随着新冠肺炎病例的减少,美国的就业人数开始回升。然而很多美国人目前依旧在观望,这不禁让人思考:如何才能吸引这些人重新加入就业大军?
在“大辞职潮”(Great Resignation)中,数百万的美国员工选择辞职以寻找更好的工作机会,许多用人单位因此加大了招聘力度。各行各业也在努力应对由新冠疫情和强劲的消费者需求所引发的持续性劳动力短缺问题,后者进一步增加了企业对劳动力的需求。
美世公司(Mercer)最近针对300多家美国的用人单位开展的一项实时洞察(Real Time Insights)调查显示,近一半的美国雇主(47%)认为,劳动力短缺是一个大问题。
根据彼得森国际经济研究所(Peterson Institute for International Economics)在今年3月早些时候发布的一项分析报告,截至2022年2月,约有140万曾经在新冠疫情爆发前在职的美国人仍未重返劳动力市场。2月的劳动力参与率继续低于新冠疫情前的水平。该报告作者是经济学家贾森·弗曼和威尔逊·鲍威尔三世。
未重返劳动力市场的人群中,有很多是在职父母、移民、退休人员,甚至还有长期与新冠病毒和其他健康问题作斗争的人,这些健康问题致使他们在当前的新冠疫情大环境下变得尤为脆弱。
究竟如何才能让这部分劳动人口停止观望呢?截至目前,仅靠高薪肯定是不够的。今年2 月,美国非农就业人员的平均时薪达到31.58美元,同比增长5.1%。
而更好的工作安排和福利待遇或许能够推动人们重返劳动力市场。根据招聘网站 Monster.com的一项调查,超过40%的公司表示计划在2022年提升员工福利待遇。
这种激励来得越早越好,用人单位最好可以尽快在工作方式上赋予员工更多的自主权。2022年2月下旬,美国的哈里斯民调(The Harris Poll)在代表《财富》杂志进行的一项调查中发现,约有42%的员工表示,在众多的福利中,灵活的工作时间对他们最具吸引力。
紧随其后的是可以远程工作(34%)和雇主退休金供款增加(32%)。
“有能力为员工提供灵活工作方式的公司,在当下的人才争夺战中应该善用这一优势。” Randstad Sourceright公司的首席执行官迈克·史密斯表示。Randstad Sourceright是一家专注于人才招聘和人力资本管理策略的公司。
调查还显示,女性比男性更倾向于选择远程工作(37%对31%),这也在意料之中。可能是女性承担着更多家务和育儿工作的原因。女性因为育儿问题而离开工作岗位的可能性比男性更高。美国薪酬调查公司PayScale最近报告称,约有85%的女性表示她们辞职主要是为了照顾孩子,相比之下,因为该原因而离职的男性仅占15%。
但即使加上福利拉动可能还不够。劳动力市场数据分析公司Emsi Burning Glass的高级经济学家罗恩·赫特里克正密切关注个人储蓄率指标,他预测储蓄不足将促使更多的美国人寻找工作。
根据美国经济分析局(Bureau of Economic Analysis)的数据,截至2022年1月,美国的个人储蓄率为6.4%,两年来首次低于新冠疫情前的水平。2021年3月,美国居民可支配收入的百分比为26.6%,自那时起,个人储蓄率一直在缓慢下降。
而通货膨胀可能会进一步推动储蓄率下降。赫特里克说:“恶性通货膨胀正在导致货币加速贬值,物价上涨。”然而,根据美国旧金山联邦储备银行(Federal Reserve Bank of San Francisco)的信息,大多数专家认为美国要重新实现就业最大化的目标还有很长的路要走,甚至要等到2024年以后。
在那之前,提供更多工作灵活性的公司似乎更有可能赢得这场人才争夺战。(财富中文网)
译者:潘文秀
审校:夏林
随着新冠肺炎病例的减少,美国的就业人数开始回升。然而很多美国人目前依旧在观望,这不禁让人思考:如何才能吸引这些人重新加入就业大军?
在“大辞职潮”(Great Resignation)中,数百万的美国员工选择辞职以寻找更好的工作机会,许多用人单位因此加大了招聘力度。各行各业也在努力应对由新冠疫情和强劲的消费者需求所引发的持续性劳动力短缺问题,后者进一步增加了企业对劳动力的需求。
美世公司(Mercer)最近针对300多家美国的用人单位开展的一项实时洞察(Real Time Insights)调查显示,近一半的美国雇主(47%)认为,劳动力短缺是一个大问题。
根据彼得森国际经济研究所(Peterson Institute for International Economics)在今年3月早些时候发布的一项分析报告,截至2022年2月,约有140万曾经在新冠疫情爆发前在职的美国人仍未重返劳动力市场。2月的劳动力参与率继续低于新冠疫情前的水平。该报告作者是经济学家贾森·弗曼和威尔逊·鲍威尔三世。
未重返劳动力市场的人群中,有很多是在职父母、移民、退休人员,甚至还有长期与新冠病毒和其他健康问题作斗争的人,这些健康问题致使他们在当前的新冠疫情大环境下变得尤为脆弱。
究竟如何才能让这部分劳动人口停止观望呢?截至目前,仅靠高薪肯定是不够的。今年2 月,美国非农就业人员的平均时薪达到31.58美元,同比增长5.1%。
而更好的工作安排和福利待遇或许能够推动人们重返劳动力市场。根据招聘网站 Monster.com的一项调查,超过40%的公司表示计划在2022年提升员工福利待遇。
这种激励来得越早越好,用人单位最好可以尽快在工作方式上赋予员工更多的自主权。2022年2月下旬,美国的哈里斯民调(The Harris Poll)在代表《财富》杂志进行的一项调查中发现,约有42%的员工表示,在众多的福利中,灵活的工作时间对他们最具吸引力。
紧随其后的是可以远程工作(34%)和雇主退休金供款增加(32%)。
“有能力为员工提供灵活工作方式的公司,在当下的人才争夺战中应该善用这一优势。” Randstad Sourceright公司的首席执行官迈克·史密斯表示。Randstad Sourceright是一家专注于人才招聘和人力资本管理策略的公司。
调查还显示,女性比男性更倾向于选择远程工作(37%对31%),这也在意料之中。可能是女性承担着更多家务和育儿工作的原因。女性因为育儿问题而离开工作岗位的可能性比男性更高。美国薪酬调查公司PayScale最近报告称,约有85%的女性表示她们辞职主要是为了照顾孩子,相比之下,因为该原因而离职的男性仅占15%。
但即使加上福利拉动可能还不够。劳动力市场数据分析公司Emsi Burning Glass的高级经济学家罗恩·赫特里克正密切关注个人储蓄率指标,他预测储蓄不足将促使更多的美国人寻找工作。
根据美国经济分析局(Bureau of Economic Analysis)的数据,截至2022年1月,美国的个人储蓄率为6.4%,两年来首次低于新冠疫情前的水平。2021年3月,美国居民可支配收入的百分比为26.6%,自那时起,个人储蓄率一直在缓慢下降。
而通货膨胀可能会进一步推动储蓄率下降。赫特里克说:“恶性通货膨胀正在导致货币加速贬值,物价上涨。”然而,根据美国旧金山联邦储备银行(Federal Reserve Bank of San Francisco)的信息,大多数专家认为美国要重新实现就业最大化的目标还有很长的路要走,甚至要等到2024年以后。
在那之前,提供更多工作灵活性的公司似乎更有可能赢得这场人才争夺战。(财富中文网)
译者:潘文秀
审校:夏林
With the U.S seeing a decline in COVID-19 cases, employment levels are starting to pick up. But many Americans are still sitting on the sidelines, raising the question: What will it take to lure them back to work?
Many employers, for example, have increased their recruiting efforts amid the so-called “Great Resignation” of millions workers quitting for better jobs. Businesses are also grappling with a continued worker shortage spurred by the pandemic and high consumer demand for goods that is intensifying a need for more staff.
Nearly half, 47%, of U.S. employers say labor shortages are a significant issue, according to Mercer’s recent Real Time Insights survey of over 300 U.S. employers.
About 1.4 million Americans working pre-pandemic still haven’t returned to the workforce as of February, according to an analysis by economists Jason Furman and Wilson Powell III published for the Peterson Institute for International Economics earlier March. The labor force participation rate in February continued to be below pre-pandemic levels.
Many of those missing workers include working parents, immigrants, retirees, and even those struggling with long COVID and other health issues that make them vulnerable in the current pandemic environment.
But what will it take to get these workers off the sidelines? So far, higher pay hasn’t been enough. In February, the average hourly pay for non-farm employees hit $31.58, an increase of 5.1% over the past year.
Better work arrangements and benefits may help. More than four in 10 companies reported plans to increase their employee perks and benefits in 2022, according to a survey by recruiting site Monster.com.
That boost can’t come soon enough——particularly in the case of employers granting Americans more autonomy over how they work. About 42% of overall workers reported that a flexible schedule is the benefit most likely to get them to consider taking a job, The Harris Poll found in a late February survey on behalf of Fortune.
The desire for increased flexibility was followed by the ability to work remotely (34%), and expanded employer retirement contributions (32%).
“If you have the capability to offer people flexible employment, you need to be using that as a weapon in your arsenal in this war for talent currently,” says Mike Smith, CEO of Randstad Sourceright, which specializes in talent acquisition and human capital management strategies.
Women, perhaps unsurprisingly, are significantly more likely than men to want the option to work remotely (37% vs 31%). That likely stems from the fact that women are more involved with household work and child care. Women are far more likely than men to leave work because of childcare issues. Payscale recently reported that about 85% of women reported the primary reason they quit a job was because they were caring for a child, compared with 15% of men.
But benefits by themselves may not be enough. Ron Hetrick, a senior economist with labor market data company Emsi Burning Glass is carefully watching personal savings rates, predicting that a lack of savings will push more Americans to find a job.
The U.S. personal saving rate was 6.4% as of January, falling below pre-pandemic levels for the first time in two years, according to the Bureau of Economic Analysis. The rate has been slowly shrinking since March 2021 when the percentage of Americans’ disposable income was 26.6%.
Inflation is likely helping drive that decline. “Inflation is eating money so quickly. It's making everything more expensive,” Hetrick says. But most experts believe the U.S. still has a ways to go before the workforce sees maximum employment again, likely not until perhaps even 2024, according to the Federal Reserve Bank of San Francisco.
Until then, it seems like companies offering more flexibility will be better positioned to win the war for talent.