Staffing & Recruiting 69
Staffing technology software systems were meant to streamline the staffing process, but users can tell you they’re not always helpful, modern or even useable. Some “solutions” are so outdated they can’t keep pace with mobile-user talent, while other systems are set up through multiple vendors and a tech problem can mean a string of phone calls and follow-ups before you’re back up and running.
It’s a common enough scenario—you have a candidate that’d be perfect for a temporary role you’re trying to fill, but the word “temporary” scares them off due to misconceptions about career security or compensation.
Now’s the time to change the reputation of temporary employment. Nearly 3 million people are employed in temporary jobs, and data from CareerBuilder and Economic Modeling Specialists Intl.
The next generation of HR Leaders faces a challenge, not only in terms of managing five different cohorts, but a growing diversity of employees across the board.
An October 2014 White House Council of Economic Advisers report describes Millennials as the largest, most diverse generation in the U.S. population, stating that “42 percent identify with a race or ethnicity other than non-Hispanic white, around twice the share of the Baby Boomer generation when they were the same age.”
One Misleading Trend
The Council also describes Millennials as having been shaped by technology, with a quarter of Millennials believing that their relationship with technology makes their generation unique.
Nobody has to explain the importance of the Internet to staffing firms, or how technology has influenced the way we organize and make our workforce more efficient—the effects of job boards, big data, hiring platforms and other Internet and software services has transformed the staffing industry.
But there are also more subdued trends in staffing and recruiting, which can change from quarter to quarter and may not be as easily noticeable to industry newbies or those who may have fallen in a hiring rut.
Greater levels of movement in the workforce—people leaving old jobs and taking new jobs, or churn—are a good indicator of how confidently an economy is acting. The 2015 economy is still working to recover, but more growth in high-paying jobs (especially non-desk occupations) is good news for the workforce and gives workers more options and opportunities. Many of the fast-growing non-desk jobs do not require a four-year degree or higher, and several offer workers a direct path to the middle class in a variety of industries.
An interview with Andrea Edwards, vice president of marketing and communication at Staffmark
Resumes used to come on paper that had been through a typewriter. Then there were job boards. And now?
In the past 20 years, staffing firms have undergone drastic changes to keep up with technology and the evolving workforce—and it hasn’t been easy. In an interview with Andrea Edwards, vice president of marketing and communication at Staffmark, CareerBuilder asked the secret to client satisfaction (something they have recently been awarded for), how to work for both clients and candidates, and what technology has been crucial to keeping up with the competition.
I have had women tell me what to do for my entire life. In a way, this starts with my Mom.
My Mom is the toughest business person I know.
I was raised by a single mother who also decided to run a “staffing” company called HRU Technical Resources, the company I run now. My grandmother was my mother’s primary investor to get her off the ground.
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