Q4 Newsletter

Based on the September US Jobs Report, published October 6, 2023, the economy added 336,000 nonfarm positions in September; this was significantly more than Wall Street economists expected, and surpassed the previous 12-month average gain. The unemployment rate remained steady at 3.8%, and the largest job gains were noted across several sectors, including leisure and hospitality, healthcare, professional and technical services. ?

With unemployment remaining so low, it is still a very strong job market and employers are still hiring. So, what does this mean for current job seekers?

• The jobs are there, but job seeker intensity is growing. This means more qualified candidates are applying for the same jobs. It’s more important than ever to have a strong resume that will help you stand out from other applicants.
• Employee bargaining power is shifting. While it is a great time to be a job seeker, companies are less inclined to negotiate on certain aspects, especially on-site and hybrid requirements. Be realistic in your expectations and requirements.
• Many companies over-hired during the post-pandemic boom and job security is not the given that it was even 6 months ago. It’s important to make sure you are staying up to date with skills and qualifications that will ensure you can market yourself within your industry and position.
• Certain industries have fewer openings – for instance, financial services has fewer openings per job seeker than hospitality does. Consider expanding your job search to look at industries you might not have considered before.
• Job hopping and quiet quitting is nearly back to pre-pandemic levels. Think twice about jumping ship for small inconveniences. Tough conversations with your manager are never fun but can make a huge difference in workplace satisfaction.

Be sure to check out the Soni Careers Page to explore available opportunities!

As organizations increasingly shift from remote work to on-site or hybrid schedules, it’s more important than ever to brush up on best practices and tips for in-person interviewing:

• Punctuality is appreciated - Plan your trip ahead of time and be sure to arrive somewhere between 10-15 minutes before your interview.
• Be careful not to arrive too early. If you find yourself having reached your destination far ahead of your scheduled time, take a break and stop at a nearby coffee shop or go over any additional prep while you wait until the appropriate time to arrive.
• Bring your resume - Whether you scored your interview directly or through a recruiter, it’s always a good idea to have a few copies of your resume on hand to give to the interviewer.
• Dress to impress - While wearing sweatpants during virtual meetings has been the norm, it’s time to scour your closet for those suits, blazers, dresses, and slacks. Dressing formally for your interview puts your best professional foot forward.
• Greet your interviewer - Upon initial greetings, give a firm handshake and make eye contact. Greeting your interviewer this way lays the groundwork for a great first impression!
• Limit Distractions - Do not chew gum or bring a coffee cup and/or water bottle to the interview with you. In our experience, these items have the potential to ultimately distract from what matters most – you!
• Prepare Questions - Coming prepared with 3 – 5 thoughtful, tailored questions not only demonstrate your interest and engagement, but also provides a valuable opportunity for you to gain deeper insights into the role and company culture. It’s best to save your questions for the end of the interview, and don’t forget to thank them for their time!

Soni has four primary brands offering temporary, interim, and direct hire solutions.

Soni takes pride in offering tailored staffing solutions to clients during their most demanding periods of business. Across a variety of industries, Soni can support projects or staffing needs as small as one or as large as 20+; we excel in providing temporary, interim, and project-specific assistance that requires multiple talent resources or strategic hiring. Our expertise in project staffing spans a wide spectrum, including but not limited to:

• Volunteer Income Tax Assistance (VITA) programs
• Interim accounting support for year-end closures (encompassing reconciliation projects, expense reports, and collections)
• W-2 initiatives
• Benefits, human resources, and open enrollment support
• Marketing, digital, and/or creative projects
• IT/AV support, infrastructure, IT security, and software development

We are here to get you and your department through any project-based, temporary staffing needs to end 2023 strong. If you or someone in your department is looking to hire, please contact: [email protected] or 646-688-3020.

Will Humans Stay in Human Resources?

AI-Powered HR - Shaping the Future of Workforce Management

Presented by Soni’s David Birdwell, Market Director for Philadelphia Tech

Written by Kelly Benefits

David Birdwell's keynote presentation on "AI-Powered HR: Shaping the Future of Workforce Management" set the tone for the symposium. Birdwell emphasized the three main uses of AI - generative, predictive, and conversational - and how they can streamline human resources processes. Drawing from examples at tech giants like Google, Microsoft, OpenAI, and NVIDIA, he stressed the importance of finding a balance between automation and human engagement. Birdwell encouraged HR professionals to champion AI adoption in their workplaces and recommended tools such as Midjourney, Grammarly, Copilot365 for Microsoft, and seamlessM4T.?

As a guiding light, Birdwell pointed to Lifebrand, a company in West Chester, PA, as a prime example of successful AI integration in HR. He underscored that AI empowers HR to accomplish more, save time, and improve both productivity and quality and this company is proving it.?

One of the overarching takeaways from Birdwell’s presentation was the inevitability of humans remaining in human resources, and with enhanced capabilities and increased respect if they embrace AI tools. AI can help with data processing, automation, talent acquisition, and employee retention. It falls short with storytelling and cultural fit assessments which is where the HR talent teams should focus their energy rather than worrying about mundane tasks that can be automated or streamlined.?

Birdwell’s message was clear, AI won't replace your jobs, but individuals who understand AI might.?