DirectlyApply Reveals Work Benefits Job-seekers Want Most in the Post-Covid Era

  • 17.5% of job seekers surveyed chose health insurance as their top benefit
  • DirectlyApply surveyed 6,000 job seekers in the two weeks to 11 July 2021
  • Fewer than 1% want free gym membership
  • More women opted for working from home, flexible working and childcare
  • More men chose equal shared parental leave

NEW YORK–(BUSINESS WIRE)–#jobsearch–Workers are in high demand in the USA, with 9.2 million active job openings recorded at the end of May by the Labor Department. Within this landscape, employers are trying to attract candidates with benefits such as signing bonuses and free gym membership.

However, according to original research by job site DirectlyApply, job seekers looking for their next position are less interested in such perks, and instead want healthcare, dental cover, paid vacations and other “fundamental benefits” in the post-Covid era.

DirectlyApply asked 6,000 job seekers to choose what they wanted most in a post-pandemic America from a list of 11 potential job benefits. Perhaps unsurprisingly, given the impact of Covid, the results revealed that health insurance was the winning benefit with 17.5% of the vote.

Next most-popular was paid vacations (15.7%), and dental insurance came a close third at 15%. 401K pension coverage was the fourth most popular with 14%, while vision insurance came in fifth place with 11.9%, and life insurance came sixth with 10.4% of the votes.

At the opposite end of the scale, “softer” benefits were apparently low down on the priority lists of those surveyed during the first two weeks of July 2021. Fewer than 1% opted for free gym membership as their top benefit, while just 2.2% prioritised a signing bonus.

Just 0.5% of respondents chose equal parental leave as their preferred benefit, despite the shift to working from home and the childcare and homeschooling problems caused by the pandemic.

Similarly, only 2.9% of respondents chose childcare, and 3.1% opted for working from home as the benefit they would look for most in a potential workplace. Meanwhile, flexible working hours were the most attractive workplace benefit for just 6.2% of respondents.

There were slight variations in what male and female job seekers wanted most across the USA, with more women choosing working from home, flexible working and childcare than men. By contrast, more men than women opted for equal parental leave.

“In the post-Covid era job seekers are really most attracted to jobs offering fundamental benefits, like healthcare,” said Dylan Buckley, co-founder of DirectlyApply.

“Employers are offering ‘softer’ benefits, such as gym memberships or discounts, but the job applicants we surveyed were only marginally interested in those things.

“Even benefits we’d have expected job seekers to have a greater appetite for as a result of the pandemic, such as childcare, flexible working or equal parental leave, were far outweighed by healthcare, paid vacation and dental care.”

Ends –

Notes to editors

About DirectlyApply

DirectlyApply is the job discovery platform aiming to ensure that anyone can find the job they want. It lets job seekers match their interests and abilities to thousands of roles from great companies that are currently hiring, and offers them powerful tools to help with their search, including a free resumé builder, diversity & inclusion checker and job application tracker. Founded in 2018, DirectlyApply is levelling the playing field. It is the world’s only search engine for jobs you can apply to directly.

Contacts

Abigail Shiers

Sonder London

+447912258967

[email protected]

Data Literacy Tops the Five Most Critical Skills That Businesses Are Looking for in Their People

Increasing demand for certification means providers must deliver programs at scale and speed

NEW YORK–(BUSINESS WIRE)–#Questionmark–Firms are seeing a step-change in the certified skills they need from their people to grow as technologies and business models rapidly evolve. But 87% of global executives say they are experiencing a skills gap now or expect one soon, according to consulting firm McKinsey.1

Questionmark, the online assessment provider, has identified the top five certifications that firms are requiring from their employees to meet the challenges ahead. To meet this new demand, certification bodies must ensure they can quickly deliver and robustly assess the programs they provide.

Certifications can help equip workers with new skills and enable employers to retain the best staff. Questionmark has identified the top five certifications that businesses are demanding to help address both future challenges and opportunities:

  • Data literacy: data literacy is the skill employers claim they need most, according to research by Forrester Consulting,2 but many employers do not offer formal training in it.
  • Cybersecurity: US cybercrime complaints increased 69% between 2019 and 2020.3 As employers adopt more formal hybrid working arrangements, they are demanding that employees have more rigorous cybersecurity training.
  • Artificial intelligence: market intelligence firm IDC expects the AI market to be worth $554bn by 2024.4 But with an AI skills shortage, employers need their employees to be qualified to help.
  • Project management: with new ways of working, employers need to be sure that their people can handle multiple projects and teams, boosting demand for project management certifications.
  • Digital marketing: as marketing has continued to evolve over the last year, businesses need employees trained in new digital marketing skills. Certification bodies need to offer up-to-date courses covering the latest tools.

John Kleeman, Founder of Questionmark, said: “As firms adapt to the post-pandemic world, they are requiring new skills from their employees. With the advantages of critical certifications increasingly clear to employers, demand is expected to be greater than before. To take advantage of this demand, certification bodies must be able to deliver, and robustly assess, their programs at speed and scale.”

Questionmark provides certification bodies with enterprise-grade technology that frictionlessly integrates all aspects of delivering an assessment into one platform.

www.questionmark.com/questionmark-certification-hub/

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.

1 https://www.mckinsey.com/business-functions/organization/our-insights/beyond-hiring-how-companies-are-reskilling-to-address-talent-gaps
2 https://www.tableau.com/sites/default/files/2021-06/Tableau_Data_Literacy_Report.pdf
3 https://www.ic3.gov/Media/PDF/AnnualReport/2020_IC3Report.pdf
4 https://research.aimultiple.com/ai-certification/

Contacts

For more information:

US: Kristin Bernor, external relations: [email protected] +1 203.349.6438

UK: James Boyd-Wallis: [email protected] +44 7793 021 607

Australia and New Zealand: Chelsea Dowd: [email protected] +61 2 8073 0527

7-Eleven Franchisees Report Chronic Understaffing Issues Despite Increasing Pay Above Minimum Wage Levels

National Coalition Survey Finds Staffing Crisis Worsened this Spring

SAN ANTONIO–(BUSINESS WIRE)–#7Eleven–Results of a recent survey of U.S. 7-Eleven franchise owners conducted by the National Coalition of Associations of 7-Eleven Franchisees (NCASEF) finds an overwhelming majority have raised their wages beyond what is mandated by their state or local minimum wage, but still face chronic understaffing. The 17-question survey of 422 respondents was conducted in June 2021.

“This survey proves what our franchisee members have been telling us for a long time. They can’t find enough people to work and they are working too many hours themselves,” said Jay Singh, chairman of NCASEF, an elected, independent body representing the interests of more than 7,400 7-Eleven franchised locations in the U.S. “What is most telling is that only 13% of franchisees who responded said overnight operations were financially profitable to them as franchise owners. That’s because the economic environment we find ourselves in has changed, but the royalty structure for 7-Eleven franchisees hasn’t.”

Franchisees who said overnight operations were unprofitable were asked how these four factors impacted profitability:

  • Increased labor cost (27.25%)
  • Lack of an available, qualified and reliable workforce (11.05%)
  • Lack of customer traffic during overnight hours (10.54%)
  • Declining customer count due to newer competitive stores near your store(s) (0.26%)

Fifty percent cited “All of the above.”

Ninety-seven percent of respondents said they have had trouble staffing their store over the last year. Ninety-six percent said they (or their designee) had worked more shifts than they typically work during the last 60-90 days. Nearly 50% reported they (or a designee) had worked at least 10 overnight shifts during the last 60 days because they didn’t have enough staff.

Further survey results show:

  • Just 20% of respondents said they are able to offer a competitive wage to their employees based on their current contractual gross profit split with 7-Eleven, Inc. The company’s franchise agreement requires franchisees pay a graduated gross profit split in exchange for their right to operate. For some franchisees, the portion of the gross profit split, or royalty, can be greater than 59%.
  • Ninety-two percent of respondents said they had increased their hourly pay rate over the last year and 89% said they have raised their hourly pay rate beyond what is mandated by their state or local minimum wage. Yet, 97% say they have had trouble staffing their store during that same time.
  • Ninety-six percent said it has become more difficult to staff their store just over the past 60-90 days. Ninety percent of respondents said they have lowered their standards for new hires because of the state of the labor market.

(Full results of the survey are available HERE.)

The National Coalition survey also asked franchisees if they are currently taking advantage of the recruitment tools 7-Eleven has made available to franchise owners. Ninety percent of respondents said they are “utilizing the recruitment tools such as Hire Right, which 7-Eleven provides.”

“These tools are helpful, but franchisees are still being forced to raise wages in order to find and retain high-caliber workers. Unfortunately, many franchisees can’t afford to compete with other employers,” Singh said.

General Counsel Eric H. Karp said this survey shows franchisees are being squeezed by the staffing crisis and the terms of their agreement. “7-Eleven could help its franchisees first by sharing with us their extensive data on franchisee profitability in general, and overnight profitability and employee expense in particular. Then the corporation needs to agree to hold a collaborative and amicable meeting to find solutions to these intractable issues.”

About NCASEF: The National Coalition is a trade association for 7-Eleven franchise operators in the U.S. Originally founded in 1973, NCASEF is comprised of 41 separate independent Franchise Owner Associations collectively having more than 4,400 7-Eleven operators as members.

Contacts

Media contact:

Matt Ellis

Ellis Strategies, Inc.

[email protected] | 617-278-6560

12 Tips Getting the Most Out of OutBuro LGBTQ Virtual Career Fairs - LGBT Corporate Equality Employer Branding Ratings Recruiters Job Search Seeking

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

Traditional in-person career fairs are great but they have limitations. You must leave work for several hours if not take the full day off, fight traffic, or traveling to the location (incurring travel-related expenses), search for parking, navigate your way through the crowd. Wait in line for a chance to speak with employers. In addition, you likely don’t have any idea if the employers are truely committed to LGBTQ corporate equality.

This is the way traditional career fairs have always been.

However, OutBüro launched LGBTQ focused virtual career fairs to bring quality LGBTQ candidates together online (virtually) with employers who actively want to hire LGBTQ employees!! For jobseekers like yourself, virtual career fairs make connecting with LGBTQ friendly employers convenient. Participate even while on your lunch break.

What can you expect at a virtual career fair? 

The OutBüro virtual career fairs are just like traditional ones, where LGBTQ friendly employers gather to meet with LGBTQ job seekers and discuss employment opportunities. The only difference here is that it’s held virtually on our interactive mobile-friendly platform.

Virtual career fairs feel similar to online discussion posts. After you log in, you can choose to “enter” various rooms/booths within the virtual career fair. Each room/booth is hosted by different LGBTQ friendly employers participating in the career fair. When you enter a room/booth, the employer receives a notification. You may choose which employer recruiter you would like to chat with

LGBTQ friendly employers recruiters in OutBüro virtual career fairs are very engaging. They’re there because they’re eager to hire quality LGBTQ candidates like you.

Others already in the virtual room may be in the midst of a conversation and you are welcome to chime in. You can also opt to chat privately with an employer, where you may ask about open positions, details about the organization and your qualifications. Employers may even want to video chat with you face to face.

Before the OutBüro virtual career fair

Don’t “walk” into an OutBüro virtual career fair with zero preparation. These are the things you’ll want to do ahead of time to set yourself up for success.

1. Register ahead of time

You’re going to want to register beforehand. Registration for each event opens around 4 weeks prior to the event date. Not only will this prevent any last-minute hiccups before the career fair, but it will allow you to get a look at the employers participating in the fair.

2. Research participating organizations

After registering, take some time to review the organizations attending the career fair especially their OutBüro employer listing. You’ll want to get an idea of some of the companies you’d like to meet with and how publically LGBTQ friendly they are. You also don’t want to walk in unprepared—learn about the companies and think of questions you’ll want to ask.

3. Prepare your resume

This is a no-brainer, yet so important. Because you’re going to provide your resume/CV to employers you meet with, you’re going to want it up-to-date and spotless for the optimal first impression. Be sure to check out resume tips on OutBüro.

The same goes for your LinkedIn account or a portfolio of your work samples. If the platform allows, upload your resume to your account so it is accessible and ready to hand over to any employers you meet with at the career fair.

4. Practice your pitch

How will you introduce yourself? Why are you interested in the company? What types of positions are you seeking? How is your previous work experience relevant? What do you plan on asking the representatives at the virtual career fair? Know that employers in OutBüro virtual career fairs are seeking you. They also are open and ready to answer questions you may have about how LGBTQ friendly they are. Keep it focused yet bring your authentic self to the table.

5. Make sure your tech is ready to go

You’ll want to make sure your laptop, tablet or smartphone is capable of supporting you in the virtual career fair. It is definitely advised to have camera capabilities in case an employer would like to launch a one-to-one video chat.

You should log on at least the day before and check out the employers, their key listed jobs and ensure your device you intend to use during the OutBüro LGBTQ career fair works.

Plan where you will be when you attend. You want to be in a quiet space with no distractions. Wear headphones with a built-in speaker to ensure the recruiters can hear you during video chats.

At the virtual career fair

Once you log in, how can you stand out from the crowd at a virtual career fair? Here are a few pieces of key advice.

6. Wear a professional outfit at least from the waist up

You can expect to interact with employers at an OutBüro virtual career fair through chat functions. However, some employers may wish to video chat with you face to face via the on-to-one. Make the most out of this opportunity to make a connection by looking professional and presentable. Be sure you are wearing professional clothing and that the background in a video chat is simple, professional and positive.

7. Attend from a distraction-free environment

In addition to your professional attire, you will also want to plan out where you’ll be attending the OutBüro virtual career fair from. A quiet location is ideal—and camera capabilities mean that you’ll want to ensure it’s distraction-free for employers.

Even on a small screen, potential employers can still see plenty of background. Make sure the room you’re in is clean, quiet and well lit. Lighting is important. If at home, grab two additional lamps from the living room and set them on both sides of your desk. Take the lamp shades off and have them on during your virtual career fair time. This will help ensure you are well lit looking your best.

8. Be ready to put yourself out there

During OutBüro virtual career fairs, it’s important to exert yourself to make connections. Be assertive. Initiate conversations. Request one-on-one chats with recruiters. DO NOT BE PASSIVE.

Once an employer recruiter engages you in a chat, the ball is in your court to introduce yourself and ask questions about the organization and open positions.

9. Use clear, professional business communication

Being a virtual career fair, much of your communication will be done through written interactions in the chat function of the platform. To make a great first impression, you’ll want to demonstrate articulate written communication.

Grammar matters. Consider using the online grammar checking tool Grammarly.com. Text as if you are having a live in-person interview.

10. Demonstrate strong body language in video chats

Just like in a traditional career fair, you’ll want to present yourself as a confident and competent job seeker. One way that employers pick up on this is through your body language. If you’re on a video chat with a recruiter at the virtual career fair, you’ll want to stay conscious of your body language.

On camera, hold eye contact with the recruiter you’re interacting with. Speak clearly and avoid slouching. Again, treat it like you are in the room with the recruiter – because you are.

11. Ask for next steps and contact information

When talking to recruiters at the career fair, don’t hesitate to be forward and offer to send a copy of your resume. Request his/her direct contact information. You can also ask about the next steps in the process—whether that means getting in touch with human resources, filling out a job application on their site, a next more detailed phone call or an in-person formal interview. Let them know you are interested and want to take it further.

After the virtual career fair

Don’t let your efforts go to waste by neglecting to follow up with the recruiter after the OutBüro virtual career fair.

12. Reach out the next day with a thank you

Because recruiters at career fairs come in contact with many candidates follow up the next day. Whether it’s an email, phone call or a hand-written thank-you note, be sure to reach out to the connections you made at the career fair, thanking them for their time and let expand on how you are a great fit and that you are strongly interested and why. Request a direct connection on LinkedIn and a friend invite on the OutBüro website.

Get excited for the future of career fairs

Employers participate in the OutBüro LGBTQ virtual career fairs because they’re looking for LGBTQ job seekers like yourself. Just because they’re held virtually doesn’t make that any different.

With this advice in mind, navigate the OutBüro virtual career fairs with confidence. We hope you land the job of your dreams.

Best wishes to you in your job search!

OutBuro Launches LGBTQ Virtual Career Fairs - LGBT Corporate Employer Branding Company Ratings Recruiters Job Search Seeking Reviews Monitoring

OutBüro Launches LGBTQ Virtual Career Fairs

We are super stoked! OutBüro launches virtual career fairs focused on helping LGBTQ professionals advance their careers with LGBTQ friendly employers who are committed to LGBTQ corporate equality. We currently have 12 virtual career fairs planned in the first half of 2020. Check them out.

Are you actively looking for an LGBTQ friendly employer or passively open to new career opportunities? The new OutBüro virtual career fairs are for you.

While reviewing technology partners to bring this exciting service to the LGBTQ community every single potential solution partner stated, “I’ve been in this industry a very long time and I have never heard of any other LGBTQ focused virtual career fair. This is the first”. Additionally in chatting with recruiters and human resource directors, so far they have made similar comments. Further, each one so far as stated they are excited about this new approach to finding great new talent who happen to be LGBTQ.

Create your professional profile on www.OutBuro.com today so that recruiters can find you, knowing they are seeking quality LGBTQ candidates!

The OutBüro virtual career fair platform is intuitive and mobile-friendly making it possible for you as the job seeker to even participate while on your lunch break. In addition to interacting with employer recruiters via text chat, the recruiters may invite you to a one-on-one video chat. So please be dressed appropriately – even if just from the waist up. LOL Be in a quiet setting without lots of distractions.

Job seekers check out:

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

LGBTQ Corporate Equality Focused Employers Want to Hire You

Once you complete your virtual career fair profile, it will be usable in all future OutBüro virtual career fairs you participate in it. You may update your information at any time.

Employers, learn more about the OutBüro virtual career fairs focused on assisting your organization with its diversity and inclusion recruitment marketing to attract quality candidates who happen to identify as LGBTQ:

OutBüro’s mission is to connect the world’s LGBTQ employees, professionals, and entrepreneurs with opportunities to grow in their careers and grow their companies. We strive to connect companies and organizations that support LGBTQ Corporate Equality with quality candidates while providing a voice and insight into workplace culture and LGBT workplace issues.

Employers also check out:

Employers contact us to discuss your needs, targets and learn more about how we may collaborate to help you attract quality LGBTQ candidates.

OutBuro - Largest LinkedIn Group for the LGBTQ professional business entrepreneur community glbt gay lesbian transgender bisexual queer diversity inclusion careers jobs

Celebrating 10 Years – LinkedIn’s Largest LGBTQ Entrepreneur and Professional Community Group Anniversary

March 2018 – LinkedIn’s first and largest (44,600+ members) LGBTQ entrepreneur, business, start-up, and professional community networking group turns a whopping 10 years old.  The group founder, curator, and moderator Dennis Velco recently launched OutBüro as a vehicle to expand the group for LGBTQ professions and startups to connect, engage and collaborate to a degree beyond the features and scope of a LinkedIn group.

OutBüro provides the majority of its online growing resources and services for free to gay, lesbian, transgender, bisexual and queer business owners and professionals.  It also has a premium level membership for business owners and organizations seeking to present their industry knowledge and connect with the professional LGBTQ community through its platform.

OutBuro - Join Now - Affiliate - LGBT Entrepreneurs Startup GBLT Professionals Gay Owned Company Lesbian Transgender Bisexual Community Job Postings News Information Journey

Join for Free

Join us on the main OutBüro site.  Sign up for free to enjoy the vast majority of services.

Join as Premium with 20% off – through end of March

During our celebration of reaching 10 years on LinkedIn we invite you to join OutBüro at the Premium level to unlock the sites full current features (and expanding) from now through the end of March 2018 at 20% off standard Premium level annual membership with the coupon code of “10YEARS-20”.  This does not apply to the Premium monthly membership plan.

OutBüro filling a need in the LGBTQ business community

LinkedIn has been a great platform and OutBüro will continue to nurture the group as a service of the now dedicated OutBüro platform.  Building the group on LinkedIn has been a wonderful learning process and I value what it has and can continue to provide.

The LGBTQ community is ready for a dedicated platform that allows us being fully out professionally alongside our sexual identities.  We are ready to leverage our community to create relationships that support our professional careers, our current businesses, and start-up endeavors.

Too many LGBTQ people are still professionally in the closet, especially on sites such as LinkedIn.  For most, even joining an LGBTQ group on LinkedIn is not considered an option so they are missing out on the networking potential that our LinkedIn group offers – even with LinkedIn’s limited group features.

We are striving to be a safe accepting open place on OutBüro while fostering and nurturing the strengths on the profession and business sides of our lives.  I believe OutBüro will not only strengthen the individual and LGBTQ community but the communities where we live, our employers and the community at large.

OutBüro Job Portal – For Recruiters, Diversity/Inclusion Professionals, and Jobseekers

As we grow we will be placing emphasis on expanding our Job Portal as a premier location for LGBTQ job seekers to locate employment opportunities with companies that are specifically seeking LGBTQ candidates.  We will be actively seeking companies ready to post their jobs on OutBüro and partnering with organizations who facilitate companies in moving toward an open and inclusive environment.

For companies seeking diversity and inclusion candidate applications, OutBüro currently offers the ability to network with the community members and post open jobs.  We are planning exciting new features in our job portal as our online community grows with robust applicant searching, applicant management and open job push notification to active job seekers to name a few.  Future features will also include robust job seeker abilities much as you find on major job portals.

OutBüro Provides a Focused Niche Audience to Target Your Message

As a premium site member whether you are LGBTQ or seeking to participate with the LGBTQ community, you have the option to post press releases, news and information about your company and industry.  See the following for more information:

LGBT Entrepreneurs Lead with Content – Contribute Articles to OutBüro

Build Your Business and Personal Brand in the LGBTQ Business and Professional Community

Journalist – Freelance writers

We are seeking journalists/freelance writers who would like to participate in the OutBüro community.  Any journalist/freelance writer should use the Contact form to request a conversation and potential free premium level membership so that you may post articles at no cost to you while gaining the ability to earn revenue through our affiliate program.  See the following for more information:

Build Your Business and Personal Brand in the LGBTQ Business and Professional Community

Affiliate Program Overview

We welcome and appreciate every member

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