The Hiring Landscape is Changing
Traditional hiring often prioritizes degrees or years of experience, but forward-thinking companies are shifting their focus to demonstrable skills—what candidates can actually do.

Why Skills-Based Hiring Works
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1. Practical Application of Skills

• Evaluate candidates on real-world ability, not just a list of credentials.
• Use assessments, simulations, and work samples to see how candidates solve problems and perform key tasks. 

2. Expanding the Talent Pool

• Reach beyond the “usual” candidates.
• Tap into talent from non-traditional educational or career backgrounds—people with the skills, creativity, and drive your business needs. 

3. Predicting Job Performance

• Research shows skills-based hiring is more accurate in predicting success on the job than focusing on degrees or previous job titles alone.
• Reduce turnover by finding candidates who can truly deliver in the role.

Your Competitive Advantage
Adopting a skills-first approach means:

• Faster hiring – Identify the right fit sooner.
• Better performance – Hire people who can hit the ground running.
• More diversity – Build teams that bring new perspectives and solutions.

DISCOVER STAFFING can help you integrate skills-based assessments into your hiring process—so you can make better hiring decisions, faster.

​Artificial intelligence (AI) has become a widely discussed topic as the latest technological advancements prompt reflection on its capabilities and influence on our daily lives. With the rise of AI, many are exploring ways to leverage this technology to enhance the efficiency of daily operations. In the realm of hiring and onboarding, employers are recognizing the positive impact AI can have on their business. Eighty-eight percent of HR teams are using some form of AI, according to the Society for Human Resource Management (SHRM). 
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When implemented correctly, AI can streamline the recruitment and hiring process. It can assist in filtering applicants, saving time, reducing human bias, and efficiently processing large volumes of applications. Employers can also automate personalized outreach through AI-driven communication tools, such as automated personalized emails, increasing applicant engagement. Scheduling software powered by AI can manage interview appointments efficiently, eliminating the need for time-consuming back-and-forth communication.
 
As employers move away from focusing on degrees and placing more emphasis on job experience and skills, the use of relevant skills assessments can help identify strong candidates. Complex and lengthy application processes can deter ideal candidates. However, quick skill assessment tests can provide valuable insights into candidates' abilities, helping to align their skills with job requirements. This approach ensures a more efficient and targeted hiring process, benefiting employers and applicants.
 
Automated administrative tasks can help streamline paperwork and compliance training while providing the ability to monitor employee progress. With the rise of remote and hybrid work, automated onboarding has become vital for business operations. Creating personalized onboarding portals that adapt to the role and individual employee needs can reduce unnecessary tasks and the feeling of being overwhelmed for new employees. AI can facilitate continuous employee growth and development through online learning platforms, which offer access to review materials and personalized training throughout the year.
 
However, as with all technology, there are risks associated with AI. Legal and ethical considerations must be addressed, particularly regarding data privacy and security. Improper handling of personal information can lead to data breaches and potential misuse. As businesses integrate new AI technologies, striking a balance between automation and human judgment is crucial.
 
AI is here to stay, and when used correctly, it can alleviate tasks, streamline onboarding, and enhance employee retention through online training. By carefully navigating its challenges and benefits, organizations can harness AI's potential to improve HR processes and overall business operations. 

Finding the ideal work life balance has been a topic of debate for years. In the early 2000s, the emergence of tech companies ushered in a new era of workplace amenities, from in-house coffee shops to ping pong tables, aimed at fostering a sense of community and fun. However, as the dynamics of office culture continue to shift, the importance of employee happiness has taken center stage, particularly magnified by the challenges brought forth by the pandemic. We’re seeing the changes as employees and job candidates are seeking jobs where they will feel valued and have the work life balance he or she desires.
 
Today, employees and job seekers are no longer satisfied with superficial perks or occasional social events. What was once considered a bonus, such as a 401K plan, is now perceived as a standard offering. Instead, there's a growing demand for workplaces that prioritize overall lifestyle happiness and well-being. Companies that embrace a people-first culture are not only attracting the best talent but also experiencing reduced turnover rates.
 
With employee expectations changing, companies are re-evaluating their benefits packages and standard operating procedures in efforts to migrate toward a people-first culture.  Forward-thinking companies are reevaluating their benefits packages and operational strategies to align with a people-first model. A few people first- employee perks we are seeing are:
 
●              Wellness stipends to be used at the employee's discretion
●              Paid volunteer days to support community engagement
●              Monthly trivia games with prizes to build community among remote workers
●              Fridays off in the summer
●              Unlimited Paid Time Off 
●              Gym membership stipend
●              Office closures the week between Christmas and New Years
●              On-site childcare to support working parents
●              Increased employee recognition
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​Creating a people-first culture begins with recognizing employees as individuals with unique needs and preferences. While amenities like ping pong tables may offer momentary enjoyment, true morale-boosting initiatives stem from HR policies that prioritize work-life balance. Every company operates differently, and there's no one-size-fits-all solution. Soliciting input from employees is crucial in tailoring benefits to meet diverse needs, whether it's accommodating working parents or supporting unmarried employees.
 
Companies who are proactive with employee well-being often leads to a reduction in  burnout and employee turnover. A company's biggest recruiting tool is often their own employees. When people enjoy his or her work, they are more likely to bring in an employee who will be a good fit for the company. When employees feel undervalued at work, they are less likely to encourage someone to apply for an open position.
 
Creating unique benefits programs to promote employee happiness and work-life balance can have a multitude of positive impacts on a company, from enhancing employee satisfaction and attracting top talent to improving retention rates and boosting productivity. Investing in the well-being of employees not only benefits individual workers but also contributes to the overall success and sustainability of the business.
 
As the workplace continues to evolve, companies looking to both retain and hire new talent should start with evaluating their employee offerings. Creating a people-first work environment takes time and should be built around the needs of both the company and the employees. Each industry and company is unique and their policies should reflect that. 

By DISCOVER STAFFING
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​In today's digital age, finding a job often involves navigating the world of online applications and multiple job searching sites. With the click of a button, you can apply to dozens of positions within a matter of minutes. However, the ease of applying online comes with its own set of challenges, particularly when it comes to the feeling of being ghosted by a company as resumes appear to be disappearing into the digital abyss.
Picture this: You spend time crafting your resume, tailoring it to each job description, and meticulously filling out online application forms. You hit submit, and then... silence. Days turn into weeks, and still, you hear nothing back from the companies you applied to. It's a frustrating and demoralizing experience that many job seekers are all too familiar with  40% of job seekers said an employer had ghosted them after a second- or third-round interview according to an article by CNBC.
One of the most perplexing aspects of the online job application process is the use of filters to screen resumes. These filters are often programmed to scan for specific keywords or qualifications, weeding out applicants who don't meet certain criteria. While these filters are intended to streamline the hiring process for employers, they can inadvertently exclude qualified candidates who might not have the exact keywords or qualifications listed on their resumes. 
For job seekers, the customization of resumes often leads to frustration and exhaustion with no promise of their application being seen. But what happens after your resume passes through the filters? Unfortunately, that's where the uncertainty often begins.
So, why do so many resumes seem to disappear into the void? There’s no one reason for black hole online applications, but there are some possible reasons. In some cases, hiring managers may be inundated with applications and simply don't have the time or resources to respond to each one individually. In other instances, organizational bureaucracy or internal processes may delay communication with applicants. And then there's the possibility that a resume simply got lost in the shuffle, buried beneath a mountain of other applications vying for attention.
Job seekers aren’t the only ones experiencing resume screening issues. Resume screening programs aren’t perfect and can incorrectly pull information. In an article by The Enterprise Project they suggest creating a “plain resume” to minimize the risk of computer codes pulling incorrect information.
“‘Plain’ is a good guiding principle: As in plain, readable text – and little else. That could be counterintuitive to someone in a design-oriented role, such as a UI/UX (technical designer) position. But save the creative flair for a later phase of the process.”
The incorrect information pulling is an issue that can affect both the applicant and the employer. One way to ensure the correct applicants get through the filters, is for companies to make sure job descriptions are accurate and realistic. Employers should think like an applicant when creating a job posting and create a job listing accordingly. Vague and unclear verbiage can lead to a miss match in applicants to the job. 
Forbes recent published an article on Why Quality Job Description Still Matter and states:
High-quality job descriptions help attract candidates aligned with a company's mission, values and culture. High-quality job descriptions also help teams stay rooted in skills-based hiring decisions by focusing on the skills that predict success in the role, not on arbitrary standards and proxy qualifications (e.g., education, experience) that have low predictive value.
When companies have lengthy drawn out hiring processes, candidates begin to feel “ghosted” when there is a lack of communication and drawn out timeline. When it comes to best practices in hiring, it's important to communicate clearly in a timely manner with applicants.
In an ideal world, every job applicant would receive a timely response from every company they apply to. But in reality, the online job application process can be fraught with uncertainty and frustration on both sides. By understanding the challenges and taking proactive steps to overcome them, job seekers and hiring companies can increase their chances of success in the competitive world of online job hunting. Avoiding being ghosted is a two way street and both employers and job seekers should be mindful of clear communication, using accurate job descriptions and simple resumes for online applications. 

​Companies are making headlines with in-office work demands and employees are pushing back. As the workforce continues to evolve, so do the structures and models of how companies operate. Traditional office based setups have been challenged by the rise of remote work, accelerated by technological advancements and the global pandemic. With arguments for both sides dominating the news, the solution to the ideal post-pandemic work setting is not black and white.
 
The Federal Bureau of Labor Statistics estimated that before the pandemic, between 9.7% and 10.7% of all workers did some teleworking, with full-time telework at a much lower rate. By October of 2020 that number increased to 71%. Four years after the start of the pandemic, the numbers have leveled out to a normal range more aligned with pre-pandemic numbers.
 
As companies shifted to remote work in 2020, employees felt they could create a better work-life balance. Eliminating commutes, increasing task productivity due to fewer interruptions, and flexibility to make doctor appointments during the day were viewed as perks by employees when working from home. Remote work gave employees the ability to live near family or in locations with affordable housing options. Technology has made remote work more of a reality, lending to the argument of employees going to the office, only to hop on Microsoft Teams and work in the same manner they do when working remotely.
 
Some argue for company culture and productivity as a reason for in-office work, while some say they are more productive away from the office, remote work can lead to a feeling of isolation. A study done by Asana Labs discovered workplace fun was found in problem-solving, brainstorming sessions, and spontaneous collaborations, and less so in ping pong tables and free snacks. In-office work lends to coworkers collaborating and quick problem-solving. The Asana Lab’s results align with arguments by employees stating they don’t mind going to the office, as long as it’s productive.
 
While technology allows companies to work remotely, being in the office fosters clearer communication, as face-to-face interactions allow for immediate feedback and clarification, reducing the likelihood of misunderstandings. With the work life balance a topic of discussion, the structured environment of the office can help employees establish a healthy work-life balance by delineating boundaries between professional responsibilities and personal life.
 
With the solution not being one size fits all, hybrid work models appear to be a good solution. How that plays out is still being determined as companies make the adjustments. Employers' top priorities have shifted with the evolving workplace demands. Striking the right balance of employee happiness and what’s best for the company, is nuanced as every industry and company is different.
 
While some companies need employees in the same room for brainstorming, problem-solving solving, and project management, others are operating fully remotely with no plans to return to the office. However, one common thread in the argument is employees desiring the flexibility to work and manage life whether in the office or from home. Employees are looking for employers who value their time and efforts with less emphasis on hours at a desk. Finding the right balance will look different, but we believe we will continue to see shifts in the traditional Monday to Friday office jobs. 

Trends That Are Hot and Not
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With the job market being influenced by technological advancements, changing economic landscapes, and societal shifts, the overall outlook for the 2024 job market is competitive, yet positive. The second half of 2023 saw a job market slow down with hiring and an uptick in corporate layoffs. We anticipate the first half of the upcoming year to see a slow, but steady hiring rate. The job market continues to evolve for  both job seekers and employers alike. Staying informed about the latest job market trends is crucial to finding the right job or employee.

What's Hot:
Transparent Job Descriptions: Job descriptions with salary transparency, defined work settings, and clear descriptions of tasks associated with the position are seeing more applications than those posting wide salary ranges and unclear job duties. Job seekers are favoring positions with accurate salary ranges and hybrid work models. Employers failing to post a salary range could be missing out on quality talent. 

Tech and Digital Skills: The demand for professionals with tech and digital skills continues to soar. From software development and data analysis, to digital marketing, employers are seeking candidates who can navigate the digital landscape.
 
Networking: Despite technological advances, networking is a valuable skill for navigating the 2024 job market. Building meaningful connections within your industry can open doors to new opportunities, provide valuable insights, and foster professional growth. Whether through industry events, online platforms, or local community programs, the power of networking should not be underestimated. Many companies prioritize resumes with an employee recommendation, often fast-tracking them through the hiring process.
 
Easy to read resumes: Resumes should be clear, concise, and easy to read. Using bullet points to highlight key achievements instead of writing lengthy paragraphs. Employers spend a few seconds reviewing a resume. Making your information easy to read is important. Whenever possible, use quantifiable data to showcase achievements. Numbers and percentages provide concrete evidence of your impact in previous roles. This helps potential employers understand the tangible results you can deliver.       

Gig Work: With student loan payments being reactivated and high inflation affecting the cost of daily living, more people are looking for second jobs. While holding two jobs is not a long-term sustainable solution, short-term jobs can provide much-needed financial relief for those looking for extra money. Seasonal jobs and short-term gig work can provide a financial boost.
 
What's Not: 
Traditional 9-to-5 Roles: The conventional 9-to-5 work structure is losing its appeal. A growing number of individuals now prioritize flexible schedules, and some employers are willing to accommodate this shift. Companies insisting on rigid work hours may find it challenging to attract and retain top talent. While industries differ in their approach to working hours, the overarching sentiment among the workforce is a desire for freedom and flexibility in their workday.

Unnecessary Educational Requirements: The value of a college education has come under scrutiny in the past few years as the benefits of a degree don’t always outweigh the cost. A recent article by the Atlanta Business Chronicle took a deeper look at business removing unnecessary educational barriers in favor of real life work experiences and skills mastered.
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Outdated Skills: The dynamic nature of the job market means that skills highly sought after a decade ago may no longer be relevant. Listing generic skills, such as a basic working knowledge of Microsoft, adds little value to a resume. Job seekers should continuously update their skill sets to stay competitive. Updating resumes with new terminology and skills will help a candidate stand out in the applicant pool.          
Excessive interview process: While a comprehensive interview process is a valuable part of candidate evaluation, excessive rounds of interviews over an extended period can deter potential employees. Maintaining clear communication with candidates is essential to keep them engaged and interested in the position. Striking a balance between thorough evaluation and a timely hiring process is key to attracting top talent.            

Large Online Applications Platforms: The ease of applying with a simple click has led to a surge in the number of applicants within a short span. Large online application platforms, while convenient, may not always be the best avenue for job seekers. With technology pre-screening resumes, the quick apply button may result in applications being lost in the sea of candidates. Instead, exploring industry-specific job boards, such as Basecamp, specializing in the outdoor industry, or using LinkedIn to leverage personal connections can enhance the chances of landing an interview.
 
Whether you're a job seeker or an employer, adapting to the evolving landscape is key to success. If you’re looking for a new job in 2024, brush up your skills, review your resume and start networking. If you’re looking to hire, consider how applicants will find you and create a clear picture of the job description and pay. By incorporating these insights into your strategy whether a job seeker or employer, you'll be better positioned to navigate the 2024 job market successfully.