Booking Holdings (NASDAQ: BKNG)’s Post

Late last week I had two different #TaxAccountants call me to discuss the market after being out for a little while having had 1. A sabbatical and 2. A career break. It reminded me to share again a post I wrote in the summer of last year:   For people who want to know what they might say to a potential #employer to increase their chances of being #hired compared to someone with up to the minute Tax knowledge and skills. I suggest that they consider things from an employers point of view and then word things accordingly. For instance:   Fresh Perspectives and Ideas: An individual returning from a career break often brings a renewed perspective to the table. During their time away, they might have engaged in personal development, pursued further education, or explored different interests, all of which can lead to innovative ideas and problem-solving approaches.   Adaptability and Resilience: Taking a career break often requires strong adaptability and resilience to navigate personal and professional challenges. These qualities can make individuals more adept at handling workplace changes, uncertainties, and stress, adding value to the firm.   Diverse Skill Sets: Some career break individuals might have pursued alternate ventures or activities, leading to the development of new skills that could be directly applicable to their potential roles. This diverse skill set can prove valuable in a dynamic and ever-changing work environment.   High Motivation and Commitment: After a career break, individuals are usually highly motivated to re-enter the workforce. They have had time to reassess their career goals and are likely to be committed to their new positions, resulting in increased loyalty and dedication to the company.   Gender Diversity and Inclusion: Career breaks are often more common among women who take time off for family-related reasons. Hiring such individuals can help companies promote gender diversity and inclusivity in their workforce, leading to a more balanced and representative business.   Improved Employee Morale: Demonstrating a willingness to hire career break individuals can boost the morale of existing employees. It sends a message that the company values work-life balance, personal growth, and recognizes the importance of supporting employees during various life stages.   Enhanced Public Image: Companies that actively hire individuals returning from career breaks may gain a positive reputation as socially responsible and supportive employers. This can attract more potential candidates and customers who resonate with such values.   What do you think? If you are an employer, how many people do you hire a year that are “come back to workers”?

Reflecting on the great content shared by our team this week! 🌟 Laura Summerson highlighted the importance of networking and forward-thinking, sharing insights on Learning & Development strategies for 2025. It’s inspiring to see the focus on future-proofing talent strategies. Personally, I think such discussions are key for staying ahead in an ever-evolving job market—investing in people’s growth is always a win. #Netherlands #HR Annie Gosnell celebrated three years with EMEA Recruitment, reflecting on her journey in finance recruitment and the growth opportunities she’s embraced along the way. A testament to passion and persistence! Her post resonates with me because it’s a reminder of how stepping outside of your comfort zone can lead to incredible growth. #FinanceRecruitment #CareersInFinance Kate Oliver reminded us of the little things that make the workplace special during the festive season, from advent calendars to longer daylight lunches. Small gestures can truly make a big difference. I couldn’t agree more—these thoughtful touches help build a positive and connected workplace culture. #Christmas #OfficeDecorations We’re also celebrating Victoria Minns MCIPPdip incredible 6-year work anniversary at EMEA Recruitment. Vicki’s contributions to accounts and payroll have been invaluable, and it’s wonderful to see her celebrated. It’s inspiring to see such dedication and expertise being recognized. Congratulations, Vicki! #WorkAnniversary #Payroll Rebecca Spicer announced an exciting interim opportunity for a Financial Controller in the Eindhoven area, demonstrating our commitment to connecting top talent with immediate roles. This is such a great role for someone looking for a dynamic and impactful challenge—don’t miss out! #FinanceJobs #Interim Such a fantastic mix of insights, celebrations, and opportunities from the team. Be sure to check out their posts for more inspiration and updates! 🚀 #Teamwork #Recruitment #PeopleFirst #Inspiration

It is that time of the year when the HR team in each organisation is on its toes with new hiring strategies while dreading another email announcing the exit of an employee seeking "professional growth" and "better prospects". It is perfectly alright for people to move on in quest for greener pastures. How green is the pasture is actually quite debatable. That's for another day. However, the most critical phase is the three-month duration or the period between the day one's resignation is officially accepted and the last working day, which is termed as 'Notice Period' universally. I feel, this three-month 'Notice Period' is more often than not taken for granted by most of the employees. The 'quiet-quitting' syndrome gets the better of the employees even more during this phase. What might start with being completely withdrawn from all organisational activities to taking frequent and unexplained leaves, things could get as challenging as silent acts of non-cooperation, refusal to acknowledge official announcements/emails, to showing absolute uninterested attitude in doing the basic job that one had originally signed up for. The true dedication, commitment and integrity of an employee is perhaps brought to light during this 'Notice Period'. How one conducts oneself at this time plays a significant role in determining their intellectual humility and professional merit. As an educator in a school setting, this mindfulness is something that one ought to be even more cognizant of. There are children whose investment into their learning and skill-building should not be compromised under any circumstances. Yes, one may very well play the devil's advocate and echo the sentiments shared by D. H. Lawrence in his poem, Last Lesson of the Afternoon. But wouldn't we be doing a gross disservice to the future of the society and shortchanging their learning simply because of our rightful choice propelled by astute career aspirations? Doing the job with the same degree of commitment and sincerity, with an intent to making a positive difference and creating the same magic in the classroom by leaving the curious minds hungry for more knowledge, as one does during the Demo Lessons and Interviews at the time of being hired should be realised in its true sense on all days. It is perfectly fine to pursue one's career goals and set new growth targets. But it is equally important not to disregard the job profile because this 'Notice Period' actually bears a testament to one's spirit of professionalism and work ethics. It is a conflict between one's ATTITUDE and APTITUDE. The aptitude can always be worked on by both internal and external forces, but one's attitude can only be impacted for better or for worse by oneself. 'Notice Period' will come again next year and the years after that. While we look for those greener pastures, let us remember to be on the road to self-discovery. Let us remember to give back to our community as we appreciate it for ourselves.

I complete 3 years of returning to full-time work in April this year- an update that does not capture the entire significance. It doesn't capture the commitment of a professional to continue to work independently and widen her range of experience. It doesn't capture the effort towards continual learning to remain employable.   What does it feel like to transition -decade of full-time work, some years of independent work and some years since return to work? The answer after 3 years remains the same- it depends. On who trusted your abilities, work ethics and potential. If it was you and those who made it possible for you to come back, your experience is incredible. You feel valued. Second question - What did I do to return to a full-time role? Many things, but here are few things that I believe helped me- 1. Develop new expertise- Work on related projects with organizations. Till May 2014, I had spent a year in DEI. After a decade, due to the work experience I had, complemented by the teaching one, I am confident of the knowledge I bring to the table, in that space.  2. Connect the dots - No knowledge is wasted. I set up my own virtual community of women in 2014 in an unrelated area. It now spans multiple countries, has 40,000 members, has won multiple awards and more importantly, good will. Managing a vibrant set of individuals gave me skills on working with geographically dispersed teams.  3. Don’t look for a standard definition when it comes to returning to full-time roles - 2 years, 5 years and so on. Return when you are ready and the organization / role that you want is ready. Readiness levels should match. It took me 7 years – to find the right role, organization and people. Do I wish it had happened sooner? Yes. Could I have done anything more than what I was doing? No. Your effort should not stop even if the results take time. That’s resilience. 4. Own your career pause -You made the right decision at the time. It could have been a choice or compulsion. Own it and stop apologizing for it. We need to realize how rich the learning was. I was an HR professional with experience in advisory + research before May 2014. When I returned to full-time work in April 2021, I was no longer just that – I was a mother+ social entrepreneur + business school faculty + TEDx speaker + Advisory board member. That + is incredibly important. 5. Personal discipline is the key. If you commit to a work meeting, colleague or client, show up without distractions and vice versa with commitment to your family. For both times, plan in advance whether it is at home or at work. And go an extra mile to meet either set of commitments. I share this in the hope that many women who have hesitated because they didn't know how to return, after becoming mothers took precedence, will find their way back to the workplace. #workingwomen #workingmothers #returntowork #motherhoodpenalty #womenleaders #womenatwork #HR

I just read this insightful piece by Jack Kelly about the "Great Stay" and how fewer employees are voluntarily leaving their jobs due to economic uncertainty. This is not new - we've seen this before as the economy ebbs and flows. But it underscores the importance of being, what I call, the "CEO of your career." #employees: This is the time to reflect and be career intentional. A moment to be professionally engaged, curious, and continuously participate in professional development opportunities. Even when (or especially when!) things feel stagnant, seek out support, mentorship, and investment from your employers- even if they can't provide it in the "traditional" ways (salary increases, promotions, etc). For #employers, Now is a great time to create and maintain workplace cultures where employees can thrive, feel valued, and be prepared for the future. To offer opportunities that will encourage them to WANT to stay - to choose you - even when the pendulum swings back to a #candidatesmarket. #prrecruiter #careercoach #wekeephiringhuman #employeeretention #jobserach #thegreatstay #betheceoofyourcareer https://lnkd.in/eVh43ieB

Why do you want to join ? and Why do you want leave ? The IT industry is known for its constant movement, with skilled professionals joining and leaving companies at a rapid pace. This raises the question: is this a fair system for both employees and employers? Why We Join: Growth Opportunities: IT offers a vast landscape of evolving technologies, making it attractive for those seeking to learn and advance their careers. Why We Leave: Limited Growth: Stagnation and lack of opportunities for advancement can push talented individuals to seek new challenges elsewhere. Unrecognized Value: Feeling underappreciated or invisible within a company can lead to a decline in morale and a desire to move on. Employers also face challenges: Short Sightedness: Replacements can lead to a loss of valuable experience. Because if someone going to leave then ~90 days NP and posting for immediate joiner on different portal.  Unmet Expectations: Client demands and budget constraints can make it difficult to create a truly rewarding work environment. Bridging the Gap: The solution lies in better communication and alignment of expectations: Invest in Your People: Providing clear career paths, mentorship, and opportunities for skill development demonstrates a commitment to employee growth. Recognize and Reward: Appreciation and recognition for a job well done fosters loyalty and motivates employees to stay engaged. By working together, employers and employees can create a more sustainable and mutually beneficial IT ecosystem. Let's keep the conversation going! Share your thoughts and experiences. #ITcareers #TalentRetention #ITLife #TechCareers #WorkforceManagement #WorkLifeBalance #EmployeeEngagement.

Top 5 Things New Hires Look for in a New Job In today's competitive job market, attracting and retaining talent is more important than ever. These are five priorities of what employees look for in a new opportunity: 1. Growth Opportunities: Career progression, and professional development are key. New hires want to know they can grow and evolve within a company. 2. Work Life Balance: Flexible schedules, remote work options and PTO matter. 3. Company Culture: People want to work in an environment that aligns with their values. A supportive, inclusive and transparent culture makes all the difference 4. Compensation and Benefits: Competitive pay, comprehensive health benefits, and retirement plans are fundamental. Throwing a little extra that other employers don't offer can be a deciding factor for many. 5. Meaningful Work: New hires want to matter and make an impact. They seek purpose in their roles. Where their contributions help shape the company's vision and success. #Advisors #career #finance

We're in the "Great Stay" and it's giving a lot to think about. Recent data from the Bureau of Labor Statistics reveals quit rates have dropped below 2% for the first time since 2020. On the surface, this might look like workforce stability. But beneath lies a concerning reality about autonomy and growth. A new Glassdoor study shows 65% of professionals feel “stuck” in their current roles. The numbers are even higher in tech (73%), advertising (70%), and consulting (69%). This isn't just about job mobility, it's about the fundamental human need for self-determination at work. When we feel trapped, we dread the cause and effect of our decisions. With fewer opportunities and riskier job transitions: ➡️ We feel less agency over our career paths.  ➡️ The risk may not have a reward (the Glassdoor report notes that 17% of workers who changed employers indicated that their pay actually declined in 2024, which is higher than previous years) ➡️ Limited growth opportunities and increased competition (especially for managers) restrict skill development and mastery. ➡️ Resentment "boils under the surface" and erodes workplace connections and engagement I've often discussed three critical paths for taking control of our professional destinies: get over it, get through it, or get out of it. In this "Great Stay" era, where "getting out" may not be viable, we may need to focus on the other two paths. This means transforming our mindsets to "get over it" while becoming agents of positive change to "get through it" – not just for ourselves, but for those around us. The solution isn't just waiting for a better job market. It's about reclaiming our work lives on our own terms: - Identify areas where we can create value in our current roles - Invest in skill development that transcends our current role and organizations - Build meaningful relationships that support our growth and potentially open doors for future moves The "Great Stay" doesn't have to mean feeling stuck permanently.  How are you maintaining your sense of agency in today's market? #ExecutiveCoaching #LeadershipCoaching  #SelfDetermination #OnYourOwnTerms #TheGreatStay #GetOverIt #GetThroughIt #GetOutofIt

𝗔 𝗰𝗹𝗲𝗮𝗻 𝗯𝗿𝗲𝗮𝗸 𝗰𝗮𝗻 𝗯𝗲 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. 𝗪𝗶𝘁𝗵 𝗻𝗶𝗻𝗲 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘄𝗲𝗲𝗸𝘀 𝗹𝗲𝗳𝘁 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗖𝗵𝗿𝗶𝘀𝘁𝗺𝗮𝘀 𝗵𝗼𝗹𝗶𝗱𝗮𝘆𝘀, 𝘆𝗼𝘂 𝘀𝘁𝗶𝗹𝗹 𝗵𝗮𝘃𝗲 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗹𝗮𝗻𝗱 𝗮 𝗻𝗲𝘄 𝗷𝗼𝗯 𝗮𝗻𝗱 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 𝗮𝗻 𝗲𝗻𝗱-𝗼𝗳-𝘆𝗲𝗮𝗿 𝗲𝘅𝗶𝘁. This gives you the chance to fully unwind during the holidays, without worrying about emails, clients, or work. You'll enjoy real downtime, and the timing makes your CV look polished with a neat year-end transition. For British and European lawyers, this means you can relax and enjoy the festive season. Starting a new job in the New Year keeps your energy high through January to March. For Australians and New Zealanders, an end-of-year break allows you to truly enjoy the summer holidays. For US lawyers, or those considering US firms, an early start in Q1 lets you secure your year-end bonus while maximizing your 2025 bonus potential, which can be significant. Watch this space — 2024 bonuses will be announced soon. October and November are the final big recruitment months of the year, and activity is high. We’re busy, and hiring partners are keen to wrap up processes quickly. They’re facing year-end deadlines too and want their teams settled before taking a break. So, if you're thinking "New Year, new career," we're here to help. Reach out to the team at Marsden. Australasia: Jonathan Walmsley, Ben Smith, Vijay Bragato, Petrina Chetty US partners: Nick Welsh, Bridget McCarthy, David Nicol, Andrea SoRelle US associates: Matt Moody, Sophia Arkley, Bridget White, Gillian Morgan, George Webster London partners: Anita Taylor, Jonathan Marsden London associates: Sally Gardner, Tim Andrews, Alex Russell, Carl Pace London interim: Amanda Chard, James Herbert London in house: Karen Glass, Kate Bramwell, Megan Williams, Sarita Rai, Liam Richardson Europe / Global in house: Angela Floydd Europe partners: Nick Paleocrassas, Máiréad Cremins, Steve Salem Europe associates: Luke Marsden Middle East law firms: Sonia Patel Middle East in house: Aaron Faith, Matthew Oakey Global Mergers, Divestments, Teams, Office Launches and Strategic Assignments: Jonathan Marsden New clients: Ann-Marie Goodbody #Marsden #LegalRecruitment

Okay, I gotta jump on this one Parker Evans! It's almost passing unbelievable (even to me) but I've now completed three boomerangs and each time has worked out really well for me and the companies I've returned to. I've been musing on this and trying to figure out why and how it's happened (post in draft). Case 1 - Sun Life - I had a brief career as an Advisor (4 months) when I was fresh out of school and was just too early in my career to understand the business. I went back and built a successful practice with over $5M AUM in just 2 years. Case 2 - ACM/ Risk Alive - Was a successful individual contributor for about 5 years and built a solid name for myself in the business. Went back to take a leadership position and facilitated the global expansion of their new tech product sales. Case 3 - Xpan - Again was a successful individual contributor for 3 years and closed the largest single project deal in company history. Now (like 3 days ago) I've come back to a leadership position and looking forward to building out and growing the team. Thank you for sharing, I wouldn't have thought it was just 2% of all new hires! I guess I'm more of an anomaly than I thought LOL. #carrerpath #professionaljourney #employmenttrends