Lesser known cities for tech in hiring mode

The tech landscape is richer today than it was when 2018 began, largely thanks to the contributions of professionals within the industry. The sector appears poised to make the most of these gains in the coming year.

From coast to coast, the recruitment hunt is on in information technology. This isn't too much of a surprise in places like Silicon Valley and Seattle, Washington, but comes as a most welcome turn of events in places that aren't as well known for technological innovation. Case in point: the Badger State. As reported by the Green Bay Press Gazette, several Wisconsin companies are eager to hire, recent college graduates as well as industry veterans.

Brian Hicks, learning and development manager for software developer Skyward, told the newspaper that software engineering is burgeoning.

"If you want a job right out of college making a good income, software engineering is the way to go," Hicks explained. "It is absolutely booming."

The Green Bay Packers are on the tech bandwagon as well, having teamed up with Microsoft to develop an innovation center in the eastern portion of the state, the newspaper reported.

It isn't just tech companies that are hiring, either. Businesses that specialize in other goods and services are also providing more opportunities for technology professionals to exercise their talents because tech inhabits virtually everything. Cybersecurity, cloud computing, mobile development and business intelligence are just a few of the positions that businesses are hiring for in 2019 and perhaps beyond.

Tech companies command an ever increasing percentage of cities' land mass, suggesting that the industry shows no signs of slowing. In the first six months of 2017, 42 percent of the country top 100 leases were possessed by technological businesses, according to Cushman & Wakefield. Austin, Texas and Durham, North Carolina are among the cities that have experienced a surge in tech business development.

But Jason Ruckel, a student at the University of Wisconsin-Green Bay, told the Press Gazette he has no intention of leaving the area when he graduates.

"People need to realize we have businesses here doing the same things they're doing on the coasts - lots of innovation, a startup culture - but closer to home, and the cost of living is lower," Ruckel said.

This suggests that instead of relocating to major metropolitan areas for tech opportunities, professionals may be able to find them in places nearer to where they live. 

The Trevi Group | “ Executive Search for Technology Professionals” | www.TheTreviGroup.com

How to Modernize Your Employee Review Practices

In today’s lean, fast-changing world, traditional business practices are being shaken up. Many companies are reviewing their long-held traditions in favor of more agile, responsive ways of improving the employee experience. They are giving more consideration to the physical environment employees work in as well as the practices, technologies and tools that encourage productivity. Changes include providing employees with flexibility to work from home more often, and leveraging technology like Skype for Business or Yammer to better communicate and share information among team members, and even the entire organization.

The long-standing practice of annually evaluating employees based on their productivity, overall improvement and achievement of goals is one of the areas undergoing a big transformation. For decades, the prevailing wisdom has been that one annual review at the end of the year is enough to let employees know how they're doing. However, this is no longer true - employees are demanding more frequent and detailed feedback on their performance, and managers are responding by making their review practices more flexible and engaging.

According to the 2018 MRINetwork’s Performance Management Study, 54 percent of employers say they are increasing their focus on performance reviews, which indicates that they recognize the need to find better ways to enhance the value of the reviews, as well as their employees’ perception of the process. The same study revealed that 42 percent of candidates disagree or strongly disagree that their company’s review process is useful and productive.

If your company hasn't updated its performance review practices, it runs the risk of losing top talent to competitors that build regular feedback into their business functions. You’re also missing out on valuable opportunities to identify and develop your employees' professional skill sets.

As you begin to focus on business planning and employee goals for the coming year, consider these four ways you can modernize reviews at your company:

1. Make performance an ongoing conversation

The performance review plays an integral role in keeping the line of communication open between manager and employee. It is the chance to offer employees the acknowledgment that they’re looking for, to encourage them to strive for higher levels of achievement, and to nip problems in the bud. Instead of saving comments for the annual review, find ways to provide feedback and discuss priorities with employees on a regular basis. Consider holding biweekly, one-on-one check-ins with employees, discuss goals or accomplishments at the beginning or end of each quarter, or provide opportunities for group discussions at weekly team meetings. Regular check-ins help employees feel that their managers are committed to helping them be successful workers, which in turn means they’re more engaged and motivated to do their best work.

2. Embrace career pathing

Career pathing is a strategy that actively invests in and develops your employees to thrive in their current and future roles. It is an intentional approach as opposed to a reactive one - instead of managers passively learning of an employee's goals at the company, they take a participatory role in professionally developing the individual. Through career pathing, managers and employees sit down and discuss the employee's professional aspirations at the company and then set a tangible plan for helping the employee reach these goals.

3. Create an open culture of feedback

Reviews that benefit both the employee and the employer are based on honest, open communication, and this is only possible when there is a culture of workplace transparency. Employees should feel comfortable expressing their concerns, and criticism should be communicated in a way that is constructive. If employees feel that they are always one misstep away from being fired, or that their managers are not honest with them, reviews are more likely to further cement negative feelings instead of paving the way for constructive performance augmentation. Company leadership can do their part to create an open culture of feedback by keeping employees in the loop on workflow changes, encouraging employees to voice their concerns and recognizing workers who aren't afraid to ask for help.

4. Ensure reviews are fair

Only 29 percent of employees strongly agree that their performance reviews are fair, according to Gallup. The organization found that one main reason for this is reviews that are held just once a year fail to take into account all the changes that can occur in responsibilities, workflows and personal lives over the course of 12 months. Gallup also suggests that when conducting reviews, managers consider the expectations of the role compared to the time and resources employees actually have to fulfill these duties. The benchmarks employees are judged against should be realistic and fair.

Performance reviews are integral to employee success, but expectations have changed in the 21st century. Employees want reviews that are frequent, constructive, authentic and fair. Companies that update their review processes to match these needs are most likely to retain top talent because better performance reviews lead to higher morale, higher efficiency and overall, a better company in which to work.

 The Trevi Group | www.TheTreviGroup.com | Executive Search for Technology Professionals

Employment Summary for October 2018

Job growth in October 2018 surpassed September's numbers and economists' projections for the month. In its Employment Situation Summary, the Bureau of Labor Statistics reported Nov. 2 that nonfarm payroll employment rose by 250,000 in October. This is significantly higher than Wall Street analysts' prediction of 195,000, as reported by The New York Times. Michelle Girard, chief U.S. economist at NatWest Markets told The Times, "The underlying fundamentals of the labor market are still really bright, it's really the strongest part of the broader economy at the moment." October 2018 represented the 97th consecutive month of job growth in the U.S.

Hurricane Michael, which caused destruction in the northwestern region of Florida, had no recognizable impact on the national employment rates for October. However, jobless claims in Florida and Georgia rose by 10,000 following this storm's landfall.

The unemployment rate did not change from September's 3.7 percent. This number represents the lowest figure since December 1969. This amount, as well as the impressive job growth of the month, may influence American voters going into the upcoming midterm elections.

The largest job growth statistic comes from an industry that suffered in September: leisure and hospitality. The sector rose by 42,000 jobs. This is a dramatic rise in comparison to September's numbers, which were likely impacted by Hurricane Florence. Healthcare took second place in October, with the addition of 36,000 positions. This job growth occurred in a variety of settings, with 14,000 job gains in ambulatory health services, 13,000 in hospitals and 8,000 in nursing and residential care facilities. The professional and business services industry forfeited its previously first place standing when it gained 35,000 in October, a distinguishable drop from its job growth of 54,000 in September. With the fourth largest job growth in October, the manufacturing industry added 32,000 jobs, 10,000 of which occurred in the durable goods sector.

Employment in construction experienced an increase of 30,000 in October, a significant change from its rise of 23,000 in September. Transportation and warehousing displayed a slight expansion in October, with the creation of 25,000 jobs. Meanwhile, the mining industry remained stagnant, with an increase of 5,000 new jobs. Other industries, such as retail trade, wholesale retail, financial activities, government and information did not change significantly in October.

Average hourly earnings of all employees on private payrolls increased by 5 cents, or 0.2 percent, in October, rising to $27.30. This is indicative of a 3.1 percent increase over the past 12 months. It seems to be on-pace with the Consumer Price Index for All Urban Consumers, which increased by 2.3 percent from September 2017 to September 2018. The creation of jobs and all-time-low unemployment rate are impressive during this month. Business leaders, job seekers and economists in the U.S. should be pleased with the current state of employment.

As a result of the continually growing economy, interest rates from the Federal Reserve are likely to keep rising. A CNBC report stated, "Powell [Fed chairman] says we're 'a long way' from neutral on interest rates, indicating more hikes are coming." The CME Group provided a 75 percent probability of a rate hike by the end of 2018, likely in December.

The Trevi Group | www.TheTreviGroup.com | “Executive Search for Technology Professionals”

(Video) Attracting Talent in a Tight Candidate Market

In the executive, managerial and professional labor market, unemployment has been hovering around 2 percent, leaving companies across many industries struggling to find top talent. In a survey conducted by The Wall Street Journal and executive advisory group Visage International, University of Michigan economist Richard Curtin discovered that "the biggest challenge confronting firms is their need to expand hiring in an already-tight labor market." As a result of increased competition for high performers, employers are now more willing to make concessions to move their organizations forward.

Click to watch the video.

Here’s some advice that may help your organization with its hiring efforts:

Keep an open mind

When hiring managers look for potential employees, they often only focus immediately on the ideal candidate who has all the desirable qualities for the role. It’s important to recognize that an applicant may not need to possess every single one of those qualities to become a great hire, and rigidly sticking to your list may mean that you lose out on a candidate who could be successful in your organization.

Someone can have exceptional educational and work backgrounds, and still fail at your organization if they aren’t a good cultural fit, or if they don’t share your core values. Think about the type of person who will fit in among your employees - the mentality they’d need to thrive and the interpersonal skills that will help them become part of the team.

After you draft a job description, revisit each requirement to determine if it is absolutely needed. You may find room for negotiation on professional designations or technical skill sets that would be nice to have but aren’t essential to the job. Look beyond your wish list to see who might thrive in your company’s environment even without all your ideal attributes.

Expand your talent pool

If you insist upon finding a candidate you don’t have to train, you could add months to your search for a new hire. You could probably train someone in that amount of time while also benefiting from the value that person may add in other ways as they ramp up. Look for coachable, high potential candidates who have transferable skills that will help them overcome the lack of specific experience.

According to the 2018 MRINetwork Performance Management Study, nearly 80 percent of the employers surveyed agree or strongly agree that finding quality industry-experienced talent is more difficult than ever, and that their companies are more likely to hire people who have transferable skills, but lack industry experience. By considering those with transferable skills, you can significantly expand the number of applicants and focus on more general skills, such as organization, teamwork and communication, which might be just as important for the role, but are much less teachable than specific, technical skills.

Both employers and candidates see poor communication as a problem in this area, according to the study. Companies need to make it clear they are open to candidates who have applicable expertise, despite their lack of industry experience. Candidates need to focus on how they discuss transferable skills during the interview process and demonstrate how those skills can be applied to a different industry.

Offer sign-on perks that attract candidates

The MRINetwork study also indicated that half of the surveyed employers are increasing the rate at which they offer sign-on perks. Among the top perks that organizations are willing to provide are company-paid health insurance, sign-on bonuses and moving expenses. Candidates are on the same page as employers about the desirability of these benefits, with 76 percent citing both sign-on bonuses and health insurance, and 54 percent citing moving expenses as most important to them. A number of employers stated they are willing to offer tuition reimbursement (33 percent) and even help in repaying student loans (23 percent) as incentives.

Employee perks can have a significant impact on your ability to attract desirable candidates and lower employee turnover. Some of the standard benefits packages offered by companies just aren’t cutting it, which is why many firms have decided to augment them in order to stay ahead of their competition for top candidates. As one hiring authority observed, “There are severe shortages of qualified employees in many sectors of the labor market. This makes it an employee’s market and it thus requires incentives (higher pay, bonuses, etc.) to acquire and maintain quality employees.”

An interesting finding of the survey suggested that while employers are boosting sign-on perks, many candidates are unaware of the potential perks they could be leaving on the table. Organizations will need to become more forthcoming about these perks during the hiring process and address the skepticism that some candidates have about sign-on perks. “Companies are willing to pay for one-time extras to get the people who best match or exceed their ideal candidate profile,” said one potential candidate, “but they may not, however, be willing to start at a higher compensation level.”

In a down market, candidates will be less demanding and more flexible with employers. But in today's market, applicants have numerous options, so it is imperative that that the way employers approach them and the advantages that are offered give candidates every reason to want to join a company.

The Trevi Group | www.TheTreviGroup.com | “Executive Search for Technology Professionals”

High demand for smart speakers leading to jump in jobs

When smartphones were first mass produced in manufacturing and distribution centers, millions of Americans said, "I gotta have that." Fast forward to the present, and the vast majority of gadget-crazed consumers own these devices - nearly 80 percent of the country, in fact, according to the Pew Research Center.

Making a strong case for second - if they haven't already caught up - are voice-activated assistant devices, a trend poised to foreshadow an uptick in employment and recruitment in several industries to satisfy buyer demand.

From the iPhone's Siri to Amazon's Alexa, voice-assistant technology is all the rage these days. In fact, approximately 95 percent of respondents in a recent poll conducted by PYMNTS.com and Visa acknowledged owning one or more of these gadgets, which can perform various functions simply by speaking to them.

The uptick in ownership has been particularly notable in recent years. For example, 27 percent of respondents in the survey said they possessed voice-activated speaker systems, up from 14 percent in 2017. Younger millennials - defined as those whose age range between 18 and 29 - are the most likely consumers to be using voice-based tech assistants, more so than so-called "bridge millennials" and early Generation Xers.

"11% of broadband households intend to purchase smart speakers within the next year."

Smart speaker ownership to push higher
Although technologies like Siri and Alexa have been around for several years, it's clear that the novelty factor hasn't worn off. To the contrary, new research suggests that among households with broadband internet connections, 11 percent intend to purchase smart speakers within the next year, according to a separate study from Parks Associates.

"The consumer market first encountered voice control through smartphone-based voice assistants, which consumers report as the preferred method of voice control for smart home devices," said, Dina Abdelrazik, Parks Associates research analyst. "These experiences drive demand for new voice-based experiences."

It comes as no surprise, then, that employment in manufacturing, assembly and distribution centers has risen - a trend that's expected to continue for the foreseeable future. This past summer, Amazon announced its plans to develop a fulfillment center in Eastern Washington, the e-commerce giant's debut in this portion of the Evergreen State. The project is expected to add over 1,500 full-time jobs to the state's economy.

The fulfillment center - projected to span 600,000 square feet - is necessary to keep up with buyer demand, the company stated. Employees at the facility will work in concert with Amazon Robotics to package and prepare orders for customers.

Growth in tech employment
Although consumer technology represents only a portion of what Amazon and other factory settings mass produce for buying customers, it accounts for a sizeable share of annual earnings, evidenced by quarterly sales figures. However, manufacturers and suppliers can only deliver on what tech experts develop. This may explain why employment in the tech industry has proliferated. Through the first six months of 2017, for example, tech companies accounted for nearly half of the square footage office space signings among the leading commercial leases in the U.S. and Canada, according to estimates from Cushman & Wakefield.

Revathi Greenwood, head of research at Cushman & Wakefield, said robust tech employment isn't confined to the general sector itself, but to multiple others, including law firms, media conglomerates and most especially retailers.

What does the future look like voice-assist devices? Thanks to the ingenuity of the people that design them and the employees participating in assembly, vital signs are strong. Amazon, for one, announced added intelligent features in Alexa-enhanced Echo devices in September, including updated email management, video doorbell and step-by-step cooking instructions.

"We've only scratched the surface of A.I.-powered inventions, said Rohit Prasad, head scientist and vice president of Amazon Alexa. "We'll continue to invent ways to make Alexa more useful for our customers."

The Trevi Group | www.TheTreviGroup.com | Executive Search for Technology Professionals

BLS Employment Situation Report: September 2018

Job creation in September 2018, in terms of raw numbers, did not reach the heights of August or some of the year's other most robust periods. The Bureau of Labor Statistics announced that nonfarm payroll businesses in the U.S. brought on 134,000 new workers during the month in its latest edition of the Employment Situation Summary, considerably less than August's 210,000 jobs. Also, the number failed to meet economists' expectations: Bloomberg's survey of economic experts had projected 185,000 new positions created, while The New York Times reported that Wall Street's general estimate was more conservative (168,000) but still greater than the final result.

However, a number of seasonal and situational factors that do not reflect the broader direction of the American economy are the most direct causes of slowed job growth, not least of which is the impact that Hurricane Florence had on several states along the eastern seaboard. Additionally, the BLS noted that the survey periods during which the agency collected its data on employment and unemployment directly coincided with the storm's landfall, which may have adversely affected initial results. Figure adjustments to account for such anomalies, which routinely occur after the initial release of the Employment Situation, may thus reveal more positive numbers.

Meanwhile, the unemployment rate fell in September to reach a new low for the year: 3.7 percent. As noted by the Times, this figure isn't merely a landmark for 2018, but also the lowest jobless percentage on record since 1969. Speaking with Bloomberg, Alan Krueger, former leader of the White House Council of Economic Advisers to President Barack Obama and a noted economics professor at Harvard University, said mitigating factors impacting the numbers should not detract from an ultimately positive conclusion.

"The markets could give this a little bit of a pass because it's not clear what impact the hurricane had at the moment," Krueger told the news provider. "I would view this as a full-employment jobs report."

The industries responsible for the latest round of job growth should come as no surprise, based on trends within the U.S. economy over the past 12 to 18 months: Professional and business services was well ahead of all other fields for the third month in a row, adding 54,000 positions in September and beating its own gains from the month before by 1,000. Healthcare took second place yet again, albeit with 26,000 new jobs - less than half the growth seen in the No. 1 sector.

Meanwhile, transportation and warehousing surged ahead after several months of no statistically significant activity to create 24,000 positions, and construction was right on its heels with 23,000 new jobs. Manufacturing and mining also added staff to their payrolls in September - 18,000 and 6,000, respectively, with the latter mostly dependent on support-services positions for its job growth. No other sector saw any meaningful increases. In terms of losses, a drop of 17,000 workers in leisure and hospitality stood out as the only notable labor decline, and can be attributed at least in part to Hurricane Florence and the transition from summer to autumn that often produces staff cuts.

Average hourly pay increased by 8 cents, or 0.3 percent, from the previous month, per the BLS's figures. This represents a 2.8 percent year-over-year increase, which is still less than what one might expect given the breakneck pace of job growth during that time. Nevertheless, economists and business leaders can find much to be pleased with in the overall picture that this data paints, including reinforcement of hopes that the Federal Reserve will raise interest rates one more time before the end of 2018.

The Trevi Group | www.TheTreviGroup.com | “Executive Search for Technology Professionals”

3 Steps to Sourcing Contract Talent, Even When Going Through an MSP/VMS

A recent NPR/Marist survey reveals that 20 percent of work in the U.S. is fulfilled by contract workers. So, no matter what industry your business serves, chances are you regularly employ contractors to augment your permanent workforce. This reality creates a continual need to source consultants, whether it be through an MSP (Managed Services Provider) / VMS (Vendor Management System) or a boutique staffing firm.

The use of an MSP/VMS has increased dramatically in the last ten years; the threshold for engaging with an MSP used to be approximately $50 million a year in contract staffing spend, but that number has significantly decreased, and many small to medium-sized companies utilize an MSP program. Despite all the benefits of an MSP/VMS, it can present a challenge to internal hiring managers who need to find contractors quickly, with a very specific skill sets.

Click to enlarge.

"Some companies are much more strict and rigid than others when it comes to MSP utilization," said Tim Ozier, senior director of contract staffing sales for MRINetwork. "Some junior level managers may also be more reluctant to try and work outside the MSP program than their senior colleagues."

Regardless of how your company manages its contingent workforce, Ozier recommends taking the following steps to ensure you have an efficient process for sourcing contractors:

1. Become very familiar with the MSP/VMS program and its nuances. You might find that the program allows you to attract the contract talent you need, in a timely manner, at the right price. However, many managers have previously established relationships with smaller, boutique recruiting firms with whom they want to continue working.
    

2. Try to get boutique firms onboarded as a vendor through the MSP program. This can be time consuming and possibly unsuccessful if the smaller firms cannot comply with the vendor requirements. Essentially, you’ll need to justify why it’s critical to bring in highly specialized talent that can’t be sourced through the MSP program. To accomplish this, learn the internal processes and justifications for using non-preferred suppliers. Exceptions can be made and even when the list of preferred vendors are locked down, there is typically a second tier of boutique providers that the MSP can turn to for meeting mission-critical business needs.
    

3. Utilize the boutique firm for consulting services or SOW projects, rather than staff augmentation since those services frequently fall outside the auspices of the MSP program.

In some cases, it can help the hiring manager make a case for using an outside firm if he/she already has an excellent candidate from the firm. The company will usually have another vehicle outside of the MSP for more strategic or specialized biz needs. Many of those needs can be met by a staffing provider.

“Ultimately, it’s key that managers talk to other internal groups, to gain insight on all the available staffing options,” concluded Ozier. “There are possibilities that are not always made public, and when there is enough pain regarding sourcing contingent talent, these opportunities open up.”

The Trevi Group
www.TheTreviGroup.com
”Executive Search for Technology Professionals”

Big data could create job opportunities in APAC

For the past decade or so, big data has taken the tech sector - and much of the business world overall - by storm. The possibilities afforded by large-scale business intelligence for automation, high-level analysis and increased business efficiency have proved to be all but endless. Now, as nations throughout the Asia-Pacific region develop their economies at a furious pace, the demand for big data in these countries is taking off considerably.

Citing data from IDC, Forbes stated that business analytics tools will experience a compound annual growth rate of 15.1 percent in the APAC region between 2017 and 2022. Analytics data stores and cognitive/AI software platforms represent the most popular product categories in the overarching field of big data, per IDC's projections, with respective CAGRs of 35.4 percent and 32.4 percent.

While most of the demand for this technology is coming from the largest APAC firms, small and medium-sized businesses are also making investments in it. Additionally, there will be a resulting need for more individuals trained in the specific skill sets necessary to leverage such technologies, which could help create tech jobs in these countries.

As far as the region's broader economy is concerned, projections remain quite positive. The International Monetary Fund's Regional Economic Outlook for APAC nations projects growth of 5.5 percent, two-thirds of the world's overall economic progression for 2018.

The Trevi Group
www.TheTreviGroup.com
“Executive Search for IT Professionals”



BLS Employment Summary for August 2018

August was a strong month for employers across most segments of the U.S. economy, particularly in the wake of a July performance that notably underperformed the expectations of economic analysts, businesses and governments alike. According to the latest Employment Situation Summary from the Bureau of Labor Statistics, American nonfarm organizations in both the private and public sectors added 210,000 jobs to their workforces.

This figure stands well above the 147,000 new positions created in July (downwardly revised from an initial estimate of 157,000) and also exceeds the median prediction by Bloomberg-surveyed economists, who expected to see 190,000 jobs added during the month. Meanwhile, the unemployment rate held fast to its July figure of 3.9 percent (about 6.2 million unemployed persons actively looking for work) in August, and this did slightly fall behind the estimate of economic experts Reuters polled, who predicted a drop to 3.8 percent.

Michael Gapen, chief U.S. economist at Barclays, pointed out in an interview with The New York Times that figures such as these indicated some of the fears over international trade wars were, for now at least, somewhat overblown.

"What's worth noting is that even though there still remains a lot of headline noise around politics and protectionism, underneath that, the U.S. economy - and that includes labor markets - is doing quite fine," Gapen told the newspaper.

Professional and business services remained the top performer in terms of employment creation among American industries, adding 53,000 jobs during August. Healthcare came in second, with 33,000 new roles added, while construction and wholesale trade were nearly tied with their respective gains of 23,000 and 22,000 jobs. (By contrast to its wholesale counterpart, retail trade, after a few months of back-and-forth, didn't see any major change in August).

There were some notable differences between the August and July reports in terms of industries showing statistically significant increases or declines. Transportation and warehousing, which has not risen or fallen much throughout 2018, saw a big jump of 22,000 new positions created in August. Mining also added jobs this past month after showing no significant movement in July, although these almost all came from mining support services, as has been the case for many of the previously reported increases within that particular field over the past year.

Some economists will see manufacturing's decline in employment - a loss of 3,000 positions in August - as the biggest surprise in the BLS's latest jobs report. Considering that the field added 37,000 jobs in July and 36,000 in June, as it has for nearly a year starting in 2017 and continuing through to 2018. Any drop counts as a notable negative change in light of a White House administration under President Donald Trump that repeatedly pledged to bring back manufacturing jobs - and also, with good reason, has cited economic gains as its biggest success. This could be attributable to a slight drop in the labor force participation rate, which fell 0.2 percent to reach 62.7 percent.

That said, a loss of 3,000 roles could easily be offset by even a relatively modest jobs gain for September.

The August BLS report also contained other significant positives. Wages grew by 0.4 percent when analyzed by average hourly earnings, rising 10 cents to reach $27.16. When looked at on a year-over-year basis, the gain is even more impressive - 2.9 percent between August 2017 and 2018.

Indications also exist of some trade tensions between the U.S. and other nations beginning to abate somewhat. CNN reported Aug. 28 that President Trump and outgoing Mexican President Enrique Peña Nieto agreed on several adjustments to the North American Free Trade Agreement, most of them meant to ensure both nations were able to maintain strong involvement in auto manufacturing. Peña Nieto expressed hope that Canada would accept the revisions, which would further advance NAFTA renegotiation efforts. However, according to another Reuters report, Canada and America still remain at odds over several industries, most notably dairy, lumber, media and steel.

The Trevi Group
"Executive Search for Technology Professionals"

Video: How to Implement an Effective Contingent Workforce Recruitment Strategy

According to Staffing Industry Analysts’ Workforce Solutions Buyer Survey 2018, respondents report that 22 percent of their staff is currently contingent, and project that by 2028 that figure will rise to 30 percent. As the blended workforce continues to grow, it's becoming increasingly important to perfect your company’s recruitment strategies to consistently hire strong permanent and contract candidates that will drive business growth. No matter what industry you focus on, the ability to implement an effective contingent workforce recruitment strategy that is part of your overarching hiring plans is essential for success in today's competitive job market.

Click to watch the video.

"Many newer companies make the mistake of assuming that coming up with an effective contingent talent acquisition strategy can happen overnight," said Tim Ozier, senior director of contract staffing sales for MRINetwork. "The reality is that identifying hiring needs, searching for right-fit candidates and screening takes extensive time and consideration. Generally, the most successful strategies unfold with the help of staffing companies."

Whether you are running a startup tech company or managing a team of long-time engineers, you and your organization are going to need a strong recruitment strategy, ensuring that you are focused on the talent decisions that will actually affect the organization’s ability to reach its business goals. Consider these methods for executing an effective plan that works for your team:

Strive to maintain balance

No matter how good your retention rate is, changes in employment are expected within any company. New projects, changes in strategy, new market opportunities can all have an impact on the staffing levels and skill requirements of any organization, big or small.

However, it’s key that your organization is always thinking two steps ahead when it comes to your contingent workforce recruitment strategy. While not all exits from the company can be anticipated, workforce planning is most effective when it resolves talent gaps while maintaining a balance of labor surpluses and shortages. This is best accomplished by using predictive analytics to monitor workforce trends inside your business, as well as in the external environment. When a company can accurately forecast future job openings, analyze current demand and talent, and measure predicted resources, it improves talent acquisition. "This ability to look ahead and recognize what your company will need and when, can enhance the success rate of recruitment," said Ozier. “Keep one eye on current challenges - and one eye on future needs that your organization must prepare for.”

Encourage a blended workforce

Today's workforce looks much different than it did even several years ago. With the onset of remote work, the gig economy and the appeal of telecommuting, it's becoming rare to find a company filled completely with full-time, in-office employees. From the top down, organizations and employees can reap the benefits of a mixed workforce but first, your company needs to be on board with this kind of work environment.

One way to do this is by including discussions around the blended workforce during planning sessions with the entire organization. Demonstrating how contingent workers can help drive the organization's bottom line, while cutting costs at the same time is key. In many cases, contingent workers are hired for projects that could not be completed by existing staff. Overall, creating clear means of communication across all sources of workers is beneficial.

Expand expectations of contract workers

In the past, contingent workers were mainly brought on for short-term projects with an official deadline in place. Today, not all of these employees operate on fixed-term contracts. In fact, there are long-term contracts that can last up to several years, or even indefinite contracts with no official end date.

If companies continue to view this pool of candidates as merely temporary, they are largely missing out on the talent that is today's world of extremely skilled top performers. While you may only think of contingent workers as one-time fixers, merely filling a gap in talent while saving on costs, you’re losing out on the wealth of knowledge these highly skilled workers have to offer.

According to figures from a recent study published by Oxford Economics, IT, healthcare, public service agencies, financial services and professional services are among the top sectors using contingent labor as a solution. These organizations that require niche expertise can highly benefit in the long-term by sourcing from this top talent.

"Both organizations and contingent workers benefit greatly from contract staffing," said Ozier. "Many times, the relationship and outcome is so great, these employees are later hired as permanent workers."

Work with a staffing company

Industry focus is key for finalizing your recruitment strategy and the best way to do this is by working with a staffing organization. Not only do these agencies have working relationships with top talent, but they understand the specific skill sets needed in your given industry. When it's the top candidates within your sector you're looking for, staffing organizations can help you find them. Instead of training an inexperienced worker, you gain access to the right candidate for the job at hand. The recruitment firm takes care of all the talent sourcing, background checks, and preliminary interviewing activities to deliver highly qualified workers. For both permanent and contract work, this single-source solution can help you implement the best contingent workforce recruitment strategy.

The Trevi Group
"Executive Search for Technology Professionals"