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APRIL 2023

APRIL 2023

Understanding Recent Hiring Trends

Thanks in large part to the COVID-19 pandemic, the past few years have brought new challenges for both employers and employees. Companies and individuals were forced to quickly adapt to remote and hybrid work schedules. Because they no longer needed to be in an office, many people chose to move away from major cities in favor of calmer, more affordable locales. Finally, inflation and rising interest rates have impacted people’s sense of financial security, which has prompted unexpected employment decisions. All of these factors play a role in current hiring trends.

 

Required Skills

Nearly halfway through 2023, hiring managers continue to report a lack of qualified candidates. According to a survey by Human Resources Online (HRO), this skills gap was first reported four years ago and has remained employers’ biggest hiring challenge. In 2022, the majority of respondents said they receive too few applications — and the applicants they do have are underqualified. Jobseekers, on the other hand, believe employers’ requirements are either unrealistic or too specific. Because of that, candidates apply for jobs even when they don’t meet the requirements.

ON TOPIC

Hybrid and remote work environments became the norm during the pandemic. Companies needed to pivot in order to keep their employees safe and their businesses running. While there was concern about productivity and oversight, most managers discovered their staff was capable of performing quality work away from the office. Thanks to technology, especially video conferencing, all parties adjusted: companies continued to provide customers the service they were accustomed to; employees maintained their workload; and managers found creative ways to foster collaboration and team unity.

  

This year, companies have begun forcing a return to the office, and it’s being met with resistance. It is projected that more than 75 percent of the workforce will demand hybrid or remote work by 2025. According to a recent At Work report, here are some reasons why employees do not want to return to the office — and how companies can address them.

  

The commute. Half of employees note long or expensive commutes as the reason they won’t return to the office. They argue the time they spend communing could be better used working, enjoying time with family and friends, or relaxing. Managers could respond to these concerns by offering a more flexible schedule. Perhaps the employee could come in after heavy traffic hours, or leave the office before traffic increases. Companies could also offer alternative methods of commuting, such as a carpooling program or shuttle service, to help balance a long, expensive commute.

AISES Career Hub and Opportunities Board have free online job and career resource information.

At the Career Hub job seekers can scan jobs, upload a resume or explore career resources by industry, state or job function. The Opportunities Board is a centralized hub of information with opportunities like scholarships, internships, and more. You can get access to complete, verified, and updated information that can help you grow your skills and expertise. What are you waiting for? Go to or .
Image Happy 10 year anniversary Sarah Echohawk at AISES

ON TOPIC

PROFESSIONAL OPPORTUNITIES

Given by the National Academies in partnership with Schmidt Futures, the awards recognize excellent science communicators, science journalists, and research scientists. Submissions are encouraged from individuals who have developed high-quality communications and demonstrated the potential or ability to communicate the spectrum of science, engineering, and/or medicine — issues and complexities, beauty and societal benefits, and shortcomings and controversies.

 

The International Joint Commission is seeking talented and dedicated individuals to help it develop advice to Canada-United States governments on transboundary environmental health and the implementation of the binational Great Lakes Water Quality Agreement. This is an opportunity to work with well-established researchers and officials from both countries on work funded by IJC at the cutting edge of science and health.

 

The Conservation Fellow is a one-year term position at Open Space Institute in New York City. The objective of the Conservation Diversity Fellowship is to introduce and advance the fellow’s professional experience in land conservation via a rotation with OSI’s programs and supporting departments during their first few months and a deeper immersion in one or two programs during the second half of their time.

 

FEMA consistently seeks talented and hard-working people who are eager to assist disaster survivors and first responders on an on-call basis as Reservist employees. Reservists travel, receive training, build professional networks and support those in need. The work is available intermittently. Applicants must commit to working on an on-call basis, be available to travel within 24-48 hours, be deployed for 30 or more days and possess a strong work ethic.

PROFESSIONAL OPPORTUNITIES

JOB OPENINGS

AISES

 

City of Springfield Environmental Services – Springfield, Mass.

 

City Building and Engineering Services – Burlington, Mass.

 

The City of Vadnais Heights – Vadnais Heights, Minn.

 

General Kinematics – Cedar Rapids, Iowa

 

Virginia Tech – Blacksburg, Va.

 

Binghamton University – Binghamton, N.Y.

 

Uniformed Services University of the Health Sciences – Bethesda, Md.

 

University of Maryland – College Park, Md.

 

California Baptist University College of Engineering – Riverside, Calif.

 

Ivy Tech Community College – Indianapolis, Ind.

 

Schatz Energy Research Center – Arcata, Calif.

 

New York City School Construction Authority – Queens, N.Y.

 

CDC | National Institute for Occupational Safety and Health – Colorado

 

CNA – Arlington, Va.

 

AstraZeneca – Gaithersburg, Md.

 

The RMH Group, Inc. – Boulder, Colo.

 

AMETEK

– Keene, N.H.

– Peabody, Mass.

 

CIA – Washington, D.C.

 

Caltrans – Sacramento, Calif.

 

National Fuel Gas – Williamsville, N.Y.

 

Orutsararmiut Native Council – Bethel, Alaska

 

Framatome – Lynchburg, Va.

 

FESCO Energy – Frederick, Md.

 

Zenith Tech Inc. a Walbec Group Company – Appleton, Wis.

 

Calumet Specialty Products Partners, L.P. – Indianapolis, Ind.

 

Vital Materials, Inc. – Bowling Green, Ohio

 

TRC Companies – Nashville, Tenn.

 

BC Hydro – Burnaby, British Columbia, Canada

 

National Institutes of Health Department of Health and Human Services – Bethesda, Md.

 

Department of Mechanics and Aerospace Engineering, Southern University of Science and Technology – Shenzhen, Guangdong, China

JOB OPENINGS

RESOURCES

RESOURCES

RESOURCES FOR AISES MEMBERS

 

AISES events, like the and , and meetings are great opportunities to network.

 

Have you had a chance to check out the AISES Twitter feed? to get up-to-date info on what’s going on with the organization and the latest happenings in Indian Country.

ONLINE RESOURCES

 

SAVE THE DATE

SAVE THE DATE

April 30–May 2

Tulsa, Okla.

October 19–21

Spokane, Wash.

 

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Winds of Change magazine image

 

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Paths to Opportunities and Winds of Change are published exclusively by AISES.

AISES works to substantially increase the representation of Indigenous peoples in STEM studies and careers.

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