Job growth on the rise in California

California's labor situation improved in August.

The Los Angeles Times reported that the state created over 32,000 new jobs, causing the jobless average to tick down to 6.1 percent. This shift represents a drop of 0.1 percent from July's figure. The source noted that California added more positions to its payroll last month than any other state. Florida earned the No.2 spot in this area, creating just under 20,000 jobs. 

The government sector added the most jobs, expanding its workforce by over 31,000. Leisure and hospitality added 10,600 positions, while trade, transportation and utilities created 7,900 jobs. The information field increased its payrolls by 1,000 positions, while education and health services added nearly 4,000 jobs. The Associated Press reported that certain areas still sustained losses however, including professional and business services, mining and logging, other services and manufacturing. 

California's unemployment rate is now at its lowest average since the beginning of 2008, explained the source. Over the past 12 months, the state's jobless rate has fallen by 1.3 percent. There has also been a significant reduction in the amount of residents receiving unemployment benefits as more Californians are securing gainful employment.

The Trevi Group
www.TheTreviGroup.com

Does Your Company Have the Cool Factor?

Every organization wants to be considered a "Best Place to Work" in order to attract and retain top talent, yet there is no cookie cutter formula for achieving this. Many factors go into making your company a great place to work such as company culture, employee benefits, and other perks. One thing that remains constant among the most desirable employers is the "cool" technology factor. As companies increasingly focus on providing more enjoyable work environments and improving employee engagement, technology is playing a key role in championing those efforts. This is becoming especially important for attracting top millennial talent, as technology and the flexibility, creativity, and efficiency it can bring is extremely valuable to them.

First Friday Preview - September 2015 from MRINetwork on Vimeo.

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Deciding when and how much to invest in the latest technology can be an arduous task for many organizations, and will depend greatly on the industry in which the company operates, as technologies can provide a different impact in manufacturing environments, for example, vs. an office setting. Typically the focus is on improving productivity and efficiency, and transitioning people away for doing things the way they always have for years. The process is often not fun and is met with resistance. However, when you consider the ability of technology to provide the "cool" factor of being a great place to work, it provides added incentive for employers to introduce new equipment and software.

So why is the technology push more important now than ever before? It really is a reflection of the highly digitized, mobile world in which we live, especially as more Millennials are entering the workforce and eventually maturing into greater leadership positions. "As the job outlook continues to improve, candidates are attracted to companies that incorporate the latest gadgets and technologies into daily work functions," says Reagan Johnson, director of technology operations for MRINetwork. "The best talent know their skills are in high demand, so an employer's ability to sell prospective hires on the flexibility, more efficient communications, and the fun these technologies will provide, is invaluable."

Johnson provides the following tips for companies looking to enhance their "cool" factor through technology:

Make it mobile. Today's professionals value the flexibility to do their job wherever and whenever, and mobile technology makes that possible like never before. Consider laptops or 2-in-1 laptop/tablets over desktops, so your talent don't feel shackled to their desks. These will provide the flexibility to take work into the conference room, the coffee shop, or home for those late night meeting preparations before an early day. Cloud technologies such as Office 365's OneDrive and Google's Drive make any document available on demand, for quick reference and use by backing it up online and making it available to smartphones and tablets. Voice communication tools are additionally available to make phone numbers mobile. A number, and the voicemail accompanying it, can be set up to ring through to more than just one employee’s desk. This further allows employees to have the flexibility to take and make calls from anywhere.

Make it slick. Technology should look modern and cool. For example, while a small light laptop looks very impressive, it can also be made easier to use in the office environment by pairing it with a docking station and a multiple-monitor setup. This enables the laptop to operate as a desktop, in a more ergonomic manner for the office. Done right, a multi-monitor laptop set up can be impressive to see, leaving a good impression on potential talent, and also provide great efficiencies while working in the office.

Make it about communicating. Today's top talent are very connected, social and are used to getting instant feedback on their performance and in their communications. Consider implementing an instant communication platform such as Skype. This technology allows instant communication in a controlled environment that speeds up results. In fact, younger professionals use email less and less and will prefer more modern options to communicate.

Embrace social media for your company's communications both internally and externally. Top performers looks for companies to be communicating via social media. Consider apps such as Yammer to build an internal social environment for your employees to share ideas and garner feedback. Millennials, in particular, value frequent feedback and evaluation and respond best to visual data. Business intelligence tools that provide visual graphic dashboards are a great way to communicate constant, instant feedback to your teams so they can strive to out-perform themselves.

Ultimately, what makes an organization cool or fun is a combination of many factors. "Technology is becoming a critical piece of the pie in terms of building an enjoyable, engaging company culture, while also sending a message to current and prospective clients that the company is a forward-thinking, modern business," adds Johnson. "Marketing efforts, as well as recruitment and talent management strategies, now require an emphasis on the "cool" technology factor to attract and retain top performers, and maintain brand equity with clients and investors."

The Trevi Group
www.TheTreviGroup.com

BLS Employment Situation Report: July 2015

According to the most recent data from the U.S. Bureau of Labor Statistics, the unemployment rate stayed at 5.3 percent in July, as economists predicted. Although job gains were slightly lower than expected, the numbers show promise that the nation's employment situation continues to move in the right direction.

A total of 215,000 new jobs were added in July, slightly under the 12-month average of 246,000 new jobs. The largest gains were seen in the retail industry, adding 36,000 positions. Within the industry, motor vehicle and parts dealers experienced the most growth, adding 13,000 new jobs.

Professional and technical services also saw major gains, adding 27,000 new jobs throughout month. Computer system design and related services, and architectural and engineering services added the most jobs in the sector. Healthcare saw a significant spike in employment, adding 28,000 new positions in July. The area with the highest growth was in hospitals.

Financial activities additionally experienced employment gains in July, with 17,000 new positions added. Insurance carriers and related activities was the largest job contributor, making up more than half of job gains. Manufacturing employment developed 15,000 new positions, with nondurable goods seeing the most growth. Food services and drinking places added 29,000 new jobs. Employment in construction, wholesale trade, information and government did not change significantly.

According to the Wall Street Journal, the Federal Reserve has not made any decisions regarding the short-term interest rate changes but is expected to soon. The Fed held a policy meeting last week, and many are expecting them to increase the rate in September. However, global growth remains slow, causing many investors to be skeptical about the economy's health and worry rate changes in September may hurt more than help.

The Trevi Group
www.TheTreviGroup.com 

First Friday Preview - August 2015

Weekends are supposed to be for enjoyment and relaxation, essentially a time to unwind from the busy work week. Most importantly, weekends provide us with time to focus on our personal lives, creating balance between work, friends and family, and pleasure. However, what happens when weekend fun comes to a close and starts to turn into Sunday night blues? While it's understandable that we all wish weekends could last longer, a strong case of Sunday night blues that persists week after week, likely points to unhappy employees who feel overworked and unappreciated, eventually causing them to leave the company. Consider whether the majority of your employees have deep stress and anxiety about returning to work on Mondays. What does this say about the culture of the organization and its ability to retain top performers? If employees are calling out with numerous "sick day" Mondays, this is probably a strong indication of a problem within the organization.

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When a recent Monster study asked participants "Are your 'Sunday Night Blues' bad enough to make you want a new job?", 76 percent of U.S. respondents who admitted to having Sunday night blues, said they are "really bad." According to the survey, 62 percent of global respondents who have the Sunday night blues additionally reported they are "really bad."

"This type of insight provides companies with an opportunity to take a closer look at work expectations and how they are impacting employee morale and productivity," says Suzanne Rice, director of U.S. franchise development. "Employers can play a bigger part in helping staff better manage their workflow, and make adjustments that can lead to improved work-life balance."

Rice provides the following tips for creating an environment where employees look forward to Monday mornings:

Energize the team with Monday morning meetings. Save constructive criticism for later in the week and use this time to congratulate team members on positive outcomes from the previous week. Chart the course for the current week, and identify challenges and resources that are needed to complete tasks so everyone feels they have the support they need.

Provide more workplace flexibility and opportunities to recharge throughout the week. Whether it's telecommuting, a flexible schedule or office perks, staff needs to feel a sense of work-life balance in order to be happy and healthy. Periodically survey employees to find out their workplace needs and determine what improvements the organization can make to help workers maintain a sense of balance so they don't burn out.

Ask staff to use Fridays at the end of day to create a to-do list for the next week. By prioritizing and scheduling things for the next week, employees can alleviate stress about coming into a mountain of work on Mondays and not knowing where to get started.

Encourage employees to use smartphone apps for calendars and note-taking to manage tasks and situations that arrive during the weekend. Since many employees sync their Outlook calendars with their smartphones, they can use this as a tool to prioritize when they will address issues that may occur after hours or on weekends, instead of feeling overwhelmed that they have to attack these things immediately on Monday morning.

"By starting with strategies to counteract Sunday night blues, employers can demonstrate they are committed to creating an enjoyable workplace where employees are provided with the support, flexibility and resources needed to be as productive as possible," adds Rice. "That can send a strong message to employees, especially top performers who are more likely to stay when they feel their employers are invested in helping them create more balance in their lives that can ultimately lead to a more successful tenure with the company."

The Trevi Group
www.TheTreviGroup.com

The Importance of Career-pathing and Mentoring in 2015

2014 came to a strong close, with U.S. employment reaching a 12-month average of 246,000 new jobs and unemployment dropping to 5.6 percent. Confidence is growing in the labor market and as a result, many companies plan to hire throughout 2015. With all of this positive news on the job front, employees might have expected to see upward movement on salaries and wages. However, most recent surveys and reports indicate employers are planning modest pay increases, comparable to what was awarded in 2014. In light of this, how will companies retain their best talent, when below-market salaries are one of the top reasons employees decide to leave?

 Click to watch the video.

According to Towers Watson commentary regarding their 2014 compensation survey, the projected 3 percent pay raise in 2015 is a bit disappointing as the average employee is barely keeping ahead of inflation. However, we realize that many companies are being conservative with pay, because they are still concerned about the stability of the economy and the labor market.

Despite this reality, the most recent MRINetwork Recruiter Sentiment Study, found that although improved compensation and benefits are a leading factor for candidates considering changing jobs, the top reason that candidates leave is because of clear advancement opportunities elsewhere.

So what does this mean for employers?

Companies may be at greater risk of losing their top performers, but the wage issue can be averted by focusing on career tracking, mentoring and training programs. After all, advancement to a more senior role not only connotes greater responsibility, but also higher pay, or at least the long-term potential to earn more.

"The days of requiring employees to take on the workload of people who either resigned or were laid off, without additional pay, are behind us," says Nancy Halverson, vice president of global operations for MRINetwork. "Today's workers want recognition for their contributions, and they expect to see a clear path for how added responsibilities will enable them to advance within the company."

Ultimately the salary discussion has more to do with an employer's culture of coaching, mentoring, training, recognition and evidence of upward mobility, in addition to how well the organization communicates and sells these attributes, both internally and externally. "The goal should be more about creating a 'best place to work' environment that is highly desired by candidates in the marketplace," adds Halverson. "This is really what the future of recruitment and retention is all about."

Advancement opportunities and career-pathing will additionally become more important as Baby Boomers retire and Millennials become the majority in the workplace. This generation is especially focused on gaining experience that can be leveraged to make the next career step, which is why job changes after 2-3 years are more common. Companies that provide the mentoring and training that Millennials crave are not only working toward retention of their brightest talent, they are grooming the future leaders of the organization.

Halverson provides the following tips for establishing and promoting career-pathing and mentorship programs:

• Brainstorm how your organization can develop these programs, if they don’t already exist. Consider how they can be leveraged to support various groups within your workforce including minorities, women and junior to mid-level management candidates.  
• Begin discussing internal mobility programs during the interviewing and onboarding process.  
• Promote the programs through multiple internal and external channels to create stories about employee advancement within the company.

Although career growth is what's most important to candidates, it doesn't mean that companies can make wage increases a last thought. Salaries are going to have to come up to attract top performers. "However, no amount of money will make them stay in a role that appears to have no future," concludes Halverson. "That's where the power of career-pathing kicks in."

- See more at: http://www.mrinetwork.com/resources/article-archive/articles/the-importance-of-career-pathing-and-mentoring-in-2015/#sthash.ZBArrlJT.dpuf

The Trevi Group
www.TheTreviGroup.com

Nashville named one of the country's hottest cities - The Trevi Group's blog

Nashville, Tennessee, was recently named one of Business Insider's "15 Hottest U.S. Cities." This is not only due to its vibrant culture and exciting nightlife, but for its increasingly positive job market. 

According to the article, the Southern city is currently the second most popular destination for recent college graduates. This is most likely due to the steady increase the area has seen in its main industries, like the automotive and health care sectors. 

Automotive  A report issued by Business Climate noted that the Nashville area is home to 30,000 positions in the automotive industry. Big names like Nissan and General Motors are mostly responsible for this high number - both companies call the city home. Their success in the area has caused a positive ripple effect, reported Business Climate. Once they started to have success, smaller businesses such as Unipres, which creates auto parts, began to expand, adding much-welcome jobs to the region. The brand recently added 200 jobs to its local plant, while similar manufacturer Calsonic Kansei North America increased its Nashville workforce by 180. 

Health care  Business Climate reported that in addition to the region's booming transportation industry, the health care sector has taken off exponentially. It is the area's top industry, with over 300 companies calling the city home. These organizations are thriving with their headquarters in the greater Nashville area. Together, the institutions based in Middle Tennessee provide over 430,000 jobs and $80 billion worldwide. Some of the most prominent businesses in the area include HCA, Community Health Systems and BioMimetic Therapeutics. 

"Nashville-based companies have been involved in many of the largest leveraged buyouts and merger/acquisition transactions in health care in the United States," said Caroline Young, president of the Nashville Health Care Council, to Business Climate. 

Business Insider noted that these prominent medical facilities and pharmaceutical companies are a huge draw for recent graduates, contributing to Nashville's growing population of young professionals. 

Tourism also on the rise  In addition to the automotive and health care sectors, tourism has increased for Nashville, mostly due to the popular television series of the same name, reported Business Insider. Last year the area welcomed almost 12 million guests. Business Climate reported that this number is expected to grow by at least 10 percent over the next two years. Updates are being made at various attractions, like the zoo, to encourage even more visitors. 

The Trevi Group
www.TheTreviGroup.com

What Does Your Interviewing Process Say About Your Company?

Grabbing the attention of top candidates can be challenging for employers trying to court their first picks in the executive, managerial and professional job market. These applicants are typically interviewing with multiple companies and have additional options at their disposal. Employer branding and a streamlined recruitment process are just a few of the strategies companies are using to make themselves more attractive in this candidate-driven market.While these strategies can help make the recruitment and hiring process more efficient, many employers forget to consider the subtle messages they could be conveying about the company, through the interviewing process itself. This oversight can create a lasting impression that turns candidates off before an offer is ever made.

With a shrinking talent pool and increased competition for top candidates, employers have to not only sell the company well, but also conduct an interviewing process that presents the company and its corporate culture in the best light possible. "When companies approach the interviewing process from the candidate's perspective, they are much more likely to create an experience that is mutually engaging and appealing to the 'A' players in their markets," says Rob Romaine, president of MRINetwork.

The interviewing process should be an opportunity for both parties to evaluate a professional and cultural fit with the company. Yet, consider as an employer that perhaps you are additionally sending out unintended messages about weaknesses in the company culture or work practices.

Have you reflected on the following?

1. Is your process executed in an organized, seamless manner?
2. Are the company representatives experienced at interviewing candidates, or are they just winging it?
3. Are the interviewers polite and sincerely interested in learning more about the candidate's background, or are any of them annoyed that the interview is taking them away from their work?
4. Does the company do its best to follow-up with top applicants and keep them engaged or do several days or weeks go by without any feedback from the interviewer?
5. Is the interviewing process lengthy or is it respectful of candidates' time?

If you answered no to any of these questions, it may be time to re-evaluate what the company's interviewing and recruitment practices say about the organization. "Just as employers are concerned about making a bad hire due to poor cultural fit or lacking skillsets, candidates are equally concerned about working for companies that seem disorganized, unprofessional, unreliable or inconsiderate of their employees' needs," notes Romaine. "Even the slightest glimpse of poor work practices can send top candidates away from your organization and straight to a competitor."

At the end of the day, the interviewing process is as much about candidate discovery as it is about employer branding. It is therefore important for employers to evaluate whether their practices are attracting or detracting key talent from their organizations.

The Trevi Group (MRI Network)
www.TheTreviGroup.com

The Trevi Group's Proven Search Process

To ensure your search is successfully filled with an Impact Player in a timely manner, we utilize a proven 18 step search process:

1. Needs analysis

• Determine qualifications client seeks
• Understand compensation package-Determine if competitive
• Target companies and candidates
• Agree on efficient and effective hiring process
• Understand expectations and critical success factors of position

2. Determine how to present the opportunity

• Strategize how to get the best candidates excited by the opportunity

3. Agree on search terms

• Create a mutually acceptable and beneficial agreement for the search

4. Research companies and candidates 

• Identify companies with viable candidates & discuss with client

5. Candidate Acquisition Process 

• Develop live and voicemail presentation
• Cold call target companies and identify potential candidates performing similar job responsibilities- Predatory source from competitors, finding passive candidates that are not actively looking or even considering a job change
• Engage candidates and develop relationships to gain trust
• In-depth candidate interview- Understand candidate’s background, accomplishments, personality, motivation for change, and goals for their career
• Assess if background is qualified for the job, and more importantly if personality is a cultural fit with the client company and hiring manager
• If candidate is a good fit for the position, confirm their interest in exploring. Align the opportunity as a way to help them achieve their goals, as well as how it alleviates what they are unsatisfied with in their current position

6. Present qualified candidates to client, including strengths and weaknesses

7. Prepare candidate for each interview

8. Prepare client for interviews- share candidate hot buttons, motivations for change, etc.

9. Debrief candidate after each interview- discover likes, concerns, other opportunities they are considering, and where this ranks on their list

10. Debrief client after each interview & share candidate feedback

11. In-depth reference checks

12. Consult the Counter-offer issue throughout the entire hiring process 

13. Make verbal offer and attain firm candidate acceptance 

14. Confirm acceptance of written offer

15. Follow-up on candidate resignation, ensuring timely start date

16. If needed, offer relocation assistance services

17. Follow-up with Client and New Hire regarding on-boarding process

18. Post-project analysis

• What went right with the search
• What went wrong with the search
• Perception of client in the market
• Solutions to improve client’s ability to attract talent

We drive and continue to get acceptance throughout the process, from both the Client and the Candidate.

www.TheTreviGroup.com