Employers to Have a Harder Time Attracting and Retaining Top Talent

Recent research completed by Randstad North America says that employers will have to work harder to attract and retain top talented employees. Two factors that are precipitating this talent attraction and retention outcome are low unemployment and a looming labor shortage. Based on the research study, salary and benefits are the most important factors when job seekers are choosing an employer.

Based on a recent WorldatWork news release article, Jim Link, the CHO at Randstad made the following statements, “It’s become a candidate-driven market again, and job seekers have more tools at their fingertips than ever to determine if they are getting paid what they’re worth. As a result, knowing the market average for specific positions, as well as nearby geographies, is critical information to help candidates and employers ensure they receive or make the most competitive offers.” As part of the research data collected from recruiters and a variety of current workforce trends, Randstad predicted that the following jobs would be in demand in 2017.

  • Engineering
  • Finance and Accounting
  • Human Resources
  • Information Technology
  • Life Sciences
  • Manufacturing and Logistics
  • Non-Clinical Healthcare
  • Office and Administration

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More Time for Internal Job Valuing and Exempt and Non-Exempt Status Reviews – FLSA Overtime Rule Appeal Delayed Until May 1st

The Trump administration’s second request to delay a federal court’s appeal on the November 2016 Fair Labor Standards Act (FLSA) overtime regulation injunction was granted last week by the court.  On Feb. 22, the U.S. Fifth Circuit Court of Appeals granted the U.S. Department of Justice’s (DOJ) Feb. 17 request to delay submitting its final brief for another 60 days, citing a need to “allow incoming leadership personnel adequate time to consider the issues.”

The DOJ now has until May 1 to file its response. The additional time will allow the new U.S. Department of Labor Secretary to decide the Trump administration’s formal response and position on the Obama-era overtime regulation. It also leaves employers still uncertain about their work done last year to meet the original Dec. 1, 2016, compliance deadline to begin a $47,476 salary level threshold.

With the additional time for the December 1, 2016 FLSA Overtime Rule to be vetted by the new U.S. Department of Labor Secretary, employers have time to internally evaluate exempt and non-exempt positions based on internal job valuing systems that help to narrow the number of positions that need to go through the FLSA exempt classifications’ tests.

Download our free HR Guide to a Compliant, Equitable & Competitive Compensation program on the right or click below to contact us for a free demo!