A journal of events, trends, 
challenges and opportunities
in the employment marketplace.

Summer, 2007 Issue

Employment Trends . . .

Job Index Rebound Continues;
Intense Summer Hiring Ahead 

AS ANTICIPATED, NEW JOB GROWTH has rebounded substantially since the beginning of the year, leveling off at an unprecedented level. This, according to the latest statistics issued by Monster.com, is supported by the findings of the Conference Board, which stated in a May

Population demographics.  Baby boomers are reaching retirement age at a faster rate than young people can be brought along to either replace them or fill the new jobs that their efforts have created.

Hot industries.  Energy challenges, the ageing population, federal regulations and the general need for higher productivity levels are driving growth in a number of industries and job functions, from healthcare to alternative fuels to financial services to manufacturing design and production to information technology.

Peak seasonal demand.  In agriculture, food production and food and related service industries, employee demand levels are high now and will remain so throughout the summer and into the fall.     

As can be seen from the table at left, the Top 10 is a diverse group, with some huge states like California, some relatively small ones like Delaware, some highly populous, and some quite rural, like Alaska and Wyoming. What distinguishes them all from an employment point of view is not just that they’re growing, but that they are growing even faster than the other 40 states.

Because of these trends, companies are now faced with a dual challenge that is very real: how to find and successfully attract the new talent they need, WHILE fending off the efforts of their competitors to relieve them of some of the great employees they already have on board.

It’s not an easy challenge, for sure, but fortunately the roots of effective recruiting and hiring and employee retention take sustenance from the same nutrients. There are five basic principles – each detailed in the article on Competitive Hiring below -- which should sustain and reward your efforts with positive results in both candidate hiring and employee retention.

Seize The Initiative.
In hiring, this means understanding the dynamics of a “candidate-driven” or “seller’s” market, and taking the extra steps needed to draw the best candidates into your fold. It means creating a hiring environment where all recruits feel welcome, and all are provided and shown a number of reasons why they should join your firm. In employee retention, it means taking proactive steps to provide the performance reviews, salary bumps, productivity tools and training your great employees need as a matter of course, rather than merely reacting when someone complains or resigns.

Sell And Reinforce The Significance Of The Position.
Make sure, when speaking to a potential recruit, to focus on the importance of the job for you, your team, your department and your company. And make doubly sure, when speaking with your current employees, to let them know not only how well they are doing at their jobs, but also how pivotal the work they are doing is to you, your team, your department and company. 

Get Involved.
When hiring, make your presence known both formally and informally as the steps in the hiring process unfold. This means making sure the candidate is greeted properly and personally when he or she first arrives for the interview, and it also means briefly “popping in” from time to time as the candidate meets with others on your team. When working with your staff, demonstrate via your participation and interaction with them at “their” work-a-day level that you are vitally interested in what they are doing as employees and how they are faring as individuals.

Be even-handed.
Fairness rocks.  When meeting and speaking with job seekers, take the time to give them a fair hearing and to make a careful assessment of their skills, attitudes and potential. When working with your employees, avoid playing favorites and consistently focus dispute and problem resolution on the “right thing to do.” 

Communicate.
The reason why many people leave their companies is also the reason why many recruiting efforts fail – too little communication and feedback about where people stand and how they are doing. Take action to ensure that the candidates you may want to hire receive the information they need to feel comfortable with your company, your selling points and your hiring process. Likewise, keep your employees informed in as timely a manner as possible about key developments within your team, department, areas of responsibility and organization.