Share your experiences. You never know who might be feeling the same way. - Listen Actively: Sometimes, the best support we can offer is simply being there and listening without judgment. - Practice Self-Care: Make time for activities that rejuvenate your mind and body - whether it's exercise, meditation, reading, or spending time with loved ones. - Seek Professional Help: There’s no shame in seeking help from a therapist or counselor. Mental health professionals provide invaluable support and guidance. - Educate Yourself and Others: Understanding mental health issues reduces stigma and fosters a supportive community. At KBR, Inc., we are committed to ensuring our team members have access to the resources they need to thrive. Learn more about our initiatives and support systems - https://bit.ly/3y7T9OF Yes, it's okay not to be okay. But together, we can make a difference! #MentalHealth #Wellbeing #SupportEachOther #SelfCare

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