actively tried to dissuade
Speaker Pelosi from making this trip and all things?
trip and all things?
♪ >> Welcome back. The job market
>> Welcome back. The job market
is ever changing. According to
Bloomberg News, recruiters say
candidates in their 20’s are
asking for salaries well above
their experience level, which has some employers.
has some employers.
>> Now wanting workers who are
more experience.
>> Let’s talk about what the
job market is like right now
is Daniel Pullin dean of the
TCU Neeley School of Business. Daniel, Good Morning. Thanks
Daniel, Good Morning. Thanks
for being with us. Good
morning. Thank you. Absolutely
love. We’re jump right in here.
What are employers looking for
right now?
>> I mean, I think you know, certainly from the younger set,
certainly from the younger set,
they’re looking for someone
that’s that’s well that’s
articulate. That’s confident. But also open minded and you
But also open minded and you
know, focused on listening and
learning and really being on on
the team we’ve ever is so much
transition and business marketplace in such a short
marketplace in such a short
amount of time and what that
means is that it requires a
level of agility, both
intellectually and this up and coming generation graduating
coming generation graduating
college or finishing other
professional schools to, you
know, be nimble. And if they
can demonstrate that, you know,
certainly on the job hunt, but also in the early stages of
also in the early stages of
their career, I think they’re
going to set
themselves up a lifetime of
success professionally. And in the context of why.
in the context of why.
>> We mentioned this during
our leading into use or younger
candidates just asking for too
much of what is it that they exactly want?
exactly want?
>> Yeah, I in many in many
cases, you know, they listen to
the news. They are in the
headlines. You know, there are
active on social media. They know it’s been a really hot job
know it’s been a really hot job
market over, you know,
certainly last 18 And as a
result, I think they have
increasingly aggressive. I think in some instances
I think in some instances
they’ve been in negotiating
higher salaries are more
fulsome benefit packages or,
you know, we’re expanding paid
time off or those kinds of things. But I think in just the
things. But I think in just the
recent, you know, 90 days 120
days, we’re starting to see a
little bit of a return to the balance where use of the people
balance where use of the people
flexibility on on both the job
seeker on part of the employer.
And you, you can see you know,
a number of the leading technology companies who are
technology companies who are
either, you know, having hiring
freezes arena, starting to, you
know, maybe even considering
paring back the workforce and
that at least in our minds and
has to be a lead indicator for
for the broader job market.
But I still
think it’s a robust young
professionals and still have
some leverage. And as long as
they don’t overplay their hand,
I think they can be well
positioned to be the next
generation of business leaders
that we were all looking for.
>> And, you know, getting old
or being seen as older as a
perspective, you know, higher hasn’t always been seen as a
hasn’t always been seen as a
positive. Is that changing?
You think?
>> Yeah, I think it really You
know, there is a narrative out
there that the younger generations are going job
generations are going job
hoppers. And, you know, just
just chase the next dollar.
The next I don’t know if I
believe that entirely, it is in
the mind of a number of employers. And as a result
employers. And as a result
seating and those with more
experience have the opportunity
to actually need into that
experience and talk about, you know, their career progression
know, their career progression
enough and taking a pause, you
know, as long as they have the
ability to, you know,
articulate how they’ve been
able to maintain their career currency, how they kept their
currency, how they kept their
skill sharp and current and
relevant. And, you know, this
new world, and I think that
experience is going to be well
received by employers,
particularly those that can map their aspirations to the
their aspirations to the
specific requirements of the
job.
>> The pandemic a lot, a lot of
workers to stay home. Elon Musk has been a huge critic of that.
has been a huge critic of that.
So what is the current mindset
for
businesses now?
>> Yeah, I I I think the come to grips that at least in the
to grips that at least in the
in the mid term and perhaps
a long-term that I’m offering
workforce flexibility as far
as remote, maybe even time shifting as to when work gets
shifting as to when work gets
done it is part of the market
Many employers are offering
There’s not a consistent here’s
and here’s a best-practice There’s a lot of experience and
There’s a lot of experience and
Tay Shon going on right now.
But but in general, I think
that most recognized their
employee base can be very productive in a remote setting
productive in a remote setting
in a variety of different
hybrid models, as well as the
traditional an office setting.
And it’s hard to argue with
that, really because if you
look at the financial
performance, so many companies, even in a remote working
even in a remote working
environment over the last
couple of years, I had record
sales record profits. You know
that a broader societal impact and then ever before. And so
and then ever before. And so
and it’s been 10 experiment
that’s now moving into the I
think the next chapter and
emotion, employers and we’re
talking to, you know, are
offering a degree of flexibility, least for certain
flexibility, least for certain
types of jobs and their
organization.
>> Yeah, Dan, you want about
unlimited PTO this. The ring of
that is just so infecting that
so many people, a lot of companies are jumping in on
companies are jumping in on
that. Is this a fad is here to
stay with the thing?
>> Yeah, I mean, I I think it’s
going to be a growing I don’t
know that will become, you know, the But there’s a lot of
know, the But there’s a lot of
there’s a lot of movement on
this front. So, for example,
at one you know, we’ve seen
companies going to get away from the bifurcation of paid
from the bifurcation of paid
sick leave, hears certain
amount of time. You’ve got to
be patient over here and never
the 2 shall meet someone.
One thing that we’re seeing a
lot and there are companies
consolidating that into just a bucket of paid time off so
a bucket of paid time off so
employees can mix and match and
that’s been pretty well
received from the from from
the employees But there’s also a financial reason given these
a financial reason given these
are these are businesses and,
you know, and some level, you
know, financial performance is
required for the organization
to sustain. And so particularly in a time when so much
in a time when so much
transmission has occurred.
So many resignations and in
turn over the last couple of years, people with a crew that
years, people with a crew that
paid time off or, you know, the
path to getting paid out upon
upon departure. And that’s a
real expense. And if you have
a significant percentage of
your workforce that that we use in a short amount of time in
in a short amount of time in
the neck and be a meaningful
financial hit. So I think
there’s both a recruiting
reason right in the 2011, the
prospect of bones of maybe having unlimited vacation,
having unlimited vacation,
right? that’s touching. But
there’s a real business and
financial underlying reason
why a number of companies are
experimenting with this model. >> With the potential of a
>> With the potential of a
recession, is it is it wise
to change jobs? Is it wise for
employees to stay loyal is a
recession could lead to
mass layoffs. >> Yeah, I mean, I think that’s
>> Yeah, I mean, I think that’s
that I think that’s a common
and very human human fear.
When we see, you you know, a forces when we see, you know,
forces when we see, you know,
inflation like we haven’t seen.
And, you know, for it can
definitely be a bit however,
I don’t know that. And it means
that you should stay had and
you put your career on pause
and not really seek out
additional professional
development opportunities.
I personally I would not go
to my employer and see, OK,
what what other skills can I
require? What more mind you
to continue to educate myself
through lifelong learning opportunities are, you know,
opportunities are, you know,
graduate programs or executive
education to to have that same
type of and my existing And
then Mike Wise, if you’re looking for an alternative
looking for an alternative
pathway may be a different
company or even a different
industry entirely. Make sure
there’s a real there’s and logic to it that you believe in
logic to it that you believe in
the the purpose of that company
that you clearly why they’re
looking at you for this job and
how that job is bound up and in the broader and enduring
the broader and enduring
success of the organization can
do that, then I think that you
and the risk of act that you
can keep the junction in your
job can be and you know, you’re in need on more and getting