Employment Situation Report for Feb '25 (published 3/7/25)

“Analysts had anticipated continued modest job growth in today’s Bureau of Labor Statistics (BLS) Employment Situation Summary despite concerns about a possible underlying economic slowdown, tariff uncertainties, impact of federal layoffs, and weather disruptions in February,” noted Rick Hermanns, president and chief executive officer of HireQuest.

“Today’s results seemed to confirm analyst confidence as total nonfarm payroll employment increased by 151,000 in January, slightly below their consensus estimates and similar to the average monthly gain of 168,000 over the prior 12 months.”

Both the unemployment rate, at 4.1 percent, and the number of unemployed people, at 7.1 million, changed little in February. The unemployment rate has remained in a narrow range of 4.0 percent to 4.2 percent since May 2024.

“In a recent interview, I was asked about the character traits that have been instrumental in driving my career path and successfully growing the HireQuest organization.

I identified three traits: adaptability, decisiveness and humility. Adaptability — staying nimble to deal with rapidly changing circumstances but remaining true to your north star; Decisiveness — acting confidently and making the best choice with the information at hand; And humility in recognizing that success is a team effort.

Recent comments by Jamie Dimon, CEO of global finance powerhouse JPMorgan, regarding his firm’s commitment to a ‘return-to-office’ culture illustrated those traits in action,” noted Hermanns.

“He demonstrated adaptability, recognizing that the cultural and business goals he set for the bank could not be accomplished without a full commitment to a comprehensive RTO policy. His colorful language in a heated town hall meeting in February certainly illustrated his decisiveness. No one could have been confused by his message and commitment to what he perceived to be the best interest of JPMorgan. And I admired his sense of humility as he acknowledged his verbal missteps after a recording of his passionate town hall comments leaked to the press. While remaining firmly committed to RTO he recognized, ‘I should never curse, ever. I shouldn’t get angry and stuff like that.’

While I respect Mr. Dimon’s courage to take the organizational heat for what he sees as the right path for his firm, it is a path that might not be optimal for others. Business leaders, however, can use the JPMorgan results to help shape their own organizations plans. Another source of RTO learning is currently underway with the Trump administration’s mandate to require federal workers to return to office combined with a voluntary buyout option. The twofold goal is to require in-office presence but also to encourage a reduction in headcount to streamline government operations. The federal RTO mandate and the JPMorgan case study will provide valuable insights into employee behavioral metrics that should contribute to future policy formation for private sector businesses.”

CNBC reporter Jeff Cox provided a leading bank’s context to the BLS report noting, “For now, Goldman Sachs said the DOGE cuts probably will lower the headline payrolls number by just 10,000 or so and expects weather-related impacts to be small. Overall, the bank said the current picture, according to alternative figures, is one of “a firm pace of job creation, and we expect continued, albeit moderating, contributions from catch-up hiring and the recent surge in immigration.”

Looking at today’s data and possible future employment trends, Wall Street Journal reporter Justin Lahart commented, “The U.S. continued to generate jobs at a steady pace in February, offering reassurances that the labor market has remained relatively stable since President Trump took office. Economists expect that the combination of government job layoffs, reduced government funding, uncertainty over tariffs and immigration restrictions will at least temporarily weigh on employment growth in the months ahead.”

Key industries reported the following trends in February 2025:

Healthcare added 52,000 jobs in February, in line with the average monthly gain of 54,000 over the prior 12 months.

Employment in financial activities rose by 21,000 in February, well above the prior 12-month average gain (+5,000). Over the month, employment continued to trend up in real estate and rental and leasing (+10,000) and insurance carriers and related activities (+5,000). Of note commercial banking lost 5,000 jobs.

Transportation and warehousing employment continued to trend up in February (+18,000), slightly stronger than the average monthly gain over the prior 12 months (+13,000). Over the month, job growth occurred in couriers and messengers (+24,000) and air transportation (+4,000).

Employment in social assistance continued to trend up in February (+11,000), but below the average monthly gain over the prior 12 months (+21,000).

Within government, federal government employment declined by 10,000 in February.

Employment in retail trade changed little over the month (-6,000) and has shown little net change over the year. In February, employment in food and beverage retailers declined by 15,000, largely due to strike activity. Warehouse clubs, supercenters, and other general merchandise retailers added 10,000 jobs.

Employment showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; construction; manufacturing; wholesale trade; information; professional and business services; leisure and hospitality; and other services.

“While every business leader might not agree that Mr. Diamon’s or the federal RTO policy is right for their organization, they probably would agree that creating an optimal RTO policy within their organization requires core disciplines, adaptability, fearlessness in the decision-making process and the humility to understand that a leader needs to demonstrate firmness with a sense of true collaboration to drive results,” noted Hermanns.

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Building a Resilient Incident Response Plan for Corporate Security

(Adi Goldstein/Unsplash)

Corporate security is a top priority when it comes to safeguarding the data systems and communications of your organization. Threat actors continue to develop sophisticated cyber attacks that compromise some of the most well-established cybersecurity infrastructures, with industry studies revealing that over six million data records were exposed to data breaches in the first quarter of 2023 alone.

A resilient incident response plan enables your company to react effectively against the evolving tactics of malicious parties aimed at evading security controls. But how do you build one?

Defining Roles and Responsibilities in Incidence Response

Incidents require swift responses. One crucial aspect of ensuring this lies in clearly defining the roles and responsibilities of your incident response team. A well-established set of duties enables teams to focus on their respective roles efficiently in high-pressure environments.

While resilient incident response teams may comprise different structures, they typically include the following contributors:

• Incident Response Team Leader/Manager: The head of the incident response team with the overall responsibility to oversee the decision-making during a crisis. Leaders ensure that teams follow the outline of a response plan in coordinated efforts to resolve and mitigate ongoing issues.

• Responders: The team members responsible for handling the operational and technical duties in mitigating the identified issues.

• Communications Lead/Manager: These team members offer the skills and expertise to handle every aspect of incident response communications. They ensure smooth communication among internal and external stakeholders and strategically release information to the public.

• Scribe: The team member responsible for logging the comprehensive details of an incident for documentation and investigative purposes.

• Customer Support Lead: Team members tasked with communicating with the public and providing the assurance of ongoing efforts in fixing the issue.

• Social Media Lead: These contributors manage the social media channel updates during incident responses, working closely with customer support leads in collecting timely customer feedback and responding strategically.

• Forensic Analyst/ Problem Manager: Experts who examine the root cause of the incident and brainstorm for strategic measures to prevent reoccurrence.

Establishing Communication Channels and Escalation Procedures

The next step of a resilient incident response plan involves a clear breakdown of communication procedures and informing each involved role about the expected escalation steps and response times. A robust escalation process should begin with a formal activation procedure for your incident response team. Consider implementing an alerting mechanism that triggers alerts across multiple communication systems to mobilize response teams during a detected incident.

Communication is Key

Your team’s communication manager should rapidly notify the public to prevent any speculation among external stakeholders. External parties may form foregone conclusions with the lack of data which could compromise your corporate image. As such, it is important to present clear and concise information when presenting the issue to the public. Managers should work closely with technical teams for accurate details and apply strategic language (written and verbal) in managing public concerns.

Your team should consider implementing a pre-approved communication template to expedite responses during a time-sensitive situation. These templates should outline the general communication details (i.e., quality, channels, response times, and frequency) for an incident response while teams can quickly customize fields based on incident specifics.

Conducting Regular Tabletop Exercises to Test the Effectiveness of the Plan

It is important for your incident response team to constantly test and improve the effectiveness of your plans. Tabletop exercises enact the environment, threats, and considerations in a simulated incident for accurate response.

Regular tabletop exercises help you identify the response times of individual members and identify weaknesses, mistakes, and areas for improvement that could undermine an actual operation. Your team should also monitor critical incident response metrics to accurately measure the effectiveness of team collaboration. These metrics may include the speed of identifying and responding to the root cause of an incident, the time taken for leaders to reach a specific decision (such as broadcasting information across social media channels), and the quality of documentation.

Documenting Lessons Learned and Continuously Improving The Plan

Your response team should make a detailed and reliable record of each outlined issue in your tabletop exercises and take proactive measures to prevent them. For example, in a simulated scenario of regulatory and compliance breaches, your team could improve the response times in the reporting and remediation of legal requirements. Similar to a routine fire drill, repeating these exercises minimizes the risk of missteps that might disrupt or delay your crisis response.

It is crucial to conduct a post-incident meeting with every involved party to discuss the lessons learned and follow-up action to avoid future incidents. These meetings apply to tabletop exercises and actual incidents. Every participant should contribute by highlighting the key learning points and assessing practical methods for strengthening existing security systems.

Coordinating with External Stakeholders

Finally, your incident response team should discuss and decide if there is a need to involve law enforcement. The decision depends on the severity of the situation, and if the issue can be resolved by internal investigative teams. Your incident response plan should assign the person or parties with the authority to notify law enforcement and the criteria for doing so. Teams should also consider working closely with a trusted external legal advisor to decide the best course of action.

An experienced counsel can assess the situation from a legal perspective to justify the cost, efforts, and potential complications involved in pursuing law enforcement. It is important

to note that law enforcement could increase public attention toward the incident, which would require strategic stakeholder communications.

Closing Thoughts - Optimizing Corporate Preparedness With Incident Response Plans

Ultimately, it is important to recognize cybersecurity issues as more than a technical issue but one that undermines an organization as a whole. Preparing your corporate team for the unexpected ensures the swiftest and most coordinated responses in the worst-case cybersecurity scenarios. By doing so, your company can stay resilient and productive in a digital landscape of constant cyber concerns.

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Cybersecurity for Small Businesses: Protecting Against Hackers on a Budget

Scott Webb/ Unsplash

Cybersecurity is a critical concern for businesses of all sizes. Threats ranging from ransomware to stolen data are increasing in complexity, making recruitment of cybersecurity specialists more important than ever.

For smaller businesses, one of the most significant challenges is limited budgets. How can a startup with a handful of employees hope to compete with larger businesses that have the funds to invest in multi-layer ZTNA (zero trust network access) solutions and other security advancements?

Thankfully, there are practical tips that all small business leaders can employ to drive cost-effective strategies, improving their firm's cybersecurity posture and defending more effectively against hackers.

Misconceptions About Small Business Cybersecurity

Many small businesses believe they won't be the victim of hackers because they're not large enough to be noticed. They think their assets aren't of interest or that malicious actors only target major corporations. Sadly, the opposite is true. At least 46% of all cyberattacks and data breaches impact those businesses that have 1000 employees or fewer. Even more alarmingly, 2023 research indicates that 61% of small or medium businesses were the victim of a cyberattack over the course of a year.

Cybercriminals, also known as malicious, bad, or threat actors, are very aware of small firms' budget limitations. They also know that newer businesses don't always react to cyberattacks in the best way, providing bad actors with more opportunities to exploit funds and data from these companies.

Identifying Critical Assets and Vulnerabilities

With that in mind, small businesses that take the time to create a solid cybersecurity foundation are more likely to come through these attacks unscathed. Creating a list of assets and their vulnerabilities is the first step.

Assets are any item, digital or physical, that could be impacted by a cyberattack. These assets may include:

• Hardware and devices
• Project or product data
• Personal information
• Business systems
• System login details
• Cybersecurity systems

Work with a security officer or third-party managed service providers to identify what assets require protection and their potential vulnerabilities.

For example, an employee who regularly accesses the company network via a public Wi-Fi connection using an unapproved device could provide a backdoor for hackers. Identifying and mitigating these risks is a cost-effective way to quickly enhance your company's cybersecurity hygiene.

Implementing Foundational Cybersecurity Hygiene Practices

Cybersecurity hygiene refers to regular practices that provide a strong foundation to ward off hackers and other security risks. Create a cybersecurity hygiene checklist with practices that you can realistically implement across the whole business. Here are a few common practices you might have on your list:

• No password sharing
• Implement two-factor authentication (2FA) for all business systems
• Update software regularly
• Only share links and documents via shared drives or other password-protected channels
• Use data encryption services

Effective implementation of these practices relies on proper employee education.

Educating Employees on Cybersecurity Best Practices

Your team members have to believe in the effectiveness of these practices before they use them on a day-to-day basis. Provide education on the risks associated with poor security hygiene. Explain how to avoid phishing scams and the dangers of clicking links or opening documents in emails — even if the email address seems legitimate.

You can also work with a cybersecurity professional to ensure that employees only have access to the data they need for their role. This reduces vulnerabilities across the organization as a whole.

Affordable Cybersecurity Solutions and Tools for Small Businesses

Small businesses don't have to spend a fortune on cybersecurity services. There are plenty of affordable ways to fight hackers and prevent data breaches. Multiple providers offer affordable:

• Firewalls and next-generation firewalls (NGFW)
• VPNs
• Antivirus software
• Anti-malware software
• Endpoint detection and response tools (EDR)
• Log monitoring solutions
• Cloud-based security platforms

Remember, start with identifying the assets you want to protect. From here, you can identify the best cybersecurity solutions at a price that fits your budget.

Finding Top Talent in a Rapidly Evolving Marketplace

Recruiting the right cybersecurity specialists to protect against hackers and threat actors is an ongoing challenge. Recruiters need to know what skills to advertise for and appropriate salaries and benefits packages to attract top talent.

Working with experienced talent advisors can bring a new approach to these challenges. Finding the right partner with the know-how to direct recruitment strategies can help small businesses source professionals ranging from Quantum Cryptography experts to Chief Security Officers (CSOs).

Follow The Trevi Group for more insights into trends impacting small businesses and hiring practices across multiple industries.

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

#thetrevigroup #informationtechnology #cycbersecurity #networksecurity

Effective Collaboration and Problem Solving for Network Engineers

Effective teamwork and problem-solving will always be needed in network engineering, as the networking world is dynamic. Technological infrastructures can only work successfully if their engineers cooperate and solve challenges effectively as network complexity increases.

The Role of Effective Communication

Clear and concise communication is the basis of practical cooperation between network engineers. Given the complex nature of network systems, presenting technical details is vital. This allows all team members, regardless of their technical experience, to be on the same page and make valuable contributions. Visual aids like diagrams and flowcharts can also improve comprehension and make discussions more effective.

Building Active Listening and Feedback

Active listening is an essential aspect of efficient teamwork. By carefully considering colleagues' contributions, engineers can achieve a cooperative environment of mutual respect and free exchange. Incentivizing frequent feedback supports individual growth and improves teamwork, resulting in more creative solutions and effective problem-solving.

Adopting Agile Methodologies

Using agile methodologies can significantly improve collaboration and flexibility in network engineering teams. Agile methods encourage iterative development, flexibility, and continuous improvement, allowing teams to react quickly to project requirements and unexpected issues. This enables a positive attitude, critical for maintaining strong and resilient network systems.

Utilizing Collaborative Tools

In today's global village, collaborative tools are necessary for smooth communication and project coordination. Platforms with real-time updates, central information sources, and built-in modes of communication can bridge physical and temporal spaces, effectively informing and involving all teams. Using tools improves efficiency and facilitates work through concerted efforts.

Building Problem-Solving Skills

Network engineers must have excellent problem-solving skills to cope with the intricacies of contemporary networks. This requires critical thinking, the ability to stay calm under stress, and the use of systematic problem-solving techniques. Learning from past experiences and constantly refining one's knowledge base is essential for predicting potential problems and promptly applying efficient solutions.

 Building Cooperative Teams

Forming teams with varied skill sets promotes a well-rounded problem-solving approach. By integrating various viewpoints and skill sets, teams can better address challenges holistically and create creative solutions. Creating a culture of trust and openness is critical, allowing team members to exchange ideas and work together more efficiently and freely.

Continuous Learning and Adaptability

The fast-changing environment of network technology requires an ongoing commitment to learning. Network engineers must invest in continuous professional development and education to keep up with upcoming trends and tools. Being adaptive allows teams to easily integrate new technologies and ensure the robustness of network infrastructures.

In summary, successful problem-solving and collaboration are central to the success of network engineering projects. Network engineers can maximize their collective effectiveness and propel technological innovation by focusing on clear communication, active listening, flexible practices, collaborative tools, and continuous learning.

Another great article on this topic can be found at https://www.linkedin.com/advice/0/how-can-network-engineers-collaborate-solve-keeac

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Cloud Integration Strategies for Seamless Data Management

Today, the daily influx of enterprise data approaches 500 exabytes. As a result, businesses are looking for effective yet reliable ways to store and access data, giving rise to cloud data warehouses. But how can you keep data from different sources in sync? 

Enter cloud integration. 

At its core, cloud integration is about connecting cloud applications with one another and with on-premises data sources. The goal is to attain operational efficiency by consolidating data and allowing varied applications to communicate seamlessly. The uninterrupted data flow gives administrators a bird’s-eye view of the enterprise.

Benefits of Cloud Integration 

Cloud integration is the ultimate tool that turns efficiency from a fancy word to a business reality. The technology paves the way for automation, eliminating the need for manual processes and the errors that come with them. As a result, you can focus on high-value tasks, resulting in improved productivity. 

With cloud integration, organizations can implement cost-saving measures by optimizing how they store and access data. For example, you can use either block or object storage to cut data storage expenses. Similarly, businesses can monitor cloud applications, point out unused or underused resources, and stop paying for them. 

Since cloud integration eliminates the need for on-premises resources, you will find it easier to scale or descale your company. Large data volumes will only require you to hire additional server space without investing in a physical one, and vice versa.

Choosing the Right Cloud Integration Platform 

You will rarely find a cloud integration solution that offers a one-size-fits-all service. When choosing a platform, assess your business needs and select a provider whose offer aligns with your company’s needs. While some platforms excel at API integrations, others are EDI integrations or data transformation experts. 

Some cloud integration platforms feature a steep learning curve, which costs businesses money and time to train developers on how to use them. Be sure to select a solution with an intuitive user interface. Additionally, check that you are paying for a platform with concise documentation so your developers can easily use the technology and troubleshoot errors. 

While cost is usually not the most significant consideration when selecting a cloud integration platform, check that the solution’s pricing model aligns with your budget. It is common to find special features, such as data transformation capabilities, offered as an upsell. You can avoid hidden costs by conducting an in-depth examination of subscriptions and add-ons. 

Data Security and Privacy Considerations 

Businesses using cloud integration solutions typically store their data on a third-party server. The scenario presents unique challenges as organizations ensure their data remains secure during transit and in storage. 

One way integration platforms ensure data security is via encryption algorithms and authentication. Tools such as these limits are also in the arsenal. Remember, cloud integration happens over the Internet, allowing firewalls to secure data further. You can also request continuous monitoring of your data to detect and prevent intrusions. 

Cloud integration solutions also adhere to strict laws that guarantee data privacy. Platforms must comply with rules set by regulations such as GDPR and HIPAA. However, privacy is a shared responsibility in that your business must request permission to collect personal information before shipping it to the cloud and using it in integrations. 

Best Practices for Cloud Data Management 

Unlike on-prem storage, managing data on the cloud may be challenging as your servers reside in disparate locations. One of the ways to manage your data effectively is by developing a governance framework. It should define users and their roles and feature employee manuals to provide guidelines for cloud data interaction. 

Additionally, you should clearly outline your integration process. While at it, define the guidelines explaining how to conduct migrations when transferring on-premises data to the cloud. Your data management strategy should also touch on how to back up data and keep it secure. 

Hybrid Cloud Integration 

Despite the numerous merits of the cloud, businesses may still need to use on-premises data storage. Crucial and sensitive information that enterprises must access without latency remains on-prem. 

Hybrid cloud integration allows you to enjoy the cloud’s flexibility, scalability, and security benefits while tapping the independence and speed advantages of on-premises data. The goal is to attain agility. You can optimize performance by handling data in the most suitable environment. 

Takeaway 

The cloud revolutionized how businesses store, access, and gather insights from data. However, integrations are the catalyst that makes cloud data an indispensable tool for enterprises to innovate and scale while maintaining the agility and flexibility of a startup. 

As your company leverages the power of cloud integration, you will need skilled staff who understand how the technology works and its practical applications in a business setting. You can ease the process of acquiring fresh talent by partnering with experienced recruiters. 

Get in touch with The Trevi Group to learn how we can help your business build a workforce to actualize your cloud integration goals.

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

BLS Employment Situation Report -- published February 7, 2025

The first Bureau of Labor Statistics (BLS) Employment Situation Summary released after the Trump inauguration occurs in a noisy environment. Analysts had expected results to be weighed down by record cold weather over much of the country, job losses related to the California fires and perhaps buoyed by economic growth plans outlined by the new administration. Today’s results added some clarity to possible job market trends in the new year. Total nonfarm payroll employment increased by 143,000 in January, slightly below analysts’ estimates and similar to the average monthly gain of 166,000 in 2024. In a footnote, the BLS noted that the severe weather and California fires had “no discernable effect on national payroll employment.’ They also revised job growth up by a combined 100,000 for the November/December 2024 period.

The unemployment rate edged down to 4.0 percent after accounting for the annual BLS update of U.S. population estimates. The number of unemployed people, at 6.8 million, changed little in January.

“The new administration in Washington is wasting no time in delivering on their campaign promises. Whether you agree or disagree with their programs, the speed, breadth and focus of implementation is impressive. Perhaps nothing illustrated their swift action as the decision to mandate an almost immediate return to office policy for most federal workers. Very few firms have demonstrated the same sense of urgency in making a definitive RTO decision in this critical issue that continues to roil the executive, technical, professional and managerial workplace that our HireQuest divisions of over 425 offices deal with every day,” noted Rick Hermanns, president and chief executive officer of HireQuest.

“The federal mandate, while disruptive to the status quo, provides a large-scale experiment on compliance and workplace impact for the private sector. The most recent Gallup Employee Engagement survey might indicate workplace fallout from the private sector, delaying decisions on this unresolved issue. Gallup reports that employee engagement has declined to a 10-year low, with only 31% of employees engaged. This matches the figure last seen in 2014. The percentage of actively disengaged employees, at 17%, also reflects 2014 levels. Among the 12 engagement elements measured in the survey, three elements had the most significant declines; ‘clarity of expectations,’ ‘feeling that my employer cares about me as a person,’ and ‘someone encourages my development.’

Every day our MRINetwork and Snelling professional talent advisors and executive recruiters work with clients to model possible RTO solutions. These include actively seeking employee feedback, ensuring clear communications to align RTO policy with the organizations' core values, designing salary incentives and performance-based rewards for meeting or exceeding productivity targets, even addressing elements like transportation and child-care support. It is essential to promptly guide both candidates and managers to navigate the very real challenges to employee engagement and broader corporate culture standards within new RTO environments.”

Joseph Brusuelas, chief economist at RSM, provided a succinct overview of today’s report, “With inflation at least for now at tolerable levels and firms very comfortable making sustained investment, there’s no reason why we shouldn’t continue to see job growth around 150,000 per month, which is the upper end of what’s needed to keep the labor market stable. In other words, we’re at full employment. This is a good problem to have. The economy is still going to roll on, people are going to make investment decisions, they’re going to get up each morning and go to work.”

Echoing similar sentiments, Dan North, senior economist at Allianz Trade Americas noted, "There will be some noise, but the general message is going to be a continuation of a relatively healthy labor market. There's no reason to derail that narrative."

Key industries reported the following trends in January 2025:

Once again, the healthcare sector led in employment growth. Healthcare added 44,000 jobs in January, with gains in hospitals (+14,000), nursing and residential care facilities (+13,000), and home healthcare services (+11,000). Job growth in healthcare averaged 57,000 per month in 2024.

Employment in retail trade increased by 34,000 in January. Retail trade employment had shown little net change in 2024.

Social assistance added 22,000 jobs in January, in line with average growth of 20,000 per month in 2024. Government employment continued to trend up in January (+32,000), similar to the average monthly gain of 38,000 in 2024.

Continuing a trend noted throughout 2024, employment showed little change over the month in other major industries, including construction, manufacturing, wholesale trade, transportation and warehousing, information, financial activities, professional and business services, leisure and hospitality, and other services.

Employment in the mining, quarrying, and oil and gas extraction industry declined by 8,000 over the month, following little net change in 2024. In January, the job loss was concentrated in support activities for mining (-8,000).

"Our talent professionals advise C-level clients to move with a sense of urgency to implement final hybrid work and RTO polices early in the year. Firm and clearly communicated standards will allow management teams to define their workplace culture and align those cultural goals with onboarding, training and career development processes to build stronger bonds between employees and organizations regardless of workplace location," noted Hermanns.

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Remote Work and Network Management Challenges

Keeping networks secure is challenging even when everyone works from one place on the same network. Once your workforce is split across multiple locations, with many employees working from home or on the road, it becomes even more strenuous for network managers and cybersecurity specialists. 

Modern businesses, especially those with a hybrid workforce, need to understand the increasing risks associated with remote network management — and how to hire the right personnel to handle those challenges.

Unavoidable: Increasing Your Attack Surface

The attack surface of your organization’s network indicates how many vulnerabilities exist in your network. Vulnerabilities are “weak” points where cybercriminals can access your network and potentially sensitive data. These vulnerabilities are called attack vectors and range from poor password practices to out-of-date cybersecurity tools.

Remote work has, inevitably, increased the attack surface of most networks. Around 14% of workers are now fully remote and 28% have a hybrid work pattern. These workers need to access their firms’ networks using laptops, desktop computers, tablets, and smartphones from multiple locations and off-site networks.

As soon as these additional devices are introduced, the primary network becomes wider and more vulnerable. The attack surface is extended, creating unique challenges for network managers and cybersecurity teams.

Essential: Investing in Robust Security Solutions

When the workforce is spread out in this way, every device used — whether it’s a personal device or provided by the workplace — needs to connect to the network as securely as if it were in the office. However, without talented network security specialists to oversee the setup of remote devices, security vulnerabilities can quickly arise. Challenges include:

• The use of unsecured networks, for example, public Wi-Fi

• Devices that don’t meet internal security requirements

• The use of the same passwords to access multiple networks or systems

• Limited channels of communication between remote workers and on-site IT teams

• Utilizing personal devices to save time or deal with business-critical tasks — users might not want to wait for IT specialists to secure and connect their work devices

Ideally, as soon as someone moves to remote work or is hired as a remote worker, steps should be implemented to ensure they have access to secure devices. This involves investing in security architecture that can handle these various remote connections. 

Zero trust network architecture (ZTNA) is one method for securing networks with varying access requirements. The network starts from a stance of not allowing access, requesting various details before allowing connections to complete. Data a ZTNA network might need includes:

• Device type

• Network type

• Location

• Credentials

Many ZTNA networks will re-request this information on every connection. Some may even have layered network security, allowing access to specific assets only. For example, a remote customer service agent might be able to access the company knowledge base but nothing else.

Business Driven: Balancing Cybersecurity and Productivity

It’s clear that intense security protocols are required to manage increasing network attack surfaces. After all, cybercrime is on the rise, with 29% of organizations stating that they were financially impacted by cyberattacks in 2023.

However, if network teams make their cybersecurity posture too robust, it can impact the ability of remote workers to access the assets they need. Going back to the customer service agent — if they can’t access that knowledge base because the network manager has decided to cut all connections from external networks, they’re going to be left with some very dissatisfied customers. Productivity will drop, as will employee morale.

Skilled cybersecurity specialists need to balance the need for robust security protocols with the importance of supporting remote teams. For most organizations, this means taking a holistic approach where chief information security officers (CISOs), cybersecurity teams, and department managers work together to assess risks and create effective network security solutions.

Network Security Tools for Effective Management of Remote Teams

Network managers must be knowledgeable and adaptable in order to rise to these challenges of remote and hybrid working. However, there are many tools on hand to help:

• Automatic secure password generators

• Multi-device malware protection

• Multi-device firewalls, often used in tandem with ZTNA architecture

• Centralized security operations centers (SOC) with the ability to connect to multiple networks

• Secure file-sharing apps and protocols

Takeaway: Remote Work Requires Innovative Approaches to Network Management.

Addressing the increasing challenges of remote work requires innovative approaches to network management. If you’re thinking about the best way to attract talented cybersecurity and network specialists, connect with The Trevi Group. Our talent consultants can ensure you onboard the right people to help future-proof your business and support your in-house, remote, and hybrid personnel. 

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

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Defining a “Good Job” in 2025: What CEOs Will Expect From Employees

Employee expectations constantly evolve as companies adjust to new technologies and shifting office dynamics. Understanding how company expectations from employees will likely change in 2025 should make it easier for executives to attract top talent.

Below, you’ll learn more about some 2025 trends that will influence what a “good job” looks like in the near future. From there, you can make informed choices that help you attract and retain high-performing employees.

Key Attributes of a “Good Job” in 2025

Company expectations from employees will shift as they adapt to 2025 trends and evolving office dynamics. More likely than not, you can expect the following key attributes to influence what counts as a “good job.”

Adaptability

When the pandemic forced most employees to work remotely, a lot of workers found that they enjoyed the experience. Despite that, the majority of CEOs (83%, according to one survey) say they want staff to return to office. The backlash from employees often leads to a compromise that involves hybrid work. They’ll work remotely for part of the work and on-site on other days.  

For many employers, workers who do a good job in 2025 will know how to adapt to these changes. They’ll understand the importance of coming into the office on some days so they can collaborate with colleagues face-to-face. They’ll also understand that remote days give them opportunities to focus on “deep work” without distractions.

Collaboration

Regardless of where employees work, executives expect them to collaborate with their colleagues so they can engage with each other and build strong teams. 

Collaboration is critical to business success because it breaks down silos and creates opportunities for workers to share insights. Plus, it’s unlikely that a single person has the expertise to fulfill complex tasks. Grouping talented employees into teams makes it more likely that your organization will reach its goals. Although team members need some solitary time to concentrate on deep work, they also need to interact with each other to discover novel solutions.

Productivity

Showing up to work matters much less than contributing to measurable outcomes. In fact, presenteeism can actively hurt an organization and its employees. Executives prioritize productivity because they see the negative effects of presenteeism:

• Spreading illness when workers should stay home to recover from sickness

• Showing up to collect a check when they’re too burned out by long hours to contribute meaningfully

• Sowing discontent among coworkers instead of encouraging a collaborative, positive workplace culture

Alignment

Organizations have central missions that they work toward. You can only fulfill that mission when employees understand and align with organizational goals and culture.

Several strategies can help executives keep employees pointed in the right direction. For example, you should:

• State your mission clearly

• Demonstrate values so workers have an example to follow

• Establish KPIs that hold projects — and the overall company — accountable

Still, employees need to align as closely as possible with the company mission. Those who don’t will only cause distractions that make progress more difficult.

The Role of Remote and In-Office Work

While most CEOs want employees to return to the office, research from McKinsey & Company shows that hybrid work will endure for the foreseeable future. Therefore, CEOs need to balance in-office and remote work to foster team cohesion.

Interestingly, employees who work remotely are often more just as — if not more — productive than their in-office colleagues. Of course, productivity is important, but it doesn’t measure the usefulness of in-person interactions that lead to greater innovations. Studies show that scientists working remotely instead of interacting with their peers produce fewer breakthroughs. That likely applies to other types of teams, too.

Since many employees prefer the flexibility of hybrid work, executives need to strike a balance that encourages in-person interactions while respecting the benefits of working remotely.

Takeaways for Employees and Leaders

Company expectations from employees will shift to keep up with 2025 trends. What makes a “good job,” though, will depend on contributions from employers and employees. Key takeaways to keep in mind include:

• Companies need flexible employees who can conform to evolving technologies and expectations.

• An employee’s output measures their success much more accurately than how many hours they spend at work.

• Companies need clear mission statements, and executives need to embody the values inherent in those statements.

• Workplaces are still adapting to remote work strategies, so companies need to consider how they can encourage in-person meetings that encourage innovative thinking.

• Regardless of where employees work, companies need to prioritize collaboration to reach goals.

Keep Up With Employment Trends

The expectations of employers and employees will always shift over time as people adopt new technologies and find more efficient ways to fulfill tasks. Although it’s often difficult to keep up with these trends, you can follow The Trevi Group to learn about how various industries are overcoming obstacles.

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

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Engineering 2025: Opportunities, Challenges, and the Role of Recruiting in Shaping the Future

Late in 2024, the US Bureau of Labor Statistics (BLS) released a report on the future of engineering as a career. The data included in the BLS’ Occupational Outlook Handbook for Engineering indicates that demand for engineers will grow by at least 13% through 2031. So, why is engineering suddenly one of the hottest career fields around?

The answer lies in two competing yet related trends seen across industries. One is a continued emphasis on sustainability, as companies of all sizes prioritize environmental consciousness in a bid to be good corporate citizens and better attract the emerging Gen Z workforce. The other is the need for innovation across all industries, as emerging technologies like generative AI speed up the pace of market transformation. 

That’s not to say that engineers will have it made over the next few years. While they are in high demand, they face a number of challenges in balancing cost efficiency with sustainable practices. As always, recruiters must also deal with significant challenges, but there’s also a rare opportunity to help shape the future. Here’s a look at the 2025 trends for engineering and recruiting.

Opportunities for Engineers in 2025

Much of the demand for engineers stems from a need to advance renewable energy technologies. The marketplace and governments seem ready to embrace alternative energy, including solar, wind, and hydrogen. From improving solar panel efficiency to optimizing wind turbine structures, engineers have an opportunity to lead the transition to clean energy.

However, sustainability doesn’t just mean clean energy. Engineers are also called upon to design eco-friendly infrastructure, such as energy-efficient buildings, sustainable transportation systems, and clearer waste management solutions. Smart cities may still be a concept, but many believe integrating IoT and AI into urban planning can make them a reality, yet another opportunity for engineers.

To make the future of clean energy a reality, engineers must push forward the development of sustainable materials. Biodegradable plastics and durable composites will be critical in a future world where sustainability is the norm. Today’s engineers can introduce these new materials into sectors like packaging and construction to pave the way for sustainability.

Challenges Engineers Will Face

Perhaps the biggest challenge engineers will face in their efforts to promote sustainable materials and related manufacturing processes is ongoing raw material shortages and post-pandemic supply chain disruptions. To overcome material shortages, they will have to look toward innovative solutions found in new recycling technologies or practice a new form of resource optimization.

However, the pursuit of sustainability often comes with increased costs. Engineers will have to find ways to balance the expense of environmental considerations with the economic realities businesses face today. Each new solution must be cost-effective, optimizing energy consumption while minimizing environmental impact. Evolving regulations and environmental standards will complicate matters here, but engineers who stay updated on the changes can successfully navigate stricter requirements.

Finally, the rapid adoption of AI and other new technologies means engineers must continuously upskill and reskill to stay relevant. Embracing the latest trends in gen AI, data analytics, and other digital tools that have traditionally been outside the purview of engineers is now a requirement.

Implications for Recruiting and Staffing

As recruiting and staffing teams navigate these 2025 trends for engineering, they’ll find they have to shift focus toward talent with niche skills. Instead of engineering generalists, recruiters will be looking for renewable energy engineers or those with experience in AI and machine learning. Sustainable design engineers with knowledge of eco-friendly materials and economic principles will be valuable in this talent marketplace.

It’s important not to overlook upskilling and reskilling during industry shifts like this. Identifying skills gaps and providing training programs to overcome them can create a culture of continuous learning to offset recruiting difficulties. New or pre-existing talent pipelines can also provide engineering candidates who haven’t yet hit the talent marketplace.

Leveraging staffing agencies for interdisciplinary talent can also help. With the right partner, you might find engineers with cross-foundational knowledge, such as civil engineering and AI. IoT or robotics specialists can also help with difficult-to-fill roles, and the right staffing partner can assist in locating this type of talent.

What to Do if You’re in an Engineering Industry

For companies in engineering industries facing the increased demand for talent, here are three things you can do now to prepare for 2025:

1. Partner with experienced recruiters to identify the top talent aligned with sustainable innovation goals.

2. Invest in training programs for emerging technologies and changing regulations to encourage upskilling and reskilling at your organization.

3. Focus on employer branding to attract engineers passionate about sustainability and innovation. The top talent will have multiple options, and this is an opportunity to position your company as the right choice.

The need for a new breed of innovative engineers will likely remain one of the top 2025 trends throughout the entire year. Engineering is at the forefront of solving today’s critical challenges and shaping a sustainable future. Recruiting can also play a part in shaping the future. To work with an experienced recruiter to build a workforce capable of driving sustainable innovation in 2025 and beyond, contact The Trevi Group today.

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

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Top 25 Cloud Computing Skills to Elevate Your Career in 2025

Cloud computing is one disrupting technology used to change or revolutionize organizational effectiveness across sectors significantly. Organizations spend vast amounts of money deploying cloud infrastructure and services, making the demand for professional skills very high. Gaining the right competence is a must to be ahead in the game. Here are the top 25 cloud computing skills to impart a lift to your career this year, 2025:

1. Cloud Architecture

Cloud architecture is the most basic understanding. This includes designing and implementing scalable, cost-effective, and secure cloud solutions according to business needs.

2. Cloud Security

An Orbital Security Consultant is knowledgeable in all aspects of cloud security, encompassing identity and access management, data encryption, and compliance.

3. DevOps and CI/CD

Understanding the principles of DevOps and continuous integration/continuous delivery pipelines will facilitate faster, easier, and more reliable software delivery.

4. Serverless Computing

The new popularity of serverless platforms such as AWS Lambda and Azure Functions allows developers to build and manage applications without any server infrastructure, which is an incredible skill for many purposes.

5. Data Management and Analytics

Cloud-based data management tools and analytics platforms, such as Google BigQuery, AWS Redshift, and so on, are core services that extract valuable insights and meaningful knowledge from data.

6. Artificial Intelligence and Machine Learning (AI/ML)

Cloud providers have super powerful AI/ML tools, and knowledge of how to use them is very differentiating, especially for predictive analytics and natural language processing.

7. Multi-Cloud and Hybrid Cloud Management

More businesses are adopting multi-cloud and hybrid cloud strategies. To manage complexity, it will be necessary to know tools such as Kubernetes and Terraform.

8. Networking and Cloud Connectivity

Deep knowledge of cloud networking concepts, such as Virtual Private Clouds, DNS, and load balancers, can help secure smooth, hassle-free connections. 

9. Infrastructure as Code (IaC)

Automation of Infrastructure provisioning by tools like Terraform and AWS CloudFormation is essential for every cloud engineer.

10. Cloud Cost Optimization

Efficient monitoring and optimization of funds regarding the cloud provide cost-effectiveness without sacrificing performance.

11. Containerization and Orchestration

Skills rinDocker and Kubernetes are the requirements for deploying, managing, and scaling containerized applications.

12. API Development and Integration

APIs are the backbone of all cloud applications. Learning to develop and integrate APIs helps ensure that systems communicate seamlessly.

13. Disaster Recovery and Business Continuity

The proper disaster recovery strategy will help avoid massive downtime and data loss during an outage.

14. Edge Computing

Knowing how to process data closer to its source will become increasingly crucial as edge computing evolves.

15. Cloud Governance

Establishing policies, roles, and responsibilities is part of cloud governance, which ensures adherence to and effective utilization of clouds.

16. Virtualization

Knowledge in virtualization through VMware and Hyper-V also helps one operate cloud resources effectively.

17. Cloud Migration

Planning, execution, and validation ensure a seamless migration of systems from an on-premise environment to the cloud.

18. Database Management

Experience with cloud databases, such as AWS RDS, Azure SQL, and MongoDB Atlas, is essential for managing data in the cloud.

19. Automation and Scripting

It will also enable you to automate mundane tasks in the cloud using scripting languages such as Python, PowerShell, or Bash.

20. Cloud Service Models

Knowing the differences between IaaS, PaaS, and SaaS can help professionals choose the right services.

21. Blockchain in the Cloud

Familiarity with blockchain technologies in cloud environments has opened secure transactions and decentralized application opportunities.

22. Monitoring and Performance Management

Tools like AWS CloudWatch and Azure Monitor ensure cloud applications' optimal performance and availability.

23. Compliance and Regulatory Knowledge

Understanding industry regulations and compliance standards like GDPR and HIPAA is essential in cloud implementations in regulated industries.

24. Programming Skills

These languages, such as Java, Python, and G, are most prevalent in cloud development, where programming is a base skill.

25. Soft Skills

Collaboration, communication, and problem-solving skills are essential to team and project work in a cloud environment.

Conclusion

Investing in these cloud computing skills will help you stand out in the competitive IT job market. As organizations continue to embrace cloud technologies, professionals with the right expertise will play a pivotal role in driving innovation and growth.

For more insights and details, visit: https://www.techtarget.com/whatis/feature/Top-20-cloud-computing-skills-to-boost-your-career. 

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

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