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Predicting the future of the workforce

Throughout the pandemic, employers from large companies to small businesses have struggled to fill vacancies. Employers are wondering how long these staffing issues could last.

Ruschell Boone from NY1 spoke with labor market analyst and trendsetter Jared Coseglia. CEO and Owner of Tru Staffing Partners, Inc. spoke about what employers and employees can expect from the future of the workforce.

Q: For how many months or years will struggling businesses remain understaffed?

A: Right now the experience of recruiting staff seems impossible, and it seems like there is no end in sight. Return-to-office strategies differ from industry to industry, and even then, from company to company. And return-to-power policies continue to change and fluctuate with the evolution of the virus, making it very difficult to both retain and attract new employees.

Q: What percentage of people leave companies to start their own business after leaving 9-5?

A: The number of individuals leaving organizations is approximately one in three. We found that most companies in 2021 renewed around a third of their staff. And that’s a pretty dramatic number. The number of people who then hung up a shingle to start their own business is often measured by the number of individuals under contract. The number of Americans, especially New Yorkers, who have moved from permanent full-time positions to contract positions during the pandemic is extreme. And there are currently many recruitment opportunities in the labor market.

Q: How do you think people feel this way? Is it because they want a different kind of work-life balance, or is it because their employer is not flexible enough? What is the reason, do you think?

A: A lot of it has to do with the flexibility of the employer. The bottom line in New York City right now is that there is a battle between employers ‘return-to-office policies, vaccines and / or masks, and job seekers’ desire to work from home, flexibility and / or fear for health and safety. This has created a deadlock for most of the open workforce in New York City and is not limited to the hospitality industry, although they have lost over 100,000 jobs. It affects less talked about markets like finance, law, technology, business, and when one employee leaves and another is hired, another employee quits and leaves home.

Q: So what’s next for the workforce, and since you see it, and are people leaving for good?

A: Some people are leaving for good, but I think what we are seeing right now is resistance to following certain mandates that employers demand as conditions of employment. We surveyed around 500 active job seekers in New York City and found that a whopping one in four would not get vaccinated as a condition of employment. Also, what’s happening with remote working now is that businesses in New York City may not require you to be in an office, although they may want you to be in an office. now compete with out of town and state employers poaching New York talent by offering jobs entirely remotely. Jobs that weren’t available to New Yorkers before the pandemic. So until we find some kind of normalcy between what employers want and what employees want, we will continue to have difficulty filling all of these positions properly.

Q: How can job seekers benefit from this?

A: That’s a great question, Ruschell. And enterprising job seekers can and will use this moment in time as an advantage to negotiate all kinds of desired outcomes when they take on a new role. My first tip is to know your worth. And the best way to find out how your compensation compares to that of your peers is to work with a talent agent who specializes in your discipline area. So whether you are a cybersecurity professional or a hostess and a waiter, there are talent agencies that are focused on placing professionals like you. Second, and this is an important question. Launch yourself fully into the market with your career. Don’t just dip your toe in the water. Most active job seekers receive two or three offers simultaneously. When they go fully into the market with their job search, get the most out of your search by having multiple competing offers that can be used as leverage to negotiate the best financial outcome for you and your family. And the last thing, don’t be afraid of custom work because there are tons of it out there.


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