News
2008 Workforce/Workplace Forecast
© Copyright 1998-2007 by The Herman Group of Companies, Inc., all rights reserved
1. Recruitment in a Tightening Labor Market
Even the coming economic slowdown will not completely stop the creation of jobs. Moreover, stimulated by job creation and the fact that skilled workers in many occupations are in short supply, time-to-fill openings will also continue to increase as will the costs.
2. More Employers Turning to Recruitment Process Outsourcing (RPO)
In an effort to reduce costs, more large employers will turn to companies like The Right Thing, Inc. and others will step in to provide a wide variety of recruitment services on an outsourced or insourced basis, including providing customized services for clients, based on specific needs.
3. Retention in the Face of Increasing Choices for Employees
Recent studies reflect that employee turnover is accelerating. With increasing choices we will see more attrition, especially from the ranks of long-term employees. Wise employers will conduct "stay interviews" and provide re-orientation to their seasoned employees. More employers will begin to be aware of the value of contingent employees and address the issues of retaining them.
4. More Employers will focus on Metrics
Following the lead of large employers, more medium-size employers will embrace technology to manage the employee life-cycle and operate more efficiently. This increased efficiency will drive more profit to the bottom line.
5. Leadership Deficit Becomes More Apparent
As companies experience the re-careering of Baby Boomer executives, they will become more aware of the lack of qualified supervisors and managers to move up into higher positions. The organizations' previous lack of training for would-be leaders is to blame.
6. Lack of Succession Preparation
Organizations will become more acutely aware of their lack of succession preparation. They have simply not invested in leadership training so that their supervisors, managers, and executives are not ready to move into the positions.
7. More Employers Accommodate Older Workers to Maintain Intellectual Capital
The drive to retain older workers will cause companies to work harder to accommodate the wants and needs of older workers. AARP will support employers' drives to hold onto these valuable employees. More employers will embrace flexibility in all aspects of work to adapt to the wants and needs of their retirement-age associates.
8. More Awareness of the Link between Economic- and Workforce Development
Workforce development issues move to top-of-mind for communities, as they become more aware of the workforce imperative---that business and industry will only locate where there are the skilled workers to fill their open positions. This awareness will lead organizations to focus more on middle- and high-school students to begin to expose them early to the careers available in their communities.
Dissatisfied US Workers October 31, 2007
Recent data published on workforce attitudes suggest a continued disconnect between employers and employees. This disconnect relates to the effectiveness of various employee retention tactics, including financial compensation, benefits, and work/life balance programs. Over three-quarters of the 3,152 employed adults surveyed view healthcare benefits (78 percent) as crucial to retaining them. Almost as many people viewed compensation (75 percent) as critical. Furthermore only 34 percent and 26 percent respectively are currently satisfied with these components of their jobs.
"© Copyright 1998-2007 by The Herman Group of Companies, Inc., all rights reserved.
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Consulting Career Abound for Baby Boomers
Selena Dehne, JIST Publishing
INDIANAPOLIS, IN -- The demand for consultants is growing rapidly in the
work force as companies capitalize on the opportunity to hire expert
opinions on an "as-needed" basis, rather than as full-time employees. In
fact, the Bureau of Labor Statistics projects a 55% increase in the number
of consulting opportunities between 2002 and 2012.
"Companies now hire consultants to avoid the costs associated with
full-time, permanent employees. They hire the staff they need just when
they need them-and when those people are no longer needed, they're gone,"
say career coaches Wendy Enelow and Louise Kursmark, authors of Expert
Resumes for Baby Boomers. Companies' need for experienced, knowledgeable
advisors offers baby boomers one of the best opportunities to have a
flexible work schedule that allows them to make the most of their work
history and skills.
The strong demand for consultants is great news for baby boomers that are
interested in part-time positions, short-term assignments, and other
nontraditional working situations. If you are a baby boomer with a
particular expertise, you might want to give serious consideration to a
consulting career where you will have options and flexibility for your work
life and schedule.
JOB PROSPECTS IMPROVE FOR RETURNING VETERANS
When asked for a recent survey conducted by CareerBuilder.com, one in five U.S. veterans said they'd struggled for six months or longer to find work after returning home, with one in 10 reporting they'd searched for a year or longer. Sixteen percent said they didn't know how the skills they'd learned in the military would translate into a civilian job. But things may be looking up for the 250,000 servicemen and servicewomen who return to civilian life each year. The same recent survey noted that four in 10 of the responding hiring managers said they plan to recruit vets for openings in the next six months.
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Forecast Labor Shortage
Demographic and economic trends forecast employers will confront a shortage of employees in the near future. Federal statistics suggest that in just a few years there will be 151 million jobs, but only 141 million people to fill the void. Additionally, an estimated 76 million baby boomers (those born between 1946 and 1964) will soon be retiring. Leaving only 48 million workers under age 40 will be available to replace them. In short, a massive and very real labor crisis is looming. New England Human Resources Association
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Too Many Jobs Too Few People
“Impending Crisis” Too Many Jobs Too Few People is a thought provoking book based on data compiled by three noted authors - Tom Olivo, Joyce Gioia, and Roger Herman. (OakHill Press Winchester, VA). The “looming crisis” ahead has actually arrived. There's a dangerously growing shortage of skilled workers to fill jobs. Projections from the Bureau of Labor Statistic forecast a shortage of 10 million workers for 2010. The numbers also don"t take into account the changing attitudes in the workforce. This book is a wake-up call.
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Resume Test for Candidates
Give yours the “30-second test,” says Deborah DeCamp of the employment firm Manpower, in Chicago. Have a friend read it: if after 30 seconds he can’t rattle off the high points, it needs a rewrite. “Look at your resume as if it were an ad,” she says. “It should be easy to read, with lots of white space and keywords that pop out.” If you’re posting it online, the more industry-specific key words it has (for example, Six Sigma for Quality people) the more chance it has of coming up in searches. Manpower, Inc.
Tailor Your Resume
You should tailor your resume to the position you want or to the position you are responding too. We are amazing at how many well qualified people with excellent skill sets have a resume that is so general that it “…says nothing of substance,” says Ken Selzer of DefensePlacements, Inc. Use power verbs (develop, create), and avoid clichés (strong leadership qualities, good communication skills, people person). The latter sounds good, but turns hiring authorities off…they are looking for specifics, says Selzer. DefensePlacements, Inc.