Aspen Technology Labs, Inc.’s Post

Dive into the latest job market insights!  📈 The U.S. Bureau of Labor Statistics report highlights an impressive surge of 353,000 new nonfarm payroll employment positions in January. Sectors such as healthcare, engineering, and data analysis experienced substantial growth. BuildWithin is committed to navigating the evolving job landscape, emphasizing the significance of skills in recruitment. Let's embrace a future where skills take center stage! #JobGrowth #SkillsFirst #BuildWithin

Our Q2 report is set to drop soon, and we can’t wait to share these insights with you. Here’s an exclusive peek at some key findings: - 0.4% Increase in US Vacancies: From April 1st to July 1st, we’ve seen a slight but significant rise in job opportunities across the nation. - 34K New Employers Added: Our database continues to grow, adding 34,000 new employers this quarter. - Salary Data for 40.7% of Vacancies: Transparency matters. We now have salary data for more than 40% of job listings. - Increase in Full-Time Median Salary: Full-time median salaries have risen by $634/year. Stay tuned for the full report!

The jobs report came out today. Before we get too excited about the "surprise", go to the BLS report and dive into the 216,000 new jobs number. Government jobs led the way at 52,000. The good news: healthcare and construction jobs continued to grow, which promise solid occupations in growing career pathways. Those are a training feature of career technical education, which should be supported and grown nationwide. See the report: https://lnkd.in/eVCAipP2

Our compensation benchmarking survey has more than 200 companies participating. Consider participating and receive a free copy of the results. https://lnkd.in/gS6DbYaz We're asking lots of questions about how you market price and benchmark your jobs, like this one, for example: When market pricing a job and you cannot find the right job level in your survey data do you typically: (1) Blend two salary survey levels (2) Apply a premium or discount (3) We do not match it (4) Other - Write In The preliminary results are below, but you have to participate to know which choice accounts for nearly half the answers.

Whoa... Jobs data just got revised down by over 800k jobs! Typical jobs data are conducted from surveys of employers, so the markets get estimates of job creation numbers. These numbers get updated once a year from actual tax data. We did not add as much as 800k jobs as we thought in that 12mo period ending March. Who knows what the current job market actually looks like! link: https://lnkd.in/g6AHagKs source: https://lnkd.in/g7t6T53J

Help us, help you! Our annual Marketer's survey is still underway...but not for long. Just 2 mins out of your day and you can contribute to our Salary & Insights guide for 2024/2025. Your input is key to it's success, but you didn't think we wouldn't have something (other than the guide of course) in it for you, did you? There's 3 x $200 vouchers up for grabs to three lucky survey respondents! Click the link to start the survey: https://lnkd.in/eM9CCFc4

💰 I am thrilled to share the results of the 2023/24 annual Slavic Tech community salary survey in 🇩🇪 Germany. Our goal is to promote market transparency and prevent the exploitation of expatriates as a low-cost workforce. It's important to note that the survey has been conducted annually since 2015. Though the audience has expanded over time, most respondents are still expatriates. Please remember that this may bias the results. The survey aims to determine the competitive value of IT specialists' skillsets based on years of experience, position, language, and other factors. I've attached a comprehensive comparative analysis of the aggregated and anonymous responses from volunteer participants in Germany. I want to thank Ksenia Legostay for her efforts in preparing, analysing, and publishing the results to bring transparency to the market. 🚀 🙌 You can access Ksenia's post here: https://lnkd.in/dwXmuChB #SalarySurvey #Engineers #Engineering #Germany #IT #Munich #Berlin #Expat #Expats #Tech

Discover how recruiters are successfully tackling accounting recruitment and retention challenges. Learn effective strategies to attract and retain top talent. https://bit.ly/3RQl6AO

Welcome to the first Friday of the month and the latest job report! Diane Swonk's insights into the November job report are as enlightening as ever. The December 8, 2023, report shows a dynamic labor market with a 199,000 increase in payroll employment and a steady unemployment rate at 3.7%, mirroring last November's rate. This stability signals a recovering yet intricate job market, presenting #HR professionals with both opportunities and challenges in attracting and retaining talent. Key considerations for HR leaders include: 1. Sector-Specific Dynamics: Varied trends across sectors mean HR strategies must be tailored accordingly. Know your audience! One size doesn't fit all. 2. Staffing Shortages: Innovative approaches are needed in sectors like healthcare and education, where shortages are significant. 3. Work-Life Balance: Increasing parental leave and flexible schedules indicate a shift towards valuing work-life balance. 4. Part-Time Workforce: Addressing the rise in part-time employment by offering clear paths to full-time roles could attract more talent. An often untapped opportunity. 5. Health and Safety: A safe work environment is crucial, especially with ongoing health challenges. 6. Data and Technology Utilization: Leveraging data analytics can provide insights into workforce trends, essential in fields like nursing, where the average age is notably higher than the general workforce (and closer to retirement age). HR leaders need to be agile and forward-thinking to navigate these trends effectively, ensuring they attract and retain the best talent in a constantly evolving job market. #humancapital #talent

I look forward to this study being published since I am a bit of a nerd when it comes to job data, especially in supply chain. DC Velocity published its 21st annual salary survey and there have been some changes compared to the previous year. Check out the headlines alone. ⬇️ 2023 headline: “Supply chain pay remains high, but job satisfaction dips.” 2024 headline: “Despite the hassles and stagnant pay, job satisfaction remains high for logistics pros.”  As we know, the hassle for logistics and supply professionals continues to grow as we fear technologies taking over our jobs as well as inflation hurting all end-to-end functions, from materials pricing to consumer purchasing. However, career satisfaction is up YoY, from 85% to 88%. You might read too much into average salary dipping, but there are a lot of factors that can play into this. This can be anything related to the respondent's location, industry, years of experience, and scope of responsibilities. Note in the graphic below the average salary for a respondent living in the New England region is $154,857 vs. the average salary for a respondent living in the South region is $129,178. Also, the higher education you have earned comes with salary increases, but the pay gap is shrinking. It goes to show that employers are more so factoring experience and accomplishments to asses salary packages, rather than degrees and certificates earned. Does anything below surprise you?