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

Our August issue of SHIFT predicts the end of abundance thinking; explores the benefits of investment in creative potential; defines the effective habits of successful leaders; and identifies eleven trends that will shape work in 2022 and beyond.

The End of Abundance Thinking

Among 2022 trends cited in a recent report from Accenture is a reflection on whether we will see an end to abundance thinking. The report suggests that the coming together of marketing, customer service and supply chain to protect and support brand reputation is urgently needed and that designing for the balance between affordability and sustainability could be the next big opportunity for brands to break new ground.

Jump to Article > >

Investing in Creative Potential

Creative organizations — those that generate new, useful and commercially successful products and ideas — become that way by embedding creative teams within a supportive social and physical context, according to research published by Deloitte. These supports include not just material resources such as funding and equipment, but also a culture that values new ideas, appropriate mechanisms for vetting and developing them, and methods and governance frameworks that allow teams to engage creatively with internal and external stakeholders. Without such supports in place, an organization risks its creative ideas dying on the vine.

Jump to Article > >

Most Effective Habits of Influential Leaders

Looking into the practices of successful leaders, CEO Magazine found that many have tailored their busy lifestyles to include habits that support their physical, emotional and mental wellbeing, from cycling to digital detox regimes. The article gives tips on how to implement these habits and also relates the personal approaches of people like Arianna Huffington, Oprah Winfrey, Warren Buffet, Bill Gates and Jeff Bezos among others.

Jump to Article > >

11 Trends that Will Shape Work in 2022 and Beyond

An article in the Harvard Business Review asserts that we've been living through the greatest workplace disruption in generations and the level of volatility will not slow down in 2022. It maintains that new Covid variants will continue to emerge and may cause workplaces to temporarily go remote again. Hybrid work will create more unevenness around where, when, and how much different employees are working. Many employees will be greeted with real wage cuts as annual compensation increases fall behind inflation. These realities will be layered on top of longer-term technological transformation, continued DE&I journeys, and ongoing political disruption and uncertainty.

Jump to Article > >

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

#thetrevigroup

Career Planning

When you decide to take your next career step, write out your personal and professional goals to see if they align. The following questions can help you clarify your objectives:

1. Why are you in the field in which you are currently working?

2. Are your talents and personality traits being fully utilized?

3. Are continuing education and training high priorities where you work?

After you have answered these questions, take the following next steps:

Career management. Take control of your life by taking positive steps to achieve your objectives.

Support. Be sure that your family endorses your choices. You'll be able to move faster when an offer is tendered.

Networking. Your career network should include friends, current and former colleagues, vendors, industry contacts, recruiters, teachers and classmates.

Skills. Today's economic environment is constantly changing. Make sure your skills are up-to-date.

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

#thetrevigroup

Resigning Gracefully

Congratulations! You've landed the job! Now you are faced with the delicate challenge of resigning from your current employer without burning bridges, and saying good-bye to friends and colleagues.

Your The Trevi Group recruiter will help you draft your resignation letter*. Then, you will make an appointment with your manager to respectfully explain your decision. Your manager needs to hear that your decision is firm and final and that you are committed to your new employer. Express appreciation for the opportunities that your former employer has given you.

Be careful not to get lured into any discussions other than your resignation, such as how your employer wants to handle your final weeks or the transition of your current responsibilities and projects.

* Refer to the Interview Guide for a sample resignation letter.

>> Return to Job Search Tools

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

'SHIFT - July Report - Trending Topics in the World of Work_

Our July issue of SHIFT explores why executives are eager to get employees back in the office, how learning is leading the way through the great reshuffle, what the debate is over Bitcoin's energy use, and a new way to think about effective management.

Making Sense of Why Executives Are Eager to Get Employees Back in the Office

After two years, many executives are determined to welcome their workforces back to the office, whether their employees are ready or not. But studies show employees aren’t nearly as gung-ho about returning to work. The Future Forum, developed by workplace-messaging platform Slack, surveyed more than 10,000 workers globally and found an “executive-employee disconnect” with regard to returning to work. Three-quarters of all executives reported they want to work from the office three to five days a week, compared with about one-third of employees. Among executives who have primarily worked completely remotely through the pandemic, 44% said they wanted to come back to the office every day. Just 17% of employees said the same.

Jump to Article > >

---

Learning Is Leading the Way through the Great Reshuffle

Amid this era of massive transformation, learning and development (L&D) has a new mandate, according to a report from LinkedIn. L&D leaders are answering employees’ renewed calls for growth and purpose, and they’re grappling with the urgent challenge of future-proofing their organizations. The transformation of L&D means learning leaders are knocking down traditional silos to collaborate on a more holistic vision for HR. They are reaching for fresh solutions to tie skill building to career paths, internal mobility, and retention, while also bringing a new sense of care and humanity to employee well-being, diversity, and inclusion.

Jump to Article > >

---

The Debate over Bitcoin’s Energy Use

Trying to understand cryptocurrency? An article produced by the Associated Press and published in Republicworld.com not only gives a good overview of how it works but also sheds light on the ever-increasing amount of energy that it requires. In the world of bitcoin mining, access to cheap and reliable electricity is everything. But many economists and environmentalists have warned that as the still widely misunderstood digital currency grows in price – and with its popularity – the process of mining that is central to its existence and value is becoming increasingly energy intensive and potentially unsustainable. Determining how much energy the industry uses is difficult because not all mining companies report their use and some operations are mobile, moving storage containers around the country chasing low-cost power.

Jump to Article > >

---

A Good Read on a New Way to Think about Effective Management

Roger Martin, a thought leader in business management and former dean of the Rotman School of Management at the University of Toronto, is the author of A New Way to Think: Your Guide to Superior Management Effectiveness (Harvard Business Review Press, May 2022). A cornerstone of business education is the idea that all decisions must be based on rigorous data analysis, but Martin says this framework is beginning to crumble under the weight of an uncertain future. Some traditional management models assume that future trends will mirror past ones, but in a rapidly changing world, this certainty is becoming less and less reliable.

Jump to Article > >

---

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

#thetrevigroup

Summary of July 2022 BLS Jobs Report

June’s employment report from The U.S. Bureau of Labor Statistics (BLS) provided some insight into the direction of the economy into the second half of 2022. The BLS reported a gain of 372,000 non-farm jobs, solidly above analysts’ expectations.

Unemployment remained unchanged for the fourth month in a row, at 3.6 percent. Unemployment among the college-educated civilian workforce, the primary target of the MRINetwork’s recruitment efforts, remained at a near record low inching up 0.1 percent to of 2.1 percent.

Employed persons who reported some teleworking during the month continued to decline, now at 7.1 percent. This is well below the peak recorded during the Covid outbreak, indicating a gradual return to traditional at-work behaviors.

“In spite of growing economic headwinds, today’s BLS survey continues to indicate that top management, executive, professional and managerial talent remain in demand as smart firms look beyond the short-term business horizon to ensure they are focused on deploying the best talent in every high-value key decision position.

The best leaders and companies recognize opportunity and remain laser focused on building organizations. They are focused on building their culture, value, and purpose to create a work environment that embodies a true destination for talented performers. As importantly, our teams guide top candidates to conduct informed due diligence to ensure that they drill down during the interview process to go beyond merely confirming the firm’s reputation but to aligning that reputation with their career goals,” said Bert Miller, President and CEO of MRI, one of the world’s leading search and recruitment organizations.

Jonathan Golub, Chief U.S. Equity Strategist at Credit Suisse in New York noted, "It’s very, very difficult to get a recession with so many job openings. In reality, a recession, more than anything else, is a collapse in the labor market, a spike in the unemployment rate, and right now, we're not seeing anything that looks like that at all."

Adding context to today’s BLS report, Aditya Bhave, Senior U.S. and Global Economist at Bank of America observed, “Overall, we’re looking at a very solid jobs report. I think there’s been some concerns about a slowdown in consumer spending and the housing sector, but that’s not showing up yet in the labor market.”

Total nonfarm payroll employment gains were in line with the average monthly increases over the prior 3 months (+383,000). In June, notable job growth occurred in professional and business services, leisure and hospitality, and healthcare.

Employment in professional and business services continued to grow, with an increase of 74,000 in June. Within the industry, job growth occurred in management of companies and enterprises (+12,000), computer systems design and related services (+10,000), and office administrative services (+8,000).

In June, leisure and hospitality added 67,000 jobs, as growth continued in food services and drinking places (+41,000).

Employment in health care rose by 57,000 in June, including gains in ambulatory health care services (+28,000), hospitals (+21,000), and nursing and residential care facilities (+8,000).

In June, transportation and warehousing added 36,000 jobs. Employment rose in warehousing and storage (+18,000) and air transportation (+8,000).

Employment in manufacturing increased by 29,000 in June and has returned to its February 2020 level.

Information added 25,000 jobs in June and is now 105,000 higher than in the pre-pandemic period.

Employment showed little change over the month in other major industries, including construction, retail trade, financial activities, and other services.

“As we enter what looks to be a new business cycle, challenge yourself as a business leader. Are you looking for growth despite the obstacles presented by today's market? Proactive leaders are prioritizing investments in hiring and retaining talent, they are investing in digital transformation initiatives, and they hold a belief in tomorrow which demands focused determination today,” noted Miller. “Top talent also needs to sharpen their due diligence skills to go beyond confirming a role is a good cultural fit. You need to answer the question, is this the best destination for this next phase of my career?”

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

#thetrevigroup #blsreport

Protecting Your Privacy

Posting your resume on a public job board can be hazardous. You never know who will see it.

The Trevi Group website is not a public job board. It's a secure database accessible only to The Trevi Group's professional recruiters who understand the importance of privacy when making a career move. They safeguard your confidentiality throughout the placement process, and keep you posted when the right opportunities come along. The only way they can attract the best talent (like you) is to ensure their candidates' confidentiality.

Karel Lukas' Tip: Build a relationship with a good recruiter... one that specializes in your space. One that in genuinely interested in knowing what you are most interested in. One that will treats your information with the highest level of confidentiality.

>> Return to Job Search Tools

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

30 Things You Should Know About Interviewing

Somebody once said, "Nothing is more uncommon than common sense." Accordingly, here are 30 things I think common sense should dictate:

1. Leave for the interview with plenty of time to spare for the unexpected: traffic jam, car trouble, etc.

2. Never go to an interview with a full bladder.

3. Never chew gum, and obviously not tobacco.

4. Don't allow the job title to influence your decision.

5. Wear conservative business attire. If the venue is very casual, overdress slightly. (Men: wear a sport jacket and tie. Women: wear tailored separates.)

6. Never consider moving anywhere your family has no desire to live.

7. Never ask to use the hiring authority's phone.

8. Don't look at your watch.

9. Remove your sunglasses.

10. Maintain eye contact, but don't stare.

11. Listen intently, so you don't have to keep repeating, "I'm sorry, but could you say that again?"

12. Don't ask about perks.

13. Ask for the spelling of the interviewer's name and write it down.

14. Don't mention a salary range in your resume or during an interview.

15. Don't tailor your personality in an attempt to charm your interviewer.

16. Remain silent about your personal problems.

17. Go to the interview unaccompanied.

18. Don't park at a meter or in a tow zone.

19. Don't drop names.

20. Schedule nothing around your interview that will create a time crunch.

21. Turn off your cell phone.

22. Keep your eyes off the interviewer's desk.

23. Don't handle anything, especially personal belongings.

24. Get a haircut and shave if you need one.

25. Avoid strong fragrances.

26. Never be sarcastic.

27. If required to drive others, perhaps to lunch, obey the law, exercise caution, and stay calm.

28. Never criticize anyone, especially an employer.

29. If asked to complete a form or application, fill in every space. Never write, "See resume."

30. Don't linger. A long farewell is annoying.

>> Return to Job Search Tools

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

#thetrevigroup #careerdevelopment @careeradvice #interviewtips

Interviewing Do's and Don'ts

Do's

• Arrive 10 minutes early for in-person interviews. For video interviews, join the video call 2-3 early.. Being late to an interview is never excusable.

• Clarify questions. Answer the interviewer's questions as specifically as possible. Relate your skills and background to the position requirements throughout the interview.

• Give your qualifications. Focus on accomplishments that are most pertinent to the job.

• Anticipate tough questions. Prepare to turn perceived weaknesses into strengths.

• Ask questions. An interview should be a mutual exchange of information, not a one-sided conversation.

• Listen. Concentrate not only on the interviewer's words, but also on the tone of voice and body language. Once you understand how the interviewer thinks, pattern your answers accordingly and you will be able to establish a better rapport.

• Dress appropriately. Make your first impression a professional one.

• Be professional. Smile, make eye contact and maintain good posture. These are simple but important things that are easy to forget to do during an interview.

Don'ts

• Don't answer vague questions. Ask the interviewer to clarify fuzzy questions.

• Don't interrupt the interviewer. If you don't listen, the interviewer won't either.

• Don't be overly familiar, even if the interviewer is.

• Don't ramble. Overlong answers may make you sound apologetic or indecisive.

• Don't lie. Answer questions truthfully.

• Don't express resentment. Avoid derogatory remarks about present or former employers.

• Don't wear heavy perfume or cologne. The interviewer may not share your tastes.

Closing the Interview

Job candidates often second-guess themselves after interviews. By asking good questions and closing strongly, you can reduce post-interview doubts. If you feel that the interview went well and you want to take the next step, express your interest to the interviewer. Try an approach like the following: "After learning more about your company, the position and responsibilities, I believe that I have the qualities you are looking for. Are there any issues or concerns that would lead you to believe otherwise?"

This is an effective closing question because it opens the door for the hiring manager to be honest with you about his or her feelings. If concerns do exist, you may be able to create an opportunity to overcome them, and have one final chance to dispel the concerns, sell your strengths and end the interview on a positive note.

A few things to remember during the closing process:

• Make sure that you have thoroughly answered these questions during the interview: "Why are you interested in our company?" and "What can you offer?"

• Express appreciation for the interviewer's time and consideration.

• Don't expect an offer to be made or a specific salary to be discussed during your first interview.

Follow-up

After your interview, follow-up is critical. When you get in your car, immediately write down key issues uncovered in the interview. Think of the qualifications the employer is looking for and match your strengths to them. A "thank you" letter or email should be written no later than 24 hours after the interview. Be sure to call your recruiter to discuss your interview and your next steps.

>> Return to Job Search Tools

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

#thetrevigroup #careerdevelopment @careeradvice #interviewtips

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

Our June issue of SHIFT explores priorities and challenges of the recruitment industry, search trends impacting today's recruiting firms, 2022 business leaders outlook, and shifting consumer expectations.

Recruitment Industry Trends Report

Bullhorn's 2022 Global Recruitment Insights & Data (GRID) Trends Report takes a comprehensive look at the priorities, challenges, and outlook of more than 4,000 global recruitment industry professionals representing a broad range of regions, perspectives, and industries. According to the report, candidates dominate the agenda this year. The talent shortage is the top challenge, candidate acquisition is the top priority, and candidate sourcing is the top recruiting obstacle.

Jump to Article > >

---

7 Executive Search Trends Impacting Today's Recruiting Firms

A new report from the International Executive Search Federation (ISEF), cites trends that recruiters should pay attention to in the months ahead: a candidate-driven market, remote recruitment, reaching passive candidates, longer notice periods, talent mapping, international hiring, and investing in existing talent.

Jump to Article > >

---

2022 Business Leaders Outlook

JP Morgan's 12th annual survey indicates that today's executives are experts at reimagining, renewing and rebuilding their companies. For nearly two years, they have been rising to the challenges of the COVID-19 economy. Issues that were considered temporary disruptions have proven to be much longer lasting. But they haven't been viewed as insurmountable.

Jump to Article > >

---

Shifting Consumer Expectations

According to a recent Accenture survey of more than 25,000 consumers across 22 countries, the pandemic compelled consumers to shift their expectations more rapidly and completely than at any other time in history. People looked inward, elevating concepts of relationships and responsibility and re-evaluating their priorities. Now, many of them are applying their new mindsets to where, what and how they buy. Through their purchase choices, they are purposefully seeking to influence their communities and the environment, and to confirm how they see themselves in the world.

Jump to Article > >

---

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

#thetrevigroup

Employment Summary for May 2022

The U.S. Bureau of Labor Statistics (BLS) reported the economy added 390,000 jobs in May — roughly in-line with analysts’ expectations.

Unemployment remained unchanged for the third consecutive month at 3.6 percent. Among the college-educated civilian workforce, the primary target of the MRINetwork’s recruitment efforts, the unemployment rate remained at a near record low of 2.0 percent.

The labor force participation rate was little changed at 62.3 percent. However, it is 1.1 percent below the February 2020 level.

Employed persons who reported some teleworking during the month declined to 7.4 percent, down from 7.7 percent in April. This rate is about 50 percent lower versus the peak recorded during the middle of the Covid period.

“Today’s BLS report continues to signal a robust jobs market, but all of us are aware of the underlying economic realities that will challenge both top performers and innovative firms throughout this next phase in the business cycle.

Two weeks ago, I had the opportunity to meet with and address over 400 of my colleagues in the MRINetwork. These are all hard-charging talent advisors and recruitment experts to firms and talented performers in virtually every sector of the global economy. They are also managers of their own thriving businesses,” said Bert Miller, President and CEO of MRI, one of the world’s leading search and recruitment organizations.

“My remarks were focused on the need for both their own and their clients’ organizations to be a ‘destination’ for talented, executive, technical, managerial, and professional performers. I reminded the team that what we enable as managers becomes part of an organization’s culture. That which we enable must align with our core values. I noted that building teams that will lead us through this dynamic business cycle might require less emphasis on industry-specific experience and more on talent who will hustle, people who attack each day with urgency versus those who are merely adept at checking off tasks. I also commented that, ‘winning talent today is more competitive than ever’ is not news. What is news is the need to level-set an organization’s culture, values and purpose as the economy may enter a new more challenging phase.”

Wall Street Journal reporter David Harrison provided a broad overview of today’s report. “The job market is coming off an exceptional stretch in which demand vastly exceeded the supply of available workers. Employers added more than 400,000 jobs a month for 12 consecutive months, the longest period of such strong employment growth in records dating back to 1939. Competition for workers amid a severe labor shortage has driven up annual wage increases above 5% every month of this year. By contrast, wage gains averaged 3.2% in the 12 months to February 2020,” noted Harrison.

"This does not look like a labor market about to tip into recession," said Daniel Zhao, senior Glassdoor economist. "Job gains were healthier than expected and the labor force participation rate ticked up. Despite concerns about a slowdown and even a recession, the labor market’s fundamentals look healthy."

Moderate job growth was seen across many industry sectors.

Employment in leisure and hospitality increased by 84,000 in May, as job growth continued in food services and drinking places (+46,000) and accommodation (+21,000).

Employment in professional and business services rose by 75,000 in May. Within the industry, job gains occurred in accounting and bookkeeping services (+16,000), computer systems design and related services (+13,000), and scientific research and development services (+6,000).

In May, transportation and warehousing added 47,000 jobs. Employment rose in warehousing and storage (+18,000), truck transportation (+13,000), and air transportation (+6,000).

Employment in construction increased by 36,000 in May, following no change in April with most gains in specialty trade contractors.

Employment in healthcare rose by 28,000 in May and manufacturing employment continued to trend up in May (+18,000). Modest gains were also seen in wholesale trade and mining.

In May, employment showed little change in other major industries, including information, financial activities, and other services.

Perhaps reflecting continuing supply chain challenges, employment in retail trade declined by 61,000 in May. However, that is 159,000 above its pre-Covid February 2020 level.

“The next several months are projecting to deliver challenges to growth and profitability in many industry sectors. Level-set your organization. Be sure business and hiring decisions are aligned with your firm’s culture and values. Look beyond the horizon and be prepared to leave your comfort zone as you concentrate on strategies that reflect a new business reality,” noted Miller.

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

#thetrevigroup