Recruitment Marketing Roundup for March 15, 2024

Watch out for the Attack Ides, as in the historical parable of IDE, this week's reviews have significant changes in the labor market and human resources recruitment strategies. In particular, there are a rapid decrease in si x-digit hybrid occupations, three major occupations that have been replaced by artificial origin by mind, and reduced IBM in the field of marketing and communication.

It was a rich week for ICIMS! We announced the final personal labor report, launched a Genai staff assistant, and announced a partnership with Ziprecruiter!

Please read "Marketing in Recruit" for data and other events.

Women Nab Almost Half of Six-Figure Jobs Despite Fewer Applications Than Men for the Second Consecutive Year, According to iCIMS Data

The latest March report, ICIMS Insight Workforce Report, has pointed out a major desire for gender equality in high salary. In February 2024, women accounted for 47 % of the vacancies of more than $ 100, and in fact they exceeded 37 % of these highly paid orders. The report still shows the actions of employers and applicants in the EMEA region, eliminating the financial difference in economic unstable standards.

Key Points

• Achievement of gender equality: Women often account for higher paid positions, and the number was virtually the same as men.
• Tendency of employment stability: The characteristics of employment in February were kept constant without worrying about the short month: the number of orders has decreased slightly, but as a whole, it actually works compared to the previous year. It was a intensive participation in the market.
• Consistent time until the vacancies: The time to replenish the advertising vacancy is still within 5 and a half months, which is actually effective in selecting staff when reducing staff from the recruitment team. It shows a process.
• Increased internal fluid: There is a visible shift to internal fluid, and internal recruitment and order increase are seen.
• Space｝ Sostalgic ordering number of orders: Men are dominant and it is important to keep up with the increase in women.
• EMEA Insights: In the labor market in the EMEA region, there is a mismatch between employees who have a huge amount of orders and work styles, which is for a huge number of applicants for one vacancy. This is an accent shift to the tenant.

Implications for Recruitment Marketing

• Emphasis on gender equality: Staff selection staff has all the opportunities to cover the status of gender equality in a highly profitable position, attract women candidates, and promote the formation of equality culture.
• Promote i n-house opportunities: Advertising activities have all the opportunities for applicants who are interested in lon g-awaited jobs in the company to show the official appearance of the company.
• Use the differences in the region well: A selective strategy for personal arrangements in the EMEA (Europe, Middle East, Africa) regions will arrange the original work from the current labor market mechanics and make use of the opportunity. You can.
• Data introduction for strategy formulation: By introducing data from the same report as ICIMS reports, you can create a human resource selection strategy in the database while ensuring the ratio of market direction and applicants. Masu.

The March ICIMS report on labor provides valuable information about the current composition in the labor market. This data emphasizes the importance of adopting a rational and adapted labor strategy to get through the complex situation of human resources.

The pandemic forced many women to leave their jobs. Hybrid work is bringing them back.

The hybrid work model, which appeared in connection with the need for pandemic measures, has a significant impact on women's roles in labor, especially in highly profitable seniors. The recent increase in external vacancies and hybrid vacancies has been a decisive moment not only for women's return to work but also for career formation.

Key Points

• Increased role as a labor force: According to data from the Labor Bureau and US statistics, the role of women in production has increased from 70 % in 2020 to 73 % at the end of 2023, and in fact pandemic. It was only existed before.
• Financial impact: The number of women in labor is about $ 1. 5 trillion since 2019, while major nations such as Australia, India, Japan, and Europe have been united. Increase and have a significant financial impact.
• Increased number of orders: According to the Moody's analysis, the number of women at all kinds of professional levels has increased, covers the status of the degree of early, managers, vice presidents, and the chief of the highest link, while the highest link The representative of the person in charge increased 11 % from 2015 to 2023.
• Lifestyl e-friendly: Especially among the millennial generations with a home, there are shifts to remote work and hybrid occupations, which are the elasticity provided by these workspaces and the economic related to childcare and housing expenses. It is explained greatly by the problem.
• Freelance and Gig Economy: The number of women who do freelance and irregular work to increase personal income and lifestyle flexibility is increasing.

Lessons for TA Pros

• Emphasis of flexibility: In the recruitment strategy, the flexibility of hybrid work and remote work should be emphasized.
• Use of female leaders: Presenting a fierce situation for women in the leading position will inspire female candidates and show the company commitment to gender diversity and comprehensive.
• Consideration of financial goals: Recruitment campaigns are likely to succeed if they accept the economic motivation to increase women in the working population and present conclusions that meet economic needs and lifestyles.
• Introducing data obtained from these reports, such as the Moody's Moody's to ensure the inclusion, to adopt the most hig h-income or top position. Can be changed.

The adoption of a hybrid work model is indicated that it is just a temporary solution. The hybrid work model has changed the composition of labor and provides girls with unparalleled opportunities for career development and economic empowerment. This desire not only benefits girls, but also contributes to huge financial recovery, highlighting the need for companies to continue to support flexible working hours.

iCIMS Launches New GenAI-Powered Recruiting Assistant, Advancing its Longstanding Artificial Intelligence Program

ICIMS, a leading provider for human resource acquisition, has announced the release of ICIMS Copilot, a new recruitment assistant equipped with Genai and Genai, and other functions of ICIMS Talent Cloud. This winter release means a major advancement that enables tissues to be more smart and efficient by utilizing the power of generated AI to rationalize the recruitment process.

Key Points

• Innovative AI Function: ICIMS Copilot offers a variety of tools equipped with GENAI, designed to improve the productivity and recruitment speed of recruiters. In that function, in order to speed up the recruitment process and improve the decisio n-making process, there is a function to generate customized interview questions and enhance your work description in real time.
• Advanced skills in handling applicants: The ICIMS Applicant Network initiative aims to complete tasks related to standardization of applicant skills for all kinds of job sites. This is a collaboration between ICIMs, external websites and ecosystem partners, covering ZipRecruiter and Jobcase (later joining Applicant).
• Optimizing recruiting activities: The latest enhancements to the ICIMS platform are aimed at boosting recruiter performance and engagement. New features allow for mechanical allocation of vacancies, simplified interview scheduling and global effectiveness of event management. Apart from this, the ICIMS Video Studio has been revamped to improve the quality of video content for recruiters.

What it Means for Recruitment Marketing

• Introduction of the artificial mind origin for competitive advantage: The introduction of ICIMS Copilot gives staff selection teams an unprecedented opportunity to apply untrusted minds for competitive advantage when recruiting, leading to a more structured staff selection strategy with the introduction of the artificial mind origin in practice.
• Improved process of online applications: The ICIMS Application Network network provides a transition to a more unified and effective work with online applications across all workplace websites, highlighting the importance of technology partnerships in improving work with applicants.
• Optimizing recruiting content: ICIMS With the improvements to its video studio, the organization has every opportunity to apply video content more effectively in marketing to its staff, really addressing the growing importance of multimedia in recruiting top talent.

The ICIMS Winter Release, driven by ICIMS Copilot, based on GenAI, marks a significant advancement in talent recruitment technology, delivering tools that promise to change the way we search, recruit and hire the best experts. These innovations highlight the importance of implementing AI and technology collaboration in the modern competitive landscape of talent recruitment.

ZipRecruiter Launches Partnership with iCIMS for a Faster, Simplified Recruitment Experience

ZipRecruiter has partnered with ICIMS, a leading provider of talent recruitment technology (TA), to deliver optimized selection skills designed to accelerate the hiring process. The partnership integrates ZipRecruiter into ICIMS' network, allowing TA teams to send job ads from ICIMS' tracking system without leaving it, providing over 12 million candidates, including applicants, once a week.

Key Points

• Buil t-in ecosystem: The integration of Ziprecruiter to ICIMS Application Network simplifies a single order, making job ads more effective for recruiters, and simplifies applicants.
• Optimization of recruitment: Partnership is usually necessary to integrate these tasks in the ICIMS platform and provide charitable integration to all customers in South America to all customers in South America. We aim to reduce time and effort.
• Advanced coordination skills with applicants: Applicants receive open qualities from unprecedented processes to submit orders on ziprecruiter, apply their own order submission profile directly displayed on ICIMS, and all kinds of test issues. With the answer to.
• Selection sophistication: Ziprecruiter-Apointments Device uses collaboration to study the actions of applicants to ICIMS to improve recruitment selection and improve the quality of the recruitment and the quality of the applicant.
• Deduction of dilution value: ZIPAPPLY support allows applicants to have the opportunity to submit the application form without difficulty, and in fact, the average time to submit the order is reduced by 30 minutes. And it is important to increase the possibility of the end.

Takeaways for Recruitment Marketing

• SPACE} Human resource recruitment process optimization: This partnership focuses on the importance of technical integration to achieve an effective and comfortable order submission for applicants.
• Data introduction for the optimal selection: Prove the advertising strategy of recruiting applicants who are interested in specific duties and have highly qualified applicants by introducing the latest technology for applicants. It will be possible.
• Increase in conversion factor: Staff selection marketing has the opportunity to take advantage of the recruitment of recruitment in the lightweight order submission process, and lower the barrier of ordering to increase the number of hig h-quality applicants.

The collaboration between Ziprecruiter and ICIMS is more important for companies, and has been designed to achieve a recruitment process that is more accessible to applicants. This initiative aims to transform the human resource recruitment process by utilizing the ability of embedded technology, such as optimization of work, enhancing applicant service functions, and optimizing recruitment selection.

Job Growth Remains Strong in February

In February, the American bazaar continues to rise, and the employer can do it so that you can do it to 275. | At first glance, how accurately you can forget about the {} people.

Key Points

• In medical, government, restaurant bars, construction, transportation, retail, etc., the number of workspace was significantly increased. Nurses, software creators, and retailers are still high, and artificial intelligence and machine learning engineers are increasing in the fields of money and consulting.
• Subsection of financial softening: However, the expected increase in the anticipation of the workspace has been a major review of the number of monitoring cash suppression and the decline. The decrease in the workpace of the processing industry and the weakness of the technical department seem to be cooling the labor market, but it is still strong.
• Infinite employment and labor mechanics: The importance of incomplete employment is not so remarkable can be explained by the weakening of the dismissal and trained worker market. At least, the increase in the number of Prime Age's employment slots and the low dismissal rate indicates that the labor force is likely to increase.
• The average hourly wage increased by 0. 1 %, with an annual increase of 4. 3 %, 4. 5 % below January. This deceleration is in line with a widespread deceleration of inflation, for example, as an employer and employee.

Implications for Talent Acquisition

• Emphasization of industry opportunities: Human resource campaigns need to emphasize that demand is growing in various fields, especially in medical care, development, and retail, and show opportunities for various careers.
• Adaptation to the market environment: It is necessary to have an advertising strategy that reflects the changing financial situation, especially the elasticity, the ability to enhance qualifications, and the value proposals of all types of duties.
• Supporting the development of labor: Taking into account the importance of the artificial origin of the mind and machin e-research, selection.
• Expectation for wages It is possible to focus on the lon g-term outlook of the pulling up. < SPAN> In February, the American bazaar continues to rise, and the employer can do it so that you can do it to 275. | Ignore these at first glance how accurate {} can forget about people.

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New-collar jobs explained: Everything you need to know

In medical, government, restaurant bars, construction, transportation, retail, etc., the number of workspace was significantly increased. Nurses, software creators, and retailers are still high, and artificial intelligence and machine learning engineers are increasing in the fields of money and consulting.

Key Points

• Subsection of financial softening: However, the expected increase in the anticipation of the workspace has been a major review of the number of monitoring cash suppression and the decline. The decrease in the workpace of the processing industry and the weakness of the technical department seem to be cooling the labor market, but it is still strong.
• Infinite employment and labor mechanics: The importance of incomplete employment is not so remarkable can be explained by the weakening of the dismissal and trained worker market. At least, the increase in the number of Prime Age's employment slots and the low dismissal rate indicates that the labor force is likely to increase.
• The average hourly wage increased by 0. 1 %, with an annual increase of 4. 3 %, 4. 5 % below January. This deceleration is in line with a widespread deceleration of inflation, for example, as an employer and employee.
• Emphasization of industry opportunities: Human resource campaigns need to emphasize that demand is growing in various fields, especially in medical care, development, and retail, and show opportunities for various careers.
• Adaptation to the market environment: It is necessary to have an advertising strategy that reflects the changing financial situation, especially the elasticity, the ability to enhance qualifications, and the value proposals of all types of duties.

Talent Acquisition Takeaways

• Supporting the development of labor: Taking into account the importance of the artificial origin of the mind and machin e-research, selection.
• Expectation for wages It is possible to focus on the lon g-term outlook of the pulling up. In February, the American bazaar continues to rise, and the employer can do it so that you can do it to 275. | At first glance, how accurately you can forget about the {} people.
• In medical, government, restaurant bars, construction, transportation, retail, etc., the number of workspace was significantly increased. Nurses, software creators, and retailers are still high, and artificial intelligence and machine learning engineers are increasing in the fields of money and consulting.

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An Analysis of 5 Million Job Postings Showed These Are the 3 Jobs Being Replaced by AI the Fastest

Subsection of financial softening: However, the expected increase in the anticipation of the workspace has been a major review of the number of monitoring cash suppression and the decline. The decrease in the workpace of the processing industry and the weakness of the technical department seem to be cooling the labor market, but it is still strong.

Key Points

• Infinite employment and labor mechanics: The importance of incomplete employment is not so remarkable can be explained by the weakening of the dismissal and trained worker market. At least, the increase in the number of Prime Age's employment slots and the low dismissal rate indicates that the labor force is likely to increase.
• The average hourly wage increased by 0. 1 %, with an annual increase of 4. 3 %, 4. 5 % below January. This deceleration is in line with a widespread deceleration of inflation, for example, as an employer and employee.
• Emphasization of industry opportunities: Human resource campaigns need to emphasize that demand is growing in various fields, especially in medical care, development, and retail, and show opportunities for various careers.
• Adaptation to the market environment: It is necessary to have an advertising strategy that reflects the changing financial situation, especially the elasticity, the ability to enhance qualifications, and the value proposals of all types of duties.

Recruitment Marketing Implications

• Supporting the development of labor: Taking into account the importance of the artificial origin of the mind and machin e-research, selection.
• Expectation for wages It is possible to focus on the lon g-term outlook of the pulling up.
• The labor market is undergoing an important configuration related to the release of a new workspace, where practical skills are more important than classical degrees that exceed the highest educational background. This shift is justified by the rise in higher education and the rapid development of technology that requires the labor that owns the latest skills. Fresh work space, no n-standard education, which is cheap, is a authentication program and technical secondary education institution, dividing all types of technical, medical care, engineering, and coverage, all types. He provided opportunities to enter a special field without making a financial burden without entering a special field, and covered the fou r-year production of education.
• Lack of education and skills: Reducing 21 % of students with annual microcluits indicates that the inconsistency between normal education prices and investment, especially accounts 37, is increasing. 718 $.

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Is it time to take recruiting out of HR? Why one tech company took a different approach to finding talent

Technical training pace: In the field of artificial origin of the mind, which is struggling to catch up with technological advances, in fact, it actually leads to the shortage of trained workers, which is universal. 54 % of technical companies said in 2023. This pause focuses on the need to take workers focusing on their abilities.

Key Points

• From Snow White to New Color: The concept of a fresh workspace is that it erases the classic role of "white color" and "blue color", not a academic degree, but practical learning and practice. Reveal the skills acquired during the skills.
• Employer cooperation: Companies facing the labor shortage are expanding human resources and attracting human resources with appropriate skills and abilities, regardless of their educational background. Such cooperation not only enhances the possibility of filling vacancies, but also collects the circle of professional experts at once.
• Examples and learning: These roles as a cloud computing manager, cyber security architect, and digital advice are outstanding the diversity of fresh workplace. Learning in these specialized fields has become more and more accessible through technical secondary education institutions and certified programs including sel f-training, and effectively reflects the transition to an educational program that is easier to access and focuses on. I'm doing it.
• Skill y-based opportunity distribution: Marketing activities should emphasize the value of skills and practical experience and show the successful story of new colors that have been successful without a fou r-year education.
• Promotion of various educational routes: In the labor campaign, you can attract more audiences by presenting another method that promotes your carrier ladder, such as acquiring qualifications and internship programs.

What it Means for Talent Acquisition

• Solution of the shortage of competent staff: Focusing on specific skills required for new colors, companies can make the staff recruitment strategies in line with the requirements of the industry, more effective. And it can provide an efficient human resource acquisition process.
• Comprehensively analyzing more than 5 million recruitment information on the upwork freelance platform has revealed the nuances of artificial intelligence (AI) on the freelance work market. The survey conducted by Bloomberry covers the period from one month to the last month of Chatgpt in November 2022, and designed to clarify which occupation is most affected by the rise of AI generation tools. It is done.
• Demand in certain fields: This survey showed that the number of announcements of freelancers' work in various categories in various categories has increased. In particular, the number of videos editing/ production has increased by 39 %, graphic design has increased by 8 %, web design has increased by 10 %, bac k-end development has increased by 6 %, and fron t-end/ web development has increased by 4 %. In addition, recruitment based on artificial intelligence skills, such as artificial intelligence content and developing artificial intelligence applications, has also increased significantly.

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Shell to cut about 20% of jobs in deals team, Bloomberg News reports

Vulnerable occupation: In contrast to the overall increase, the number of jobs in three specific categories, which is directly related to the ability of artificial intelligence, has decreased. Lighting decreased by 33 %, translation was 19 %, customer service decreased 16 %. These fields are particularly sensitive to AI automation, and as Klarna's companies have proven, the company's customer service chat startups are effectively replacing the burden on 700 representatives.

Key Points

• Unexpected creative professional future: Video editing and graphic design workspace are displayed in real time, and the Bloomberry-Test indicates that this could actually be a temporary appearance. Lifting the exposure to the artificial origin of the mind in these areas can be due to the fact that companies are still looking for appropriate options for using development tools to create videos and graphics. I have sex. In other words, the decline in demand for these occupations has not actually been fully realized.
• We are preparing for changes related to AI. The creator of this survey recommends to actively adapt to free lancers and business people engaged in the fields of AI and develop huma n-specific skills. The ability to overcome creativity, social, adaptability, and ambiguity is said to be a valuable characteristic that AI is difficult to reproduce in the near future.
• Selection of skills centered on people: A human resource strategy is required to emphasize the importance of creativity, sensual spirit, and adaptability, and to prepare applicants in the changing work environment.
• Applicable to curriculum: Education and training initiatives should focus on the formation of workers from the effects of the origin of artificial hearts, and focus in fields where contact with people is indispensable.

Implications for Recruitment Marketing

• Tracking of industry trends: Sensively monitoring the development of the origin of artificial hearts and the impact of all employment forms can focus on bonuses and human resources strategies.
• Encouragement of continuous research: adopting endless research and skill formation culture can help employees overcome the issues facing AI and the technical shift facing AI.
• Specialized in clou d-based defense development and employs an estimated $ 3. 5 billion and more than 1. 700 employees, Berkada has escaped from regular recruitment activities focusing on human resources. Velcada's Philip Calician Sogo has introduced a model that incorporates recruiters in each division, recognizing the need for recruitment strategies focused on securing human resources. This was a change that began when the company worked at least 100, and was to improve the staff selection process because it became addicted to the original activities of each team.

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Why talent acquisition teams need to get closer to L&D

Special Staff Selection Team: Fix the recruiter to the area of ​​a specific department, and Vermada guarantees the direct relationship between the staff selection strategy and the original claim of the department, and contributes to the target layout to recruit talent.

Key Points

• Personal recruitment strategy: A similar adjustment allows you to use creative recruitment strategies. For example, the engineering team has a hackathon, and the sales department actually indicates the diversity and adaptability targeting a specific department, such as inviting employees to baseball games.
• Expanding the applicant's field of view: Recrutors working in each department have the opportunity to have the applicants know the company's culture and current plans more deeply, and to work in Verkada.
• Efficiency of recruitment: Chariszan explains the functional properties of the staff selection model and points out that it is effective in competition with small emerging companies that tend to adopt employees frequently.
• Strategic partnership: Kelly Larson, who is in charge of the selection of engineers, focuses on the advantage of the recruiter who has a close connection with the company's management, and is sure to have the relationship between the staff selection and the extensive strategic goal of Velcada. I'm doing it.

Recruitment Marketing Takeaways

• Individual consistency in staff selection: advertising activities have all the potential to be consistent in this way to reflect the unique culture and plans of each division, and in fact, the applicants are literally considered. That is more possible.
• Introducing categories: Staff campaigns have all opportunities to emphasize specific benefits and initiatives in the department, attracting applicants, target innovation and influence.
• Implementation of original events in staff recruitment: By connecting to an advertising strategy for staff selection targeting a specific department, the human resources who have the opportunity to focus on Velcada in the background of rivals and support the innovative method Shows the appeal of finding.

The Verkada approach, which integrates recruiters into a department, causes a major change in comparison with conventional recruitment strategies, adopting the best human resources in an elegant and effective way. This model not only speeds up the recruitment process, but also makes fresh employees perfectly fit the appropriate team, contributing to the vibrant appearance and innovation of the company.

New Data Suggest Great Resignation Salary Increases Are Finally Flattening

Shell plans to reduce costs by about 20 % in a large initiative to reduce costs and optimize operations. This conclusion is, as reported by Bloomberg News, affects serious detachments in managing M & amp; A, and actually indicates a larg e-scale reorganization of an organization.

Key Points

• Reduction of strategic personnel: The aim is to reduce shell-transaction work space, which is composed of hundreds of employees, and to coordinate more profitable businesses and company strategies.
• Company statement: Shells focused on performance, discipline, and simplification, and the challenge was to create a greater award in reducing emissions. Reducing emissions is considered a part of efforts to achieve more than the introduction of new methods that enhance the productivity, improving the characteristics of bags, improving the characteristics of bags.
• Management Visual: Vael Savin, the Managing Director of Shell, has steered the values ​​of more profitable planning, maintaining measured petroleum production, and expanding natural gas production. The decrease in the workspace indicates a strategic change under the management of Savan.
• Earlier staff coordination: In October, the shell was hired by another company that emphasized profitability, as part of the migration to a more failed energy source, and in effect 15 % reduction in the state low carbon conclusions and hydrogen. Announced the shrinking business.

TA Takeaways

• Information on organizational structure: Advertising events for recruitment must not be closed to emphasize the appeal of the company to performance, elasticity and strategic rise and cover the organizational structure.
• Focusing on future possibilities: Personal reduction is not paid to the reduction of personnel, the personnel focusing on hig h-growth fields, especially the abilities in the conclusions of natural gas and low carbon, and attracts human resources suitable for the strategic values ​​of "shells". There are all opportunities to attach.
• The creation of a permanent employer brand: These configurations emphasize the opportunity to restore a shell brand as a cautious employer who commits innovation and environmental responsibilities.

The decision to reduce the workpace in a series of transactions indicates a wide range of strategic reconstruction for performance, resilience and profitability. During this transition, the shell will continue to pay special interest in hiring and securing professional employees who contribute to lon g-term concepts and achieve business dignity.

Employers are feeling optimistic about hiring

In a changing personnel environment, the importance of communication between human resources (TA) and learning and ability development (L & amp; amp; d) is emphasized. Nearly 85 % of human resources scouts want a closer cooperation with the L & amp; amp; D department, as the development of skilled and flexible human resources is a common goal. Such enthusiasm has been boosted by the growing desire for the recruitment of talen t-based hiring and the emphasis on internal fluidity as a strategic value.

Key Points

• Skil l-based adoption: Linkedin's adoption report emphasizes a major shift to talen t-based adoption, and 90 % of CEOs around the world are the elasticity and diversity of human resources in the employment market where competition intensifies. I adopt this approach to enhance.
• Evolution of ability: Demand for hardware and software is changing rapidly, and is expected to change 51 % throughout the world between 2016 and 2030. Such configurations are expected to be even more prominent in organizations that use the generital fake intelligence, and their abilities will evolve 68%.
• Investment profit ratio by collaboration between TA and L & amp; amp; D: TA and L & amp; amp; D; D may lead to improvement of retention, internal fluidity, and promotion, and a single talent management The specific outstandingness in the framework is proven.
• Accenture integrated layout: Accenture is a powerful collaboration landmark of TA and L & amp; D, utilizing AI data on employees' abilities, adoption, talent management essential for developing and establishing employees. I use it for learning strategy.

Implications for Recruitment Marketing

• Fostering learning culture: Recruitment advertising strategies need to emphasize the commitment of organizations for continuous learning and ability development, and indicate the position as an employer selected as a caree r-oriented applicant.
• Presentation of opportunities for skill development: In advertising activities, the emphasis is on the existence of training and ability development programs, which can actually attract applicants seeking positions to provide a method to enhance qualifications and i n-house fluids.
• The Creation of Cross Functional Human Resources Team: The request to integrate TA and L & amp; AMP; D function suggests that the role of HR will be more cros s-functional in the future. Recruitment marketing applies it and has the opportunity to show overall cooperation between human resources and recruitment.

The desire for closer collaboration between TA, L& amp; Lamp, and KP teams signals a pivotal shift in organizations' strategies for hiring and retaining top talent. Targeting skills development and internal mobility allows companies to create a more stable and adaptable workforce. Such joint efforts not only contribute to the career advancement of individual employees, but also to the success of the company as a whole, demonstrating the profound impact of integrating talent attraction and development strategies.

IBM is slashing jobs in marketing and communications

Looking at the latest trends in the labor market, the significant salary increases seen during mass layoffs are beginning to stabilize. Companies that previously increased salaries to attract and retain talent in a tough labor market are now lowering starting salaries for new positions. This change signals a possible return to pre-pandemic dynamics, where employers had greater influence in salary negotiations.

Key Points

• Wage growth slows: Indeed, according to Indeed, the annual growth rate of US salaries, which peaked at 9. 3% in 2022, will fall to 3. 6% from January 2024.
• Labor market stabilization: The labor market is showing signs of cooling: The pace of new job creation has slowed, but remains high. The pace of new job creation has slowed, but remains high. This, combined with unattractive wage packages for existing jobs, encourages workers to stay in their previous jobs.
• Despite the general trend, salaries for existing jobs such as data analytics specialists, user experience, and cybersecurity analysts remain high.
• Market correction: A ZipRecruiter survey found that nearly half of 2, 000 U. S. companies are lowering salaries for various job openings, indicating that the market is moving to post-pandemic policies.
• Emphasis on non-monetary benefits: In light of the slowdown in wage growth rates, companies should emphasize other benefits and growth and development opportunities in their marketing to attract candidates.

Implications for TA Strategies

• Salary correction: Perhaps staff selection marketing strategies will have to adapt to the changing situation, set realistic salary increase expectations, and emphasize long-term career growth with the company.
• Orientation towards stability: You can market to candidates who value stability and work-life balance over a one-time salary increase, highlighting positive evidence and your company's desire for long-term employee growth.
• According to a recent survey conducted by the Man Power Group, employment is positive in the United States, and 48 % of employers are planning to expand their labor this year. Such emotions are reflected in unusual employment monitoring in the United States in the United States in the United States in the United States, indicating an increase of 4 % from the previous year, which is actually a quarterly monitoring+34 %. Without paying attention to a small decrease of 1 % in comparison with the first quarter, the appeal of workers is technology, creation, money, real estate, manufacturing, materials, and medical care, all kinds of fields. Still big.
• 48 % of U. S. employees, who were subject to employment intentions, will increase the state employment in the second quarter, 14 % waiting for Reof, and 33 % has not been able to change realistic changes.

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The market for six-figure salary hybrid jobs has crashed

According to information on the specific economic sector: Most of the desire workers, these establishments take them as technology, creation, IT, money, real estate, manufacturing, products, and health care.

Key Points

• Recruitment issue: Since August 2020, HR specialists have been assured to the applicants the need to find new possibilities, based on the minimum desired retirement indicators.
• Working elasticity and ability: Employers believe that flexible work schedules and clear officials are considered the key to recruitment and establishment of human resources, especially all kinds of applicants.
• Emphasization of the balance between work and your own life: advertising strategies for staff selection emphasize the impact of flexible work activities in work and the impact on the balance between work and your own life. It is necessary to give priority to applicants to be considered.
• Announcement of official attendance: In advertising activities, there are all opportunities to explain the appeal of companies that focus on i n-house leadership training and instruction programs and raise and promote employees.

Lessons for Recruitment Marketing

• Promotion of richness and comprehensiveity: HR campaigns that emphasize comprehensive culture and efforts to hire all human resources have all the opportunities to enhance the appeal of employers in the competitive market.
• IBM began reducing the number of marketing and communication departments and was confirmed at a simple conference led by the communication director Jonathan Adacheck. This movement is part of a wider IBM strategy aimed at adapting to changing technical situations, including great focus on artificial intelligence (AI) and rebalancing of states.
• Announcement of personnel reductions: The reduction of personnel in the IBM Marketing and Communication division was announced at a 7-minute meeting.
• Introductory to improve AI qualifications: In December, IBM's Managing Director IBM, Director of IBM, mentions the company's initiatives to improve artificial intelligence employee qualifications, and integrates artificial intelligence into all activities. Suggested.

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Reduction of employment: Focusing on artificial intelligence and the optimization of labor, IBM announced that it would replace about 8. 000 employment with artificial intelligenc e-based decisions. In addition, IBM announced its fourth quarter reports of expenditures on state labor, calling for employment in 2024.

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Technology industry reduction: IBM's personnel reductions are taking place in the background of the reduction of personnel in the technology industry.