How to not leave working parents out in the cold

Welcome back, fellow LinkedIn-ers, to this month’s winter wonderland edition of WorkBeat, where we focus on the hardships that parents – particularly women – face in the working world. In two brand-new studies, we found out that only 48% of mothers in Germany return to their previous roles after parental leave, while 85% of mothers in the UK struggle to find a job that can accommodate their child care needs. What can employers do to support them? Stay around and find out! And for those of you being snow excited for winter, you’re treated to some very cool insights on Southern European Economies as well as TikTok trends every HR professional should know. Get cozy and read on!

Even as the winter chill sets in, businesses are sweating over the looming labor shortage. ?While parents are not only heroes for their children. They could also simultaneously take on the heroic role in minimizing the challenge of the labor shortage, especially mothers. Spoiler alert: It's not that easy! Our brand-new research, "Working Parents & Beyond", reveals the frosty realities that await parents after parental leave. Here's the scoop: Embracing family-friendliness isn’t just a warm idea; it’s an opportunity for companies to stand out among competitors. Curious about what working parents prioritize in employer support? Click your way into our article to discover the top 10 ranked employer support options!

Like other countries, Germany's economy may be tapping the brakes, but its job market is stuck in fifth gear! Picture this: a 'full-employment puzzle,' where the economy shrinks, but the hunt for talent is hotter than ever. As hiring times triple and costs skyrocket, recruiters are in for a mind-bending conundrum. With a whopping 650,000 missing workers and the gap widening, it's a talent journey unlike any other. Ready to conquer the twists and turns? Read the latest “labor markets worldwide” article by labor economist Julius Probst, PhD to discover how employers and HR professionals can thrive in Germany's recruitment market.

What can HR professionals learn from TikTokers?

After working only the bare minimum (“quiet quitting”), venting frustration through multiple job applications (“rage applying”), and then comfortably settling into their newfound “lazy girl jobs”, it has become increasingly evident that TikTokers are making a significant impact on the world of work. They have also underscored the importance of maintaining a touch of optimism during the job search process (“being delulu”), suggesting that HR professionals should be attuned to “loud laborers” (spend more time discussing their work than actually engaging in it) in the future. Despite the prevalence of trendy buzzwords, some of which may seem superficial, these influencers do occasionally share valuable insights … or at least something to chuckle about!

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Automation transforms jobs for the better, including in HR

In the wake of ChatGPT’s takeover this year, a wave of uncertainty swept over many employees, prompting them to question the stability of their jobs. But the benefits of generative AI to all of our jobs are numerous. In response to widespread concerns, it’s crucial to emphasize that only a minority of occupations face the prospect of complete AI replacement. Instead, most jobs will encounter AI integration in specific facets, which in turn will liberate time for more purposeful and meaningful tasks. In an extensive piece of research, we recently found out that recruiters can save 10 to 12 hours weekly by automating manual tasks. Thus, both ourselves and other researchers arrived at a common conclusion: Automation will be transformative in the realm of employment, enhancing our efficiency and productivity.

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Why employers should focus on skills instead of degrees

With the population in some countries now on the decline, the talent shortage has reached critical levels, prompting recruiters to explore innovative approaches to address job vacancies. There is a growing emphasis on upskilling and reskilling over traditional degree-based hiring practices. This year, several major corporations abandoned strict degree requirements, thereby broadening their potential talent pool. We anticipate this trend to gain momentum in the coming year, reshaping the landscape of recruitment and opening new avenues for career development.

Find out how adopting degree deflation can help you find talent in our article !

Working parents is a hot topic globally! Did you know that 1 in 5 UK mothers consider leaving their job due to a lack of employer support, with 1 in 10 actually leaving? This is not surprising, since 85% of parents struggle financially whilst juggling childcare with work?

In a brand new report with the Fawcett Society , Totaljobs shows the barriers parents face,? offering employers solutions on how to champion working parents, including one account by a British mother who talks about the reality of her daily challenges balancing child care responsibilities and work.

Before having children, Robyn Lund used to perform and teach music full-time, but this is now impossible. “There have been several positions recently that I haven’t applied for because the salary has been lower than my childcare cost. The numbers don’t add up,” she told the Observer . As a part-time peripatetic music teacher in Birmingham, she works about 10 hours a week but is being held back from doing more by the high cost of nursery fees for her daughter and son. Like 40% of mothers polled, Lund would be keen to work more if childcare was significantly cheaper. “I’d like to feel like my education and experience counted for anything. My ability to earn was significantly better 15 better years ago. I feel completely written off by society.”

For inspiration on how other employers are putting their family-friendly policies into practice follow the link to Totaljobs’ case study.

“Our study showed that many mothers face challenges when they return to work after maternity leave, and that some receive no support during this incredibly challenging phase of their lives. Our Family Network, which is part of a collection of colleague-led Employee Resource Groups at The Stepstone Group, works alongside our business to try to bridge this gap through support and information-sharing on a variety of family-related topics. Our goal is to be a safe space for anyone facing family challenges to share their stories and ask questions, so we can act as their advocates while we’re all at work.”

Ben Goodson , committee member, The Stepstone Group Family Network