2014 Job Market Perspectives blog series – Part one: The recession

singles_ADO_JMP14_v2_Page_01Every year we release our Job Market Perspectives report, which details the current state of the job market broken down by industry sector and region. The report also contains important topics and useful information such as a 2013 year in review, a summary of the last five years, as well as an executive polling section where we take a look at what business leaders are seeing and what challenges we face moving forward.

To coincide with the 2014 Job Market Perspectives Report release, we are publishing a three-part blog series to highlight some of the information in the report. In part one, we’ll discuss the 2007-2009 recession and what impact it had on the job market. In part two, we’ll present a recap of 2013 and show the progress we’ve made in the last year, and in the final installment we’ll present a “sneak peak” of what to expect in 2014.
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Hiring Mature Workers

Now, more than ever, might A manager giving his millennial worker feedback to better improve his overall performance on the job.be the right time to add a mature worker to your team.

There are many benefits to hiring someone with plenty of workforce experience; chief-among them are problem-solving ability, maturity, motivation, and seasoned communication skills.

There are a lot of misconceptions out there about mature workers; in reality, hiring a mature employee can add an extra dimension of skills, diversity and experience to your workforce.
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Hiring for STEM skills in the New Year – Don’t wait

STEM skills worker in the fieldAs we near the end of 2013, is your 2014 workforce in place?  If you haven’t already, get a head start on recruiting for your current and projected 2014 hiring needs, especially if you’re recruiting employees with science, technical, engineering and mathematical (STEM) skills.  One of the most difficult challenges facing companies is the severe and growing gap in professionals with STEM skills.

To learn more about the STEM skills gap and its source, view our new infographic.

Recruiting for STEM jobs

Skilled STEM workers are particularly difficult to find, so we’ve compiled a list of recruiting strategies you can start using now to have your hires ready for January 1, 2014. 
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LinkedIn University Pages: Networking Beyond Millennials

LinkedIn University Pages The highly successful social media network for professionals announced in August that U.S. teens ages 14 to 18 will be allowed to create accounts and will have access to LinkedIn University Pages.

This marks a significant shift for what has long been the most buttoned-down of social media networks. Since its launch in 2003, LinkedIn has remained primarily an adults-only network that has grown to 240 million professional members.

Allowing younger users seems to make sense for LinkedIn from a business perspective – the company can lock in a whole new generation of members long before they become working professionals. LinkedIn also stands to become a force in the college recruiting and admissions game. According to LinkedIn, the new policy is “the cornerstone of our strategy to help students at every critical milestone from campus to fulfilling, successful careers.”

But does LinkedIn make sense for Junior? While LinkedIn says, “We’re trying to provide real value for prospective students,” Huffington Post contributor Kim Garst expressed some reservations. Garst questions whether 14-year-olds should be using the same LinkedIn as professionals looking to network. While she supports the idea of helping students build professional relationships, she adds, “I am just not convinced this is the right vehicle to do it.”
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Seeking Positive Solutions for Millennial Unemployment

Millenials now account for 1 in 3 employees in the workforce.

How do we lower the Millennial unemployment rate?

Lately, much of the national narrative around Millennial employment has been reduced to the blame-game. Some employers and commentators portray Millennials as soft, needy and unwilling to work their way up the corporate ladder. Meanwhile, some Millennials counter that employers won’t give them a fair shake at a decent salary.

The reality, of course, is that neither extreme is accurate. And it would serve everyone well to focus on recent positive momentum and look for constructive ways to get even more Millennials into meaningful, well-paying jobs. In a recent Forbes Blog post, Millennial branding guru Dan Schawbel urged business leaders to support and encourage Millennials, which by next year will account for one in three people in the workforce.
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How to attract top Millennal talent

Adecco Way to Work careerathon

By Scott Westcott

What’s it take to attract millennial talent? More and more employers are asking that question as the 18-to-33 year-old age group fast becomes the largest percentage of the U.S. workforce.

Yet employers are finding that it takes more than simply posting open jobs to attract talented Millennials, who bring with them unique working styles and expectations that are considerably different than those of the baby boomer generation. Progressive companies are focused on developing a culture and working environment that allows Millennials to flourish and encourages them to stick around. Here are some steps that smart employers are taking to attract workers from Generation Y.
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