Trends That Matter
We include developments from the Staffing Industry Daily News and The Staffing Stream to help you focus on emerging movements that could shape your business for the better.
All About Healthcare
Growth for 3 Healthcare Niches in 2013.
Healthcare occupations top the list of expected growth in 2013.
The three staffing niches expected to grow the most over the next ten years are personal care aides, home health aides and physical therapists, according to the 2013 Staffing Occupational Markets Guidebook by Staffing Industry Analysts.
“We assembled a list of 32 occupations that have attributes that may make them an attractive niche market for staffing firms to achieve growth,” says Research Analyst Timothy Landhuis, author of the report. “These attributes include estimated annual temp payroll above $100 million nationwide, temp penetration rate above 1 percent, and 10-year job growth forecast above the national average.”
If social media isn’t in your marketing plan, it should be.
Social media marketing ranked as the most in-demand marketing job for 2013, according to a new survey by staffing firm Aquent in conjunction with The American Marketing Association.
Twenty-five percent of the 2,600 marketers surveyed projected social media marketing will be the most in-demand job. The most in-demand, cited by 21 percent, was online content creation.
Show Me the Money
Three skills areas — big data, mobile and cloud — drove tech wages upward in 2012.
U.S. technology salaries jumped in 2012, according to the 2013-2012 salary survey from Dice Holdings Inc. Technology professionals’ average annual wages rose more than 5 percent to $85,619 in 2012 from $81,327 in 2011.
“Employers are recognizing and adjusting to the reality of a tight market,” says Dice Chairman, President and CEO Scot Melland. “The fact is you either pay to recruit or pay to retain and these days; at least for technology teams, companies are doing both.”
Are You Knackered?
Nuances of the Queen’s English or is it just CW?
In his lovely, British voice, the client said to me, “Let’s table the RPO discussion.” Then he said, it would be lovely if your solution for my temporary workers has the answers I’m looking for.” Feeling as if I was in the Twilight Zone, I reflected on the discussions and preparation that had led up to this meeting.
How could I be so far off the mark? I was invited to share my thoughts on managing the contingent workforce for his company, so why is he referring to RPO? And, why would he want to table the discussion before we’d even begun?
As it turns out, even though we both spoke English, we were not speaking the same language at all.
— Source: “Speaking English Can Leave You Positively Knackered,” The Staffing Stream, by Kim Bell, vice president of global sales at Agile-1.
If you’re not setting proper expectations in the hiring process, you risk being left behind.
When interviewing for internal candidates, we often hear the same comment. “The other roles for which I am interviewing are selling me on the company and position, but you just keep talking about how diﬃcult this position is.” We sell the company and the role, but we don’t start there, at least not anymore.
Setting proper expectations is the most critical piece of building a high-performance culture. Any company that is not working on improving its performance is soon to be left behind. Focusing on the message that is delivered to your internal candidates is the ﬁrst step to identifying people that are willing to work hard.
— Source: “Communicating Expectations: Attracting Top-Performers,” The Staffing Stream, by Mark Eldridge, CEO of The Start Group.