Manufacturing Jobs Returning in Droves to United States

In the past few decades, more and more manufacturing jobs have been outsourced or lost to other countries, due to costs and regulatory environments, among other reasons. This unfortunate trend, however, is starting to turn around as more of these jobs are making their way back home.

Here is a closer look at why and how manufacturing jobs are returning or “reshoring” to the United States:

• Industry and technology growth. Both the auto and electronics industries continue to grow at a fast clip, both requiring advanced manufacturing capabilities and supply. Some of these products are unwieldly and expensive to transport; likewise, products that require more advanced technology need the most skilled workers to create them, further solidifying the reshoring of manufacturing jobs.

• Money, money, money, money. Many manufacturing jobs originally left because labor and production were significantly less expensive in other countries. However, overseas wages continue to grow at a brisk pace, decreasing the desirability of offshore jobs. Asia—China, in particular—has recorded the fastest growth in wages. The gap between home and away is smaller than ever, making it more affordable and logical to do business in the U.S.

• Lots of logistics. Simply put, it is easier to do business closer to home. Overseas supply chain issues have also made headlines and raised prices. Finally, doing business abroad isn’t less expensive if you have to build new facilities and parts, pay for transportation and shipping, and hire workers who are getting more expensive every day. All of these logistical challenges mean it’s easier to do business in North America than on other continents.

While manufacturing jobs change with the times, more of them are now available in the United States and even more are expected to transition back home.

Gig Economy Stats Emphasize Highs and Lows of Freelance Work

Did you know?

…That more than 90 percent of workers in the United States say they would consider gig or freelancing work?

…That almost half of millennials use online independent contracting platforms to look for and find work?

…That gig workers earn nearly 60 percent less than traditional full-time employees—and most lack access to benefits, according to Prudential?

While the gig economy continues to grow, it also continues to have its challenges—including the many freelance employees who lost jobs due to the Covid-19 pandemic. There are, however, many benefits for all parties: Companies can save money since they don’t have to pay for full-time salaries, office space and benefits, while freelancers can enjoy greater flexibility, work-life balance and variety, even working for multiple companies at once.

Today, about one-third of all U.S. employees take part in the gig economy, according to Upwork, representing nearly 60 million workers who work an average of 43 hours per week. The best-paying positions are in AI and blockchain, and the government/public sector is the largest employer at 14 percent, followed by professional and business services, education and health, and manufacturing, based on Statista research.

Freelance and independent contracting work are increasingly popular in Mexico, India and other locations, and younger people, in particular, gravitate to gig work. Presently, most self-employed workers in the United States (nearly 75 percent) are white, according to USA Facts.

Notably, about 60 percent of gig workers tout the flexibility of their positions while only 27 percent of regular workers do so, according to Forbes. Women currently represent just under half of all freelance workers, although this number is expected to grow as more women opt out of traditional workplaces for reasons involving family, workplace discrimination and self-fulfillment.

Today, up to 25 percent of U.S. employees work from home or telecommute at least occasionally, based on a Global Workplace Analytics report, although this number too, is likely to trend upwards.

U.S. Job Openings Reach 5-Month High

Job openings in the United States reached 11 million in the last month of 2022, growing by close to 575,000 positions, a jump that surprised many experts, to reach a five-month high.

For every unemployed person in the United States, there were nearly 2 job openings, according to the latest Labor Department report. In particular, there were more than 400,000 open jobs in the food services and accommodation industry, which continues to lag its pre-pandemic staffing levels.

The labor market remains tight; however, the U.S. central bank still went ahead with a 25-basis-point increase of its policy rate, vowing more but smaller ongoing increases for borrowers. Wage growth was slow in the fourth quarter but could remain solid due to this latest report on job openings.

Other industries with notable openings include retail trade and construction. While some believe the latest report was a signal of a seasonal blip, others expect a challenging labor market for months to come.

Fear of Getting Laid Off is Latest Remote Work Issue

While many U.S. workers have enjoyed remote work over the past three years, a top concern heading into 2023 is potential layoffs and the worry about finding a suitable new job, according to a recent CNBC/Momentive Workforce Survey that interviewed more than 10,000 workers across the United States. In particular, the tech industry is seeing a number of layoffs, but the trend is valid across industries and positions.

Interestingly, those who do not work remotely are less worried about both getting laid off and/or finding a new position, noting how strong the labor market generally remains. While about one-quarter of remote U.S. workers believe they could find a new job in just a month if they were laid off, more than 40 percent of in-person workers feel the same way. Ultimately, those who spent their days in the office feel stronger about both their current and future prospects.

Many remote workers have moved to a desired location which may not have as many openings or applicable positions available in the event of layoffs, and they might not be willing to give up the flexibility of working from home. Notably, in-person workers believe they have better career advancement prospects as well.

In general, employee morale is higher than it has been in years, with a full 72 percent stating that they have either “excellent” or “good” morale when it comes to work; this number is even higher for younger employees. Not surprisingly, the biggest layoff-related concern is income and maintaining a standard of living.

As of last November, nearly 16 percent of occupations requiring a college degree allowed for remote work while it was about 5 percent of those that did not require a degree, based on three-month rolling average data.

Top Tips for Success in 2023

New Year’s Eve is just around the corner and so is the opportunity to set the stage for a wonderful year to come. What did you love in 2022? What do you want to change in 2023? You don’t have to make a New Year’s resolution you are likely to break, but being mindful about the year ahead can help you create and realize your goals and dreams and enjoy a year of success and celebration.

Here are some top tips for success in the new year:

• Set goals. And be specific! Rather than, “I hope to grow my small business in 2023,” try “I want to increase sales by 20 percent and add 50 new customers.” The more specific, the better.

• See the glass as half full. Positivity breeds more positivity (and negativity definitely does the same). Not every day will be rainbows and unicorns, but you can still focus on the positive, on what you have accomplished and what you have in your life to remain upbeat.

• Build your skills. What do you want or need to learn to be more successful? Take a class, find a mentor, read more and focus on enhancing your natural skill set.

• Recognize and celebrate others. It’s nice to receive a compliment, but it’s even nicer to give one—the benefits of kindness and generosity are endless. Who in your life could use a little recognition? Celebrate the gifts and strengths of others while building your team along the way.

• Try—and don’t be afraid to fail. Everyone makes mistakes and everyone can learn from their mistakes. Don’t be afraid to try something new, to experiment, to push your boundaries. The lessons you gain will be priceless.

• Use your time wisely. At the same time, make sure you are filling your days with things that matter (this might mean removing a few apps from your phone). Your time is precious so use it well.

• Persevere. Things won’t always be easy, but when the going gets tough, the tough get going.

• Share your dreams. Let others know what you’re intending to accomplish in 2023. Not only will you have a team of cheerleaders checking up on you and supporting you every step of the way, but you will have a better shot of reaching your goals when you share them with others.

• Have fun. What is life if it isn’t fun? Make sure you make some time every day to enjoy your favorite things, experiences and people.

When you set and share and work on your goals, the sky is the limit. Here’s to a new year full of celebration, accomplishment and success!

The 2023 Outlook for Labor Supply and Demand

As the new year approaches, prognosticators everywhere want to know what trends we can expect to see in the job and labor market going forward. Will 2023 bring more supply and less demand? Or will it be home to more challenges and shortages of skilled workers?

Experts are once again predicting that businesses will face greater demand for workers than available talent. This may lead to more out-of-town or overseas hires, remote work and outsourcing, and even reduction in products and services offered.

Likewise, more companies will focus on developing the talent they already have—teaching new skills to current workers—to bridge the tight labor market. Training and talent development can help cover current gaps and increase worker productivity and satisfaction.

In addition, companies everywhere must focus on outreach and branding to continue to attract the best and brightest talent. Innovation is and will be the name of the game in the 2023 job market.

While it is never easy to precisely pinpoint what a new year and a new season will bring, most labor market experts today anticipate another lean year where businesses are short on workers and long on need. Companies that can creatively weather the storm will rise to the top.

What to Look for When You Make Your New Hire

Hiring is always a puzzle as you seek to find the perfect fit for your current job openings. While some jobs entail very specific skill sets, here are 5 key traits that you should look for in any and every hiring situation to ensure that you are hiring the best candidates out there:

1. A great attitude. This goes without saying, but it’s even more important than ever: An employee with a positive attitude will be more productive and successful and can influence his or her colleagues as well. In one study, salespeople with great attitudes increased their sales by nearly 40 percent. There is enough negativity in the world today—and positive people are simply that much more fun to work with!

2. Ingenuity and problem-solving ability. Unless you love holding your employees’ hands, you will want to find candidates who are great at creative problem-solving and coming up with potential solutions to problems. This ingenuity will save your company time and money. Make sure you ask questions during the interview regarding previous situations where the individual has to come up with a solution to a thorny issue.

3. Willingness and ability to learn. Technologies change and so do job requirements. You want to find employees who have an interest in learning new skills, new concepts and new ways of doing things rather than rigid ones who will say, “but this is how we’ve always done it.” Ask candidates what they are interested in learning and how they best learn new skills.

4. Doing the right thing. Integrity is what you do when no one is looking. It is important for your company’s success to find employees who will do the right thing, who are trustworthy and act with integrity. Make sure you check references for these important qualities.

5. Technical aptitude. Ultimately, candidates need to be able to do the job that they are applying for. Depending on the position, you may need to perform an aptitude test to assess their ability to perform the work.

In the end, finding the perfect fit and piece to your puzzle involves both hard and soft skills and taking the time to assess candidates for their aptitudes and abilities as well as their attitude and openness to new things and experiences.

Manufacturing Jobs Make Their Way Back to the United States

In a bit of good news for the U.S. manufacturing industry, Corning announced that it will partner with AT&T to open the first fiber optic manufacturing facility in the western region in an effort to expand U.S. manufacturing jobs and keep pace with the growing demand for broadband access. The new Arizona plant is anticipated to open by 2024, with the goal of bolstering capacity for the optical cable that is needed for internet access and 5G.

The supply chain crisis played a key role in the decision to open this facility. With ongoing product and material shortages and more people working from home, the demand for optical cable is unprecedented.

Across the manufacturing industry and the political spectrum, the aim is to return more manufacturing positions and plants to the United States in an effort to better compete when it comes to technology while supporting also U.S. remote workers. Presently, China and Japan lead the way in exporting fiber optics.

According to Corning, about 850,000 new jobs will need to be created in the next three years to install the cable. Once it is manufactured; this plant will offer about 250 positions.

Making the Most of the Collaboration Economy

“The Collaboration Economy: How to Meet Business, Social, and Environmental Needs and Gain Competitive Advantage” by futurist Eric Lowitt offers a unique model for long-term collaboration among the public, private and civil sectors. With a clear focus on aligning business growth with sustainable development, the book focuses on prosperity for all.

What lessons are in it for all of us?

1. Be humble. The best leaders display humility and focus on their teams and partners, rather than themselves. They are grateful, not arrogant. This is collaboration at its best.

2. Think long term. Successful CEOs aren’t just focused on this month or this year—they know how to strategically think for the long term, crafting goals designed to elevate their companies for decades to come. It also helps to be patient—success does not happen instantly but requires time, fortitude, change and dedication.

3. Remember your mission. Rather than taking your position at work or in life for granted, view it as a privilege, while always keeping your organizational mission, vision and purpose in mind. This also supports ongoing and successful collaboration.

4. Partner up. We are always stronger together than we are alone. Partnerships and collaborations are essential to successful enterprises. Expand your network and expand the possibilities.

5. What keeps you up at night? Stay focused on the competition, on the next phase and on change. When you get complacent, business tends to suffer. Encourage employees to contribute new ideas and welcome constructive criticism as a form of collaboration.

Leadership requires commitment and collaboration. The most effective organizations find a way to work together, to challenge the status quo and engage the collaboration economy for long-term success.

From the Great Resignation to the Great Return

For the past two years, we’ve been hearing about the Great Resignation, where thousands of employees across industries resigned their jobs to pursue new passions and changed the shape of the U.S. workforce. Now it’s time to discover more about the Great Return, where workers return to the office or to more traditional roles in the staffing economy.

The Great Return hinges on flexible work conditions, an inclusive environment and the conditions for continued work-life balance.

1. Flexible work conditions: While some people have longed for a return to the office, many workers still enjoy the flexibility of working from home, even part time. Likewise, many are still contending with childcare issues and juggling multiple priorities, so successful companies need to acknowledge the ongoing need for flexibility in scheduling.

2. Inclusive environment: Accessibility needs to go further than before, recognizing those who are immunocompromised, for instance, as well as those who require accommodations for vision and hearing issues, mobility challenges, different seating arrangements and more. For the Great Return to be a great success, inclusive work environments are a must.

3. Work-life balance: For many years, many workers felt like their life was work—it dominated their time with long commutes, longer hours and sky-high expectations. Companies will need to allow for earlier and later start times to ensure easier commutes, offer personal days and make work-life balance a higher priority than ever before.

The Great Return is off to a great start; however, companies interested in cultivating a satisfied and productive workforce will need to keep flexibility, inclusivity and balance in mind when structuring their return-to-work arrangements.

Gen Z is Changing the Post-Pandemic Workforce

Gen Z—represented by the swath of years from 1997 to 2012—is leading the way for change in today’s workforce. While they are the youngest members of the work world, this generation is also the most outspoken in its request for good working conditions, flexible jobs and meaningful work. They are also more than willing to quit a job in search of a better environment or fit.

Unlike previous generations, Gen Z is more vocal in its expectation of a solid environment that includes mental health support, workforce wellness programs and flexible conditions. Work-life balance has gone from a “nice to have” to a “must have” for Gen Z. Salary is less important that a great working environment.

While their millennial managers may expect 40-plus hours a week, Gen Z is ready to knock off once their goals for the day or week are completed. They have no problem complaining about poor working conditions on social media or saying “I quit.”

According to LinkedIn data, job transitions increased by 54 percent year over year overall, while they increased by a whopping 80 percent for Gen Zers. Granted, some workers do face regret when they make a switch, but that might just mean they will move on again.

All of this has been termed a “slow up” by some in the industry—an intentional focus on slowing down in the name of better balance. Gen Z is proud to lead the way for change in slowing down and finding work that matters.

Ultimately, this generation wants to make a difference in the world. They have the entrepreneurial spirit and spark. More than 62 percent of Gen Zs surveyed by the Center for Generational Kinetics said they hoped to launch their own business down the line.

How Covid Has Forever Changed the Workforce

In the past two years, pretty much every job in the United State has changed in some way. From remote work to frontline workers, we have seen massive changes in the workplace and workforce.

What does this mean going forward? Following, discover 4 key ways Covid has altered workplace trends throughout the United States.

1. Remote work is here to stay. When companies had to quickly scramble to implement remote work policies, not everyone was sure how it would affect productivity and profitability. Remote work, however, has been a success and something that workers now expect. Interestingly, about 20 percent of professional jobs are now remote—a significant leap from pre-pandemic days, according to The Ladders’ latest work report. Millions of jobs are now at-home for good.

2. Entrepreneurs are us. Self-employment is more plausible than ever, thanks to a steady uptick in entrepreneurial activity over the past two-plus years. More and more adults are realizing their dreams of starting their own business, running their own company and following through on long-time dreams. Technology makes it easier than ever to launch and run a business, both in person and online.

3. Contract and freelance opportunities abound. Gig worker? You’ll find opportunities galore, thanks to an ongoing shift to contract, freelance and short-term work assignments that kicked off along with the Covid-19 pandemic. Whether you are picking up extra work to save for the future or prefer the flexibility of gig work, contract work offers the chance to try new fields and industries while continuing to grow your resume. Neither workplace nor employee needs to make the full-time commitment—unless the time is right—because of widespread contract and freelance opportunities. One major caveat: These positions do not come with benefits or retirement income.

4. Back to the books. If you’ve always wanted to return to school for an additional degree or simply love learning new things, the pandemic sprouted a variety of affordable, part-time and online education options. You can update your skills and knowledge base, learn at your own pace and perhaps find a new passion through the beauty of flexible education.

 What other workplace and workforce trends are here to stay in the wake of the pandemic? In addition to job changes, the industry will see more flexible arrangements and new opportunities for workers of all ages.

Is a College Education Worth the Cost? The Latest Employment Stats

Going to college is a requirement for great career and financial success, right? The answer may no longer be an obvious “yes.” While a college degree can definitely help you find a higher-paying job, there are some complicating factors, including education debt and the fact that it takes college graduates six months on average to find their first job.

Many college graduates today are struggling to find jobs in their area of study while many others are getting jobs that do not require a college diploma. Naturally, the global pandemic has also impacted employment prospects for a lot of people across the globe.

In 2020, the unemployment rate for college graduates with a bachelor’s degree or higher was a very low 2 percent. Interestingly, the underemployment rate—those who are underpaid or overqualified—for this group was greater than 50 percent, according to the University of Washington. Nevertheless, the difference in pay for a high school graduate versus a college graduate is nearly 75 percent—meaning that degrees do pay off in the end.

Certain college and trade school degrees are more employable than others: While liberal arts and mass media graduates face higher unemployment rates, the college majors with the lowest unemployment rates include medical technicians, theology and religion majors, and education. Trade school graduates reported an unemployment rate of just over 5 percent in 2018.

While a college degree is still the best way to launch a successful career, this path may not be for everyone, and it is important to take individual circumstances into consideration when it comes making key decisions on employment, careers and college.

Leading the Way: Top 7 Traits of Effective Leadership

You have likely seen good leadership—and not-so-good—in action. You simply know it when you see it. Those leaders inspire others, create a culture of positivity and productivity, and motivate future leaders in the workplace. But just what do those leaders have in common?

Here are the 7 top traits shared by many of the world’s most effective leaders:

1. Team-building. Teamwork and collaboration are essential to any successful enterprise. Great leadership inspires strong teams and effective partnerships. To lead, you must be able to build cohesive teams that support each other and company goals.

2. Accountability. Leaders don’t take all the praise when it’s due and they don’t blame others—they take responsibility for team performance and outcomes by serving as positive role models. Likewise, the best in leadership encourages accountability in others.

3. Positivity. It can be easy to get down when things aren’t going your way, but the best leaders know how to stay positive and help their team members even when times aren’t so rosy. They know how to deliver constructive criticism and they know how to share praise.

4. Flexibility. Workers today appreciate flexibility in work schedules and management styles more than ever. Experienced leaders recognize that they must be willing to adapt and change to recruit and maintain the best team members.

5. Focus. It can be easy to get distracted in the workplace today—there are so many demands, so many new programs, so many goals to meet. Excellent managers know how to stay focused on key priorities without getting lost in the weeds, and they encourage teamwork that does the same.

6. Creativity. While this might be a more surprising trait, creative leaders encourage their teams to take risks, brainstorm new ideas and try unique programs, which can all support longevity and dedication to the job. Great leaders also know how to be creative with small budgets and growing expectations.

7. Humanity. Finally, leadership requires empathy, compassion and connection. Robotic managers don’t inspire teams, but leaders who are kind, willing to listen and celebrate the small things do.

Are you collaborative? Positive? Focused? When these qualities shine, so does your ability to lead the best teams and get the best results.

Does Everyone Want to Work Remotely? Why Employers Might Need to Rethink “Work from Anywhere” Strategies

The remote work trend has been highlighted and spotlighted and for the past two years as more companies had to quickly pivot to remote work during the pandemic. Likewise, stories continue to feature workers’ desire for remote work, flexibility and gig work options.

However, not every worker wants to work remotely and not every business is willing to give up on in-person office work. Several big corporations and banks have been quoted recently on their desire and plans to return to the office, as much as possible and as soon as possible. And it’s not just companies that are interested in returning to the office.

Interestingly, surveys are finding that “go-getters,” or those ambitious employees focused on rising to the top, may not only tolerate in-person work but may actually prefer it. They appreciate the one-to-one, in-person interactions that help to build real relationships as well as the learning, creativity and innovation that take place in the office setting.

In the end, each company will have to determine the best balance of remote and in-person work; however, it is important to remember that not every employee wants to remain at home for the duration. In fact, the best and the brightest might be ready to return to the office.

Is the Great Resignation for You? 7 Things to Consider Before You Give Your Notice

As a record number of people continue to resign their jobs and walk away from their careers, the Great Resignation is roiling the economy and changing the fortunes of businesses and workers alike. Should you stay or should you go?

Before you make your next move or quit your current job, make sure you have the following 7 steps covered:

1. Determine why you want to resign. Are you unhappy at work? Seeing better job opportunities elsewhere? If you like your company but want to pursue a new position or greater job flexibility, for instance, you might first want to talk to your manager about growth opportunities on the horizon. If you are looking for a complete change of industry, then it might be time to move on.

2. Plot your next step. Whether you want to be an independent contractor, go back to school or tackle a new position at another organization, it is important to have a plan for the future. Determine what steps you might need to take in the meantime.

3. Evaluate what you have and what you want. Don’t look at salary alone. Benefits and company culture should also play into any potential resignation decisions. If you love your team and the work-life balance you have, that can be a check in the “stay” column where poor company culture can definitely contribute to “go.”

4. Shore up your savings. If you are planning on taking some time in between jobs, moving to a new location or returning to school to enhance your current skills, then you may need to rely on your savings for a period of time. Start now, by putting a little extra aside each week so that you have a cushion when the time comes to resign. You may also want to consider some side jobs that can help you along the way.

5. Start looking now. As they say, the best time to find a new job is when you already have one. While this requires some dedication, it is smart to have your next position plotted out and an offer in hand before you quit your current job. Then you can negotiate a little time in between, if that is what you’re looking for.

6. Leave on a high note. Make sure you give adequate notice (which may be more than two weeks, depending on your industry and position), determine who can provide future letters of reference and thank your current team. It can be tempting to leave a job you don’t love in a blaze of glory, but that can definitely come back to haunt you later. Try to leave your job on a positive note.

7. Focus on your priorities. What can make your next job an even better fit? What are your overarching goals? Keep your top priorities top of mind as you move on to your next opportunity.

Trends for 2022 in the Staffing World

Needless to say, 2021 has been a year to remember in the staffing industry. From the Great Resignation to continued working from home, the industry has been forced to adjust, evolve and remain on its toes. The next year will bring more of the same and some new trends worth paying attention to:

Flexible work arrangements remain a top priority. As more workers opted for part-time or gig work, companies had to scramble to raise salaries, offer incentives and make flexible working arrangements even more flexible. In 2022 and beyond, remote work will be a must for many employees, and companies will need to determine how to manage both on-site and at-home workers with hybrid schedules and flexible hours. In a nutshell, employers will need to focus on creating an outstanding environment to attract and retain top talent.

Diversity, equity and inclusion matter more than ever. “DEI” can’t just be a buzzword in organizations—it is more critical than ever to walk the talk and make diversity a top priority. Most employees today want to work for companies that share and work towards their DEI goals, yet many say they lack confidence in their employers’ commitment to diversity, equity and inclusion in the workforce. Companies that get this right will stand out from the crowd.

Community-building gets creative. With more employees working remotely, building community is more challenging—but no less important. Likewise, team members’ mental health and well-being should be just as important to companies as their job performance. From virtual networks to Q and A sessions, employees want to build a sense of community at work.

And, not surprisingly, hiring challenges aren’t going away. Creative recruiters and companies are pursuing recently retired workers, for example, to fill openings and bring back expertise.

Top 5 Career Fields for 2022

As the pandemic continues to make an impact on jobs and employment everywhere, several career fields will lead the way into the new year and beyond.

Following are the 5 hottest fields and job prospects for 2022:

1. Healthcare: The need for qualified healthcare workers continues to make headlines as 2022 approaches. Median pay for nurses, nurse practitioners, physician assistants and doctors alike continues to grow notably, and reports predict that more than 500,000 new registered nurses will be in demand by the year 2027.

2. Supply Chain: Again, the need for more professionals in this field is probably not a surprise to anyone based on the ongoing global supply chain challenges. Various supply chain jobs and careers include logistics, purchasing, distribution, engineering and more, all of which are growing rapidly.

3. Information Technology: IT remains a hot career path. Software development, in particular, is on pace to grow by more than 20 percent this decade, according to the Occupational Outlook Handbook, and trained coders, developers and IT pros are sought after across industries and fields.

4. Finance: Beyond the traditional banking and finance roles, which are always needed, finance managers represent another growth opportunity. In this role, management professionals help companies maximize revenue and examine their overall financial picture.

5. Statisticians: Information is valuable, which is why statisticians and actuaries can almost always find a good job. Insurance, finance and large corporations turn to data experts to help them make informed decisions, evaluate risk and project into the future.

Whatever career or job you are looking for, StaffingForce can help you find the best job opportunities in 2021, 2022 and beyond.

Mistakes That Can Sabotage Your Job Search

Hunting for a job can be a full-time job itself. And it might feel like you’re working overtime if you are making any of the following four common mistakes, all of which can land your application in the “thanks, but no thanks” pile. If you are a current job seeker, you can plan ahead to make sure you get the call back by avoiding these common mistakes:

1. Using the same resume for every job you apply for. You can start with a template resume, but then you should customize it based on the job description and hiring requirements of every single job you apply for. Recruiters can quickly determine if you have the key skills needed for the job, and customizing your resume based on the position will show that you are serious about the job hunt and qualified for the job at hand.

2. Applying for every single job out there. It can be tempting to zip your resume off to every open position you are vaguely qualified for, but it’s actually a waste of your time and the company’s time. Make sure you review the qualifications for each position during your job search to ensure that you have at least three-quarters of what they are looking for. Then, you can target your resume and cover letter to show why you are such a great match.

3. Being vague, rather than specific. It is important to show your impact and specify your accomplishments throughout the job hunt – this goes for resumes and interviews. Rather than saying, “I helped my sales team grow,” try “Thanks to the new initiatives I implemented, our sales grew by 40 percent in the first two years.” The more specific, the better.

4. Failing to ask questions. In an interview situation, you are obviously going to be asked a lot of questions. You might not know that the interviewer expects you to ask a lot of questions in return. Be prepared – do your research on the company and come with a list of questions that show your interest and preparation. Make sure you stay engaged throughout the interview to show your overall fit for the job.

Most Gig Workers Would Prefer a Full-Time Option

While many recent headlines have touted the growth in gig work across the United States, most part-time workers say they would prefer a full-time permanent option, according to McKInsey’s America Opportunity Survey. On the contrary, most companies plan to increase hiring of employees who work on contract or part-time, rather than full-time employees.

Even though part-time and gig workers enjoy flexibility in jobs and the ability to set their own schedules in some cases, these workers were most impacted by loss of income during the pandemic, and nearly one-quarter of them reported that they could not afford health insurance while many others were also struggling with basic living expenses. Nearly two-thirds of contract, freelance and gig workers said they would like to have permanent employment; these numbers increase for Black, Latino and both first- and second-generation immigrant respondents.

However, gig and part-time workers did note feeling more optimistic about the economy in general than their full-time peers, and this group is enrolling in additional training and continuing education at a rate that is more than double that of other workers.

As part of its recent survey, McKinsey interviewed 25,000 U.S. workers in spring 2021, and nearly 30 percent of those surveyed were freelance, contract or temporary gig workers.