Staffing Recruiting Trends of 2017 Business as Usual

Staffing Recruiting Trends of 2017 Business as Usual Our friends at Bullhorn  today announced the release of its 2017 North American Staffing Recruiting Trends Report. It  found that more than 75 percent of staffing and recruiting firms met or exceeded their revenue goals for 2016. Overall, the report showed that the vast majority of staffing and recruiting professionals felt bullish for 2017, despite swelling threats of global economic uncertainty and talent shortages. Compared to 2016, staffing and recruiting professionals said they expected an even more profitable and productive 2017, marked by growth from temporary placements driven by repeat clients facing talent shortages in key sectors. Eighty percent of respondents said they anticipated some revenue growth, and 17 percent expected revenue growth of more than 25 percent. Increasing profitability and driving revenue topped the list of staffing and recruiting priorities in 2017, ranked by 56 percent and 47 percent, respectively, as primary goals. Achieving financial stability took precedence over branch expansion plans, as firms also indicated acquisitions and offshore partnerships among lower priorities. Key findings include: Differing perspectives on global economic uncertainty. Respondents overwhelmingly said domestic issues outweighed global concerns. Overall, the lowest ranked areas of concern correlated to international affairs, including currency fluctuation, international trade, refugee displacement, and Brexit. Three quarters said they’re “indifferent” or “not concerned” about Brexit or refugee displacement â€" 75 percent and 72 percent, respectively â€" and more than half â€" 55 percent â€" expressed “low concern” about international trade â€" despite the fact that global market shifts could negatively impact domestic hiring plans. Dividing thoughts on the new presidential administration. Following the contentious 2016 U.S. presidential election, staffing and recruiting leaders remained divided on the impact of the Trump administration. The percentage of respondents who said they’re “very concerned” or “somewhat concerned” almost equaled the number who felt “indifferent” or “not concerned” â€" 48 percent to 51 percent, respectively. On the other hand, 71 percent of staffing firms said they’re “very concerned” or “somewhat concerned” about the potential disruption to their businesses sparked by healthcare policies and regulations, and 35 percent said they’re “very concerned” about it. Increasing challenges of talent shortages. Sixty-one percent of staffing and recruiting professionals said shortages of qualified talent represented one of their biggest expected challenges of the year. Information technology skills dominated the list of skills shortages most reported by recruiters. Engineers and developers, especially those specializing in Java, topped the list of hardest-to-find skills. Tapping into existing and new clients for revenue growth. Nearly 80 percent of staffing and recruiting firms said more than half their revenue would come from current accounts. The majority of North American staffing firms â€" 57 percent of those surveyed â€" anticipated that revenue from new clients would account for less than a quarter of total revenues. Focusing more on clients than candidates. Ninety-two percent of respondents said they provided “good” or “excellent” service to clients and 86 percent to candidates, which showed that staffing firms are marginally more focused on serving clients than candidates. Neglecting internal databases for untapped candidates. Staffing and recruiting professionals ranked existing internal candidate databases as the best source for identifying quality candidates, but nearly 60 percent said those databases accounted for less than half of their placements. Lacking key performance metrics to keep business. More than one-third of staffing and recruiting firms said they didn’t measure client satisfaction, and less than half didn’t measure candidate satisfaction, which suggested that companies could be blindsided by negative feedback and lost business. Related: 13 Recruiting Trends You MUST Know for 2017

What Do You Need to Know About an Accounting Resume Template?

What Do You Need to Know About an Accounting Resume Template?Accounting resumes can be especially hard to write, especially if you are not even familiar with the field of accounting. If you are considering applying for a job in the field of accounting, then you should use an accounting resume template. Why? Here are several reasons.The most common reason that you will need to create an accounting resume is because the company you are applying for has strict guidelines for new applicants. There are things that must be included in your resume that the company does not like. This is because the company needs to know what your goals are, and they do not want to have people applying for a job that does not have the goals that the company wants to see. That is where an accounting resume template comes in. An accounting resume template will provide you with all of the information you need so that you can focus on making your resume stand out.The company will want to see that you are knowled geable about their industry, and they are going to want to see that you have experience. They will not want to hire someone who has no experience. This is something that you need to address with an accounting resume template because it is very important. You do not want to apply for a job that you are not sure about.Companies can easily tell if you are serious about this career, or if you are simply going through the motions. That is something that you will want to address with an accounting resume template. There are some things that you can do in order to be sure that you get hired quickly, and these are some simple things that you can do to ensure that you get hired quickly and that you are happy in the future.Good communication skills is one of the first things that you can do in order to help make sure that you get hired. When you have good communication skills, you are going to be able to speak with a person that you do not know and they will be able to speak with you in a way that you understand. It is this communication that is going to make you stand out when you apply for a job in this field.A good problem solver is another key trait that you will want to consider if you are trying to get hired. When you have a problem solver, you will know that you are going to be solving a problem. You are going to know that there is a problem that you can help solve. This is something that will help you be able to stand out when you apply for a job in this field.You do not need to be an accountant to be able to get hired. If you are not an accountant, then you will not need to be. You will simply need to know how to write an accounting resume, and you will need to have communication skills and a problem solver that is above average. When you have all of these traits, you will be able to stand out.Every job seekers should know that the company wants to hire someone that they are not familiar with. Using an accounting resume template will help you identify exactly w hat needs to be included and how to address it so that you can get hired and get your dream job. This is important so that you do not waste valuable time applying for jobs that you are not interested in.

Should You Blind Hire

Should You Blind Hire Prejudice in recruitment is prevalent and hard to overcome. Human beings aren’t good at being perfectly unbiased. We all have bias, conscious or unconscious, and it’s this deep-rooted nature of human prejudice that remains a recurring hurdle in diversity recruitment. In order to tackle discrimination, we must address our own bias and challenge these ‘natural’ thoughts. But efforts in re-educating people through diversity training can fail in the face of something so ingrained. Instead, perhaps the next way to rise above prejudice, is to interrupt bias in a completely new way and rethink the recruitment process. Adam or Mohamed Unconscious bias plays an influential role right from the CV screening process. Studies have found racial and gender bias starts simply from someone’s name: English sounding names on CVs are 75% more likely to get an interview than identical CVs with Asian names English sounding names on CVs are 50% more likely to get an interview than identical CVs with black-sounding names Applicants with male names are 40% more likely to get an interview than similar CVs with female names English sounding names are offered three times more interviews than an application with an Arabic name. And of course, biases in recruitment goes far beyond the sound of one’s name, they are many and varied. Interviewers often go with their gut feeling when hiring, following personal connection, and valuing shared interests over skills. This would surely discriminate those who aren’t similar to the interviewer. More alarmingly 60% of decisions are made within the first 15 minutes of an interview, and 26% made within 5 minutes. Can we really believe that these quick, instinctive decisions are truly based on a fair assessment of a person’s capabilities? Basic anthropology tells us that groups tend to recruit new members who are similar to themselves, and these studies feed into that notion. Blind hiring, however, rewrites this. Blind recruitment In the 1970s, the Toronto Symphony Orchestra was made up of mainly white male musicians. To address this problem, judges began auditioning musicians behind screens, concealing the musicians identity. This resulted in the orchestra increasing their number of women musicians from 5% to 25%, with a lot more diversity overall. Moreover, they benefitted in a richer, greater sound. Simply being a white male automatically increased a candidates chances of being selected. Those same challenges of unconscious bias are present across industries, and these industries are starting to adopt this same process. To overcome bias, more companies are blind hiring. The practice anonymizes a candidate by removing identifiable information from CVs such as their name, gender, age, education, address, and even sometimes the number of years of experience, or certain hobbies that might indicate a particular group. The aim is to strip a candidate’s CV down to exclusively assess a candidate based on their skills and abilities without bias. Blind hiring simply places the emphasis back on the skills needed for the job. And the important thing is; it works, blind hiring increases diversity in workplaces. According to studies by Gapjumpers, the number of non-white male applicants who made it to a first-round interview rose from 20% to 60% through blind recruiting. Good for business Diverse workforces cultivate many benefits for your company, so eliminating bias from the hiring process is just good business practice. But it’s not all about diversity, ultimately the real point is to  recruit the best talent for your company, without being clouded by bias.

Working with Working Mothers

Working with Working Mothers Nearly one in five (18 percent) working mothers have been forced to leave their jobs because a flexible working request has been turned down. In a buoyant labour market, where despite uncertainty around Brexit, employers are continuing to recruit, we need all talent we can get. Helping women returning from maternity leave back into the workplace seems a sensible ploy but a lack of flexible working opportunities is a major factor preventing women from progressing at work. Rachel Suff, employment adviser at the CIPD, suggests that employers should make every effort to accommodate flexible working requests and discuss what could work to retain a new mother the cost of re-recruitment and training should serve as a strong disincentive to losing working parents. Of course, working mothers are not the only employees likely to want flexible work, most of us are likely to want to flex our hours at some point. Technology makes it so much easier to work flexibly and it makes no sense for employers to be so resistant to flexible work. All round benefits Viewed in the round, such arrangements benefit employers too. Flexible work helps to reduce absenteeism, increase productivity and enhance employee engagement and loyalty. It can increase the pool of applicants for vacancies and aid the retention of experienced and skilled staff already in post. Matthew Taylor’s recent review of the labour market suggests that discrimination against pregnant women and new mothers might be addressed through the consolidation of advice and information for both women and employers. It recommends the Government to consider options for legislative intervention to prevent maternity and pregnancy discrimination if non-legislative methods are unsuccessful in bringing about a culture-change. There are a lot of skilled women who would like to return to work, a large talent pool that we should not overlook. We need those women at work, research shows a link between gender diversity and profitability. Forward thinking organisations embrace policies that encourage working mothers back into the workplace, but at present too many focus on presenteeism and clock watching. If the organisation measures who is doing a good job by how much time they spend in the office then they are missing a trick. Working mothers who face difficulty in sourcing affordable and accessible childcare need access to flexible start and finish times, the opportunity to increase or decrease hours when childcare provision changes or the ability to work from home when necessary. Our workplace cultures need to change, to ensure that parents can work sensible hours and contribute meaningfully to their childrens care. Make it easy Returning to work after maternity leave can be stressful; motivations to return vary, for those with permanent jobs there is a contractual obligation and usually an economic necessity once maternity pay finishes. In addition, for many of us work is a big part of our identity and for the career-minded the return to work should not mean a diminution of their prospects or loss of control over their working lives. There are some simple things that will help both employer and new mother: Stay in touch with the employee on maternity leave to help her maintain contact with the workplace and ease her return to work. Ensure her workstation is ready for her return and that she has the materials necessary to do her job. Take time to update the employee and discuss training needs or support needed to get her back up to speed with her job. Discuss any changes needed to her workload if the employee is returning on reduced hours. I also have some advice for a new mother returning to work: It takes around three months to settle back in, so don’t put pressure on yourself. There will have been changes while you were away, so get someone to fill you in and introduce you to new staff. Don’t over-do the baby talk, show your colleagues you are committed to the job. Have confidence in yourself motherhood has added to your skillset.

Writing a Career Change Resume

Writing a Career Change ResumeWriting a career change resume is not that hard if you know the right method of presentation. There are so many resume formats on the market today; most of them require no extra effort to be effective. The trick is knowing what to include and not to include on the list of items to include or exclude from your resume.So, what exactly should you include on your resume? If you have the experience and the certifications to back your claims, then that is probably enough. Also, if you are merely applying for a position that does not require the additional certifications or the experience needed to back up your claims, then that is great. Also, if you are an experienced worker and do not intend to shift gears and apply for a position that does not require the experience, then that is okay as well.Additionally, when applying for a position as a certified health care professional, your qualifications should be based upon certified healthcare experience, not just any experience at all. The education requirements for healthcare professionals may differ from other professions, but there are certain things that you must possess in order to maintain your certification. Most importantly, the pay will be significantly higher if you do need the additional education.When writing a career change resume, ensure that you include certifications that are not only relevant to the position you are applying for, but that have been demonstrated by you in your past work history. Also, including certifications that you have not received or held within the past six months would also be helpful. Finally, if you received a degree from a school that is not accredited, this is also something that you should indicate on your career change resume.It is also important to document your employment history. It is common practice to use a chronological listing for job listings, but in the medical industry this is not the case. You should remember that medical school requi res no documentation of your employment history, so it is worth noting if you received a degree and are working within the industry.If you are in charge of medical care or oversee a team that performs procedures or diagnoses within a health care organization, be sure to include that information as well. The most important thing is to be able to describe your skills and abilities in a way that demonstrates that you are qualified for the position.Finally, when you write a career change resume, it is important to consider using an employer-to-employee submission service to help you with the process. This will help make the task of compiling your career change resume easier and more efficient.Remember, you should never assume that your resume and cover letter are sufficient for getting you the job of your dreams. If you want to land the job that you are looking for and be the most successful professional you can be, be sure to include these basic career change resume tips.

Marc Mark Answer Your Career Pivot Questions [Podcast] - Career Pivot

Marc Mark Answer Your Career Pivot Questions [Podcast] - Career Pivot Episode 81 â€" Marc welcomes Mark Anthony Dyson of The Voice of Job Seekers podcast to help answer job search questions from listeners in the 2nd half of life. Description: In this episode Marc and Mark address questions about pivoting from installer to instructor, re-entering the workforce as a trainer after years of raising a family, and transitioning from IT consultant to full-time CIO. Key Takeaways: [1:01] Marc welcomes you to Episode 81 of the Repurpose Your Career podcast and invites you to share this podcast with like-minded souls. Please subscribe, share it on social media, write an honest iTunes review, or tell your neighbors and colleagues. [1:34] Next week’s show Marc interviews Marti Konstant, author of Activate Your Agile Career: How Responding to Change Will Inspire Your Life’s Work. Marti is a workplace futurist with an agile mindset. She is a career growth analyst, author, speaker, and Founder of the Agile Careerist Project. [1:57] Marti has been an artist, designer, brand developer, entrepreneur, technology marketing executive, investor, and a 2nd half of life career pivoter. [2:11] This week is the QA episode, with Mark Anthony Dyson of The Voice of Job Seekers podcast. Marc welcomes Mark to help answer listener questions. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [2:51] Q1: I am a 61-year-old floor installer. The products change every year the installation is different. I come up with ways to install each product as it comes out. Because of the weight I cannot physically keep this up. What can I do? [3:30] A1: Flooring installation is easier for a younger person than a 60-year-old. Marc suggests doing YouTube videos. Marc found some DIY floor installing videos with a million views. The installer could have someone record the installation on an iPhone. Mark wonders if he needs immediate cash flow because video is a long path to income. [7:32] Mark suggests podcasts, consulting, and training. He could be a source of referrals to other installers for a fee. He could teach installers at retailers like Home Depot. The main thing is to get out of the physical aspect of the installation. SCORE is a source of new business consultation for free. [10:58] Marc recommends the Small Business Development Center near Austin, and many places around the country. Listen to Episode 77 to learn more. [11:20] Q2: After years of corporate training, I took time off to raise my daughter. She is graduating HS in two weeks and I am ready to get back to training. A few of my challenges: I haven’t used much of the new technology since 2008; I haven’t spoken in front of an audience or worked since 2009. Not sure where to begin. [11:50] A2: Mark knew the person and went in-depth with them. Some of the technologies haven’t changed a lot, such as Microsoft Office. What has changed is the way you are going to market yourself. Use social media for business. [14:47] Marc has experience with the world of training, until 2011. He suggests looking at all the want ads, and seeing what tools they requesting. Some examples are Captivate, Articulate, Storyline. They could pick one and learn it to gain experience. These are not hard tools if you understand instructional design. [15:34] Then you can start saying, “I’m translating curriculum development online.” Listen to the last episode where Marc interviewed Carol Fishman Cohen who runs iRelaunch. Employers are more interested that you have the fire to learn the new technology than being completely up-to-date on it. You have to stretch yourself. [16:36] Mark reminds the listener that there is marketing and PR to do to get in front of the right eyes, especially if you’ve been out of the market for years. You’ve got to be doing something and displaying some relevancy. Try Udemy, LinkedIn Learning, and other online learning sources. The cost is worth it. [18:59] Q3: I am 65 and I have been an IT consultant/interim CIO for the last 25 years. I want to finish my career as a CIO at a small-to-medium-sized business. I cannot convince people I am worth the risk. I have worked in so many industries that people say I do not have the necessary experience and I get passed over. What should I do? [19:29] A3: Marc told him to reach out to all the people he has consulted for over the years. These are his weak ties. He needs to methodically reconnect with each one and ask, “I’m looking for some advice. What do you think I should do?” Mark suggests narrowing it to one industry where he can demonstrate he has knowledge. [23:51] He needs to update his resume. It shows jobs back to the ‘70s. No one in the technology world cares about anything before 2010. Technology changes every year. Relationships change too. Keep relationships current. Focus on one field. He must be a master of something, at age 65. [27:26] Check back next week, when Marc interviews Agile Careerist Marti Konstant. Mentioned in This Episode: Careerpivot.com The Voice of Job Seekers Activate Your Agile Career: How Responding to Change Will Inspire Your Life’s Work, by Marti Konstant YouTube Mike O’Krent, Life Stories Alive Repurpose Your Career Episode 7 with Mike O’Krent Home Depot SCORE Joe Harper and the Small Business Development Center Repurpose Your Career Episode 77 with Joe Harper Walmart Captivate Articulate Storyline Repurpose Your Career Episode 80 with Carol Fishman Cohen Udemy LinkedIn Learning Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Sign up for the waitlist at CareerPivot.com/Community. Marc has four initial cohorts of 10 members in the second half of life and they are guiding him on what to build. He is looking for individuals for the fifth cohort. He’s currently working on LinkedIn, blogging, and book publishing training. Marc is bringing someone in to guide members on how to write a book. The next topic will be business formation and there will be lots of other things. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, and a community where you can seek help. CareerPivot.com/Episode-81 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment â€" go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

7 Career Benefits of a Strong Network - CareerEnlightenment.com

4. DiscoveryMany individuals lacking a professional network risk limiting their experiences in continued learning. Your network is likely to provide you with an outlet for discovery which you might not otherwise have had access to. For some, this means gaining keen business insight through forum conversations on social platforms, while others may learn innovative tips from a chance meeting with an industry contact at a seminar.5. GrowthPersonal and professional growth is crucial to a successful career. Similar to the guidance and support provided by a portion of your network, some of your contacts might also be beneficial in helping your reach new heights within your career, whether it’s pushing you to apply for a position you initially felt was out of your realm or simply inspiring you to work harder on a daily basis.6. StatusWhen it comes to your career, sometimes an aspect of power lies within you who know. While simply having the business cards of a thousand individuals within your industry won’t give you status, maintaining strong professional relationships with a handful of them will. Expert status usually comes down to the success of your  personal brand, but it’s important to note that the most successful brands are also backed by a significant and influential network of contacts.7. ResourcesA strong network can easily be utilized as a resource center for a variety of your career needs. Consider each of your connections as a one-of-a-kind book of experiences. Your network is likely to be exploding with information with regard to every aspect of career success and challenge.Let your network be your secret weapon when it comes to your career. It’s never too late to begin building a vast network of beneficial relationships.In what ways has your network benefited you throughout your career?

Happily Ever After... Its a Work in Progress - When I Grow Up

Happily Ever After... Its a Work in Progress - When I Grow Up Linda Tieu is another sweet n creative Clubhouser o mine (and yes, the doors are still open, in case youre wonderin), and I just loved reading about what shes been through and the journey shes still on to create a business based in passion, experience, lessons and love. Yup all that goodness is below! The Fairytale When I tell people about how a Californian girl like me ended up living in the Tuscan hills of Italy, I invariably get the oos and ahhs of envy. What a fairytale story! The love of my life just happens to come from a place that everyone wished they lived in. When the stars aligned, I was able to quit my corporate job â€" arrivederci to the Man! I moved to Italy, got married and skipped happily and willingly into a tranquil country living lifestyle. Like a whirlwind princess story, the big move was pivotal in my life. It was a new beginning and everything seemed to light up with possibility. I was very much taken by my own story the fantasy of it all. The Reality Of course, we all know how misleading a well-timed freeze frame can be. Like most stories, everything always sounds perfect from the outside view. The truth is that no one actually lives continuously in that state of happily ever after. Theres a cold and harsh reality that no one seems to want to admit or mention. Its easy to be mesmerized by the fantasy of what things could be, rather than concentrating on actually making it happen with your bare hands. Turns out that living in a beautiful place where the accent makes you swoon a little, actually doesnt make it any easier to run a creative business. When you shine the light on your life, wherever you are youll find that we all go through the same struggles and issues. They dont mention it in the stories, but Im pretty sure princesses still have to deal with the realities of everyday life. After living in Italy for 3 years and pursuing my creative passions, Ive experienced many ups and downs of being a creative entrepreneur. From amazing successes that I never imagined possible to being burned badly and hiding in shame for days. Its a challenging road, even if the Italian scenery is breathtaking. It was pivotal for me to understand that there is no nirvana state of happily ever after. I had to hustle and get to work to make things happen, because the fairytale story is written by my actions day to day. The Creative Entrepreneur Toolkit I realized that I have no obligation to carry out a fantasy story imagined by others around me. Thats why I created The Creative Entrepreneur Toolkit that sums up my entrepreneurial education thus far, with a walkthrough of exactly what Ive done to plan for a year of creative business success. I combine cute design with my illustrated characters to create a guided journey of creative business wisdom along with inspirational art and load of printables and worksheets. Its my trusty companion to truly living and thriving as a creative business owner. It turns out that although fairytale stories are beautiful, in the end you have to keep on adding to that story with your own blood, sweat and tears. From hard lessons learned to magical moments of sublime success, happily ever after is truly a work in progress. Linda Tieu is a creative entrepreneur living in the beautiful Tuscan hills of Italy. She offers graphic and web design services by day while pursuing her artistic design and illustration passions by night. You can find her drawing, writing and generally creating cuteness at http://www.LindaTieu.com. *************