First Friday News Letter. Wants VS Needs when writing a job description.

1. ADJUSTING TO THE
CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the
Bureau of Labor Statistic reports and a robust report for September
clearly indicate the employment landscape is changing. As we charge
into the fourth quarter, it is time to revise hiring strategies to fully take
advantage of the opportunity to expand.
According to the most recent MRINetwork recruiter Sentiment Survey,
the marketplace is clearly evolving into a candidate driven market. This
means you need to revise your hiring strategy if you want to attract
prime candidates.
In many cases, it is a healthy exercise to review exactly what
background and experience is absolutely necessary to fill the needs of
the role. If you demand an MBA and 10 years of successful experience
when a BS and five years experience would be sufficient to perform
the duties, you may be squandering precious budget dollars while
limiting the potential number of recruits and increasing the time the
position is open.
When candidates are difficult to find, hard to attract and positions are
remaining open longer, another option becomes more viable:
CONTRACT STAFFING.
Contract staffing, also known as temporary or contingent staffing, has
long been a solution for employers to meet short-term or variable
staffing needs, while providing candidates with the opportunity to gain
seasonal work or work between permanent positions. Temporary
employees are no longer viewed as just being lower-level, non-essential
and less-committed workers.
As the job outlook improves, contract staffing remains as a viable,
growing workforce solution for not only satisfying administrative
needs, but also engaging senior-level staff, in a cost-effective
manner for strategic, leadership expertise. Contract staffing is
becoming such an integral part of the workforce that Staffing
Industry Analysts predicts 50 percent of the workers at Fortune
VOLUME V | | | ISSUE 9
September 3, 2014
© 2014 Management Recruiters International, Inc. An Equal Opportunity Employer
100 companies will be contingent hires by 2020.
According to Staffing Industry Analysts' Temporary Staffing Trends,
Development and Forecasts webinar, the U.S. temporary staffing market
is projected to experience 5 percent growth in 2014 and 4 percent
globally. "Our employment landscape is changing and it's clear that
contract staffing is no longer being viewed as just a secondary or backup
labor solution," says DD Graf, vice president of contract staffing for
MRINetwork. "The focus is moving from using temporary workers to fill
in for or replace permanent functions, to more of a strategic approach in
which companies contemplate whether key initiatives will require
temporary vs. permanent work."
Graf offers the following advice for implementing an effective
contract staffing recruitment strategy:
Include discussions around the workforce mix in annual company-wide
strategy sessions. Companies should be considering the contingent
labor that will be required to drive the organization's strategy instead of
waiting until demands become too much, or out of the scope of work
performed by permanent staff.
Don't disregard contract talent as only short-term workers. While
contract talent are frequently hired for project-based work or short-term,
mission-critical initiatives, there is a large pool of highly-skilled, contract
talent that is increasingly being hired for projects that last several months
or even years. Utilizing contingent workers in this manner, makes it
advantageous for employers to solve temporary workforce needs in a
more cost-effective and efficient manner.
Consider your industry and the variances in workflow that happen
throughout the year. Having variable staffing expenses will allow you to
better control your costs.
Partner with MRINetwork. Joe Cianciolo has expertise as a single
source solution provider for contract and permanent assignments.
When bringing in the best talent is the goal, working with a staffing
organization that understands your industry, has relationships with top
candidates and has your company's best interest in mind, can provide you
with the competitive edge to recruit the top performers in your market,
whether on a permanent or contract basis.
As we move toward the 2020 workforce, companies are becoming more
quality-focused as opposed to work output-focused. Graf
concludes, "This fundamental shift in the workplace is causing
companies to dissect and redesign work responsibilities and even
roles, creating a growing need for contract staffing."
Source: Department of Labor
Submitted by: Joe Cianciolo, Senior Account Manager
Management Recruiters of Cleveland-Southwest
>Experts in Global Search
(330) 273-4300 ext. 109
JoeCC@MRCSW.com
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2. Employment Summary for September 2014
© 2014 Management Recruiters International, Inc. An Equal Opportunity Employer
After lukewarm job gains in August, the
September Employment Situation report
from the U.S. Bureau of Labor Statistics
showed a return to the heightened growth
seen earlier in the year. According to the
agency, employment increased 248,000 over
the month, pushing the unemployment rate
down to 5.9 percent. These numbers exceeded
economists’ predictions for 215,000 new jobs
and for the unemployment rate to remain at
6.1 percent.
Early indicators
There was reason for
optimism ahead of the
BLS release, as the
month's report from
Automatic Data
Processing showed a
gain of 213,000 private
sector workers across the
country. Small
businesses were the big
winners according to
ADP, adding 88,000
employees over the
month. Gains were seen
fairly evenly across
many sectors with trade,
transportation and
utilities, and
manufacturing posting
the strongest growth.
Total economy
The BLS report showed
even more pronounced
growth. Unemployment
was pushed down from
6.1 percent in August to
5.9 percent in September.
Compared to a year ago,
unemployment was 1.3 percentage points lower,
with nearly 2 million people returning to work.
Job gains exceeded the year's monthly average of
213,000, according to the agency.
Service sectors
Professional and business services hiring led the
gains, adding 81,000 positions. It, too, grew
above its yearly average of 56,000 new
employees per month. Growth was especially
strong in employment services, which added
34,000. Management and technical consulting
services gained 12,000 employees, while
architectural and engineering services grew by
6,000.
Gains above 30,000 were seen in the retail trade,
education and health services, and leisure and
hospitality sectors. In education and health
services, health care employment showed the
strongest growth, with a gain of 23,000
employees. Food services led growth in leisure
and hospitality,
contributing
20,000 new
positions.
Financial
activities' total also
rose by 12,000,
due almost entirely
to 11,100 jobs that
were added in the
finance and
insurance industry.
Growth in goods
Among goods-producing
industries,
construction led
the way, adding
16,000 workers.
As USA Today
previously pointed
out, rising
construction could
be a sign that other
sectors, such as
manufacturing, are
due for a rebound
as well. That could
be good news for
workers in the sector, which gained only 4,000
over the month. Specialty trade contractors made
up the bulk of construction growth in September,
accounting for nearly 9,000 jobs. Employment in
building construction was close behind, with a
gain of 6,200 workers. Civil engineering
employment showed little change.