Recruiting Strategy: 3 Things You Must Do in Q4

Man-working-seasonal-jobThis is part two of our “Seasonal Hiring” blog series. Part one discusses the benefits of using a staffing company to help meet seasonal staffing needs.

It’s no secret that recruiting should be a year-round effort. But carefully planning your recruiting and hiring efforts in Q4 can save you a tremendous amount time and money come January. The last quarter is likely the most complex of the year because of the holiday season; employers tend to receive fewer resumes and prefer to dedicate resources to departments that have an immediate impact on revenues.

For employers, recruiting in Q4 for Q1 hiring can help avoid hiring mistakes that often arise from making rushed decisions. For candidates, it means less competition as the New Year approaches, and a better chance of landing the desired position.

That last quarter is also when businesses review their goals and achievements, and plan their budget for the coming year. Recruiting should be part of your end-of-year review. In fact, according to CNN Money, December is actually a great time to hire!
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Using the “Myers-Briggs” Assessment to Understand your Co-Workers and Employees

iStock_000030444460LargeMany different personalities show up at work every day. These distinctions between people and the way they work can present huge challenges if they go misunderstood. Using the Myers-Briggs assessment, you can reach a new level of understanding about your employees, the way they work and lead, as well as the way that your personality impacts your professional self.

The Myers-Briggs test is a series of personality profiles based on the work of Isabel Briggs Myers and her mother, Katharine Briggs, “who developed their theory of personality type using psychologist Carl Jung’s text Psychological Types.” The sixteen personality types are based on four areas, each area with a “pair” of tendencies. Every person has a preference between the two tendencies. “These pairs include extraversion and introversion, sensing and intuition, thinking and feeling, and judging and perceiving.” These characteristics are labeled E/I, S/N, T/F, and J/P.
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4 Ways Staffing Companies Help With Seasonal Hiring Needs

This is part one of our “Seasonal Hiring” blog series. Part two discusses the importance of recruiting during the fourth quarter to outperform your competition in the year ahead.

Accounting firms often need extra help during tax season. Most retailers need more staff during the holidays, as do packing and shipping services. Tourism-related businesses are another classic example of companies that need extra help as their seasonal business changes. And there are myriad other businesses whose staffing needs fluctuate throughout the year.

If your industry is one where seasonal ebb and flow in business creates a need for varying staff levels throughout the year, then turning to a staffing company can be the perfect solution. There are numerous benefits to using a staffing company rather than hiring employees only to have to lay them off when business slows. Continue reading to learn about the associated benefits.

1. Eliminate liability

You can reduce any unemployment liability, because staff is generally employed by the staffing company, rather than your company directly. In other words, the staffing company pays for unemployment insurance (though of course those costs are going to be passed on to their clients in the form of higher contract costs).
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What Will Happen to the Workforce When the Baby Boomers Retire?

FAN9015298With the STEM skills gap being an ongoing topic of discussion and concern for employers and employees alike, little attention has been given to the issue of another type of skills gap: the vocational skills gap. This gap will inevitably spike in the next 10-15 years as a result of the baby boomer workforce generation retiring in larger numbers. As Millennials and younger generations begin to take hold of the majority of today’s workforce, the STEM skills gap won’t account for the only growing void in skill sets. Our infographic provides insight on which skilled trade jobs will feel the most impact from baby boomer retirement and how to ensure these gaps are filled.

As of July 2014, there are a recorded 6,041,000 construction jobs in the U.S., 12,160,000 jobs in manufacturing, and as of 2013, there were 258,630 U.S. jobs in mechanical engineering. These positions spiked as the United States first began to develop into the nation it is today, and the majority of these jobs today are filled by members of the Baby Boomer generation. Today, the majority of Millennials seek out jobs in health, business, media, and science and technology. This tendency for younger generations to seek out non-labor careers is one that isn’t expected to decline. With this evidence, the labor industries will inevitably face a large skills gap in the potentially near future. As Baby Boomers begin to retire more rapidly and younger generations continue to seek out jobs that are unrelated to labor-intensive work, the question remains: who will replace these employees?
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Adecco Publishes Global Study on the Use of Social Media in Recruitment and Job Searching

SocialRecruitingSocial media has become the universal domain for both recruiters and job seekers alike.  Social media websites are essentially storefronts in the new marketplace for jobs.

As the global leader in HR solutions, Adecco wants to better understand how people interact in this new marketplace: how they search for jobs, which platforms they use and how they present themselves online. This is why we’ve completed our first global study on the use of social media in recruiting and job search.

About the study

Developed by Adecco Group in partnership with the Catholic University of Milan, Italy, the study is the most comprehensive research of its kind to date. Responses from 17,272 job seekers and 1,501 recruiters from 24 countries were collected. The topics of research include:

  • The use of social media for professional purposes
  • The effectiveness of social media in the matching of job seekers with open positions in the job market
  • The relevance of web reputation and its impact on recruiting
  • The social capital of individual candidates
  • How recruiters explore the web when looking for a candidate

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10 Questions Answered to Help You Better Manage Your Multi-Generational Workforce

customer-service-employeesThroughout our webinar on Managing Multiple Generations in the Workforce, we received many thoughtful questions and comments from attendees – so many, in fact, that we didn’t have time to answer each one.

Fortunately our great panelists agreed to follow up on the questions they weren’t able to answer during the webinar Q&A. Questions include:

  • Why do we have to change for young workers, why can’t they adjust to the way things are?
  • What are the best ways to create two-way mentorships between younger and more mature employees?
  • How would you address the seeming lack of boundaries between younger managers and their employees?

Continue reading for answers to these and other questions from our four panelists.
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