BLS Employment Summary for December 2021

The U.S. added 199,000 jobs in December, well below analysts’ expectations. While today’s U.S. Bureau of Labor Statistics (BLS) report captures hiring activity that primarily occurred before the COVID-19 Omicron variant spread rapidly later in December, it still reflects resilience in the rapidly recovering labor market. For the full year, the U.S. economy added 6.4 million more jobs than at the end of 2020 — more than any year on record.

Notable job gains occurred in leisure and hospitality, professional and business services, and manufacturing. The unemployment rate declined 0.3 percentage point to 3.9 percent in December.

The labor force participation rate data remained flat versus the prior month at 61.8 percent in December.

The percent of nonfarm workers reporting that they teleworked at some point in the past four weeks was slightly lower at 11.1 percent, continuing a multi-month decline.

“Today’s BLS numbers show ongoing growth in job creation in most sectors of the U.S. employment market despite the challenges of the latest COVID-19 cycle. Our MRINetwork of over 300 search firms and more than 1,500 recruitment professionals continue to see record growth in assignments to place executive, technical, professional and managerial talent within our portfolio of clients ranging from small local firms to large multinationals,” said Bert Miller, President and CEO of MRI.

“This marks my third New Year’s Day as the leader of our almost 60-year-old Network, and I have never been as confident about the fundamental forces driving the search for talent among our clients. There is no better feeling in the world than being on a team of staffing advisors rowing in the same direction with relentless energy and focus as we improve our clients hiring brand, culture and core values with the top talent needed to transform their organizations.”

Writing in today’s Wall Street Journal, reporter Sarah Chaney Cambon notes, “[Virus driven] employee absences will likely hurt production and slow services without leading to widespread layoffs. Many economists expect employers to remain in hiring mode because they still have roles to fill amid strong consumer demand. Job openings are historically high, providing a bounty of opportunities for workers who are without work or seeking extra cash.”

Michael Pearce, senior U.S. economist at Capital Economics, suggests that two critical factors are at play in this month’s job growth data. To him, the numbers “suggest that worker shortages were becoming a bigger restraint on employment growth, even before the Omicron surge in infections, which could knock hundreds of thousands off payrolls in January.”

Employment in leisure and hospitality continued to trend up in December (+53,000). Employment in food services and drinking places rose by 43,000 in December but is down by 653,000 since February 2020.

Employment in professional and business services continued its upward trend in December (+43,000). Over the month, job gains occurred in computer systems design and related services (+10,000), in architectural and engineering services (+9,000), and in scientific research and development services (+6,000).

Manufacturing added 26,000 jobs in December, primarily in durable goods industries. A job gain in machinery (+8,000) reflected the return of workers from a strike.

Construction employment rose by 22,000 in December, following monthly gains averaging 38,000 over the prior three months.

Employment in transportation and warehousing increased by 19,000 in December. Job gains occurred in support activities for transportation (+7,000), in air transportation (+6,000), and in warehousing and storage (+5,000).

In December, employment showed little or no change in wholesale trade, mining, retail trade, financial, healthcare and government.

“2022 is not 2020 ‘too’, don’t let it feel like Groundhog Day. It is a brand-new year that the best organizations will leverage to separate from their competition as we start to see the winners emerge. We counsel our clients to make purposeful and intentional commitment in investing in people. The true winners provide a clear mission and north star that are built on a values-driven foundation and yes, within organizations that pay for the best talent,” noted Miller.

“Individuals have more control of their career than ever before. They seek companies that align with their scorecards and have the long game in mind. The world of work has only accelerated to where it was already headed, we just got here ten years early.”

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

BLS Employment Situation Report (for November 2021)

Economic fundamentals remained positive in November and were reflected in today’s U.S. Bureau of Labor Statistics (BLS) survey. The U.S. added 210,000 jobs in November, below analysts’ expectations and below the monthly job growth average of 555,000 so far this year. Notable job gains occurred in professional and business services, transportation and warehousing, construction, and manufacturing. The unemployment rate declined by 0.4 percentage point to 4.2 percent in November.

While the Omicron variant threatens to slow future momentum, strong consumer demand and a labor force that remains smaller than before the pandemic should drive continued hiring gains in upcoming months. The labor force participation rate edged up to 61.8 percent in November but still is 1.5 percentage points lower than in February 2020.

The percent of nonfarm workers reporting that they teleworked at some point in the past four weeks continued to decrease. In November, 11.3 percent reported teleworking versus 11.6 percent in October and 13.2 percent in September.

“The BLS Data continues to inform us of solid job growth. Our MRINetwork of over 300 search firms and more than 1500 recruitment professionals provide real-time confirmation of a strong hiring environment as they continue to see record growth in assignments to place executive, technical, professional and managerial talent with their clients in every sector of the economy,” said Bert Miller, President and CEO of MRI.

“I have been fortunate to work and recruit in the consumer space for over 30 years and have seen many incredible things over that time, but nothing like the challenges and opportunities the consumer market and virtually every industry is seeing within the 2021 economy. Supply chain challenges, technology impacting every touch point, skilled labor shortages, accelerating work-from-anywhere models, and an economy roaring back from a covid induced shutdown are all driving talent demand. In this environment, we continue to counsel clients to look beyond short-term talent needs and consistently market their hiring brand, culture, and core values to attract the best talent,” noted Miller.

Taking a macro view of the employment marketplace, James Knightley, chief international economist at ING in New York commented, "There is clearly massive demand out there for workers. The bigger issue is the supply to meet that demand. If supply doesn't show any meaningful increase, that would suggest we are going to be in a situation where the labor market is going to continue to add to upside inflationary pressures."

Intelligence chief industry economist Carl J. Riccadonna observed the difference in job growth by education level, “The jobs deficit relative to February 2020, which currently stands at 3.9 million jobs, is entirely comprised of workers who lack a college degree. College-educated workers are now about 2% above their February 2020 employment levels and continue to see the strongest job growth, with high-school-educated workers still about 5% below pre-pandemic levels. Employment among workers with less than a high-school diploma actually declined over the last three months."

Professional and business services added 90,000 jobs in November. Job gains continued in administrative and waste services (+42,000), and in management and technical consulting services (+12,000) as well as in computer system design and related services (+10,000).

Employment in transportation and warehousing increased by 50,000 in November and is 210,000 above its February 2020 level. Job gains occurred in couriers and messengers (+27,000) and in warehousing and storage (+9,000).

Construction employment rose by 31,000 in November, following gains of a similar magnitude in the prior 2 months. In November, employment continued to trend up in specialty trade contractors (+13,000), construction of buildings (+10,000), and heavy and civil engineering construction (+8,000).

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

SHIFT Report (December) - Trending Topics in the World of Work_

Our December issue of SHIFT explores a study of remote work at Microsoft, driverless trucks in response to labor shortages, emoji etiquette at work, and holiday pay increase for flight attendants to prevent operational meltdown.

Study of Microsoft employees shows how remote work puts productivity and innovation at risk

A new study finds that Microsoft's companywide shift to remote work has hurt communication and collaboration among different business groups inside the company, threatening employee productivity and long-term innovation. This one of the key findings in a peer-reviewed study of more than 61,000 Microsoft employees published by Microsoft researchers in the journal Nature Human Behaviour.

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Driverless trucks – the way of the future?

One response to the growing labor shortage in the transportation industry is the introduction of driverless trucks. According to CNBC, Walmart recently announced that it has started using fully driverless trucking in its online grocery business, aiming to improve logistics, increase capacity and reduce inefficiencies — an objective that may have other sectors such as grocery deliveries and ride-share services jumping on the driverless bandwagon.

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Emoji etiquette at work

A survey of over 1,000 U.S. employees, conducted by Fast Company, reveals the latest findings on emoji etiquette — and which emoji you should never use. To explore workplace communication, 68 sample emails were drafted and each received feedback from 200 respondents. These drafts were written for a variety of scenarios, containing different emojis, tones and characteristics. Based on how these emails ranked in terms of their different communication elements, the survey reported on perceptions of professionalism and effectiveness.

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Staffing shortages prompt holiday pay increase for flight attendants

Other industries, such as the airlines, are taking aim at the labor shortage by offering pay premiums, a tactic that reflects the growing power of the employee in today's market. Employers recognize that they have to take decisive measures to ensure they can hire — and retain — the workers they need to keep their businesses in operation.

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The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

SHIFT Report (November): Trending Topics in the World of Work_

Our November issue of SHIFT explores the fastest growing and declining jobs over the next decade, 2021 technology trends, effectiveness of talent mobility, and empathy as a critical skill for leaders.

The Fastest Growing and Declining Jobs over the Next Decade

The U.S. Bureau of Labor Statistics (BLS) projects there will be 11.9 million new jobs created from 2020 to 2030, an overall growth rate of 7.7%, although some jobs have a growth rate that far exceeds that level. Drawing on this data, Visual Capitalist, a global online publisher, has compiled a series of graphics showing the fastest growing jobs — and those declining the fastest — and how much they each pay.

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Let Your Top Performers Move Around the Company

A recent article in the Harvard Business Review (HBR) on cross-functional management advises managers to actively move employees into different roles. Multiple studies on talent mobility show that this is one of the most underutilized, yet most effective, development and cultural enhancement techniques in companies today. The benefits are clear: Cross-functional collaboration increases; departmental cooperation is enhanced; innovation improves; and companies begin working more as one cohesive team instead of separate fiefdoms.

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2021 Technology Trends

Accenture, an Irish-based Fortune Global 500 company specializing in IT services and consulting, has published a comprehensive report on the technology trends that will shape the future. A sampling of these trends include: democratizing technology, multiplying the impact of complex ecosystems, and changing the workplace to avoid hindering the workforce.

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Empathy Is the Most Important Leadership Skill According to Research

Empathy has always been a critical skill for leaders, but it is taking on a new level of meaning and priority. New research demonstrates its importance for everything from innovation to retention. A recent article in Forbes cites several studies indicating that the reason empathy is so necessary is that people are experiencing multiple kinds of stress due to the pandemic and the ways our lives and our work have been turned upside down.

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The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

BLS Employment Summary for October 2021_

There are tangible signs that the economy is emerging from a delta virus-induced slowdown reflected in improved consumer confidence scores, increased October new homes sales, continued declines in initial unemployment claims and in today’s U.S. Bureau of Labor Statistics (BLS) survey. Employment growth in October of 531,000 indicated a solid gain, above analysts’ expectations but still below the higher pace from earlier this year. Job growth was recorded throughout the report with particular gains in leisure and hospitality, professional and business services, manufacturing and transportation, and warehousing.

The unemployment rate declined by 0.2 percentage point to 4.6 percent.

The percent of nonfarm workers reporting that they teleworked at some point in the past four weeks decreased significantly to 11.6 percent versus 13.2 percent in the prior-month and from the 13 plus percent range for the past several months. This could be a one-month aberration, or it might indicate an acceleration in rate of return to on-site work.

“Our MRINetwork leaders in over 300 search firms pay close attention to the month-to-month trends in the BLS data. This month once again we see continued job creation. But each month I caution our team to ensure that their clients don’t take a short-term reactive hiring approach based on a current supply-demand snapshot. Our most successful clients have a clear understanding of the need to be constantly attracting top talent, to have a 12-to-18-month hiring perspective. Those who hire with a short-term lens, focused on next the quarter’s profitability will find it daunting to attract the best talent,” said Bert Miller, President and CEO of MRI.

“Great companies are looking at their talent needs beyond the range that served them well in earlier economies. These firms not only look beyond a short-term horizon, but they also clearly know why they do what they do, they have a defined culture, and more importantly they have a deep commitment to a set of core values. These firms provide resources to nurture their team’s skills growth as they consistently market to the best talent. Not too surprisingly they see by-product benefit reflected in revenue and profit growth.”

Bank of America U.S. economist Alex Lin reflecting on recent delta impacts noted, “We think a big constraint or headwind causing some of the slowdown we’ve seen in recent months was COVID-related, and now it seems the cases and hospitalizations are trending in the right direction.” He expected restaurants, hotels, and retailers to be among the businesses adding workers in big numbers.

Wall Street Journal reporter Josh Mitchell added insight into this month’s BLS data, “The report suggests the labor market and economy is picking back up after the recovery fell into a summer rut because of the Delta variant. Delta cases declined. Employers desperate to hire to meet strong demand from consumers are rapidly raising wages, dangling bonuses and offering more flexible hours. And households are spending down a big pile of savings that had been boosted by federal stimulus money and extra unemployment benefits. Even with last month’s pickup, job growth remained below the monthly average of 641,000 jobs that the economy created in the first seven months of the year.”

Employment in leisure and hospitality increased by 164,000 in October and has risen by 2.4 million thus far in 2021. Over the month, employment rose by 119,000 in food services and drinking places and by 23,000 in accommodation.

Professional and business services added 100,000 jobs in October, including a gain of 41,000 in temporary help services. Employment continued to rise in management and technical consulting services (+14,000), other professional and technical services (+9,000), scientific research and development services (+6,000).

Employment in manufacturing increased by 60,000 in October, led by a gain in motor vehicles and parts (+28,000). Employment also rose in fabricated metal products (+6,000), chemicals (+6,000), as well as printing and related support activities (+4,000).

Employment in transportation and warehousing increased by 54,000 in October and is 149,000 above its February 2020 level. In October, job gains occurred in warehousing and storage (+20,000), transit and ground passenger transportation (+16,000), air transportation (+9,000), and truck transportation (+8,000). Employment in couriers and messengers decreased by 5,000 in October, after increasing in the prior 3 months.

Solid growth was seen across a broad range of other non-governmental sectors. In October employment in the construction industry increased by 44,000 and job gains were noted in healthcare, retail trade, “other services,” financial, and wholesale trade. Employment in information changed little in October.

“The labor market remains tight in the executive, professional, managerial and technical arena that is our Network’s core focus. In our most recently reported month, September 2021, our same-office billings increased almost 75% versus the prior-year period. On a year-to-date basis every industry practice has grown significantly versus the same period in 2020. Exceptional growth was seen in Healthcare, Financial, and the Professional Services industries. Talent remains tight in both permanent positions and increasingly in work-from-anywhere arrangements or contract placement positions. Firms throughout the economy should anticipate continued pressure in finding, hiring, and on-boarding the best and brightest performers. The shift in the world of work over the next few years will leave firms competing for skilled workers like never before,” said Miller.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

BLS Employment Situation Report -- for September 2021_

Employment growth in September fell well below consensus estimates with the addition of 194,000 jobs as reported in today’s U.S. Bureau of Labor Statistics (BLS) survey. Job growth, while moderate overall, was positive across most of the key industries measured by the BLS with notable growth in leisure and hospitality and in professional and business services. The unemployment rate declined by 0.4 percentage point to 4.8 percent.

The percent of nonfarm workers reporting that they teleworked at some point in the past four weeks because of the pandemic was 13.2 percent, little changed from the prior three months. This might indicate a new level of “normal” for work-from-home rates.

“Each month talent advisors in our global MRINetwork of 300 search firms look to the BLS analysis for insights into current hiring demand data for skilled executive, professional, technical, and managerial workers. Once again, this month, though not as robust, the demand for talent remains with the arrow pointed north,” said Bert Miller, President and CEO of MRI. “We consult every client to not just react to today’s demand for transformative talent but to look further downrange to ensure they not only understand 'why' they are doing well today but to understand 'how' they must change their organization over time to ensure healthy sustainability. We ask them to go beyond thinking their business is healthy since there is wind behind their sails and their industry is growing as well. We caution that the cumulative effects of standing still with a status quo viewpoint will at some point, potentially have a negative impact. The message is simple, do not sit still — move forward — innovate or you could be moving backwards. High water hides submerged obstacles. It is essential to have the right talent on your team who recognize where the business is headed and can drive the often-small cumulative changes that will separate their firm from the pack over a sustained period time.”

Wall Street Journal reporter Josh Mitchell summarized the overall jobs report succinctly, “The figures add to evidence that fears about the virus and global supply constraints continue to hold back the economic recovery. The biggest factor behind last month’s weak payroll gain was a decline in public-sector jobs, mainly at schools. Employment in private-sector industries rose by 317,000 in September, with modest gains across several industries. The spread this summer of the Delta variant, a particularly contagious strain of COVID-19, likely spooked would-be job seekers and impeded speedier job growth in September, despite many companies being desperate to hire, economists and business leaders say.”

Adding context to today’s BLS data, Seema Shah, chief strategist at Principal Global Investors noted, “After looking like almost a done deal, today’s jobs number has thrown expectations for (Federal Reserve) tapering into disarray. The Fed doesn’t seem to need much to convince it that tapering should begin imminently, but at just 194,000, jobs numbers are suggesting that the labor market is further from hitting the substantial progress goal than they expected.”

Employment in leisure and hospitality increased by 74,000 in September, with continued job growth in arts, entertainment, and recreation (+43,000). Employment in food services and drinking places changed little for the second consecutive month.

Professional and business services added 60,000 jobs in September. Employment continued to increase in architectural and engineering services (+15,000), management and technical consulting services (+15,000), and computer systems design and related services (+9,000).

In September, employment in retail trade rose by 56,000, following 2 months of little change. Over the month, employment gains occurred in clothing and clothing accessories stores (+27,000), general merchandise stores (+16,000), and building material and garden supply stores (+16,000). These gains were partially offset by a loss in food and beverage stores (-12,000).

Moderate growth was seen across a number of sectors. In September, employment in the information industry increased by 32,000, employment in manufacturing increased by 26,000, construction employment rose by 22,000, and wholesale trade jobs increased by 17,000.

In September, employment decreased by 144,000 in local government education and by 17,000 in state government education. Employment changed little in private education (-19,000).

“In our most recently reported month, August 2021, our same-office billings increased almost 70% versus the prior-year period. Additionally, on a year-to-date basis every industry practice has grown significantly versus the same period in 2020 with practices groups like Financial, Healthcare, and Professional Services exceeding 60% growth rates. Our consultants are also looking beyond legacy ‘analog’ talent solutions. Work from anywhere arrangements, or contract placements, now represent a significant factor in our portfolio services as our clients increasingly turning to interim work arrangements to source critical talent,” said Miller.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

SHIFT (October Edition): Trending Topics in the World of Work_

Our October issue of SHIFT explores talent strategies to bridge skills gaps, location-based pay considerations, using crisis behaviors to evolve company culture, and trends that are defining 2021.

Trends That Are Defining 2021 - and Beyond

McKinsey & Company set out to identify some factors that business leaders should keep in mind as they prepare for what they are calling "the next normal." They discuss how these trends will affect the direction of the global economy, how business will adjust, and how society could be changed forever.
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How to Mix Talent Strategies to Bridge Skills Gaps

As improved job prospects, new skill needs and changing employee expectations threaten to reduce the availability of critical capabilities, companies must deploy the right mix of talent strategies to solve the skills gaps, advises a recent report from Gartner. The report identifies 11 talent strategies ranging from upskilling and reskilling to contingent hiring and outsourcing. The real challenge, however, is figuring out the right mix of talent strategies for the right circumstances, and Gartner outlines five steps to follow to do just that.
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Location-Based Pay Heats Up as Workforces Remain Remote

While geographic pay differentials are common, most companies don't have policies that define what happens to pay when an employee relocates from a high to a low cost of labor location or begins working remotely away from any company location, according to a report from global professional services firm Aon. As this situation is increasingly common today, the report suggests that companies would be well-served to develop a more comprehensive policy around these situations.
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Using Crisis Behaviors to Evolve Company Culture

Leaders who struggled with cultural inertia while managing a remote work force during the pandemic are finding themselves in a surprising situation: Employees spontaneously adopted positive behaviors during the crisis. This comes from consultants at PwC who report that the bureaucracy that was common in previous times seemed to vanish.

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The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

SHIFT REPORT (September) - Trending Topics in the World of Work_

This month's issue of SHIFT explores boomerang employees, the digital workplace and hybrid model, The Great Resignation, and the current exodus of women from the workforce.

The Great Resignation: Why Employees Don't Want To Go Back To The Office_ (07 / 28 / 21)

It's being called The Great Resignation and it's garnering a lot of media attention – employees quitting their jobs as their employers call them back to work in the wake of the pandemic. Forbes reports that "a record four million workers called it quits in April alone, according to the Labor Department." As many as one in three employees are saying they'll quit if they can no longer work from home, according to one survey.
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She-Cession_ (03 / 01 / 21)

Compounding the Great Resignation is what many observers are now calling the She-Cession – a mass exodus of women from the workforce. According to a report from the National Institutes of Health Office of Intramural Training and Education, U.S. employers cut 140,000 jobs in December 2020. Women accounted for all the losses, losing 156,000 jobs while men gained 16,000. An analysis by the National Women's Law Center says this is the first time since 1948 that the female unemployment rate in the United States has reached double digits.
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Digital Workplace and the Hybrid Work Model_ (07 / 19 / 21)

Deloitte, a worldwide provider of professional services, reports that they have seen a massive upswing in clients seeking guidance on how to evolve their digital workplace "to architect, enable, and operationalize work from anywhere." According to their April 2021 Return to Workplaces survey, 68 percent of the nearly 300 executives interviewed reported that they intend for their corporate workforce to operate in a hybrid model.
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What Employers Need to Know about Boomerang Employees vs. New Hires_ (10 / 08 / 20)

Although numerous studies have examined the performance outcomes for both internal and external hires, few have considered "boomerang employees" who are rehired by a company where they previously worked. Michael A. Campion, Purdue's Herman C. Krannert Distinguished Professor of Management, and collaborators address that research gap in the paper "Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires," in Journal of Management.
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The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

BLS Employment Summary for August 2021_

Employment Summary for August 2021_

Robust growth in the leisure and hospitality industry faltered in August as the Delta variant put pressure on non-farm hiring. Despite that factor, the U.S. Bureau of Labor Statistics (BLS) reported an increase in total nonfarm payroll employment of 235,000 jobs. Results were below analyst expectations but in line with some forecasts that had recognized the potential slowdown in leisure and hospitality hiring. The unemployment rate declined by 0.2 percentage point to 5.2 percent.

The percent of nonfarm workers reporting that they teleworked at some point in the past four weeks because of the of the pandemic was little changed from the prior month. In August, 13.4 percent of employed persons reported teleworking, perhaps indicating a new base of the level of work-from-home behavior.

“Demand for talent, particularly transformative talent, continues to drive revenue and placement growth in our global Network of 300 executive search offices. Our consultants recruit top executive, technical, managerial, and professional talent for clients in virtually every industry sector. In our most recently reported month, July 2021, our offices successfully completed almost 50 percent more search assignments versus the same period last year,” said Bert Miller, President and CEO of MRI. “We saw strength in every industry practice area with particular strength in the professional services and financial industry sectors. However, client demand for talent is not only focused on 'permanent' positions. Flexible work arrangements, or contract placements, represent a significant factor in our talent solution services. More companies now realize they can get critical work done through both interim and full-time work arrangements.”

As reported by Fox Business, “The variant may have discouraged some Americans from flying, shopping and eating out. Americans have been buying fewer plane tickets and reducing hotel stays. Restaurant dining, after having fully recovered in late June, has declined to about 10% below pre-pandemic levels.”

Additional context to today’s BLS numbers were provided by David Berson, chief economist at Nationwide Mutual Insurance Co. “Despite the Delta variant, there is still an opening up of the service sector of the U.S. economy. While that started some months ago, it’s not nearly complete.”

Employment in professional and business services increased by 74,000 in August. Employment rose in architectural and engineering services (+19,000), computer systems design and related services (+10,000), scientific research and development services (+7,000), and office administrative services (+6,000).

Transportation and warehousing added 53,000 jobs in August, bringing employment in the industry slightly above (+22,000) its pre-pandemic level in February 2020. Employment gains have been led by strong growth in couriers and messengers and in warehousing and storage, which added 20,000 jobs each in August.

Manufacturing added 37,000 jobs in August, with gains in motor vehicles and parts (+24,000) and fabricated metal products (+7,000).

In other sectors, “other services” industry added 37,000 jobs in August, employment in information increased by 17,000 and employment in financial activities rose by 16,000 over the month, with most of the gain occurring in real estate (+11,000).

Employment in retail trade declined by 29,000 in August, with losses in food and beverage stores (-23,000).

As noted above, in August, employment in leisure and hospitality was unchanged, after increasing by an average of 350,000 per month over the prior six months. In August, employment showed little change in other major industries, including construction, wholesale trade, and healthcare.

“Our Network of talent professionals are meeting client demand for top performers every day. A key message we convey to our clients is to focus on truly brilliant talent at every level of their organization. These performers can be characterized as 'multipliers,' the people on a team who can multiply their impact. They don’t wait to be given direction, rather they relish entering the fray immediately. They are high performers who can accomplish an above average work rate and bring others up alongside them. Identifying the attributes takes skill, but there are signs that top interviewers can spot during the hiring process. We help clients surround themselves with these players at every organizational level. In today’s rapidly evolving world of work, multipliers provide a competitive edge,” noted Miller.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

STAR Update: 7 Negotiation Tips from MRI Sr. Director of Vendor Management_

Negotiation is a daily practice within business organizations. We negotiate all the time — with clients and partners, vendors and suppliers, supervisors and colleagues, employees and recruits. As MRI’s Senior Director of Vendor Management, Beth Turner understands that the best negotiators are ones who are able to create win-win situations.

Being a good negotiator is central to Beth’s role at MRI. “Every day, I’m in discussions with third-party vendors with the goal of achieving positive outcomes that yield mutually beneficial results,” she says. “It’s not about beating the opposition out of the other party. In the end it’s about everyone feeling that the deal is a good one.”

Beth observes that the number of women working in roles requiring keen negotiating skills is much greater than in the past, when many believed that these roles required the toughness that men could bring to the table. “In my experience,” she says, “women tend to excel at reading people and building relationships, two incredibly important parts of negotiation. While the ability to aggressively get what you want might seem like a victory in the moment, the reality is that the lack of goodwill generated by this can cause problems down the road.”

Here are some of Beth’s most valuable tips to help all negotiators develop this make-or-break professional skill.

Do Your Research

“Always do your research, show up prepared, and demonstrate early on that you understand exactly who you’re negotiating with. In my role at MRI, I have to work across numerous industries from software companies, to telecommunications, to hotel contracts. You must be well-versed enough to understand the industry in which you’re negotiating — if your negotiation partner needs to educate you, you’ve lost credibility and leverage.”

Get Straight to the Point

“Especially when negotiating with men, directness is the best approach. I recommend keeping your focus on closing the deal, and your desired outcome, rather than spending your time on the minutiae in a very detailed discussion. Start out by sharing your goal to set expectations, and ask your negotiation partner a few succinct, pointed questions so you can understand what they want out of the negotiation.”

Show Consideration

“Often, early on in my negotiations for MRI, I’ll ask the rep or vendor what closing this deal would mean for them. For example, what would a win for them look like? Is there a time frame in which they’d like to get the contract executed?

“Almost every time, the vendor is caught off guard — they so rarely feel considered during negotiation. In my experience, this shows that you value partnership and a mutually beneficial outcome, right out of the gate.”

Stop Anytime

“Confidence is key to effective negotiation — and that includes the confidence to walk away. If for any reason, a negotiation is not going well, I will stop or pause the process altogether, no matter how badly I want the deal to close. You can always reopen the discussion later, but there is little to be gained by prolonging an interaction that is no longer serving you.”

Always Self-Review

“After every negotiation, good or bad, I spend fifteen minutes doing a quick self check-in. What went well? What do I wish happened? What could I have done differently? This moment of self-reflection allows me to assess my own role in the negotiation, and ensure that my skills are always improving.”

Keep it Honest

“If you cultivate honesty and strong relationship and communication skills, other people will trust and want to work alongside you. In my role, vendors know what to expect from dealing with me, and colleagues and Managing Partners trust that I am acting in good faith to get the best deal for them.

“Having strong negotiation skills will also help when you have to deliver bad news about the outcome of a negotiation to a partner or co-worker. Because you’ve established an honest, trusting relationship, they can be confident you did everything I could to get the best results possible — even if the outcome wasn’t exactly what they hoped for.”

How Beth Opens a Negotiation

There is no one right way to negotiate, and you’ll likely settle on an approach that feels comfortable and authentic for you.

However, if you’re looking for some guidance on how to get started, Beth often uses these three points to open her negotiations. Next time you aren’t sure how to start your negotiation, give them a try:

1. Ask your partner why closing this deal is important to them and their company.

2. Assure your partner that your goal is not to squeeze every last penny from them, but to find an outcome that is mutually favorable for you both.

3. Set a boundary about your expectations. Communicate that you are not interested in wasting time trading multiple offers back and forth, and that you expect them to come forward with their best possible proposal once initial discussion is out of the way.

An Essential Life and Business Skill

Many professionals find negotiation difficult, stressful, or challenging, but successful negotiation boils down to a few simple principles: relationship building, strong communication skills, honesty, and transparency.

“We must have the confidence to put those skills to use in a persuasive style and build relationships on a foundation of honesty and professionalism,” Beth concludes.

Focusing on these areas while developing yourself as a negotiator will benefit you outside the office, too. Negotiation is a part of life, whether you’re debating with your significant other on where to go for dinner or attempting to get the best deal on a new vehicle. No matter your age, gender, or professional title, negotiating is something by which you should not be intimidated.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com