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President Donald Trump delivered on his threat to hit Canada and Mexico with sweeping import levies and doubled an existing charge on China, Bloomberg reported. But the tariffs will impact jobs here in the US, according to some analyses.

The new US tariffs encompass 25% duties on most Canadian and Mexican imports and raise the charge on China to 20%, according to Bloomberg. They apply to roughly $1.5 trillion in annual imports.

Canada hit back with phased levies on $107 billion worth of US goods, while China imposed tariffs of as high as 15%, mainly on American agricultural shipments, Bloomberg reported. Mexican President Claudia Sheinbaum said March 4 that her government would announce tariffs and other measures on March 9 in response to Trump’s new charges. She said she would likely speak with Trump on March 6.

Tariffs often raise the costs of imported goods, which may hurt business growth at companies such as automakers, according to an analysis published by SIA. Staffing firms that supply such businesses may see demand decline. On the flip side, company cost-cutting may also lead to increased contingent hiring in regions with lower labor costs or in areas that are less impacted by tariffs.

In a statement on Monday, Monster Economist Giacomo Santangelo noted the US labor market continues to exhibit robust growth overall in the healthcare and retail sectors. However, tariffs on industries such as steel and automotive can be a factor in reducing job opportunities. New graduates and those entering the job market face a challenging landscape, particularly in government or aide roles.

Separately, an analysis by Adecco found that tariffs in the US could result in an economic slowdown for Canada in the short term as well as unemployment and business closures. In the long term, Canada may shift its trade relationships to other countries, and global businesses could restructure their supply chains to reduce reliance on the US market. Canadian firms may also innovate and invest in technology to remain competitive.

Meanwhile, more tariffs are coming, including in April with reciprocal tariffs on all US trading partners that have their own levies or other barriers on American products as well as sectoral taxes of 25% on cars, semiconductors and pharmaceuticals, Bloomberg reported. Those tariffs are also poised to be cumulative — in addition to any across-the-board tariff on a particular nation.

Continue Reading: https://www.staffingindustry.com/news/global-daily-news/us-tariffs-could-impact-job-market-analysts-say

The hiring process presents an ideal opportunity to make a good first impression on candidates, but it can often leave them feeling frustrated. Here are five ways to inject greater humanity into your process — and get better results.

Key Takeaways

• Don’t get hamstrung on decisions. A drawn-out process can cost you a top candidate. Set clear timelines and stick to them. 
• Partner with your organization’s DEIB team to develop new hiring frameworks that consider diverse perspectives.
• Invest in a strong employer brand to attract great candidates and ultimately speed up the hiring process.

“Employers can’t continue to hire the way they’ve been hiring,” says Jessica Hardeman, Senior Director for Attraction and Engagement at Indeed. “The biggest disconnect I see is that candidates just want to be treated like human beings. But the human element has been taken out of the experience.”

In her role at Indeed, Hardeman has a clear view into the maze that candidates often navigate. Endless interview loops, unclear expectations and weak communication are common pitfalls, she says — and it’s not just candidates who lose when companies get hiring wrong. “The hiring process is the first interaction talent has with your organization,” Hardeman says. “This is your opportunity to show your approach to how you treat people under your care.”

We previously explored the “Great Disconnect” between what organizations offer and what job seekers expect. Now we’re zooming in on the hiring process itself and how it can be repaired. Hardeman offers five actionable steps that organizations can take to craft a candidate experience that offers greater humanity — and results. 

Continue Reading: https://www.indeed.com/lead/hiring-and-recruiting-strategies-to-elevate-the-candidate-experience?co=US

In today’s fast-paced corporate environment, achieving success is often equated with climbing the corporate ladder, securing high-profile projects, or attaining financial milestones. However, an often-overlooked aspect of genuine success lies in the alignment between personal values and career goals. This congruence not only fosters job satisfaction but also enhances overall well-being and professional fulfillment. This article delves into the significance of aligning personal values with career aspirations, particularly within a corporate setting, and offers actionable insights for professionals seeking authentic success.

Understanding Personal Values

Personal values are the fundamental beliefs and principles that guide our behaviors and decisions. They serve as an internal compass, influencing how we perceive the world and interact within it. Common personal values include integrity, creativity, autonomy, collaboration, and service to others. Recognizing and understanding these values are crucial, as they underpin our motivations and satisfaction levels in both personal and professional realms.

The Impact of Value-Goal Alignment on Career Satisfaction

When personal values align with career goals, individuals are more likely to experience a sense of purpose and contentment in their professional lives. This alignment leads to:

1. Enhanced Job Satisfaction: Employees whose values resonate with their organization’s culture and objectives report higher job satisfaction. A study by the Values Institute found that such alignment leads to a better work environment, increased productivity, and decreased turnover.
2. Improved Mental and Emotional Well-being: Working in environments that reflect one’s personal values contributes to better mental health. Conversely, a misalignment can lead to stress, anxiety, and burnout.
3. Increased Motivation and Engagement: When personal and organizational values align, employees are more motivated and engaged. This congruence fosters a sense of belonging and commitment, driving individuals to contribute meaningfully to their organization’s success.

The Consequences of Misalignment

On the flip side, a disconnect between personal values and career goals can have detrimental effects:

• Decreased Job Performance: Lack of alignment can lead to disengagement, resulting in reduced productivity and subpar performance.
• Higher Turnover Rates: Employees who feel their values are compromised are more likely to seek opportunities elsewhere, leading to increased turnover and associated costs for organizations.
• Compromised Ethical Standards: Misalignment may pressure individuals to act against their ethical beliefs, leading to moral dilemmas and internal conflict.

Scientific Perspectives on Value-Goal Alignment

Research underscores the importance of aligning personal values with career objectives. Key findings include:

• Well-being and Mental Health: Studies have shown that individuals pursuing goals congruent with their values experience greater well-being and lower symptoms of depression. This is attributed to the fulfillment of psychological needs such as autonomy and competence.
• Job Satisfaction: Research indicates that employees are more satisfied and less likely to seek new employment when their personal values overlap with their company’s values.
• Career Choices: Personal values significantly influence career choices, affecting long-term satisfaction and success.

Aligning Personal Values with Career Goals: A Strategic Approach

Achieving alignment between personal values and career goals requires intentional reflection and action. Here are steps to guide this process:

1. Self-Reflection: Engage in deep introspection to identify your core values. Consider moments when you felt most fulfilled and analyze the underlying reasons.
2. Assess Organizational Culture: Before committing to a role, research the organization’s culture, mission, and values. Determine if they resonate with your personal beliefs.
3. Set Authentic Goals: Define career objectives that reflect your values. For instance, if you value innovation, seek roles that encourage creativity and forward-thinking.
4. Communicate Your Values: During interviews or performance reviews, express your values and seek clarity on how they align with organizational goals.
5. Seek Continuous Alignment: Regularly evaluate your career trajectory to ensure it remains in harmony with your evolving values. Be prepared to make adjustments as necessary.

Questions to Uncover Your Core Values

To facilitate the alignment process, consider reflecting on the following questions:

• What activities or tasks make me lose track of time due to sheer enjoyment?
• Which accomplishments am I most proud of, and why?
• What qualities do I admire in others, and how do they reflect my own values?
• When faced with tough decisions, what guiding principles do I rely on?
• What legacy do I wish to leave through my professional endeavors?

Case Study: The Power of Value Alignment

Consider the case of a marketing executive who highly values creativity and social responsibility. Initially, she worked for a firm solely focused on profit maximization, often at the expense of ethical considerations. This misalignment led to job dissatisfaction and stress. Recognizing the discord, she transitioned to a company that prioritized ethical marketing and community engagement. This move resulted in increased job satisfaction, better performance, and a profound sense of purpose.

Conclusion

Aligning personal values with career goals is not merely an aspirational concept but a practical strategy for achieving authentic success. This congruence fosters job satisfaction, enhances well-being, and drives professional excellence. Both individuals and organizations benefit from this alignment, leading to a harmonious and productive work environment. By engaging in self-reflection, assessing organizational cultures, and setting authentic goals, professionals can navigate their careers in a manner that is both fulfilling and successful.

Knowing how to develop and select skills for your resume is a skill of its own! We’re here to help with this roundup of over 275 helpful resume skills and plenty of advice on how to keep your skills fresh.

Skills are one of the most important parts of your resume—without them, it won’t be clear how you can add to your next team and company. 

Sure, the reader knows by your past job titles that you’ve held a job as a nurse or an engineer, but there won’t be much to set you apart from the hundreds of other applicants. That’s where skills for your resume can make a huge impact.

With this detailed breakdown of resume skills and plenty of skills examples, you’ll be on your way to your dream job. 

Hard skills vs soft skills

Hard skills are practical, measurable, and demonstrable. They are usually learned through your education, on the job, or through additional training, and they can be quantifiable and tested. Some companies find ways to verify them during the hiring process. The nature of hard skills also means there are varying proficiency levels, so it’s important to be specific to prove your mastery.

Soft skills, on the other hand, are aspects of your personality, work style, or other traits that are harder to measure or prove. For instance, many roles require excellent customer service skills, but there’s no proven way to measure someone’s mastery of customer service or communication. While soft skills—like interpersonal skills—matter in nearly every position, they can be especially impactful in leadership and customer-facing roles.

Continue Reading: https://resume.io/blog/list-skills-on-your-resume

Indeed Chief Revenue Officer Maggie Hulce and Indra Nooyi, former Chair and CEO of PepsiCo, tackle how to build a business today that thrives in the world of tomorrow.

Key Takeaways

• Encourage your employees to be curious and to embrace the AI journey.
• Treat each person as an individual talent and a citizen of the community.
• Cultivate your talent in a deliberate, organized and systematic way; allow people to become the best versions of themselves.

Indra Nooyi tells it like it is about AI: “Instead of saying, ‘Oh my God, ChatGPT is coming! Is my job going away?’ you need to look at ChatGPT and say, ‘This is so exciting, it will augment what I’m doing and allow me to do more,’” said the former Chairman and CEO of PepsiCo — and one of TIME’s 100 Most Influential People in the World. “Go along on the journey with these new tools, because your job will go away if you keep wringing your hands.” 

For decades, Nooyi has navigated economic uncertainty, adapted to technological changes and embraced the importance of innovative thinking. With a motto of “do well by doing good,” Nooyi sat down at Indeed FutureWorks 2024 with Indeed Chief Revenue Office Maggie Hulce to discuss how leaders can build a business today that thrives in the world of tomorrow. 

Continue Reading: https://www.indeed.com/lead/the-only-constant-is-change

We’ve told you in the past how wellbeing at work makes business sense (and we have the data to prove it). But don’t just take our (and our Oxford research partners’) word for it. Here’s how public companies hiring on Indeed are prioritizing work wellbeing — and outperforming leading stock indices.

Key Takeaways

• Globally, only 22% of Indeed survey respondents say they’re thriving at work.
• Social factors are the most influential drivers of one’s sense of wellbeing at work.
• Indeed’s new Work Wellbeing 100 demonstrates that companies with higher work wellbeing collectively outperform stock market benchmarks.

What do H&R Block, Delta Air Lines, L3Harris, Accenture and Nike have in common? In addition to their global reach, as well as leading their industries in revenue generation and market capitalization, these companies are leaders in work wellbeing — which has landed them in the top five of Indeed’s new Work Wellbeing 100. 

Here’s a quick overview of the Work Wellbeing 100 index, along with new data that shows the current state of wellbeing at work — plus strategies for what your company can do to improve its Work Wellbeing Score.

What Is the Work Wellbeing 100? 

Since 2019, Indeed has partnered with leading experts at the University of Oxford to collect data on how employees feel at work, resulting in defined criteria for measuring work wellbeing: happiness, purpose, stress and satisfaction. 

Additionally, Indeed measures what influences wellbeing, including foundational, social and growth needs. Wellbeing data collection spans 19 countries and is publicly available on company pages in the U.S., Canada, and the U.K., where Indeed’s Work Wellbeing Score has launched. 

Continue Reading: https://www.indeed.com/lead/what-does-work-wellbeing-have-to-do-with-business-success-everything?co=US

According to LinkedIn research, nearly three in five (58%) people worldwide plan to look for a job this year. Yet half are frustrated by the job search, reporting that it has become more complex over the last 12 months. The most recent U.S. Bureau of Labor Statistics report revealed that more than 6.8 million Americans are unemployed, with just over 20% looking for work for 27 weeks or more. Not surprisingly, many job seekers are turning to AI cover letter generators to accelerate their job search.

A compelling cover letter can make all the difference in landing an interview. According to a Resume Genius survey, 94% of hiring managers think cover letters are influential when deciding whom to interview, with 83% reading most of the cover letters they receive. AI cover letter generators save valuable time while improving the quality of applications.

But is it acceptable to use these tools when writing a cover letter? And how can you leverage AI cover letter generators effectively? Let’s explore the pros and cons along with 10 cutting-edge platforms to speed up your job search.

Is It Acceptable to Use AI Cover Letter Generators?

Yes—with caveats. Using AI cover letter generators to help draft applications is increasingly common and accepted in most industries. However, these tools should serve as your assistant, not your replacement. Hiring managers seek authentic candidates who can articulate their fit for the role. Most successful job seekers use AI cover letter generators as a starting point so they can then personalize the document to showcase their qualifications. This approach maintains authenticity while leveraging the efficiency of AI.

The Pros and Cons of Using AI Cover Letter Generators

Using AI cover letter generators offers significant advantages. These platforms can analyze job descriptions to identify key skills and requirements, ensuring your letter addresses employers’ needs. AI cover letter generators save considerable time, especially when applying to multiple positions. They can also help overcome writer’s block by providing a structured starting point.

Continue Reading: https://www.forbes.com/sites/carolinecastrillon/2025/03/07/10-must-try-ai-cover-letter-generators-to-boost-your-job-search/

You’ve spent months focused on your job search. After six rounds of interviews at your dream company, the email lands in your inbox, “We’ve decided to move forward with another candidate.” Your stomach drops. You might even be ghosted after a job interview. If you’ve experienced either of these scenarios, you’re not alone.

According to U.S. Bureau of Labor Statistics data, you have a 30% chance of getting a job offer when you apply for between 21 and 80 jobs. Based on the statistics, rejection is inevitable for every job seeker. While that “thanks, but no thanks” message can feel disheartening, there are ways to transform those setbacks into future success. What matters isn’t avoiding job search rejection but developing a toolkit to process it productively so you can emerge stronger from each experience.

Why Job Search Rejection Happens

When you receive a rejection, the first instinct is to analyze what went wrong, but the reasons aren’t always clear or within your control. Sometimes, another candidate simply brings different qualities to the table, or companies discover that they need critical soft skills they hadn’t initially identified. Cultural fit also plays a crucial role. If a company values consensus-driven decision-making but you thrive as an independent contributor, the disconnect might override your technical qualifications. External factors can also drive job search rejection. For example, companies frequently adjust job scopes, implement hiring freezes, or shift priorities due to reorganizations or economic uncertainty.

Continue Reading: https://www.forbes.com/sites/carolinecastrillon/2025/02/27/5-strategies-to-use-job-search-rejection-to-your-advantage/

In school, work, and daily life, we may encounter people who seem to have it all together. They are productive, stress-free, high achievers. But chances are, they were not born that way. Managing, organizing, and distributing time are skills that we can learn. Doing so can help you control your time and promote overall satisfaction.

Explore some tips and methods that can help you harness your time for better well-being.

What is time management?

Time management is the process of consciously planning and controlling time spent on specific tasks to increase how efficient you are. You may be familiar with setting deadlines, writing to-do lists, and giving yourself small rewards for accomplishing certain activities.

Motivating ourselves is a core part of time management—and it takes a bit of effort not only to motivate yourself but to cultivate good habits to work and live more efficiently.

To develop good routines and habits, you can start by knowing what strategies and best practices are out there. You can experiment with them in your own life to see what works for you.

Continue Reading: https://www.coursera.org/articles/time-management

Employees want freedom first, and then money. That’s according to Randstad’s 2025 Workmonitor report. For the first time since the Netherlands-based staffing firm began conducting the global survey in 2003, it found that work-life balance has surpassed pay as the top priority for employees, including those in North America. 

The report indicates that 79 percent of employees are happy with the work-life balance they currently have—but as employers call workers back to the office, such widespread satisfaction may be in jeopardy.

Continue Reading: https://www.inc.com/emilymccraryruizesparza/employees-choose-work-life-balance-over-pay-survey/91109002