Pay rate is the most important criteria temporary workers use to decide whether to take an offered assignment, according to a report by Staffing Industry Analysts. However, other factors also matter.

“With the labor market as tight as it is right now, staffing firms will need to not just match candidate to assignment but sell the candidate on accepting the assignment,” said Jon Osborne, SIA’s VP strategic research and the author of the report. “The temp preferences identified here should be used to help craft that messaging.”

Temporary workers were asked, “When considering whether to take a newly offered assignment, what are your three most important criteria?” While 90% said pay rate was among their top three assignment criteria, more than half of respondents also cited “location of assignment” and “working conditions/company culture.”

Share of temporary workers citing selected options as a top three
assignment criteria:

• Pay rate: 90%
• Location of assignment: 63%
• Working conditions/company culture: 54%
• Work/life balance (flexible hours, option to work from home): 43%
• Close match to your skills: 34%
• Training offered: 9%

The queries were part of SIA’s 2021 Temporary Worker Survey conducted in late 2020, which reflects the opinions of 2,223 temporary worker respondents from 21 staffing firms.

Source: Staffing Industry Analysts

Hiring bonuses appear to be an effective way to get more of the unemployed back to work, according to a survey by the US Chamber of Commerce. It found that 39% of unemployed Americans who lost their jobs during the pandemic and are not actively looking for work say that a $1,000 hiring bonus would increase their urgency to return to full-time employment. It was the most appealing solution for hesitant-to-return workers.

The poll included 506 Americans who lost their jobs during the pandemic and have not returned to full-time employment. It was conducted from May 17 to May 20.

The percentage who say hiring bonuses could attract them back to the job market was particularly high among unemployed workers age 25 to 34 (53%) and those with some college education but not a degree (49%).

Other incentives included work-from-home flexibility, picked by 32%, and worker vaccination requirements, picked by 23%.

Separately, Indeed released data showing that 4.1% of job postings in the week ended June 18th contained hiring incentives, up from 1.8% in the same week last year, Yahoo reported. “Job seekers are able to have a little wiggle room and be able to shop around a little bit more,” AnnElizabeth Konkel, an economist at Indeed Hiring Lab, told Yahoo Finance Live. “Employers are increasingly offering hiring incentives that can be anything from signing bonuses to retention bonuses to cash incentives.”

Source: Staffing Industry Analysts

June’s job report saw a gain of 850,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, in public and private education, in professional and business services, and retail trade.

June’s unemployment rate rose to 5.9%, up slightly from 5.8% in May. The civilian labor force participation was 61.6%, unchanged from May.

The report found that average hourly earnings for employees on private, nonfarm payrolls rose by 10 cents to $30.40.

More U.S. workers are quitting their jobs than at any time in at least two decades. In April, the share of U.S. workers leaving jobs was 2.7%, according to the Labor Department, a jump from 1.6% a year earlier to the highest level since at least 2000. So why is it happening?

1. Human resource executives and labor experts foresee a wave of resignations in the coming months and years. 

In a March survey of 2,000 workers by Prudential Financial Inc., one-quarter of respondents said they plan to soon look for a role with a different employer. “People are
seeing the world differently,” says Steve Cadigan, a talent consultant who led human
resources at LinkedIn during its early years. “It’s going to take time for people to think
through, ‘How do I unattach where I’m at and reattach to something new?’ We’re going
to see a massive shift in the next few years.”

2. There are a number of reasons why people are quitting their jobs, including a desire for more flexible work arrangements and burnout from extra pandemic workloads.

 Many people are pushing back against a return to business as usual. Some prefer the
flexibility of remote work while others are reluctant to be in an office before the virus is
vanquished. Some workers are burned out from extra pandemic workloads and stress,
and others are looking for higher pay.

3. Employers are trying to head off the loss of talent.

Employers are seeing turnover with their newest employees. At Schneider Electric North America, 65% of the employees identified as high potential got promotions or new roles in 2020, said Mai Lan Nguyen, the industrial company’s senior vice president for human resources. “We’re all on our toes. The best talent out there have many options,” she said.

Read the full article at https://on.wsj.com/3zKz8dn

Source: Wall Street Journal

May’s job report saw a gain of 559,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, in public and private education, and in health care and social assistance.

May’s unemployment rate declined to 5.8%, down from 6.1% in April. The civilian labor force participation was 61.6%, slightly down from 61.7% in April.

The report found that average hourly earnings for employees on private, nonfarm payrolls rose by 15 cents to $30.33.

Left unabated, the manufacturing skills gap — which is now anticipated to leave 2.1 million jobs unfilled by 2030 — could cost the U.S. economy as much as $1 trillion. Deloitte and The Manufacturing Institute’s new report, “Creating pathways for tomorrow’s workforce today: Beyond reskilling in manufacturing,” explores new and prevailing contributors to the skills gap and outlines important steps manufacturers can take to attract and retain skilled and diverse workers, especially women and underrepresented minorities (URMs).

According to the study, the pandemic outbreak initially erased\ approximately 1.4 million U.S. manufacturing jobs, undoing more than a decade of manufacturing job gains. While the industry was able to hire back 820,000 of these jobs by the end of 2020, the remaining 570,000 had not been added back, despite nearly 500,000 job openings. This is true despite a near-record pace of job openings in the sector. Executives surveyed reported they cannot even fill higher paying entrylevel production positions, let alone find and retain skilled workers for specialized roles.

The industry appears at a tipping point and should work quickly to change the perception of work in manufacturing for a new generation of workers as well as to diversify the talent pipeline entering the industry. To do so, manufacturers should proactively engage with potential talent pools and also revamp work-life balance, skills training and equitable career pathways to retain employees they cannot afford to lose.

Read the full article at https://bit.ly/3wg5jPj

Source: Deloitte

April’s job report saw a gain of 266,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, other services, and local government education. Declines happened in temporary help services and couriers and messengers.

April’s unemployment rate rose to 6.1%, up slightly from 6.0% in March. The civilian labor force participation was 61.7%, slight up from 61.5% in March.

The report found that average hourly earnings for employees on private, nonfarm payrolls rose by 21 cents to $30.17.

March’s job report saw a gain of 916,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, public and private education and construction.

March’s unemployment rate dropped to 6.0%, down slightly from 6.2% in February. The civilian labor force participation was 61.5%, slight up from 61.4% in February.

The report found that average hourly earnings for employees on private, nonfarm payrolls fell by 4 cents to $29.96.

There are two distinct, and completely opposite, ways of looking at the
American job market.

One would be to consult the data tables produced every month by the Bureau
of Labor Statistics, which suggest a plentiful supply of would-be workers. The
unemployment rate is 6 percent, representing 9.7 million Americans who say
they are actively looking for work.

Alternately, you could search for news articles mentioning “labor shortage.”
You will find dozens in which businesses, especially in the restaurant and other
service industries, say they face a potentially catastrophic inability to hire. The
anecdotes come from the biggest metropolitan areas and from small towns, as
well as from tourist destinations of all varieties.

If this apparent labor shortage persists, it will have huge implications for the
economy in 2021 and beyond. It could act as a brake on growth and cause
unnecessary business failures, long lines at remaining businesses, and rising
prices.

What explains the disconnect? There are competing theories, all plausible —
and potentially interrelated.

• Benefits too generous?
• Worried about getting sick
• Still needed at home
• Reconsidering career decisions?

Read the full article at https://nyti.ms/3sK6UuD

Source: New York Times

US private-sector firms remained optimistic in February although there was a broad divergence in business confidence trends, according to the IHS Markit US Business Outlook. While manufacturers registered the strongest degree of optimism in future production since October 2014, service providers were less upbeat than in the previous survey period.

“US private sector firms remained upbeat in February, with confidence regarding future output unchanged from that seen in October,” said Siân Jones, senior economist at IHS Markit. “Hopes of an end to the pandemic and resulting pick-up in demand drove optimism, but concerns regarding the longevity of the virus outbreak were still apparent.”

Overall expectations regarding employment improved in February, the research found. The net balance of firms forecasting a rise in staffing numbers rose to 19%, the highest for two years. The uptick in predictions was led by manufacturers. At 34%, the net balance of goods producers that expect workforce numbers to increase was the strongest since June 2012. The net balance of service providers anticipating higher employment was unchanged from that seen in October at 16%.

“As has been seen in recent national PMI surveys, price pressures and supplier shortages were key concerns for companies,” Jones said. “Manufacturers and service providers alike foresee sharp upticks in staff and non-staff costs. That said, goods producers were much more confident of being able to pass on a greater proportion of the price rise.”

Overall, manufacturers were more confident of a recovery in operating conditions than their service-sector counterparts as ongoing social-distancing and travel restrictions continued to hamper demand for services.

Source: Staffing Industry Analysts

February’s job report saw a gain of 379,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment gains happened in leisure and hospitality, temporary help services, health and social assistance, retail trade, and manufacturing. Declines happened in state and local government, education, construction and mining.

February’s unemployment rate dropped to 6.2%, down slightly from 6.3% in January. The civilian labor force participation was 61.4%, the same as January.

The report found that in Friday, average hourly earnings for employees on private, nonfarm payrolls increased by 7 cents to was $30.01.

The U.S. unemployment rate fell in January to a new pandemic low of 6.3% and is just several points above precrisis levels. Great news, right?

Not exactly. The unemployment rate declined in January for the wrong reason and is much higher than what is officially being reported. 

Last month the jobless rate slid to 6.3% from 6.7%, down by more than half compared to a pandemic high of 14.8%. The main reason the rate fell in January, however, is because the government said there were 406,000 fewer people in the labor force. Barely any new jobs were added last month.

Once people stop looking for work, they are no longer counted in the official unemployment rate.

Although the U.S. has regained about 12.5 million jobs since the pandemic lashed the economy last spring, fewer people in the labor force explains a sizable chunk of the decline in the unemployment rate.

The size of the labor force has shrunk since last March by 4.3 million to 160.2 million. 

So just how high is unemployment really? Economists estimate 9% to 10%.

“Adjusting for the people that have dropped out of the labor force, by choice or obligation, the unemployment rate is around 9.5%,” estimated lead U.S. economist Lydia Boussour of Oxford Economics.

Source: MarketWatch

January’s job report saw a gain of 49,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. Employment rose in professional and business services and in public and private education, while losses happened in leisure and hospitality, retail trade, healthcare and in transportation and warehousing.

January’s unemployment rate dropped to 6.3%, down from 6.7% in December. The civilian labor force participation was 61.4%, down slightly from 61.5% in December.

The report found that in January, average hourly earnings for employees on private, nonfarm payrolls increased by 6 cents to was $29.96.

The US manufacturing economy continued its recovery in December, but labor difficulties remain, the Institute for Supply Management reported. Its Manufacturing PMI measure of economic activity in US manufacturing rose to a reading of 60.7% in December from 57.5% in November. Readings above 50% indicate expansion, and the jump from December indicates expansion at a faster pace.

“Survey committee members reported that their companies and suppliers continue to operate in reconfigured factories, but absenteeism, short-term shutdowns to sanitize facilities and difficulties in returning and hiring workers are causing strains that are limiting manufacturing growth potential,” said Timothy Fiore, chair of the ISM’s Manufacturing Business Survey Committee. Fiore said the 60.7% reading for the Manufacturing PMI corresponds to a 5.2% increase in real gross domestic product on an annualized basis.

Data for the ISM’s Manufacturing PMI come from purchasing and supply executives across the US.

Source: Staffing Industry Analysts

Hiring demand will approach, return to or exceed pre-pandemic levels this year, according to the 2021 Future of Recruiting Study published by CareerArc, a provider of a social recruiting platform. Of companies surveyed, 76% believe hiring demand will return this year.

CareerArc’s survey also discovered that companies are most concerned about turnover this year. The survey found 39% of respondents believe at least one in five members of their workforce are currently looking for new jobs at other companies.

The survey included 1,156 respondents, including 667 US adults and 489 human resources and hiring professionals. It took place between Nov. 16 and Dec. 14, 2020.

Among workers, it found 61% of full-time employees in the US are seeking new jobs this year. Meanwhile, 88% of workers are concerned about the lack of jobs in their fields, and 68% attribute the lack of jobs to the continued impact of COVID-19.

Other findings in the study included:

• 82% of job seekers consider employer brand and reputation before applying for a job.
• 26% of job seekers say diversity, equity and inclusion messages published by employers would make them more likely to apply to particular companies. In addition, 63% check social media for employee and consumer comments about workforce diversity at a company.

Source: Staffing Industry Analysts

December’s job report saw a loss of 140,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. These changes are a reflection of the recent increase of COVID-19 cases. Employment rose in professional and business services, retail trade, and construction. Leisure and hospitality jobs declines.

December’s unemployment rate remained at 6.7%, same as November. The civilian labor force participation was 61.5%, unchanged from November.

The report found that in December, average hourly earnings for employees on private, nonfarm payrolls increased by 23 cents to was $29.81.

While the US economy has continued a moderate expansion, economic activity began to slow in early November as COVID-19 cases surged, according to the US Federal Reserve’s Beige Book report. Businesses cited concerns over the pandemic and mandated restrictions.

Employment has also been on the rise, according to the report. Still, some businesses contacted for the report indicated the sharp rise in COVID-19 cases has aggravated labor supply concerns — including absenteeism and attrition — as more schools and plants close amid renewed fears of infection.

At the same time, some staffing firms contacted for the report pointed to greater placement success with competitive rates; one firm instituted a minimum wage rate for its industrial clients.

Districts were impacted differently.

• In the Boston district, some staffing firms cited challenges with the labor supply. Reasons included lack of access to daycare and school, worries about contracting COVID-19, mandatory 14-day quarantines and potential further shutdowns. Some Boston district staffing firms also noted bill and pay rates have gone up during the pandemic, although a number reported rates had begun reversing themselves to pre-pandemic levels.
• Meanwhile, in the New York district, a staffing firm in New York City reported hiring has been moribund, although it hopes for a pickup in late 2021. On the other hand, a staffing firm in upstate New York indicated scattered signs of a pickup in hiring, especially for lower-wage workers.
• The Philadelphia district reported that it found the sharp rise in COVID-19 is disrupting economic activity. When unemployment benefits and moratoriums on evictions and foreclosures expire, some fear there will be an avalanche of bankruptcies among small and medium-sized firms. Staffing firm contacts in the Philadelphia district noted that business remained below pre-pandemic levels. Still, most firms noted more openings than candidates. However, firms seeking low-wage workers must compete with warehouses that are using billboards to advertise jobs at $15 per hour and higher.
• Companies in the Cleveland district generally had no trouble finding workers for office jobs, but recruitment was still a challenge for many manufacturing, construction, retail and transportation companies. The difficulty remains despite the lapse supplemental in unemployment benefits.

Virtual interviews have become increasingly popular as companies evolve to meet the needs of their employees. Video conferencing helps recruiters reach a more diverse group of candidates and is a cost-effective way to screen prospective hires. Due to the global pandemic and the need to transition many positions online, virtual interviews have become a necessity when traditional interviews are unable to take place.

So what does that mean for you as you’re looking for a new career? Set yourself up for success with proper preparation and planning.

Here is your complete guide to preparing for and mastering a virtual interview.

1) Test your technology

Avoid any potential problems by testing your camera and microphone before the interview. Technical skills are important to employers and they can easily assess your skills during a virtual interview. Make sure that your video feed looks and sounds professional prior to starting your interview. It might be necessary to invest in a new webcam or microphone to ensure a high quality video conference.

Familiarize yourself with the technology your interviewer will be using. Will it be skype, zoom or google hangout? Find out so you can fully understand how to use it prior to the interview. Also be sure to secure your internet connection to avoid unnecessary interruption.

2) Wear professional attire

Even though you’re not presenting yourself in person, it’s important to dress as if you are. Your attire projects professionalism so be sure to wear your business best. Reach for solid tones if you can and avoid overpowering patterns or flashy accessories. You should be the focus of the interview, not your wardrobe.

3) Limit distractions

Virtual interviews come with a myriad of distractions that you wouldn’t normally have to deal with in a traditional interview. Be sure to silence your phone, turn off your TV, and situate yourself in a quiet, private area. While you can’t plan for every distraction, proper preparation can help avoid unwanted interruptions.

4) Prepare in advance

While you don’t know what a hiring manager will ask, it’s best to prepare responses to common interview questions. Jot down notes so you feel more prepared if the interviewer does ask any of those questions. Avoid memorizing your responses so you sound more authentic and the conversation flows naturally. And don’t forget to prepare your own list of questions to ask the hiring manager. 

5) Do your homework on the company

You’ll set yourself apart from other candidates and gain a competitive edge if you do proper research on the company. Read their website, look at reviews from current employees, and check out their social media. Be prepared to discuss your findings and how your skills can fill the gaps.

6) Be authentic

A virtual interview doesn’t allow the handshake and introductions that a traditional interview would so you’ll have to convey your confidence and authenticity through body language. Be sure to sit up, smile and maintain eye contact with the camera instead of looking down at the screen image of the hiring manager. Don’t be afraid to show your personality and engage with the interviewer. Recruiters will look for how you express yourself to determine whether you are a good fit for the company.

7) Follow up

Within 24 hours of your virtual interview, be sure to follow up with everyone you spoke with and thank him or her for their time. This is also your opportunity to elaborate on any questions or discussion points and express your continued interest in the position. Just be sure to keep your message concise.

There’s no question that interviewing can be one of the most intimidating parts of the job search. Be sure to follow these tips and you’ll have the keys to succeed. 

November’s job report saw a gain of 245,000 nonfarm jobs, according to the U.S. Bureau of Labor Statistics’ monthly employment report. The improvements are a reflection of the continued resuming of activities due to COVID-19. Employment rose in transportation and warehousing, professional and business services and health care. Retail trade and government jobs declines.

November’s unemployment rate declined to 6.7%, down from 6.9% in October. The civilian labor force participation was 61.5%, slightly down from 61.7% in October.

The report found that in November, average hourly earnings for employees on private, nonfarm payrolls increased by 9 cents to was $29.58.

The US manufacturing sector expanded in October, according to the Institute for Supply Management’s “Manufacturing ISM Report on Business.” There was good news in the report for manufacturing employment as well, with the employment index entering expansion territory for the first time in more than a year.

“Manufacturing performed well for the third straight month, with demand, consumption and inputs registering growth indicative of a normal expansion cycle,” said Timothy Fiore, chair of the institute’s Manufacturing Business Survey Committee. “While certain industry sectors are experiencing difficulties that will continue in the near term, the overall manufacturing community continues to exceed expectations.”

ISM’s Manufacturing PMI rose to a reading of 59.3% in October, up from 55.4% in September. October’s reading was the highest since September 2018. October’s reading also indicated the overall economy expanded for the sixth month in a row after contracting in April. Readings above 42.8%, over time, indicate expansion in the overall economy.

The PMI is based on the diffusion indexes of five indexes with equal weights: new orders, production, employment, supplier deliveries and inventories. The diffusion index includes the percent of positive responses plus one-half of those responding the same (considered positive). Four of the five indexes are seasonally adjusted, with inventories being the exception.

The report’s diffusion index of employment in manufacturing entered expansion territory for the first time since July 2019. The employment index rose to a level of 53.2% in October from 49.6% in September. An employment index reading above 50.8%, over time, is generally consistent with an increase in employment.

Source: Staffing Industry Analysts