Monthly Jobs Report: Monster’s Hiring Snapshot

Despite high interest rates and inflation, job growth continued to accelerate in March with gains of 303,000  — the best job numbers in almost a year — according to the latest U.S. Bureau of Labor Statistics’ (BLS) monthly jobs report. Adding to this growth and offering a positive snapshot into the months ahead, the number of active job postings increased on Monster as well, up 3% in March.

“The recent uptick of 3% in active job postings on throughout March offers a glimmer of hope for the job market’s trajectory,” Monster Economist Giacomo Santangelo says. “Yet, forecasting its future expansion necessitates a nuanced examination of various factors at play. Critical is the sway of consumer confidence and spending habits on job creation. The continuation of robust consumer spending could drive demand for goods and services, thus catalyzing hiring across diverse sectors of the economy; however, the pace of growth varies across industries. While sectors like retail, healthcare, and hospitality have witnessed notable rebounds, others may lag behind.”

Below, we shared our breakdown of the latest job numbers along with key takeaways to help employers plan for the months ahead.

Four Year Pandemiversary: Then and Now

Four years ago, the economy suffered a loss of nearly 20 million jobs with the onset of the Covid-19 pandemic. Today, however, job growth is strong, proving resilient against high interest rates and inflation. After crunching job numbers, the economy has experienced positive job growth for 39 consecutive months since the pandemic, marking the fifth longest period of job expansion on record. Meanwhile, the unemployment rate — currently at 3.8% — has been below 4% for 26 months in a row, the longest streak since the late 1960s.


“The resilience of the job market amidst challenging economic conditions, including high inflation and elevated interest rates, stems from various factors,” Santangelo says. “Nevertheless, it’s imperative to recognize that disparities exist across industries, regions, and individual circumstances, with some facing greater challenges than others. Notably, sectors like technology and healthcare are driving strong demand for labor; however, a significant challenge lies in the skills gap across industries, where employers struggle to find workers with requisite qualifications, leading to intensified competition, increased wages, and enhanced job security for skilled workers.”

Healthcare Employment is Experiencing a Growth Spurt

The Covid-19 pandemic created rampant burnout within the healthcare industry, causing many to leave the profession in 2021 and 2022. However, starting in 2023, the reverse happened as the healthcare sector became a powerhouse for job creation with employment expanding by 3.9% — the fastest rate since 1991.

So far, this strong growth has continued in 2024 with the sector leading the way in hiring in the BLS monthly jobs report for the second month in a row. Accounting for nearly one-quarter of the overall gain in March, healthcare added 72,000 payrolls in ambulatory health care services, hospitals, and nursing and residential care facilities. Likewise, on Monster, the number of active healthcare job postings increased 6% month-over-month. Of the top healthcare jobs hiring, job postings for registered nurses remain #1 overall on site, while other top open positions include:

  • Critical care nurses (#6 overall)
  • Physical therapists (#8 overall)
  • Licensed practical and licensed vocational nurses (#10 overall)

“The healthcare industry’s accelerated job growth between 2021 and 2024 owes much to a combination of strategic initiatives and industry dynamics,” Santangelo says. “The continued integration of technology, particularly in healthcare services and technology businesses, has driven tangible benefits, fueling further growth. Also, the pandemic-driven pressure on the healthcare system prompted a surge in innovation. The multifaceted changes reshaped workforce dynamics emphasizing telehealth, gig economy roles, and strategic investments in ambulatory care services have collectively reversed negative trends and spurred robust job growth within the healthcare industry.”

Leisure and Hospitality Payrolls are Back to “Normal”

The leisure and hospitality sector was undoubtedly one of the hardest hit during much of the Covid-19 pandemic thanks to business shutdowns, travel restrictions, vaccine mandates, capacity limits, and supply shortages. Not to mention, high inflation soon followed, impacting consumer spending on nonessential activities like dining out, travel, and entertainment. As such, recovery efforts took a bit of time — four years, to be precise. However, with gains of 49,000 in March, employment within the leisure and hospitality sector finally returned to its February 2020 pre-pandemic level.

Looking ahead, Monster data shows continued growth within the category heading into spring. Over the past month, the number of active job postings increased 6% as employers hired for top positions, including:

  • Cooks
  • Combined food prep and serving workers
  • Waiters and waitresses

Meanwhile, job searches are trending up (+2%) within leisure and hospitality as well. Top job searches include:

  • Bartender
  • Cook
  • Dishwasher

Employment is Building in Nonresidential Construction

It’s finally spring, which means construction hiring is breaking ground across the country. Building on February’s 23,000 payrolls, the BLS monthly jobs report showed that another 39,000 were added to the economy in March, about 41% of which can be attributed to nonresidential construction.

And employers aren’t finished hiring just yet — with a 2% uptick in construction job postings on Monster over the past month, open positions still remain for:

  • Construction laborers
  • Electricians
  • Plumbers

From a candidate standpoint, construction-related job searches for positions like electrician and general laborer went up 5% in March.

Looking ahead, residential construction continues to face high interest rates and inflation. However, Deloitte says the nonresidential segment is likely to continue to grow as federal funds support the construction of chip fabrication plants, biotechnology facilities, EV battery factories, and other clean energy projects in 2024. Not only will these types of initiatives continue to be a boon for construction employment, but Santangelo says clean energy projects can also “be a significant driver of job growth across multiple sectors” as well.

Wage Gains Hampered by Still-High Inflation

As employment expands, pay has been increasing along with it, as was the case in March. According to the BLS monthly jobs report, average hourly wages increased by 12 cents (0.3%) over the past month, or 4.1% over the past year. These wage hikes may look substantial at first glance; however, a closer look reveals they may not have as great of an effect on workers’ wallets amid still-high inflation.

Santangelo says, “Despite a 4.1% increase in wages over the past year, consumer prices have also risen by 3.2%, suggesting that real wage growth may be less than reported. Thus, while job growth and wage increases generally correlate, their overall net impact on individuals’ incomes is influenced by factors such as inflation.”

Stay Tuned for the Next Monthly Jobs Report

Monster aims to provide employers with the insight needed to move forward. As you plan your hiring strategy over the next month, check out Monster’s 2024 Work Watch report for the latest hiring trends and insights.

We’ll see you here again in May when we will release our next take on the monthly jobs report.

Top Workplaces for Remote Work

Monster Partners with Energage to Celebrate the 2024 Top Workplaces for Remote Work

In today’s rapidly evolving job landscape, the importance of remote work has become increasingly evident. Companies that excel in creating outstanding remote work environments are being recognized for their dedication to employee satisfaction and productivity. Energage, the organization behind the prestigious Top Workplaces employer recognition program, has partnered with Monster, a global leader in connecting people and jobs, to honor the Top Workplaces for Remote Work in 2024. This partnership showcases a commitment to workplace excellence and the power of remote work. Let’s delve into the details of this exciting collaboration.

Recognizing the Best in Remote Work

The Top Workplaces for Remote Work award is a brand-new addition to the Top Workplaces program. This inaugural list features 142 exceptional employers from across the United States, all of which have demonstrated their commitment to creating an exceptional remote work experience for their employees. Notable organizations on this list include Progressive Insurance, The Auto Club Group (AAA), and Sun Life U.S.

It’s crucial to emphasize that this award is solely based on employee feedback. Monster did not influence the selection process, and the winners were determined independently through Energage’s confidential, research-backed employee engagement survey. This distinction underscores the authenticity of the recognition, as it is rooted in the genuine experiences and opinions of the employees themselves.

What Sets Top Workplaces Apart

These awards highlight organizations that prioritize their employees’ well-being and satisfaction. They recognize companies that actively listen to employee feedback and cultivate people-first cultures. The Top Workplaces award is based on extensive research and benchmarks accumulated over 17 years of culture research. It serves as a symbol of excellence, setting these companies apart as leaders in fostering positive work environments.

Eric Rubino, CEO of Energage, emphasized the significance of these awards, saying, “Being honored with a Top Workplaces award is a distinctive mark of excellence, setting companies apart in a recognizable way. Top Workplaces embody the highest standards, and this award, rooted in authentic employee feedback, is a point of immense pride for company leaders.”

Monster’s Commitment to Workplace Happiness

At Monster, our vision is to make every workplace happier and more productive. This commitment extends not only to the clients we serve but also to our own employees. Monster CEO Scott Gutz expressed his pride in providing a supportive and flexible work environment for their team members. He explained, “We are thrilled to partner with Energage on the 2024 Top Workplaces for Remote Work. These awards underscore the importance of listening to employees about where and when they can be their most productive and happiest selves – we know that this flexibility is essential to helping both employers and candidates find the right fit.”

Monster’s dedication to creating a positive work environment extends to helping customers create a strong Corporate Culture and offering customized Employer Brand solutions. Discover how Monster can help your organization excel in employer branding, check out our comprehensive Employer Branding Guide.


Energage and Monster’s partnership in celebrating the 2024 Top Workplaces for Remote Work highlights the growing importance of remote work in today’s professional landscape. These awards not only acknowledge outstanding employers but also emphasize the significance of employee feedback and satisfaction. Monster’s commitment to making workplaces happier and more productive mirrors the values of the Top Workplaces program, making this collaboration a perfect match.

Congratulations to all the organizations that have earned a spot on the Top Workplaces for Remote Work list. Your dedication to creating exceptional remote work environments has not gone unnoticed, and we look forward to seeing how this commitment continues to shape the future of work.

2024 Top Workplaces for Remote Work

Be a Disability Inclusion Champion During National Disability Employment Awareness Month

October is National Disability Employment Awareness Month (NDEAM)…a time for employers to not only reflect on their commitment to equal employment opportunities for individuals with disabilities, but to take action to become a disability inclusion champion.  

The Importance of Disability Inclusion 

Despite being adaptable and resourceful – qualities every employer looks for – people with disabilities are often overlooked when it comes to the hiring process. In fact, according to CNBS’s Small Business Playbook, as much as 80% of people with disabilities are shut out of work. People with disabilities possess a wide range of experiences, and perspectives, making them extremely valuable to your organization. Diverse teams are more innovative, and employees with disabilities bring unique problem-solving skills, creativity, and a different viewpoint to the table. 

Hiring and promoting people with disabilities can boost your company’s reputation with your employees, as well as with candidates, customers, and companies you do business with. Beyond being a moral imperative – and good business – hiring individuals with disabilities is often a legal requirement in many countries. Laws like the Americans with Disabilities Act (ADA) in the United States mandate equal employment opportunities for qualified individuals with disabilities, so it’s important to be aware of any changes.  

Follow these tips to help ensure that you’re cultivating an inclusive, welcoming, workplace. 

Recruiting Employees with Disabilities 

Are your job postings accessible to everyone? Be sure to use unbiased language, provide alternative formats, and make sure your company website is compliant with web accessibility standards. Partner with organizations and job boards specializing in disability employment services; they can help you reach a broader pool of candidates.  

Review your interview processes to confirm that they’re accessible and that reasonable accommodation is provided when needed. Offering training to your HR staff and hiring managers on inclusive hiring practices is essential. You can help eliminate hiring decision biases by teaching your hiring managers how to better evaluate candidates based on job qualifications. Most importantly, focus on skills-based hiring rather than making assumptions based on disabilities. 

Creating an Inclusive Workplace 

Verify that both your physical and digital workspace is accessible to individuals with disabilities. Don’t guess or rely on anecdotal information when creating your inclusive workspace. Consult with appropriate legal counsel and government agencies like the Department of Labor’s Office of Disability Employment Policy (ODEP), to ensure that you’re not only meeting your legal responsibilities but also creating a welcoming workplace for all. And remember to get feedback from your employees with disabilities, to confirm that nothing is missed. 

Offering flexible work arrangements, like remote work or flexible hours, can accommodate various needs, including mobility challenges and medical appointments. Establishing mentorship programs and training initiatives that promote disability awareness and inclusion can encourage open dialogue about disabilities and create a supportive work environment.  

Being proactive in providing reasonable accommodation helps amplify the message of inclusion. Don’t wait for complaints to get ahead of potential issues; when they arise, always address them with openness and transparency. Collaborating with employees to identify and implement solutions will help promote equity and show that you’re cultivating an environment where all are valued. 

Employee Resource Groups (ERGs) 

Creating ERGs or affinity groups supports employees with disabilities by providing a sense of community and a platform for advocacy. For example, Monster’s ERG, Abilities in Motion (AIM), focuses on providing support to employees who have a disability (visible or invisible) and those who are caring for someone with a disability.   

Amber Gopel, AIM’s co-lead, says, “We also bring awareness and provide education for those who wish to be allies. Abilities in Motion is a safe space to feel heard and seen and is a great platform to discuss ways that Monster can better support people with disabilities and their caretakers. As a caretaker to my spouse, this group has been an amazing source of strength. At the end of the day, it is all about being there for each other!” 

More Ways to Support Employee Development and Retention 

  • Career Pathing: Are you doing everything you can to make sure that all employees with disabilities are aware of, and considered for, career advancement? Employer branding materials, like an employer value proposition or a career site, can often be a good place to start. 
  • Mental Health Support: Recognize that disabilities can also include invisible conditions such as those related to mental health. Provide resources and support for mental health and stress management. 
  • Feedback and Communication: Encourage regular feedback from employees with disabilities to better understand their needs. Keep those communication channels open and transparent!
  • Partnerships: Is your organization looking for a business partner? You might consider working with a company owned by people with disabilities. Although many are small businesses, they cover a range of products and services that businesses of all sizes need. Additionally, working with these companies would increase your firm’s visibility and boost its reputation.

By recognizing the importance of inclusivity, expanding recruitment efforts, and supporting employees with disabilities, your organization can foster a workplace that values diversity and benefits from the unique talents and perspectives of all its members.   

To learn more actionable strategies that can boost your DE&I talent acquisition pipeline, be sure to read our eBook: Diversity Equity and Inclusion: 5 Ways to Expand Your Talent Pool 

How to Hire for This Holiday Season

September is barely behind us, but the retail industry is already prepping for the holiday shopping season. Sales are predicted to increase between 3.5% and 4.6% this year, according to projections from Deloitte.

Monster economist Giacomo Santangelo says, “Current reports reflect a proposed cutback in 2023 holiday hiring. A decline in holiday hiring suggests uncertainty on the part of firms and reflects reduced seasonal employment opportunities for workers. If some of these reports are to be believed, we could be looking at holiday hiring at a level we have not seen since the 2008 Great Recession”.

Holiday Hiring Strategies

If your business typically hires for the season, these strategies can help you manage that hiring in an uncertain economy.

Look Internally First

Do you need to fill additional shifts? Consider offering them to your current employees.

“They may want to pick up extra shifts to earn more for the holidays,” says Marina Vaamonde, owner and founder of online house marketplace HouseCashin. “If you’ve got enough people to cover the expected increase in workload, you might not have to look outside, or you would need to hire fewer temporary workers than normal.”

This may require training your staff on the art of the “holiday hustle,” says Eric Elggren, co-founder of leather accessories company Andar. “Upselling, moving quickly, and managing multiple customers at once are skills that all holiday retail workers need to have. If you have a staff that’s honed these skills, you may not need to hire, train, and pay many more workers for the holidays.”

Lean Toward More Flexible Positions

When you’re not sure what your needs will be — but you anticipate them being lighter than usual — you need the ability to be fast on your feet. Hiring part-time or temporary workers can give you the freedom to move workers around as needed.

“This will give you the flexibility to adjust your staffing levels based on changes in customer traffic,” says Arno Markus, founder of iCareerSolutions. If demand is higher than expected, you can increase hours for the part-time workers that want them.

This also gives you the opportunity to offer flexible work in an economy where “flexible” is what workers want. Ninety-four percent of workers want flexible hours, according to a survey from Future Forum, a consortium on the future of work.

Hire Strategically

When hiring for an uncertain spending season, you may need to have some tricks up your sleeve. For instance, consider hiring seasonal workers who can contribute in multiple ways.

“It may make sense to hire someone who has more experience in other areas of the company so that they can take on those extra responsibilities when needed,” says Kimberley Tyler-Smith of Resume Worded.

If you’re hiring fewer workers, it’s also imperative that you screen candidates carefully and make sure you hire well. “In a slower economy, there will be more people vying for seasonal jobs, so it’s important to be selective in order to find the best possible employees,” says Phi Dange, director of home service company Sidepost.

Don’t Skimp Too Much

Dropping your hiring too low can backfire when you don’t have the help you need. Target’s seasonal hiring goal of 100,000 is exactly the same as last year’s, and Macy’s will be hiring fewer people than it did in 2022.

“The holiday season is more about the experience and emotions attached to it, and seasonal team members are an important part of this and are also important to ensure businesses deliver customer needs,” says Adrienne Couch, human resources analyst with business site

Has Seasonal Hiring Been Adequate?

Consider, too, whether your seasonal hiring has been adequate in the past. “I’ve yet to find a retail store that needs to hire seasonal help [manage to] hire an adequate amount of them, leaving even the seasonal helpers overworked and regular employees downright drowning,” says Dragos Badea, CEO of hybrid workforce management company Yarooms. “Regular hiring patterns against slower demand might be a good thing in the long run, as you’ll experience a good deal fewer holiday attrition-style quitting at the peak of the season.”

An Economist’s Viewpoint on This Year’s Seasonal Hiring

During the holiday season, the retail sector is a driving force in seasonal hiring trends. Consumer behavior and changes in retail strategies affect retail during the holidays. Anything that affects them will affect firms’ hiring behavior.

Santangelo says, “One example of a “consumer behavior” that is influencing retail is “online shopping.” The rise of online shopping has transformed holiday hiring by creating new job opportunities in e-commerce, shifting the types of roles available, and influencing hiring decisions by both traditional retailers and online businesses.

Consumer Confidence

Since anything that affects consumer behavior influences retail behavior, consumer confidence is also a huge contributing factor. Recent earnings reports from retailers (you know the ones) indicate consumers are a bit more hesitant as the holidays approach. This may stem from further concerns about inflation, financial sustainability, and the recent resumption of student loan payments, which will reduce disposable income during the holiday season and, unless consumers are willing to take on more credit card debt, will limit the amount of spending, meaning retailers will need fewer workers.

Can Artificial Intelligence (AI) Fill Your Talent Gaps?

It’s a tough jobs market — recruiters across the board acknowledge that it’s difficult to match openings to job seekers right now. Labor force participation numbers are still lower than they were before the pandemic, and companies are competing for top talent.

Artificial intelligence, meanwhile, is having a moment. Chatbots like Bard, Bing and ChatGPT can answer complex questions, solve difficult math problems and create content — plus share the best recipe for roast chicken. ChatGPT can match the top 1% of human thinkers, according to a recent study.

But can AI solve your talent shortage woes? Maybe. Here’s the lay of the land.

Workers Are Using AI — But They’re Nervous

AI isn’t a thing on the distant horizon — 49% of workers have used ChatGPT or a different AI generator for work, according to a recent Monster poll. Uses include basic work tasks like writing an email (50%), job application tasks like writing cover letters (35%) or creative tasks like generating campaigns (30%).

However, 38% of workers are worried that an AI generator could replace their role at work or eliminate their position. And 26% of workers say ChatGPT is scarier than getting into an accident, switching careers entirely, being disliked by their manager, public speaking, and going on a blind date.

In fact, although workers are using AI on the job, their feelings about what they think would happen if their manager found out they were using an AI generator for certain job tasks were mixed.

“What’s interesting is that nearly one-third of respondents said they would be praised for finding efficiencies and nearly one-third think they would be asked to teach others,” says Monster career expert Vicki Salemi. “Whereas 20 percent think they would have some of their work replaced and nearly one-quarter think they would be looked down on. By looking at the bigger picture, this makes sense: it depends on the work, specific tasks, company culture and ultimately, your manager.”

Employer Adoption of AI Is Evolving

The idea of AI replacing jobs isn’t outlandish — some jobs are already being threatened. Consider self-checkout lines at the grocery store or chatbot customer service representatives. But experts believe AI will lead to tech jobs evolving, not necessarily disappearing.

“Continued innovation, continued transformation (across all industries) to online, digital, and AI is expected to create demand for tech professionals who can help organizations navigate and leverage new technologies,” says Monster economist Giacomo Santangelo. “This may lead to increased hiring in roles related to digitalization, software development, IT consulting, and digital marketing.”

In other industries, AI may be able to free employees from more mundane tasks. In education, for instance, if AI handles routine tasks, educators can focus more on decision-making, complex thinking, and helping students with critical thinking.

“At this point, I think what we’re experiencing is that we’re training these models,” says Anna Tavis, clinical professor of human capital management at New York University. “We’re not there yet, but I think that’s the goal. I see where it’s going, and I see the improvement curve from where we started to where we are now.”

Pros and Cons of Using AI When You’re Shorthanded

There are advantages (and disadvantages) to using AI to fill your talent gaps. For one thing, it can handle basic rote tasks, freeing up talent to use their time for more skilled work. You might be able to reduce spending on outsourcing if you can handle more in-house.

AI can also create a starting point or first draft of a project that your skilled workers can hone. “It can give you a baseline,” says Cornelia Gamlem, a speaker and consultant and co-author of The Big Book of HR. “That can help whoever’s creating that content to do it a bit more efficiently and probably quicker, so it might free up the individual’s time to do more.”

If you can use AI appropriately, it could be a tremendous time saver. “It might mean you can give more tasks to fewer employees and you’re still not overburdening them, because they’ve got some good tools to work with,” Gamlem says.

On the other hand, AI is only as good as its input — which means someone has to teach it what to do. “Then you’ve got to train people to use it, which is another added cost,” says Matthew Burr, a human resources consultant in Elmira, New York.

AI also has no soft skills. “It can be a useful tool, but it still lacks human emotion,” Gamlem says. “It lacks personal experiences.”

AI Can Help — Within Reason

When you’re overwhelmed and understaffed, AI might be able to handle your low-value tasks, freeing up workers to focus on more important things. You may be able to reduce your outsourcing spend and create tools that help your employees work more efficiently.

That said, for now, AI can’t replace the human element of your skilled workers. “There are situations that require context and problem solving that are not programmed into these bots,” Tavis says. “Humans can be more available for those types of situations if their time is not spent on routine tasks that can be automated through AI. That’s the ideal situation, and I think we’re getting there.”

Learn More About Hiring Trends

From LGBTQ identity in the workplace to wages and the cost of living, Monster Intelligence contains polls and information on the latest hiring trends and what candidates think of them. Visit today to learn more.

How to Stay Flexible and Agile in a Talent Scarce Market

Recent hiring freezes and layoffs are creating an environment where recruiting organizations have to stay pliable and responsive to change. Industries like retail trade, warehousing, and storage have stopped hiring for the time being, and job growth has slowed in areas like leisure, hospitality, and healthcare, according to the latest data from the Bureau of Labor Statistics.

Layoffs, meanwhile, are up 15% for the past month and nearly 400% over this time last year. Labor participation rates are also lagging: There are fewer workers ages 20 to 24 and over 55 than there were in February 2020, data shows. Other research highlights about 700,000 “missing” workers in the U.S. labor force.

In a tight market, recruiters have to be creative and nimble to attract the best talent. Here are six strategies for being quick on your hiring feet.

Always be Recruiting

With 50.5 million people quitting their jobs in 2022, making sure you’re always recruiting can ensure that you’re capturing the newest entrants to the talent market and that you’re prepared when a job opening is available.

“If someone reaches out to us about a role with our company, we will chat with them, even if we aren’t currently looking,” says Eric Mochnacz, director of operations at HR consulting firm Red Clover. “They may be someone we can call on when we decide to go to market for an open role.”

This works both ways: Don’t stop reaching out to candidates, either. “Even when someone tells you ‘no,’ most candidates appreciate it when potential employers seek them out,” says Karolina Kijowska, head of people at tech company PhotoAiD. “And that answer might change within the next few months.”

Look Internally

When outside talent is hard to find, recruiters may need to find their candidates in-house.

“Companies are turning to what I call ‘quiet hires,’ — promotions within the business, announced with little fanfare,” says Travis Hann, co-founding partner at boutique recruiting firm Pender & Howe.

This doesn’t mean there’s no role for a recruiter, however. “Combing through a roster of employees can often be more challenging than simply going with a big name,” Hann says. “It requires a comprehensive evaluation of the potential impacts on multiple departments. But when done thoughtfully, these internal moves can result in tighter teams and faster transitions.”

Incentivize Passive Job Seekers

Passive job seekers are candidates who have the skills you need and typically are already employed — but who may be open to the right opportunity if it finds them.

“The best candidates are often passive recruits, especially as other businesses increase layoffs,” says Marnix Broer, co-founder and CEO of Studocu, a student document resource community. “Our biggest source of passive candidates is employee referrals, though we also link up with passive recruits and keep those relationships warm year-round.”

Publicizing the great benefits available can also help organizations lure candidates who aren’t really looking. Some companies do this by “offering career-development opportunities and flexible working arrangements,” says Paw Vej, chief operating officer at personal finance site

Widen Your Reach

If traditional channels of candidates have run dry, recruiters will have to consider other avenues. For instance, a recruiter might establish a relationship with universities and other educational institutions in order to identify potential candidates, says Samar Pahwa, HR manager of health site

Opening a position to remote workers also allows you to broaden your search. “Organizations that offer flexible work arrangements can attract a larger pool of geographically unrestricted candidates,” Pahwa says.

Stay Active on Social

Making sure a company’s brand has a strong presence on social media can help build an audience and a pipeline of candidates with brand awareness.

“We are active on LinkedIn, both from our personal accounts and our company content,” says Mochnacz of Red Clover. “So we drive a lot of organic traffic through our content. In doing that, we build up interest in our firm. So when we do post a job, those people are more inclined to apply because they’ve been following our company.”

Be Smart About Your Job Ads

At Monster, recruiters are taking advantage of Pay for Performance job ads, which offer maximum flexibility and agility. Monster promotes jobs across our partner network to increase reach, and you pay only when a seeker clicks to view the job. Recruiters can strategically syndicate content, and campaign strategy and segmentation are tweakable based on changing job volume and customer priority.

How Going Green Can Fuel Your Gen Z Recruiting Strategy

Generation Z is smart, driven, and cares deeply about the world they’re inheriting — perhaps even more so than older generations. As the youngest cohort in today’s workforce, Gen Z carries a lot of eco-anxiety and considers sustainability to be a huge priority not just in their personal lives, but in their professional lives too.

According to a recent survey, Gen Z cares so much about environmental issues that 1 in 3 would turn down a job opportunity from an employer that wasn’t environmentally conscious. Not to mention, more than half would be willing to take a pay cut for the sake of environmental, social, and governance (ESG) concerns.

“Gen Z cares about sustainability in the workplace because they have knowledge that previous generations didn’t have,” says Asim Hafeez, owner and operator of Empower Energy Solutions. “Gen Z is different. They’ve been raised with knowledge of what is happening to the environment and what causes damage to the environment and how damaging some business practices are. Gen Z is also getting to see the results of poor decisions that have been made environmentally by the generation before. And because they see the side effects, environmental issues are a lot more pressing for them.”

For employers looking to hire the next generation of workers, learn how going green can positively impact your emerging workforce recruiting plans.

Going Green in a Post-COVID Work Environment

Prior to the COVID-19 pandemic, companies were able to turn their offices green in a number of ways. Switching to energy-efficient light bulbs, setting up recycling and compost bins, and encouraging employees to carpool are just a few examples. Now, with so many businesses operating remotely or in a hybrid model, traditional workplace sustainability efforts may no longer be applicable.

“COVID has shown us just how much waste we create, whether it be energy, water, or material discards,” says Stacy Savage, founder and CEO of Zero Waste Strategies LLC. “For example, an employee would normally use office bins to throw away their trash and possibly recycle and compost their food waste if those options were available to them. Now that employees are working from home, they must look at how much waste they are producing daily in their home bins…the practice of ‘out of sight, out of mind’ can no longer be an excuse as to why we’re not changing our own personal habits.”

Fortunately for employers looking to go green, sustainability efforts can take many forms, some of which don’t necessarily require office space. A few ways remote or hybrid companies can go green include:

  • Community philanthropy or corporate volunteer days
  • Earth Day sponsorships
  • Utilizing data centers and servers that are powered by renewable energy sources
  • Building out “green teams” for employee leadership development

Additionally, employers can provide training and educational opportunities for employees to better understand how to practice sustainability in their everyday lives, especially if they are working from home. For example, employers can educate workers on:

  • How to start recycling and composting
  • How to lower their water, gas, and electricity bills
  • How to identify and reduce air and energy leaks in their homes

“The biggest thing a business can do is coaching on what people can do to have a green impact in their day-to-day lives,” Hafeez says. “Green efforts that happen every day are significantly more important than what happens once a month or once in a while.”

Incorporating Sustainability Efforts Into Employer Branding

Knowing that Gen Z is more likely to be attracted to companies that prioritize sustainability, it’s important to ensure green efforts are being communicated to candidates. Leveraging employer branding, like your employee value proposition (EVP), to promote green initiatives can help spread the word about the impact your company is making on the environment.

“Incorporating sustainability initiatives into the EVP can help to attract candidates who are looking for a workplace that aligns with their values,” says Deepali Vyas, CEO of Fearless+. “Employers can also highlight their sustainability efforts in job descriptions, career pages, and other recruitment materials to showcase their commitment to sustainability.”

Just make sure when you’re promoting green efforts, you aren’t telling any white lies. This digitally-savvy generation will surely be able to sniff out brands that are “greenwashing,” or exaggerating their environmental practices

“Individuals in Gen Z need to be able to trust their employer is doing everything it can to mitigate wastes and emissions to the air, water, and soil,” Savage says. “Additionally, if that employer is greenwashing its sustainability efforts, it is likely they’ll be exposed on social media or viral videos that can create a PR nightmare.”

Building Your Emerging Workforce Recruiting Strategy

When it comes to attracting and retaining Gen Z employees, embracing sustainability, and using it as a tool within employer branding will be crucial. Want to learn more? Contact one of our in-house experts at Monster Strategic Talent Solutions to see how we can help market your brand to today’s top candidates.

Internships: bolster your talent pipeline amid economic uncertainty

High inflation and the ensuing economic downturn have affected virtually all aspects of hiring, as employers enact hiring freezes and lay off workers en masse. Internships, of course, are not immune to the effects either. While employers may be considering putting internship programs on hold this summer, experts say that could be a big mistake.

“While it may be tempting for employers to cut back on internship programs during a recession, doing so can have long-term consequences for the organization,” says Deepali Vyas, CEO of Fearless+. “By continuing to invest in talent development and maintaining a commitment to social responsibility, employers can position themselves for success both during and after difficult economic times.”

Learn how employers can leverage internship programs to fill immediate needs during a recession and help build their talent pipelines for the future.

Why Employers Should Continue Internship Programs

Rain or shine, there are several reasons why employers should continue to offer internship programs during a recession or times of economic uncertainty. For one, interns may be able to fill in gaps to help keep operations on track when there are hiring freezes or long transitionary periods.

“While interns should not be doing the same work as employees, with companies laying off workers en masse this can be an opportunity to reevaluate your company’s internship program and strategically reassign some of the work to interns,” says Dr. Kyle Elliott, MPA, CHES, founder and career coach of “This not only supports the company through these challenging economic times but also provides the intern with hands-on experience, in addition to bolstering their resume with relevant industry accomplishments when they’re on the job market.”

As the skills gap continues to widen, internship programs also offer a prime opportunity for employers to mentor future employees and build their talent pipeline for better days ahead. After all, circumstances may change between now and the fall, which may allow employers to consider hiring some of the great intern talent they’ve had a chance to vet with on-the-job experience.

“Employers are struggling nationwide to fill open positions and are finding a misalignment with the skill set they think they need and the skill set applicants have,” says Julie Lammers, senior vice president of advocacy and corporate social responsibility at American Student Assistance. “Work-based learning experiences like internships allow employers the opportunity to expose young people at an earlier age to the kinds of skills they will need to be successful and help train them for, or often receive, the certifications necessary to start contributing immediately to the workforce.”

Additional benefits an internship program may provide employers include:

  • Increasing diversity, equity, and inclusion
  • Building a positive brand image
  • Access to new ideas and perspectives
  • Creating mentorship opportunities for more senior employees
  • Fulfilling social responsibility

How to Hire and Manage Interns During a Recession

While employers may already be aware of the many benefits internship programs provide, implementing these programs may prove challenging in light of recessionary fears. Rather than scrapping these programs completely, employers should take the time to reevaluate and make adjustments where necessary.

“The biggest barrier to employer participation in an internship program is the inability to manage the program internally,” Lammers says. “When times are tight, these kinds of training programs are often seen as ‘nice to have’ rather than ‘need to have.’ Before cutting these programs, we would encourage employers to try to partner with a business intermediary like a workforce board or chamber of commerce, that may be able to lift some of the administrative burdens by managing them in a central location. The Boston Private Industry Council or Skills for Rhode Island’s Future are two great examples of these types of coordinating bodies for internships.”

Employers struggling to start up or manage their internship program this summer may also consider:

  • Pivoting to remote internships
  • Delaying the start or shortening the length of the internship program
  • Reducing the number of internships available

Knowing that some employers may choose to pause their internship programs, there may be a surplus of students looking for work this summer. Employers opting to move forward with their internship programs will want to make sure they are conveying the right message to attract top candidates to their programs. Take a look at employer branding materials, such as an employee value proposition, job descriptions, career pages, and even social media, to ensure candidates understand how an internship could benefit them, too.

“Students and recent graduates with impressive resumes often have their choice of internship programs and are typically being pursued by multiple companies,” Dr. Elliott says. “Beyond paying your interns, which is table stakes at this point, review the professional development and mentorship opportunities you’re providing them. Additionally, consider what career ladders are available to them post-internship, as students often gravitate toward those companies where they see long-term potential.”

How to Navigate Economic Uncertainty

From internships to the C-Suite, employers will likely have to reevaluate hiring and workforce management strategies over the next few months. Depending on your business, some strategies may be more feasible than others, but the key is having expert resources and analysis at your fingertips. To learn how to better navigate the months ahead, download our Recruitment Survival Guide.

Will the 4-day work week hit the U.S.?

In the UK, there’s a big workplace shift afoot: In November, 100 UK companies decided to switch permanently to a four-day work week following a pilot program in which more than 70 companies participated.

Midway through the trial, 95% of firms said productivity either stayed the same or improved since moving to four days a week, according to a survey from 4 Day Week Global, which ran the experiment. And 86% of companies said that they’d be “likely” or “extremely likely” to consider keeping the four-day work week permanently.

A four-day work week has benefits: It’s a great tool for attracting and keeping talent, gives workers more time to tend to their personal lives, and can boost productivity overall. But it works better in some industries than others, and work culture in the U.S. isn’t quite the same as it is in the UK.

Here’s where U.S. companies stand on a four-day work week.

Some U.S. companies are already doing it

Some U.S. firms have already adopted the four-day model, including Kickstarter, thredUP and the city of Morgantown, West Virginia, among others. In fact, 40% of companies have started using a four-day work week or are implementing one, according to a recent EY Future Workplace Index.

Arrow, a PR firm in Austin, Texas, implemented a 32-hour four-day work week in 2020, partially in response to employees’ overall burnout. “We were all deep into Zoom and people were really fatigued from being on Zoom calls and going through difficulties of what COVID presented for everyone,” says Dave Shaw, Arrow’s founder and CEO. “We decided, ‘Why don’t we just take all of Friday off for the summer?’ And it worked so well — people came back completely refreshed and energized and ready to go.”

At the end of the summer, Arrow’s leadership team voted to keep the four-day work week. “We realized it didn’t hamper our productivity at all,” Shaw says. “We informed our clients, and with almost no exception the reaction we got was, ‘That’s amazing, I wish my workplace would do it, too.’”

There are also hybrid four-day models

Other companies have adopted a four-day work week — but only part of the time., a corporate events firm, runs four-day work weeks in January and July, which are the company’s slow months, and they’re considering expanding into other months.

“October, November and December are, by far, the busiest for us,” says Michael Alexis, CEO of the company. “Our team works hard, and they work long hours. Coming into January, it’s convenient for us to be able to provide that time off. It’s also very much earned.”

At public relations firm FischTank PR, employees have been split into two groups, and the groups alternate having every other Friday off. This ensures that there’s always someone available to service client needs, since half the team is present every Friday.

“It works out to be an extra 20 to 23 days off during the year,” says Matthew Bretzius, president and partner of the firm. “Feedback we’ve gotten has just been about how helpful it is for them to have that extra day every couple of weeks to recharge.”

There are questions to consider

Instituting a four-day work week at a U.S. company requires some thought. “How will overtime pay be calculated?” says Linda Shaffer, chief people and operations officer for Checkr, a human resources background check company. “Will the way that holidays and vacations days are handled need to change?”

Additionally, how will the four-day week work? Is it every Friday off, or is it any four days a worker chooses? Will workers put in the same hours over four days, or will they work fewer hours overall?

“In the UK, they’re looking at having four days in the work week and still paying their full salary,” says Robert Bird, professor of business law and the Eversource Energy Chair in Business Ethics at the University of Connecticut. “This can obviously happen when the labor market is tight. Prospective employees can be more aggressive.”

Flexibility may be key in the U.S. 

While some forms of work slide easily into a four-day model, it’s harder to visualize how it would work in industries like healthcare or manufacturing, or anything requiring shift work. “Hospitals need 24/7, 365-day coverage, and that means a significant number of their employees work schedules that are less than ideal,” Bird says.

As companies contemplate this model, some HR experts feel that U.S. workers may value flexibility above a set four-day schedule.

“U.S. companies, in contrast to those in the UK, may opt to focus more on flexibility and work-from-home policies rather than making a permanent shift to a four-day week,” Shaffer says. “This would provide employees with the same benefits of a shorter week while allowing employers to remain agile in their staffing needs.”

One thing is certain in a market where attracting talent is crucial: if it can be done, a shorter work week is a selling point. Says Arrow’s Dave Shaw, “We have a job posted right now, and one of the top bullets is ‘four-day work week.’”

Is your hiring process inclusive of people with disabilities?

Inclusive hiring is a great goal. Research shows that the majority of job seekers want to work for a company that values diversity and inclusion. And more than a third of HR leaders say DEI is in their top five priorities this year.

But as recently as 2019, only 13% of companies had hit the Department of Labor’s target of 7% disability representation, according to the National Organization on Disability. Building a workforce that includes people with disabilities requires looking at how you hire.

“The hiring process is one of the most critical stages of your company’s commitment to disability inclusion,” says Kimberley Tyler-Smith of online resume site Resume Worded. “This is where you bring in candidates who will make up the core of your team, and it’s also where you can start to build a culture of inclusivity.”

Here’s how to get started:

Widen Your Pool

Look outside your usual sources for job candidates, and try some spaces that focus on inclusion, like Inclusion Inc., Ability Jobs, Getting Hired and We Connect the Dots. Consider an organization like NSITE, a nonprofit that works to place blind and low-vision candidates in high-paying roles.

“Partner with schools and organizations that serve people with disabilities or neurodiverse conditions, such as the Autism Society of America, National Down Syndrome Society, and United Cerebral Palsy,” says Linda Shaffer, chief people and operations officer at Checkr.

Revamp Your Resume Process

Studies show that unconscious bias affects the way people make hiring decisions, with markers as basic as names leading to different outcomes. The music industry realized this decades ago and now often has musicians audition from behind a screen.

“I make sure to blind screen all resumes using a recruitment software that removes names and other personal information,” says Anthony Quint, CEO and founder of media company Get On Stream.

One thing that’s crucial to removing bias is to decide what qualities you’re seeking for a role before you look at candidates. Understanding what you want — technical skills, a certain number of years of experience, etc. — can help you make goal-based decisions.

Make Your Company Accessible

There are a variety of ways to make your company (online and in person) an accessible workplace, which both makes it possible for people with disabilities to work there and signals that you take accessibility seriously. For example, if you’re using video chat to conduct interviews with deaf or hard-of-hearing candidates, consider hiring someone who can help facilitate better two-way communication between the interviewer and the candidate.

“Ensure that your website is accessible to people with disabilities by using alt text for images, closed captioning for videos, and clear and concise language,” Shaffer says. Make online applications accessible and provide a hotline or page where candidates can seek assistance if they need it.

Showcasing workplace accessibility is also important. “This includes privacy chambers, installing ramps, removing floor bumps, removing any triggers (loud noises or strobe lighting), and making other changes to have all types of people comfortable to work in the office,” says Simon Brisk, CEO of digital marketing firm Click Intelligence.

Review Your Job Requirements

The language you use in your job advertisements can include or exclude various groups of people.

“People living with disabilities are commonly excluded from job descriptions,” says Adrienne Couch, human resources analyst with business site “Go through your job descriptions and add special accommodations that will be appealing and attractive to neurodiverse candidates or people living with disabilities.”

Inclusive recruitment language is an art form — you may not realize that some phrases you’re using exclude certain groups of people. And it can be helpful to note in the job posting that your company strives to create a diverse workplace.

Consider Flexible Interview Options

The traditional hiring process can be hard for candidates with disabilities who might prefer a different interview format. “Consider switching interview options and letting candidates who qualify choose an interview mode they are comfortable with,” Couch says.

Consider, too, providing candidates a chance to highlight their skills by performing tasks or otherwise showing you how they’d work on the job, versus a traditional interview format. “Judging them based on how they perform during interviews could give a false impression,” Couch says.

Walk the Walk

If you’re committed to inclusive hiring, it helps to show job seekers that you’re serious about your goals.

“One way to do this is by hiring people with disabilities or neurodiverse job seekers into leadership roles within your organization,” Tyler-Smith says. “This gives potential applicants an idea of what it’s like working at your company, while also allowing them to get a sense of what they could accomplish in their own careers if they joined your organization.”

A Win for Everyone

Research proves that a diverse workforce reduces turnover, boosts morale, and improves your company’s bottom line. In the end, hiring people with disabilities is a win for everyone.