Hi 👋 - Welcome to my newsletter, I'm grateful to already have 306 subscribers 😲and can't wait for that number to grow or stay the same😜. If you have suggestions on how to improve or topics to cover, I would love to receive those. I will be evolving this newsletter with lots of other cool sections including TA/HR tech, Industry leaders to follow, and job seeker of the month. 

I wanted to create a place to bring all my content together and dive deeper into the topics that I create content around. The People space is always full of surprises and trends and over the past decade, I have fallen in love with this industry.

I'm most known for viral content on Linkedin, Tiktok, and Twitter but there's so much more to what drives this content. Different content, same me! I'll be publishing this newsletter once a month. 

Remote work postings are down. Companies seem to have landed on the hybrid work schedule as the option they prefer prompting a lot of conversation about how remote work is "gone as we know it".

Personal opinion this is a product of an "employer market" perception. Speaking with recruiters on our team and experts in the market employers are becoming pickier compared to 12-18 months ago and are now looking for candidates that are open to hybrid roles. It will be interesting to see how those that prefer remote work respond to being "forced" back to the office. 

Market Prediction: As soon as the talent market comes back and demand for talent is greater than the supply employers are forced to reconsider remote options. It's clearly the preference for most workers, with Hybrid not too far behind.

A few of my favorite comments on the subject:

It's hard this month, I've seen a few...

For me, Rage Applying wins... although Quiet Hiring isn't too far behind.

Rage applying is something questionable recruiters have been using for years to attract new talent. "Maybe, I'll catch them having a bad day..." ring a bell?

Pretty sure we've all heard this. In my experience making a life-changing decision, like switching jobs, in a moment of negative emotion usually doesn't work out well. Either way, it seems to work well to garner video views on Tiktok so at least it's useful for something.

In regards to Quiet hiring. Anyone that has ever worked in a start-up knows that this is just business as usual... Companies need to run lean and are figuring out ways to survive. Again another saga to the already overplayed "Quiet Insert buzzword" series. Seems like Linkedin and news outlets profit more than anyone with these "hot trends".

MY MOST TRENDING VIDEO ON TIKTOK 

With over 1.5 million views in the first 5 days - It seems like a few people might be leaving their jobs once their bonus hits their account.

Anytime I post about leaving, quitting, or resigning on Tiktok, the posts blew up. Could be the low candidate engagement we hear about all the time? Or maybe just Stan, he sounds like a nightmare.

A lot of people are perhaps fantasizing about quitting but given the current economic climate, I'm sure many are waiting things out. It should be a warning to employers, that now is the time to prove how much they value their employees, although I doubt many will capitalize on an opportunity like that. 😜😜

TOP NEWS: Layoffs and the "Hot Job market?"

We've seen layoffs from a lot of notable companies, unless you've had your head in the sand I don't need to list them. If you aren't sure what I'm referring to then Google it 😜. Too soon?

As this news is trending we see the latest job report that shows that the open jobs number remained strong. Well, at least that's what the headline said, on further examination, you discover a lot of the open jobs are in food service, manufacturing, and construction. Industries that have struggled to hire since the pandemic. Tech jobs were down by over 100k, coupled with the layoffs the competition for these high-demand jobs is surging.

The silver lining? With the exception of the past 2 years, the holiday period and January are notoriously slow for hiring. The common sentiment in the market is hesitancy to firm up hiring plans for 2023, the constant bombardment of layoff news over our social media and news feed isn't helping.

Are people hiring? Yes, but as mentioned above, there's a shift occurring back to an "employer market" giving employers room to be pickier and more selective and at times delaying offers until later on in the year. Or just lowballing candidates again 😜

My prediction is a few tough months for hiring as layoff news continues, (at the time of writing this Hubspot had just laid off 500 employees.) As optimism for the future builds for 2024, hiring picks up and we quickly slip back into a talent shortage.

The Tech workers that migrate into other industries like manufacturing, healthcare, and government jobs become harder to lure back into tech and we return to a less aggressive 2021 market. (Feel free to copy and paste this and call me out in a few months on Linkedin, tags welcome) 

The biggest loser outside of those being laid off was clearly Google... or maybe Salesforce...

Anyone that follows me on social media knows that I've been passionate for some time about how recruiters and talent teams can use social media to attract talent. In each newsletter, I want to share a strategy that you can use to attract candidates you are looking to hire. With over 310,000 followers across 3 platforms that have generated millions of impressions, new clients, and countless candidate conversations, It's something I know works.

This week's tip is basic but often overlooked.

Go where your talent is spending time and create content. For many of us, the default has become Linkedin. I mean who doesn't hang out there? The truth is plenty of people don't. Yes, it's full of recruiters, HR, marketing, salespeople, and Lurking executives, but for a lot of other skill sets it isn't the case.

Here are some other platforms/content types to consider: Tiktok, Youtube, Snapchat, Twitter, Reddit, Instagram, Facebook, discord, Podcast, and the good old blog/newsletter!

Do your research on platforms before you create.

Find out who the big voices are in your space and see how they are using these platforms to grow awareness. Before you decide what type of content to create, it's more important than ever to decide where you want to start creating content.

Linkedin might be the best spot, but not always.

Erin McDermott Peterson previously led Talent Acquisition and RPO for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. Having led TA teams in Europe, (with 3 years as an ex-pat in Frankfurt, Germany) as well as India, and North America, and led process improvement projects with multiple SMB companies as a consultant with PeopleResults, she now translates her unique global experience as Head of Talent for Great Hill Partners, a Boston based Private Equity firm.  Erin oversees talent acquisition for the firm and has the privilege of working with their 39 growth-stage portfolio companies as they scale.

Erin has a degree in Psychology from Concordia College in Minnesota and is a frequent speaker and writer on talent and career topics. She’s the founder and host of “Big Fish in the Talent Pool”, the Podcast for Talent Leaders.  

Donald Knight is the CPO at Greenhouse Software. He leads with a people-first mentality hoping to unlock the potential of Greenhouse talent globally. With a laser focus on the connection between people and the processes that serve them, Donald and his team create proximity by building bridges focusing on enhanced experiences that nurture culture and develop people. He is responsible for providing global strategy and leadership in developing, overseeing, and administering people programs. Before Greenhouse, Donald served as Senior Vice President of Global Talent for Edelman, where he helped shape the HR brand as a proactive, insightful, and collaborative solution provider.