Top 5 Careers That Are Hiring Like Crazy


As the New Year approaches,  people tend to get a bit more introspective about their life choices. One example of this is choice of career.  According to a recent survey released in 2014, the majority of Americans—52.3%— are unhappy at work. If you’re like many,  you hate your current job and/occupation and secretly fantasize about “running away” with another employer. Or you may feel cynical or even hopeless that your dream job is out there. (Or even just a better job)

If you can relate, keep reading.

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Obamacare and Staffing – 5 Things To Know in 2015

Healthcare has seen many changes in the past few years. With the enactment of the Affordable Care Act (also known as the Health Care Law or Obamacare) on March 23, 2010,  every income-earning individual currently with or without health insurance has since been required to sign up for an Affordable Care Act (ACA) approved health insurance plan or pay the tax penalty.

It feels like only yesterday that health insurance was simple and straightforward.

But now, as one Staffing Industry writer put it—“ For many, the ACA (Affordable Care Act) may feel like peeling back a never-ending onion”.

They weren’t lying.

There’s a lot to keep up with—the ACA is constantly in a state of fluctuation.

As a staffing professional, here’s what you—and your employees or independent contractors—need to know in 2015: Continue reading

The LinkedIn “Tech-Effect” on Today’s Staffing and Recruiting Industry

Sometimes HR recruiters say the darndest things.

 Liz Ryan, the head of HR for U.S. Robotics says:

When the energy is good in your company, people want to work for you. You don’t have to run job ads. You don’t have to beat the bushes to find candidates. They show up at your door!

Liz—like millions of her fellow LinkedIn users—has found the world’s largest business networking site to have changed recruiting and talent acquisition forever.

Another LinkedIn recruiter, John Syed, a recruitment leader in the Gas and Oil Industry, reminisces over the change from the old to the new school:

Recruiters [once] received a daily cascade of candidates who covered the full spectrum of capabilities. You could post a job for CEO and get entry level resumes sent to you. Of the hundreds of thousands of applicants per job posting, recruiters had to manually sift through paper resumes, color coding them along the way and marking them fail, hold or progress…

A big challenge during those times was the lack of any true Applicant Tracking System. Some companies who were savvy enough modified CRM systems to manage candidates, but most relied on a paper based system.”

The change, in essence, was a power shift. Recruiters were the ones responsible for filtering candidates. In fact, compared to today’s LinkedIn worldwide network, there is no filter at all. Anyone who would apply, could apply. It was up to Recruiters to decide whether the applicant was worthy of becoming a candidate.

More importantly, the pool of candidates was limited to those who applied.

Then, it happened: The first online job board appeared.

image courtesy of

Hit the Fast-forward button—skittering past and in chipmunk-like fashion—to today’s scenario:

The HR world post-LinkedIn (or as a result of LinkedIn, depending on the source), burst the applicant pool wide open like a pin to a water balloon.  Suddenly recruiters had an entire universe of job applicants to select from in one or both ways:


#1  Active: Hunter-mode. Recruiters and HR leaders, no longer restricted to a job ad’s direct responses, now get their spears and scan the LinkedIn landscape for potential leads—even reaching out to qualified prospects directly that look like they are a good fit.

#2. Passive:  Allowing the fish to swim upstream. Recruiters and Staffers can post a job on LinkedIn and let the leads come to them.

LinkedIn Pros for recruiters

Networking.  Where else can a recruiter have immediate access to so many job candidates with resumes attached?

Low-cost. Aside from paying for LinkedIn’s recruiter tool, there is a relatively low overhead. No cost for newspaper ads. No travel expenses. No excess paperwork. Some businesses can even get away with circumventing paid tools by sheer networking determination, such as posting job openings in relevant LinkedIn professional groups.

Time-savvy.  Recruiters can get a quick read of a client’s LinkedIn profile resume with one or two clicks. No more waiting for a resume to arrive in snail mail with the applicant’s contact information. With LinkedIn, the once-lengthy recruitment process speeds up dramatically. Since all exchanges are archived, LinkedIn allows recruiters to track their list of prospects, saving hours from working with third party CRM software.

LinkedIn Cons for recruiters

surfing the internet


Misrepresentation. As on any social media platform, people can create an entire false reality of themselves online without having to back it up. This virtual fantasy world of avatars can be misleading to recruiters seeking qualified candidates. John looks great on his LinkedIn profile. His photo is clean-cut with the power suit and tie and his resume looks spectacular. After reaching out to John,  however, Joe the recruiter finds out John only has a B.S. degree (and that doesn’t stand for a “Bachelors of Science”, either).


Hello convenience, goodbye personal relationships. When Diane the job seeker meets with Helen the Head Hunter, Helen gets to know Diane personally. She learns what Diane is looking for, what her strengths and weaknesses are and then works with her to refine her resume and interviewing skills. This exchange happens face to face and over the phone.

In other words, there is a relationship.

As a headhunter, Helen has connections in Diane’s industries of interest and because of these relationships on the hiring side, can give Diane inside tips on improving her chances of getting the job-everything from technical details down to how to dress to impress that particular employer.

Maury Hanigan, founder and CEO of LinkedIn’s first serious competitor, Match-Click, has this to say about LinkedIn’s effect on recruiting:

Whereas a candidate would previously have had a conversation with a single headhunter about what they were looking for in a job, they must now have such conversations with each corporate recruiter who contacts them. The sheer number of contacts they get can be frustrating.”

In other words, LinkedIn, as much as it boasts of its innovative networking chops, is still limited when it comes to organic networking. Technology makes networking and recruiting more efficient, but it cannot replace networking itself.  The key going forward is to successfully integrate the best of both worlds.

Today’s Question:

How can recruiters vet the virtual applicant pool to more efficiently recruit talent?


There are tech companies like Boon App  that puts their applicants through a pre-qualifying vetting process to ensure the talent pool you’re drawing from is the best suited for your company’s needs- all for a competitive price.



5 Reasons Millennials are a Tremendous Asset to your Workplace


According to the Bureau of Labor Statistics, millennials will be the largest generation in the workforce in 2015.  Marketing-wise, they are said to be the most studied group in recorded history.

Perhaps Gen X is giving them a run for their money, but for now it’s all about millennials.

This latest study found that when it comes to workplace value, millennials have a lot more to offer than originally expected.


Millennials have often been criticized for being flaky, uncommitted and un-driven compared to baby boomers. In the above infographic, courtesy of elance odesk,  this reputation has made millennial employees difficult to find and retain (at least by the 53% of hiring managers polled).

But there’s another side.

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Beginners Guide to Staffing Agencies – How to Get a Temp Job, a Raise & a Full-Time Job


So, you’re looking for a job, but don’t know where to start.

Try a staffing agency. REALLY.

Statistics prove that people out of work or just starting their careers are using staffing agencies more than ever.

According to the American Staffing Association’s 2014 Staffing Survey, 90% of people say that temporary or contract work made them more employable. Negative assumptions about looking for a job with staffing agencies no longer exist.

So, don’t hesitate — GO FOR IT!

If you’re a newbie to staffing agencies, check out our beginners guide to get the the job and money you want.

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The Rise of Freelance Jobs and Their Impact on Labor


It wasn’t that long ago that your career use to be tied to one company until retirement, but today’s workforce has vastly changed. It’s not uncommon to switch companies or jobs every few years, an occurrence that doesn’t phase HR recruiters when they see a resume in their inbox.

Labor patterns are changing even more with the prominence of freelancers flooding the job market with their killer skills.

A freelancer is defined as an independent contractor retained for a short period of time to complete a specific task. Freelancers are often hired at scale and their expertise spans many industries — from creatives, to tech, administrative support and clerical, or specialized consultants.

According to the Bureau of Labor and Statistics, freelancers currently make up 10% of the workforce, with a prediction that between 2012 and 2022, self-employment will increase another 3.6%.

But, do freelancers really have much influence on the labor market overall? Our answer? Absolutely!

Below are four ways freelancers have changed recruiting and staffing:

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US companies increased talent acquisition spending to nearly $4,000 in cost per hire

The Staffing Industry Analysts reports that companies are now on average spending $4,000 per hire in 2014. The study completed by consulting company Deloitte states that as labor markets are tightening due to improved economic conditions and increased demand. The report indicates that companies are trying to lower hiring cost buy using professional networking sites as well as there own company websites for hiring purposes over more expensive mediums like job boards and recruiters.

Driven by increased competition for talent and a shortage of critical skills, US companies increased talent acquisition spending 7% on average year over year in 2014 to nearly $4,000 in cost per hire, according to new research from Bersin by Deloitte.

Spending focused on professional networks at the expense of agencies, according to the research. Allocations to professional networking sites tripled to account for 12% of recruiting budgets on average in 2014, up from 4% in 2011. In contrast, agencies and third-party recruiters claimed 18% of the recruiting budget in 2014, down from 38% in 2011, as organizations switched their investments to a variety of less costly channels, including professional networks.

Spending on talent acquisition up 7% to nearly $4,000 per hire, study says.

6% Growth In Temp Staffing, Trending Towards $121 Billion

The U.S. temporary staffing industry will grow 6% in 2015 and another 5% in 2016 to reach a record industry size of $121.0 billion in 2016, according to the “U.S. Staffing Industry Forecast: April 2015 Update” released by Staffing Industry Analysts.

The US place and search industry will expand 9% in 2015 and increase 7% in 2016.

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