Welcome to “The Most Interesting Recruiting Stories of the Week,” which features talent acquisition insights and information from around the web to kick off your weekend. Here’s what’s of interest this week:
$78,645. Why is this number important? Because it’s the new average “reservation wage,” or the minimum acceptable salary offer to switch jobs, according to a recent New York Federal Reserve survey. The amount is an increase of 8% from a year ago. Meanwhile, the average actual offer by employers is currently $69,475. (CNBC)
Half of candidates over the past year have accepted a job offer — and then backed out. That’s certainly a startling stat from Gartner’s latest research. Less surprising are findings that top drivers for candidates for accepting a new job offer include: greater flexibility (59%), better work-life balance (45%) and higher compensation (40%). (Gartner)
Manufacturing is struggling to figure out how to consider credentials in hiring. New research indicate that while there’s an interest to ramp up skills-based hiring, there continues to be a lot of confusion about credentials. Skepticism prevails as many manufacturers “verify” credentials with their own assessments and on-the-job observation. (Workcred)
Is LinkedIn cool? Bloomberg says it is, pointing out that the platform’s users shared 41% more content on the network this spring than they did in the same period in 2021. And increasingly, what they are sharing is not the usual “professional” content. Baby pics, images of pets, wedding photos, and similar content is popping up way more. Basically, LinkedIn is becoming Facebook. Is that cool? (Axios)
Black women continue to face major hair discrimination. Twenty-five percent of Black women say they were denied a job interview because of their hair. Black women’s hair is 2.5 times more likely to be perceived as unprofessional. Approximately two-third of Black women have changed their hair for a job interview. There are even more sad stats from the new 2023 CROWN Workplace Research Study. (CROWN)
When does blind hiring advance DEI? When doesn’t it? Orchestras are well-known to use blind hiring, whereby musicians audition behind a screen to mask their gender and age. Can this be done at your own org? Should it be done? This is a great article explaining the many (sometimes surprising) nuances involved. (SHRM)
