Description: 🎙️ Tune in to our latest podcast episode on MRA's November Talent Report for the latest insights and trends in the world of talent. From innovative recruitment strategies to emerging skills in high demand, join us as we explore what's new in the month of November and gain valuable insights to stay ahead in the competitive job market!  Resources: Talent Report+ Webinar Series  MRA Membership  About MRA  Let's Connect: Guest Bio - Jim Morgan  Guest LinkedIn Profile - Jim Morgan  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03UnknownHello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:44:10UnknownNow it's time to thrive. All right. Welcome, everybody, to this episode of 30 Minute Thrive. It is time to go over this month's talent report with Jim Morgan, MRA's vice president of Workforce Strategies. So we'll dive into what he's been seeing this month in the world of business. So thanks for joining us again, Jim. Well, this month we focused on tomorrow's talent strategies. 00:00:44:10 - 00:01:08:08UnknownToday, meaning what worked five years ago is no longer applicable. And in fact, what worked five weeks ago might not even work today. So starting out with the recruiting and retention innovations, where is the focus here? What's going on here? Well, I think a lot of time is being spent right now on pay transparency. And we talked about this a little bit after our comp trends event a month or so ago. 00:01:08:10 - 00:01:29:23UnknownBut it's now, you know, really getting the attention, I think, of a lot of the people we're seeing states and communities start to put trade pay transparency policies in place. And so now I think these are folks, though, that are, you know, ready to go, that have good job descriptions, a good pay structure, a good pay philosophy. I don't think it's going to be all that big of a deal for them. 00:01:30:00 - 00:01:46:17UnknownBut for those who, you know, have been winging it and just said, well, we don't really have a structure, we just kind of make it up as we go or we don't really have a pay for lots of fee or job descriptions. You know, we're kind of there, but not quite, I think are now seeing that this is a good time to get all of that in alignment to. 00:01:46:17 - 00:02:11:20UnknownThen we do. If you come in to ask me about where am I and what's going on and what's the schedule for my job, I should be able to at least, you know, give you that information. And I think because employees now are coming in so much better equipped, because they're looking at all kinds of data, too, and saying, hey, I read, yeah, I should be making this, I should be doing this, I should be getting this, which may be accurate, may not. 00:02:11:22 - 00:02:31:22UnknownBut they're trying to build their best case for saying, I deserve this. And as a professional, I think you have to be ready to come back with we use these salary surveys, we collect this type of data and this is really where your salary is at. And that's great that you found this one job in downtown Los Angeles where they're paying seven times what we're paying. 00:02:31:24 - 00:02:55:16UnknownBut if you really look at that job, it's not really your job. It's in a different type of economic climate, in a whole different situation, in a different industry. So that doesn't apply. So I think we're really just seeing the people arm themselves and get themselves organized to really be able to handle those employee questions. Yeah, absolutely. And we have a podcast actually coming up with a recruiter for memory