January 2011 Archives

Monday January 31, 2011

January Staffing Employment Up From Last Year

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Staffing employment in January is 13% higher than in the same month last year, according to the ASA Staffing Index. The index for January is 89, down 12 points from 101 in December, suggesting that U.S. staffing employment has decreased 12% over the past month. The December to January decline is consistent with historical seasonal patterns. Staffing employment is typically lowest in January and grows throughout the year, usually peaking in November or December.

ASA releases a monthly report on the index that offers a preview of the nonseasonally adjusted temporary help employment numbers reported by the U.S. Bureau of Labor Statistics in its monthly employment situation report, which is generally issued the first Friday of the month. BLS will release employment numbers for the month of January this Friday, Feb. 4. The ASA Staffing Index monthly report, released more than a week before the BLS employment situation report, compares weeks containing the 12th of each month, matching the reference period used by BLS.

Tuesday January 25, 2011

Net-Temps and Job Rooster Bring Jobs to Users' Mobile Phone

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Workers looking for temporary, contract jobs can now find them on-the-go

N. Chelmsford, MA, January 25, 2010 - Net-Temps and Job Rooster have partnered to bring mobile recruiting services for the first time to their users throughout the United States. Net-Temps, one of the largest job boards of part-time, temporary and full-time jobs, is adding the service to their current online offering, giving more than a million active jobseekers the opportunity to receive job listings via text message.

"Temporary and contract workers represent a huge portion of the labor force, but many of these folks are not connected to the Internet on a daily or even weekly basis," said Job Rooster CEO Nick Ellis. "Job Rooster eliminates the need for a computer or Internet connection entirely, and simplifies the job search process for workers on the go."

The text-message based mobile platform enables job seekers to receive job alerts on their cell phones and access the newest job postings anytime, anywhere.

Net-Temps VP of Marketing, Sue Booth, commented, "The collaboration with the Job Rooster mobile service helps add additional channels of distribution for employment information for jobseekers. They can receive text messages of job alerts anytime, anywhere directly on their mobile phone and send their favorite job posts directly to their email inbox."

The partnership comes at a time when people are increasingly relying on their cell phones for personal and professional purposes. Roughly 90% of Americans have mobile phones, of which 98% are text message-enabled. The New York Times reported in May 2010 that mobile phones are now used more for text messaging than for talking, with many demographics sending over 100 text messages per month.

About Net-Temps
Net-Temps is the leading job board for temporary, temp-to-perm and direct-hire employment through the staffing industry. Since 1995, Net-Temps has consistently ranked among the top Internet job boards. The Net-Temps Job Distribution Network is one of the most cost-effective approaches to talent acquisition on the Internet and is comprised of some 20,000 employment-related websites. Through this Network and extensive advertising programs with top search engines and portals, Net-Temps is able to assist staffing companies in sourcing and hiring the most qualified candidates. Job seekers can search jobs in more than a dozen career channels, post resumes and take advantage of all the available career resources for free. Further information about Net-Temps is available at www.net-temps.com.

About Job Rooster
Job Rooster, a San Francisco-based social enterprise, works to bridge the employment information gap by giving people access through their text-enabled cell phones. Job Rooster's multi-functional capabilities allow job seekers to connect with employers and employers to hire better, faster and more cost-effectively. To access the service simply text the word "JOBS" to CROWS (27697) or sign up online at www.jobrooster.com.

Friday January 21, 2011

What Do I Do If I Receive My Own Employee's Resume?

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If you are in Human Resources (and assuming the employee responding is not from your department), do not divulge the specific information to the department. The employee will feel either embarrassed or as if his/her privacy has been invaded. This can only serve to hasten the person's departure.

Surprised.jpg Additionally, you do not know the full situation. Maybe he or she was just sending it out on a lark or placing the resume on a recruiting board "just in case". Do, however, use this information as an indication of possible unrest within the department that the employee works for. Keep an eye open to potential problems and review exit interviews of others in this area to gain clues into what might issues employees might be concerned with. It also might be a good time to talk to the Manager or the employees about how things are going in general. No need to bring up the found resume.

If you are a department manager or small company owner and you come across the resume of one of your own employees, you have three choices. You can ignore it, you can bring it to the employee's attention and find out what the situation is or you can talk to the employee or a group of employees about the morale in general. I would opt for the third choice. The resume was NOT meant for your eyes no matter how legitimately it came to you. A general morale check would be more appropriate.

And finally, if it's an employee that you were hoping would leave, (which these things tend to be) thank your lucky stars and re-send the resume to all other companies in your area.

-Beth N. Carvin

Chief Executive Officer, Nobscot Corporation

Ms. Carvin is the co-founder and CEO of Nobscot Corporation, developer of WebExit, exit interview management system. Ms Carvin has over fifteen years of experience in recruiting, human resources, business management, sales and marketing. She was previously the founder/managing partner of Excel Employment for six years and an HR and Business Development Officer with BancWest Corporation for 4 years. She graduated with a BA in Communications from University of Massachusetts, Amherst, and is a member of Phi Beta Kappa honor society. Carvin teaches classes in Hiring The Best, Ethics In Banking, and Employee Relations for the American Institute of Banking. She is a member of the Society For Human Resource Management and the Human Resources Mentoring and Networking Association.
© Copyright B. Carvin

Wednesday January 19, 2011

How to Create a Job for Yourself

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How to Create a Job for Yourself

If you've been jobless for an extended period of time, maybe you ought to stop looking for the right job.

Instead, try looking for the right employer.

If you do, and contact them with the right message, employers may create a job just for you.

It happens all the time -- even in today's economy.

Here are three case studies and takeaway lessons to illustrate ...

  1. Offer to help first and get hired later

    While not every company wants to expand hiring these days, every company wants to increase revenues, save money and increase profits.

    In other words, every company has problems to solve. And all jobs, in good economic times and bad, are ultimately created to solve problems.

    The best employers -- the ones you want to work for -- are flexible and opportunistic enough to hire people who demonstrate that they can solve problems.

    Michael Mingolelli, Jr., CEO of Pinnacle Financial Group, in Southborough, Mass., has twice created jobs to bring promising employees on board. "These people approached us with a good value proposition to help us continue to grow our practice, and we made positions for them."

    Both prospective employees first contacted Mingolelli by phone and demonstrated their knowledge of Pinnacle. "They were very attuned to what we do and the type of clients we have," he says.

    Your takeaway lesson: Answer these three questions before approaching any employer:

    A. What are their problems?

    Put differently, if you were the CEO, what would keep you up at night right now?

    B. What are their opportunities?

    If you were CEO and could wave a magic wand, what would you make happen? What are the industry leaders doing?

    C. How could you help solve their problems and/or capitalize on their opportunities? Match your skills and achievements with your target employer's needs. For example, if they need to save money and you've saved money, there's a match. Quantify your results in dollars, numbers and/or percentages.

    [read more and leave a comment]

Wednesday January 12, 2011

4 Ways to Get Unstuck in Your Job Search

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If you've been looking for a job for any length of time, you've probably run into roadblocks.

Weeks go by with no job interviews. Employers don't call. And you start to feel ... stuck.

Where can you turn for new ideas to get "unstuck" in your job search?

I suggest you try "funnel vision."

As explained to me years ago by marketing master Jay Abraham, funnel vision is the opposite of tunnel vision. It's a way of looking beyond your current situation for new ideas, then adapting them to create breakthroughs.

Funnel vision is how Velcro was invented -- those tiny hooks that hold clothing together were adapted from cockleburr seeds in nature.

Funnel vision is how drive-up windows came to fast-food restaurants -- before McDonald's installed their first one in 1975, drive-up service had been used at banks since 1928.

To illustrate funnel vision for your job search, I'm going to adapt four ideas from a terrific article on blogging at Typepad.com, called "10 Ways to Find New Blog Topics" (www.typepad.com/tips/blog-topics-tips.html).

See? We're already adapting -- from blogging to job hunting.

Here we go ...

1. Read the comments on career blogs for new ideas Some of the smartest job search ideas come from ... smart job seekers.

Where can you find them? Oftentimes these people share their success stories by posting helpful comments on blogs that deal with career and job-search topics.

So, to generate new ideas for your job search, check out the comments posted on high-traffic blogs. Many of the most popular are found at this link - http://career.alltop.com.

2. Review your greatest hits

I'll break this idea down into two parts.

First, look back over your career. How did you find out about every job you've had since you left school? Examples: You networked with a professor in 1988, networked with a neighbor in 1992, answered a want ad in 1994, called a recruiter in 2001, etc.

Now ask yourself: How could I repeat that or do something similar to it?

You may not find as many jobs listed in the Sunday paper today compared to 1994, for example, but what about the online edition of the newspaper? Or what about looking through an industry newsletter or magazine that serves a narrow niche? Trade publications can be a terrific source of job leads -- call your local library and ask for help finding them.

Second, what did you do and say to get hired for previous jobs? What's the best cover letter you ever sent? What's the best line in your last resume?
The best answer you ever gave in a job interview?

Now ask yourself: How could I repeat those successes in my current job search?

3. Do something different

To get different ideas, you have to start with different thoughts.

Example: How would you get a "job" on American Idol? Send a resume? No, you'd audition. And before your audition, you'd practice like mad.

So, ask yourself this: Where and how could I "audition" for a job? Whom would I have to contact to get an audition? And what skills would I have to practice beforehand?

Approaching your job search as if it were an audition for "American Idol"
is just one way to do something different.

How would you get hired for a job as a bus driver? A tennis coach? A senator? A mountain guide in Tibet?

You may be just one different tactic away from your next job. What is it?

4. Invite a guest author to write for you Ask three or five of the most-successful people you know to send you their resumes and cover letters. What parts can you adapt and use in your own documents?

Your friends will be flattered that you ask. Plus, you'll be doing some "accidental networking" when you send them your revised resume and cover letter to review, which is a nice secondary benefit.

Do you see how powerful a tool funnel vision can be? And there are plenty of other ways for you to get unstuck -- I've adapted only four ideas from the 10 in that article on blogging.

- Kevin Donlin

Kevin Donlin is author of "Guerrilla Resumes." To learn how people are getting hired for new jobs in 30 days or less, please visit: http://JEANV.gjobnow.hop.clickbank.net/, Guerrilla Job Search International.

Monday January 10, 2011

BLS: Staffing Industry Continued to Add Jobs in December

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The staffing industry was one of the few sectors that contributed to overall job growth in the U.S. economy during December, adding nearly 16,000 new jobs. On a month-to-month basis, seasonally adjusted staffing employment rose slightly (0.7%) in December but was 16.1% higher than the previous December, according to data released Friday by the U.S. Bureau of Labor Statistics. BLS noted its data show that the staffing industry has added 495,000 new jobs over the past 15 months since resuming growth in October 2009.

BLS logo.jpg"The much needed jobs recovery remained largely elusive in 2010 as businesses cautiously and strategically added to their flexible and permanent work forces," said Richard Wahlquist, president and CEO of the American Staffing Association. "Staffing firms continue to report that demand is steadily increasing across many sectors, an indicator that the economy is moving in the right direction. Many of the individuals working as temporary employees will be at the front of the line as businesses start ramping up the size of their permanent talent pools."

Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that staffing employment ticked down from November to December (-0.4%), considerably better than the historical sequential decrease of (-1.3%). On a year-to-year basis, there were 16.3% more workers employed in December compared with the same month in 2009. The ASA Staffing Index, which is also not seasonally adjusted and therefore is comparable to the nonadjusted employment figures reported by BLS, also indicated a 16% increase in staffing payrolls since December 2009.

BLS also provides employment estimates for search and placement firms, but those are nonseasonal only, and reports lag one month. On Friday, BLS reported that search and placement employment in November was unchanged (0.2%) from October to November, totaling 243,200 for the month. In a year-to year comparison, November employment was up 6.9% from the same month in 2009, continuing the trend of year-to-year employment growth in search and placement that began last spring.

Total U.S. nonfarm payroll employment increased by 103,000 new jobs from November to December, lower than the 150,000 expected by many economists. In addition to the job gains reported for temporary help services, most of the new jobs created were concentrated in the leisure and hospitality sector, as well as in health care industries; employment in leisure and hospitality rose by 47,000 while health care expanded by 36,000 in December. Limited job gains were also reported in retail trade (12,000) and in mining (5,000). The overall unemployment rate for the economy decreased to 9.4%, down from 9.8% in November, largely attributable to individuals leaving the labor force in December.

Wednesday January 5, 2011

Getting a Yes on 90% of Your Recruiting Calls

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This monthly article gives you quick, easy-to-implement ideas on various subjects. This month's topics have to do with improving your recruiting calls and expanding your marketing reach.

Topic #1: Getting a "Yes" on 90% of your recruiting calls

Yes.jpg When you make a cold call (to a candidate) are you first looking to pitch a job or learn about the candidate's skills and aspirations? Are you looking to open a dialogue or sell a job? If you are like a lot of recruiters, you start off the conversation by attempting to sell the candidate on the job opportunity.

Pitching a job or asking for a referral right off the bat puts you in a low level conversation with your candidate. Passive candidates who are top performers will see you more like a tele-marketer than a career consultant. These conversations tend to be very transactional and do not build rapport as quickly as other approaches.

Here's an excellent leading question that will get you a "yes" 90% of the time and will put you in a more consultative role: "Would you be open to exploring a new career opportunity if it was clearly a stronger fit for you?"

When they say "yes", don't tell them about the job yet! Say, "Great, why don't you give me a 2 minute overview of what you do and what you are looking for and then I can give you a quick overview of the job, and if it makes sense, we can go into more detail"

Most people you call are not going to be a candidate for the job at the moment- but they know people they could refer. The referral is much easier to get if they first trust you and your professionalism. Try to establish a professional relationship before pitching a job.

Topic #2: Expand your marketing reach

How many people hear about your service on a regular basis? Your marketing "reach" has to do with how big of a net you are able to cast with your various marketing efforts. In a slow economy, expanding your reach and delivering your message to a bigger audience has to be a top priority if you want to be able to sleep well at night.

Let's say that you offer an excellent service and have a strong follow up marketing plan but you only expose your offer to 10 prospects in a year. No matter how good your presentation is, your plan will likely fail because you don't have enough client exposure. You may be the best kept secret in your niche and if so, it's your job to change that and get your message out there.

An example of expanding your reach:

Let's say that you decide to write an article for a niche publication that your target market tends to read. First you interview 10 industry leaders for information and then you write the article. The article gets published and is read by 10,000 people. Your reach for that effort would be 10,000.

If instead you interviewed 100 leaders (potential clients) and got the article published in three publications that would be read by say 50,000 people, you would have 5 times the reach as compared to the example above. Keep in mind that writing the article takes the same amount of time either way. But by focusing on expanding your reach you have gotten much more leverage from the effort.

Another way to expand your reach is to think about growing your client email list. This is your "goldmine" that you want to send a client newsletter, candidate hot list or articles to on a regular basis. If you send these items to 100 people that effort is less valuable than if you send them to 500 people.

Again, the effort of creating the hotlist or newsletter takes the same amount of time no matter how many people you send it to. Set an aggressive goal to increase your prospect list by 30% in the next 90 days to be sure that you are getting the best results possible for your existing marketing efforts. Assign this task to yourself or someone else in your office and then schedule a follow up meeting to review your results after 90 days.

- Gary Stauble

Gary Stauble is the Principal Consultant for The Recruiting Lab, a Coaching Company that provides Recruiting Professionals the Training, Tools and Systems to make More Placements with Less Effort. Gary offers several Free Special Reports on his website including, "$1 Million Time Management", 15 Critical Candidate Questions" and "The 3 Things that Lead to Placements". Get your copies now at www.therecruitinglab.com.