 News Sleuth | investopedia.com January 23 2012 05:30:00 AMIn December, the unemployment rate fell to its lowest level in nearly three years. Granted, there are still millions of Americans out of work, but the good news is that we are seeing a modest upward trend in job creation. The biggest winner of this economic climb could be the staffing and outsourcing sector. As more firms are hiring, they will likely turn to staffing companies rather than bring on full-time employees with a plethora of unknown variables hanging over the global economy. The staffing firms will also have a bevy of viable candidates ready at their fingertips to place into open jobs. Robert Half International (NYSE:RHI) operates around the globe and may be best known for its Accountemps division that offers temporary staffing for the accounting and finance sectors. The company staffs a variety of sectors for both full-time and part-time positions. From a fundamental viewpoint, the stock has a PEG ratio around 0.95 and a forward P/E ratio of approximately 20.16, with an annual dividend of 2%. The stock currently sits in the high-$20s and a breakout above its July 2011 high would be a new buy signal. CIO.com January 20 2012 04:27:16 PMA recent survey of employed and unemployed job seekers conducted by global outplacement firm Challenger, Gray and Christmas reveals the time it can take to conduct a job search. One of the most nagging questions in job seekers' minds is how long it will take to find a new job. A survey of 600 job seekers conducted at the end of last month by global outplacement firm Challenger, Gray & Christmas gives an indication of the length of time it's taking job seekers to find jobs in today's market. Of the 600 job seekers Challenger polled, 77 percent were unemployed. The rest had jobs. Of the more than three-quarters who were unemployed, nearly half had been out of work for more than a year: - 49 percent had been out of work for more than a year
- 8 percent had been out of work 10 to 12 months
- 5 percent had been out of work for seven to nine months
- 16 percent had been out of work for four to six months
- 20 percent had been out of work for one to three months
Of the nearly 50 percent of job seekers who've been unemployed for more than a year, 60 percent of those long-term job seekers have been out of work for two years and counting. In a press release announcing the survey results, Challenger CEO John Challenger noted that some of the job seekers who've been out of work two-plus years are stay-home-moms and retirees hoping to return to the workforce. When Challenger asked both employed and unemployed job seekers how long they thought it would take to land a new job, - 28 percent are confident they can find something new within 3 months
- 37 percent expect the job search to take four to six months
- 14 percent think it will take seven to nine months
- 12 percent anticipate the job search will take 10 to 12 months
- 10 percent believe they'll be looking for a new job for more than a year.
"Overall, the majority of callers – 65 percent – felt they would find a job in six months or less. That is a pretty realistic assessment," Challenger said in the press release. "In a healthy economy, a successful job search might take two to three months. In a tight job market, such as the one we are in now, it is not unusual to see even high-quality candidates take four to six months." Challenger believes job seekers have reason to be more optimistic about the labor market and their chances of finding a new job this year. He notes that private sector layoffs are down and that hiring is on the rise. CIO.com December 19 2011 04:06:57 PMIf you're sitting in your office right now, take a glance at the co-worker on your left and then at the co-worker on your right. Chances are one of them is looking to leave the company. Or perhaps it's you. -------------------------------------- If you're sitting in your office right now, take a glance at the co-worker on your left and then at the co-worker on your right. Chances are one of them is looking to leave the company. Or perhaps it's you. Some 53% of IT workers are actively or passively searching for a new job right now, according to a Computerworld survey of 431 readers. What's more, 46% of the respondents say it's been five years or more since their last job search. For those who are new to job hunting in a Web 2.0 world, the hiring landscape is nearly unrecognizable. For starters, a lot of employers have stopped advertising open positions because they are deluged with resumes, many of which come from unqualified candidates. Today, recruiters and HR professionals have a suite of digital tools at their fingertips that can, for example, identify the 10 best job candidates on a social networking site within seconds. The trick for job hunters, then, is to make themselves easy to find on these sites. An IT executive in Raleigh, N.C., discovered the importance of this trick first-hand last spring, when he found himself out of work after 18 years with the same company. "I sure had not been in the job-seeking mode for a long time, and I was surprised at the process of getting your accomplishments and responsibilities 'out there,' " says the executive, who recently turned 50. While he had established a LinkedIn profile when the site came into existence, he hadn't updated it in years, nor had he saved a copy of his old resume. "I was starting from scratch," he says. Recruiters agree that it's best to start looking for a new job while you are still employed and can build a robust network of contacts. Here, recruiters and savvy job finders reveal the top six must-have weapons in any job seeker's toolkit. 1. Your First Stop: LinkedIn With more than 100 million registered users, LinkedIn is the world's de facto job board and is widely used by recruiters and job seekers alike. "Nowadays, LinkedIn is your first interview, and it happens without you," says David E. Perry, managing partner of Ottawa-based recruiting firm Perry-Martel International and co-author of Guerrilla Marketing for Job Hunters 3.0. "A hiring manager or recruiter takes a look at your background [on your LinkedIn profile] and makes the decision as a go or a no-go." Continue... CIO.com November 21 2011 09:46:18 AMWith more than 1 million LinkedIn Groups around, finding the one that best suits your needs can be quite a challenge. But now, with LinkedIn's new Groups Statistics dashboard, you have all the help you need to make an informed decision. Here's what you need to know. With more than 1.1 million LinkedIn Groups, users are bound to find professionals that share similar interests and goals—LinkedIn has groups for CIOs, IT professionals, social media enthusiasts and more. Now, LinkedIn is releasing a new Groups Statistics dashboard designed to give users more insight into the demographics, growth and activity for individual groups. By highlighting these, LinkedIn hopes it will be easier for users to find the most valuable groups for them. This is the first major update to LinkedIn Groups in more than a year. In June 2010, LinkedIn redesigned the Groups interface to make it easier to use, while highlighting the discussions feature. To try out the new dashboard, visit any of your groups (or find groups to join via LinkedIn's Groups Directory) and select "Group Statistics" from the drop-down menu under "More..." on the group's homepage. Here's a rundown of the new Groups Statistics features and how to use them to your advantage. 1. Summary  Do you want a large group of professionals or a smaller group? Local, national or international? Are you looking to connect with more senior-level people or entry level? The first set of information you'll see when you click open the Groups Statistics dashboard is the summary of that group. You'll see a snapshot of when the group was started, how many members it has, the location of the majority of its members, how many comments were posted in the last week, the seniority of the members, and more. There's also a "Share These Stats" button that lets you post the "vital statistics" of the group to other groups, individuals, or your own LinkedIn Status. You can also share the statistics to Twitter and Facebook via the icons in the top right of the dashboard. 2. Demographics. Click HERE to continue with the rest of this article at CIO.com Reuters November 4 2011 04:12:34 PMSteady demand for U.S. temporary workers, a leading indicator of wider employment trends, suggests an acceleration in new jobs is still not in the cards. Staffing industry analysts and insiders say October's increase in U.S. payrolls is consistent with a slow growth environment but see little evidence that economic growth is about to pick up. For every positive indication, such as higher orders from retail clients, there is a balancing, negative piece of news, suggesting the pace of moderate jobs growth is likely to persist into next year. "We're going sideways, really," said Tig Gilliam, who heads North American operations for Adecco SA , the world's leading staffing agency. Although the unemployment rate dipped to 9 percent in October, it is going to take significantly stronger jobs growth to push it down to the 8-percent range, he said. Adecco is seeing a seasonal ramp-up in demand for temporary workers, but that is offset by factors like disruptions to industrial supply chains from flooding in Thailand. In some cases, manufacturers who cannot get parts are cancelling orders for temporary workers with just a few days' notice. "The way the summer slowed down, I was concerned we wouldn't see the seasonal pick-up -- but that has happened," Gilliam said. "On the downside, we're definitely seeing the impact from flooding in Thailand. It's always something." The U.S. economy added 80,000 non-farm jobs last month, below economists' forecasts, but growth in the prior two months was revised significantly higher. That prompted some economists to say the jobs market was improving. (For a graphic of the unemployment rate, see http://link.reuters.com/tef84s ) STEADY DEMAND Temporary payrolls are a leading indicator of labour market trends because demand for temps typically rises before a recovery, or falls before a downturn. It is easier and cheaper to add or cut temporary workers than to lay off permanent staff. Staffing industry executives have argued in recent months that a double-dip recession was not likely because their orders had not fallen off, like they would if a recession were coming. Temp jobs typically rise from September to October but the increase last month was a little stronger than it has been historically, said analyst Jeff Silber of BMO Capital Markets. Still, the percentage of temps in the U.S. labour force, at 1.75 percent, remains well below 2000's peak of more than 2 percent. The level of demand is consistent with an economic "soft patch," Silber said in a note to clients. Job orders at Randstad Holding NV's U.S. arm have been steady, said Joanie Ruge, Senior Vice President and the chief employment analyst. "We haven't seen any large declines but we're not seeing a large uptick either," she said, adding that the typical boost in demand for temp workers from the retail sector was a little stronger this year. "Retailers are forecasting higher demand and they're putting in orders for more temporary labour for the holiday season," Ruge said. Staffing shares were modestly lower across the board on Friday. In European trading, Adecco fell 1.2 percent in Zurich, while Randstad lost 2.5 percent in Amsterdam. In U.S. trading, world no. 3 staffing company ManpowerGroup fell 1 percent. The company on Thursday said its board authorized the buyback of 3 million shares. Other U.S.-listed staffing shares were down by between 1 and 3 percent. Read the full story here CIO.com October 21 2011 09:01:01 AMYou're following every single job search best practice to a T, yet you still haven't landed a job. What gives? Here are some thoughts on the forces that may be working against you. n the course of reporting job search stories over the past five years, I've interviewed several IT job seekers who've spent a year or more looking for work. These individuals appear to be doing everything right in their job search: They spend a lot of time networking. They've developed authentic personal brands. They're conducting targeted job searches, and they tailor their resumes and cover letters to whatever job that interests them. Instead of wasting time on job boards, they're active on LinkedIn. Despite using all of the aforementioned job search best practices, these otherwise qualified IT professionals aren't landing jobs. What's holding them back? Here are a few thoughts. 1. It may be their age. I hate to say this, but I would not be surprised if age was a barrier for the job seekers I've interviewed who are in the 50+ bracket. After all, employers' reasons for favoring younger workers over older workers are well known: Older workers command higher salaries that cheap companies may not want to pay. Their healthcare costs can be higher than younger workers'. Some employers view older workers as stuck in their ways. They may also view older workers' skills or attitudes outdated. Make no mistake: I am not condoning age bias. I think all of the reasons employers trot out to not hire older workers are ridiculous and short-sighted. Unfortunately, I think ageism is preventing older job seekers from landing jobs in an already hyper competitive job market. 2. It may be their attitude. A 2009 study conducted by the University of Missouri showed that a positive attitude really does help people land new jobs. But when you've been unemployed for several months and your job search isn't turning up any leads--let alone any offers--keeping a smile on your face isn't easy. Today's job searches can be a downright depressing, especially when prolonged. Some job seekers, without even realizing it, can grow cranky, and understandably so. However, these disgruntled job seekers need to be extremely careful about how they present themselves in person, over the phone and via email to prospective employers and networking contacts. A negative vibe or a sarcastic or passive-aggressive comment will put off hiring decision makers and networking contacts. No one wants to refer or hire a candidate with a bad attitude. 3. It may be the length of time they've been unemployed. The longer you've been out of work, the harder it is to get a new job for two reasons: - Because of the competition you face from candidates who've been out of work less time and from candidates who are currently employed.
- Because you have to battle the perceptions certain narrow-minded employers hold about job seekers who've been out of work for a year or more: They view them as damaged goods, with outdated skills, who will not be able to quickly adjust to a high-pressure work environment.
4. It may be the economy. Let's face it: The economy remains precarious, and the IT job market, while improved since two years ago, isn't exactly booming. I hope that the job seekers I've interviewed for stories who are still looking for a job after a year or more will eventually get good ones. They are all good people, with good attitudes and strong professional backgrounds. I hope it's just a matter of timing for them. Getting a job after a year or more of unemployment is not unheard of. I know many IT leaders who've done it. I welcome your thoughts on this matter: What do you think may be preventing otherwise solid, qualified IT professionals who are doing everything right in their job searches from landing jobs? Read article on CIO.com ------------------------------------------------------------------------- Meridith Levinson covers Careers, Project Management and Outsourcing for CIO.com. Follow Meridith on Twitter @meridith. Follow everything from CIO.com on Twitter @CIOonline and on Facebook. Email Meridith at mlevinson@cio.com CIO.com October 21 2011 08:54:48 AMIn 2005, at age 32, Dave Asprey realized he was literally working himself to death. At the time, he served as the director of product management at Netscaler, a fast-growing Silicon Valley startup that was being acquired by Citrix. Asprey was smack in the middle of the acquisition, working on integrating Netscaler's product line into Citrix's. He worked 60 hours a week, five days per week, checked email on weekends, and travelled at least once a month to Florida from California. Asprey didn't mind his jet-set life. In fact, he thrived off of it (or so he thought). His hard-charging work ethic was part of his long-term goal of one day becoming one of Silicon Valley's tech titans, and by the time he reached his early 30s, it appeared to be paying off. Already, he had co-founded the professional services group at Exodus Communications, which grew to 1,500 employees and created one of the first working instances of cloud computing while running the Web and Internet Engineering program at UC Santa Cruz.  Asprey was thrilled with his performance and career growth, but something nagged at him: The pressure to keep up with work, technology, the Internet and email was beginning to overwhelm him. "As the Internet expanded, I started to get more and more stressed because I couldn't keep up," he says. "When email went down, I felt like I was dying because I couldn't get connected." Burnt out and between jobs, Asprey travelled for three months through China, Nepal and Tibet. "Like a good IT guy, I brought a three-pound laptop with me to stay connected," says Asprey. "When I got to remote parts of China, I was getting so much spam that it came in faster than I could download my email. Spam forced me to not be connected for a couple of months." Asprey noticed a distinct change in himself after cutting off his technology ties. He says he felt much calmer and more alert. But as soon as he returned to Silicon Valley, so too did his stress. Asprey sought medical help. He took a saliva test to identify stress hormone levels in his body. His score on the test was 46—nearly four times the level at which people begin to show signs of stress, such as a reduced ability to focus and difficulty sleeping. Brain imaging revealed that Asprey was under so much stress that his prefrontal cortex, the part of the brain that performs logic, had shut down. The images on Asprey's brain scan were not the only physiological signs of his stress. He experienced regular headaches, upper back pain and a clenched jaw. He was often bone tired and was growing increasingly forgetful and irritable. "Even though I was high-performing, I could tell it was costing me," says Asprey. "The cost here might have been my life." The Stress Epidemic The impact of stress on our health is well documented. Among the problems created by chronic stress: It makes us more susceptible to getting sick because it attacks our immune system; it causes high blood pressure and arteriosclerosis (hardening of the arteries)—both of which increase our risk of heart attack; and it can also leads to ulcers. According to the American Institute of Stress, 90 percent of all illnesses are stress-related. Continue Reading at CIO.com CIO.com September 28 2011 10:52:26 AMOriginal Article on CIO.com Available HERE -------------------- Slowly but surely, many U.S. companies are loosening their viselike grips on IT hiring and looking to add new staffers to bolster business growth in the year ahead. That trend is reflected in Computerworld's annual Forecast survey. Nearly 29% of the 353 IT executives polled said they plan to increase IT staffing through next summer. That's up from 23% in the 2010 survey and 20% in the 2009 survey. Altogether, it's a 45% increase in hiring expectations over the past two years. Tiny Upticks What changes, if any, do you expect in your IT employee head count in the next 12 months? Increase: 29% Decrease: 17% Remain the same: 54% Source: Computerworld's exclusive Forecast 2012 survey, June 2011. Base: 353 IT executives "We're seeing [strong hiring] across the board," among organizations of all sizes, says Mike McBrierty, chief operations officer for the technology staffing division of Eliassen Group, an IT recruiting firm. He says there has been pent-up demand for infrastructure upgrades and investments that had been shelved over the previous three years. The Forecast survey also revealed that IT managers may be thinking about innovation, not merely keeping the lights on, as they plan their staffs for 2012. Respondents said these nine skills will be in demand. 1. Programming and Application Development 61% plan to hire for this skill in the next 12 months, up from 44% in the 2010 survey. This large year-over-year jump doesn't surprise people like John Reed, executive director of staffing firm Robert Half Technology, who sees demand for a variety of skills in areas ranging from website development to upgrading internal systems and meeting the needs of mobile users. "Web development continues to be very strong" as companies try to improve the user experience, he says, adding that there will also be a lot of effort to develop mobile technologies to improve customer access via smartphones. Mobile application development is especially hot in healthcare, says Randy Bankes, associate director of IT at Lehigh Valley Health Network, a multicampus healthcare system in Allentown, Pa. Bankes says he's had a "god-awful hard time" trying to hire people with skills in mobile technologies. "It's competitive as hell right now," says Bankes. Bill Predmore, director of enterprise application support at the Capital Metropolitan Transportation Authority in Austin, also sees growth in mobile technology, especially in the transportation industry. "There's more and more of a push to implement whiz-bang Web stuff, along with making trip planners, [bus and train] route data and schedule data presentable on mobile devices," he says. 2. Project Management 44% plan to hire for this skill in the next 12 months, up from 43% in the 2010 survey. Big projects need managers, but they also need business analysts who can identify users' needs and translate them for the IT staffers who have to meet those needs and complete projects on time. "The demand has been more for business analysts than project managers," Reed says -- in other words, those who can help deliver projects rather than merely oversee and monitor them. That's what Sean Masters discovered when he embarked on a job search in March. "When I was framing myself as a systems, network, security or other administrator role, I was hardly getting any attention," says the IT professional from Worcester, Mass. "As soon as I shifted my rsum to list those specific technologies used in accomplishing specific projects, I was suddenly framing myself as an engineer who could not only manage systems, but also plan, design and implement them." 3. Help Desk/Technical Support 35% plan to hire for this skill in the next 12 months, down from 43% in the 2010 survey. As long as technology is used in the workplace, there will be a need for support staffers, be they internal or remote. And in organizations such as Lehigh Valley Health Network, help desk and tech support are points of entry for IT professionals and places to pick up the skills that can advance them into, say, a programming or systems analyst role, says Bankes. But mobile operating systems "have added a new dimension to help desk and tech support," says David Foote, CEO of IT staffing consultancy Foote Partners. "There are so many operating systems now that the mobile platform, and especially tablets, have quickly shoved aside the old Windows/Mac OS PC desktop axis." 4. Networking 35% plan to hire for this skill in the next 12 months, down from 38% in the 2010 survey. Robert Half's Reed says IT professionals with networking skills continue to be in high demand and have been "for a few quarters." That demand has been fueled, in part, by virtualization and cloud computing projects. In fact, during his recent job search, Masters says he saw heavy interest in virtualization skills. Reed says hiring managers are looking for people with "practical work experience" in the networking arena, especially if they have worked in an organization that has migrated to a virtualized or cloud-based environment. In particular, they're looking for people with VMware and Citrix experience. As for certifications, they're important but they're "not driving the market one way or the other," he says. 5. Business Intelligence 23% plan to hire for this skill in the next 12 months, up from 13% in the 2010 survey. Eliassen Group's McBrierty says his firm is starting to see more demand for IT professionals skilled in BI. The uptick indicates a shift from focusing on cost savings to investing in technology that provides access to real-time data, enabling better business decisions. That may happen at Lorillard Tobacco, says Dan Clark, manager of server and desktop technology. The $6 billion company is looking to expand its use of Microsoft's SharePoint collaboration software from about 175 users to more than 2,000, he says. "This will require additional head count to develop and administer," Clark says, adding that he's especially interested in SharePoint developers. 6. Data Center 18% plan to hire for this skill in the next 12 months, down from 21% in the 2010 survey. Like networking, data center operations will be impacted by organizations' virtualization and cloud strategies. In particular, Reed says, hiring managers will be looking for IT professionals with backgrounds in data center operations and systems integration. In addition, the demands of having data available to achieve guaranteed IT service levels underscore the need for people who are experts in disaster recovery and business continuity, according to Bob Cuneo, CIO at Eliassen Group. Companies need to ensure that the systems that users depend on will be there when they need them, and those systems need to be backed up and replicated, he says. 7. Web 2.0 18% plan to hire for this skill in the next 12 months, up from 17% in the 2010 survey. Technical skills centered around social media remain in demand today, as more industries look for ways to integrate Web 2.0 technologies into their infrastructures, and Reed says he expects that demand to continue in 2012. He sees .Net, AJAX and PHP as key back-end skills, with HTML, XML, CSS, Flash and Javascript, among others, on the front end. "Organizations know they need to engage their customers via online platforms, and professionals who can support these initiatives will continue to command a premium in 2012," Reed says. 8. Security 17% plan to hire for this skill the next 12 months, down from 32% in the 2010 survey. The one-year drop may be surprising given that information security threats are a moving target, but security is a top-level concern for many organizations, especially those that are considering cloud computing as part of their IT strategies, says Reed. ey Peissig, senior vice president of technical operations at Mortgagebot, a Web-based mortgage software provider, says security is a top priority at his company. "Strong technical security and auditing skills are in high demand in our business," he says. "The challenge is that good talent in this arena is sometimes difficult to find." 9 Telecommunications 9% plan to hire for this skill in the next 12 months, down from 17% in the 2010 survey. "We have an aggressive agenda to upgrade communications systems," with a strong need for voice-over-IP help, says Laurie Connors, a human resources official who handles IT hiring at Partners HealthCare, a Boston-based healthcare organization that includes the renowned Massachusetts General Hospital. That's why Partners will be looking for telecommunications expertise in the coming year. Foote says he sees demand for people with IP telephony skills, and for those familiar with Cisco IPCC call center systems. Although there may be some concerns about the resiliency of the U.S. economy over the next year, the three-year trend in hiring plans highlighted in Computerworld's Forecast survey indicates that IT hiring budgets are expanding. "We're in a cycle now where it's more about innovation than cost savings," says Reed. "You can only create so much efficiency, [and] you can only reduce so much cost." Jessica Holbrook Hernandez for ibtimes.com September 21 2011 12:07:02 PMAre you feeling a tad bit intimidated because you’re currently crafting your entry-level resume and worry you don’t have enough experience to make your resume look impressive? Don’t worry! The key to resume success is to boost your current qualifications—even if you’re on a low rung of the corporate ladder. Giving yourself veteran appeal is easier than you think.
1. Reel Them in with a Great Job Target Just like writing a great title for a research paper, a great job target (or headline) can induce a hiring manager to read the rest of your resume. At the entry level, you may feel you don’t have enough experience to create a good job target, but with a little creativity you can convince an employer to schedule an interview with an “Ivy League Honors Graduate Looking to Bring Fresh, Captivating Ideas to the XYZ Corporate Public Relations Specialist Position.”
2. Include Industry-specific Keywords It’s easy to underestimate the value of keywords because they seem to be just words. But these words can make or break your chances of being called for an interview. This is because the first stage of your application process is likely to include the company’s use of screening software that scans for specific keywords throughout resumes. If yours doesn’t include words that very specifically describe the field you’re in and the contributions you can make to the position you’re seeking (e.g. public speaking, press releases, international and external communications, trade shows, etc.), you may be denied the position before you’ve even had the opportunity to interview.
3. Add Testimonials Another great way to give your resume veteran appeal is to include testimonials. This is still a relatively new concept and is something hiring managers may be pleasantly surprised to see. So take this opportunity to add about two or three very short quotes from an old boss, former professors, or other influential people in your field. This approach not only works as a great resume filler but helps make you that much more desirable as a candidate.
4. Incorporate Awards and Recognitions If you’ve received awards or recognition in your short career span, don’t be shy about listing them. It’s great to be recognized for your accomplishments—and even better when an employer looks upon them favorably and even considers hiring you as a result. Just because you’re getting your foot in the door at the entry-level doesn’t mean you’re not highly qualified for the job you want. So take time to really think about your accomplishments to date and how they make you an amazingly appealing candidate. Original Article HERE ------------------------------------- Jessica Holbrook Hernandez, CEO of Great Resumes Fast is an expert resume writer, career and personal branding strategist, author, and presenter. ere.net September 14 2011 02:59:02 PMNational Staffing Employee Week Starts Monday (September 14). How Will You Recognize Your Temporary Employees? Employers across the country are urged to celebrate National Staffing Employee Week from Sept. 12–18 this year. Created by the American Staffing Association, the weeklong event honors the millions of hard working people employed by staffing firms across the nation. National Staffing Employee Week is designed to promote awareness of the staffing industry through active community involvement, focus attention on the benefits that the industry affords its employees, and publicly recognize the important contribution that temporary and contract employees make to the American workplace. How will you let your temporary employees know how much you value them and their contributions to your success? Here are a few ideas: You might do something as simple as slipping an envelope stuffer in with their next paycheck, courtesy of the American Staffing Association’s web site. The stuffers contain messages of gratitude. From the site, you can also download a certificate of recognition to award to your company’s Staffing Employee of the Year. To go a little further, you might treat your temporary and contract employees to lunch, either onsite or off; give each of them a bouquet of flowers, fruit or cookies; or provide them with a relaxing afternoon at a local spa. You could also take them out to a ball game or other sporting event, or even give them a paid day or afternoon off. Anything you can do to show these employees that they are important to you will go a long way. To find more ideas or to learn about National Staffing Employee Week celebrations in your area, visit the website for your local chapter of the ASA. Especially for those companies who employ temporary and contract staffers frequently or for long periods of time, National Staffing Employee Week is a great time to recognize and celebrate those non-full timers who help your company run. More... |
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