There’s been a flurry of news over the summer about some big corporations abandoning the traditional annual Performance Review (PR), joining others who’ve made the same decision over the past several years. Microsoft, Adobe, Medtronic, and most recently Deloitte and Accenture, have all jettisoned the traditional annual PR and its accompanying forced ranking requirement, up or out process, and other common components. About 6% of the Fortune 500 have made this move.Read More
The most important trend in workforce management right now is that the balance of power between employer and employee has shifted and the employee is back in the driver’s seat. Articles about this are everywhere. It’s a change that has been developing for a while, accelerating over the last six months or so, and is now acknowledged in multiple business and industry publications as officially the current state of things. Across many, if not most, industries and job categories demand is going up for workers, and the supply of those with the experience and skills employers want isn’t growing at the same pace. This puts workers in a better position to be deliberate and selective.Read More
We’re probably all familiar with word clouds at this point; even if you’ve only seen them. Have you ever tried to make one? It can be a little time consuming depending on how much text you’re putting in but the results are interesting. Our word cloud comes from columns written in 2013. Mostly, we’re not surprised by what we see – Information Technology, people, work, industry, staffing – all are prominent as we would expect. STEM, career, employee, consultant, business – none of these are surprises either. What is interesting is how the words end up near each other. Look at the top where “experience,” “talent,” “workers,” and “understanding” are all grouped. Or how “hire,” “looking,” and “want” are on the middle right, while “hiring,” “give,” and “success” are on the left middle; different connotations to each grouping. “People,” “potential,” and “opportunity” are together at the top of the diagram, while “opportunities,” “company,” “business,” “employees” and “consultants” are grouped at the bottom. The size of the words is determined by the count of each in the overall text entry but the position of the words in the cloud is random. However, these random placements end up providing unexpected insights.
All in all it’s a pretty good picture of what ATR is about and what we cover in the “pages” of Staffing 360. We try to cover topics that interest our clients and our consultants. We try to provide stimulating, thoughtful and sometimes fun content that helps you better understand the world of staffing, whatever your role in that world is. Below you’ll find links to our most popular posts. Enjoy, whether you’re rereading it or perusing it for the first time. Thanks for your interest throughout 2013 and here’s to an even more inspiring 2014!
September 16th through the 20th is National Staffing Employee Week (NSEW), a time to recognize the hard work and valuable contributions that temporary and contract employees make working at firms ranging from small to large and encompassing all industries. I want to thank the many people who we have placed in contract positions this past year for trusting us with a part of your career and, in fact, an important part of your life. As you all probably know, I have been contemplating the staffing industry as a whole and ATR’s place in it quite a bit over the last few weeks as we prepared to celebrate 25 years in business (ATR International Celebrates 25 Years). I am happy to repeat myself when I say that putting people to work is one of the most rewarding and satisfying experiences and it is a privilege to be in this business; the fact that NSEW falls right after our anniversary celebration seems only fitting!
As I said in a column a few weeks ago (The Future of Staffing), the elimination of the recruiter and the demise of the staffing industry are frequently predicted, particularly when a new technology emerges. It seems not a day goes by when I don’t see something being touted as the greatest way to source candidates and proclaiming that it will now replace the need for a human recruiter. I am actually a huge fan of some of the latest tools and technologies but I also have 30+ years of working in the industry, as a technical professional and as a staffing firm owner, and I am not worried that the “human” part of the recruiting process is going to disappear any time soon.
Infographics (information graphics) is the display of information in such a way that it can be easily understood at a glance. They are becoming more and more popular and for good reason; because they work! They convey information in a way that makes it more accessible to many people. Courtesy of Staffing Talk, we bring you several recent infographics on employment and staffing topics. Enjoy!
A couple of months ago I read What Drives Me Nuts About Staffing Agencies, and many of the points made by author Matt Lowney really stuck with me. I also have 20+ years of experience in the staffing industry but I’m on the other side of the table from him. I might even be one of those folks driving Lowney so nuts, but I don’t think I am and here’s why. I agree with him.
In current political discussions there is a lot of talk about what hurts or helps job creation and unnecessary regulation is often cited as a culprit. There is little agreement on what exactly “unnecessary” is though and people argue at both ends of the spectrum from all to none. I’m not one to advocate abolishing the EPA, the Department of Labor or the IRS. Society cannot function without rules that address real problems and protect its citizens from real harm. The importance of appropriate regulation in business is precisely why it is so important to speak out against the unnecessary kind, for example, regulations that impose significant administrative costs while addressing no real problem or providing no significant benefit. I’ve written before about this kind of unnecessary legislation and today I bring your attention to California AB 1744.
The Memorial Day weekend serves as a time to honor our country’s veterans as well as marking the unofficial start of summer for everyone. Therefore, I want to thank all the men and women serving in the military currently as well as those who are veterans: your service, hard work and sacrifice is noted and appreciated so very much. In communities across the U.S. our veterans and military families will be honored with ceremonies and parades, and celebrated with BBQs and picnics. This is as it should be.
Eighty-five percent of respondents said that their company was not able to create lower skill positions because of an inability to fill higher skill positions that would be tied to those roles.
Now I’ve been in the staffing industry for over 13 years. I’ve participated in many surveys. I’ve read through dozens of survey results. I’ve attended staffing conferences, participated in workshops, read articles, spoken to “industry experts”, and even spent a little bit of time in sales speaking to hiring managers. Never before have I seen this stat. In fact, I don’t think I’ve ever heard this idea discussed.
So often we look at each individual position as an island. We either find someone or we don’t. But the bigger issue is that there are certain positions, higher skilled ones to be exact, that have an exponential effect on the level of production within each and every company. Filling those positions is key in more ways than one.
For example, within the software development cycle, the role of the architect is critical in determining how all the various configuration items connect. Dependencies need to be identified and any issues uncovered and addressed. So without the architect, other positions such as software engineers, software testers, etc. aren’t needed. This is one example of many.
From the perspective of the company, this means the proper amount of resources must be focused on filling higher skill positions. More resources than lower skilled positions. In fact, based on this information, one could argue significantly more resources. More recruiters, more sourcers, and maybe even an experienced staffing firm that has spent 23 years building a network of qualified highly skilled candidates. I know where you can find one if you’re looking.