Posts Tagged: recruiting trends


Why Identifying Hiring Roadblocks is the Answer to Hiring Challenges

November 30th, 2016

Most professional struggles with time management, even the most successful organizations. There are an infinite amount of things to do in any given day, and some challenges are prioritized over another. However, when it comes to hiring, it’s hard to imagine a successful business without a successful workforce plan. If you’re having trouble finding or retaining good talent, start asking some tough questions to avoid wasting time, money, and great employees.

Do you really know what you’re looking for?

In this market where loyalty is low and demands are high, it’s easy to think a lot talent management is outside of your control. But hiring is all about aligning your expectations with the candidate’s outlook. Once completely honest with the current workforce dynamics, you can start to see certain red flags that are not helping the situation. For example, if you’re willing to ignore an IT candidate’s cultural challenged in favor of their talent, then you have to expect it might not work out for the team long-term.

3d worker with hand on roadblock, barricade

Are you thinking long-term?

Hiring managers must take into account both the stress they place on staff when they’re in need of talent, and the potential problems that come from hiring someone who may not be the best candidate simply because the need is so great. Both factors are important, but contradict each other. If its beginning to take entirely too long to identify someone is that is a fit, it could be time to reassess how the hiring process is being executed.

Can you find the talent on your own?

Sometimes managers just don’t have the resources to identify talent, vet their resumes, sit down for multiple interviews and then deliberating over the final decisions. Generally speaking, fatigue will set in somewhere along the way, causing people to skip or half complete one of the steps. Partnering with recruitment firm can make all the difference, but it’s pivotal to find a partner who not only has connections, but can also really understand the role both skill set wise, and culturally. It’s possible to outsource every part of the process, or just bits and pieces, but a recruiting partner can provide great value, and a specialized expertise.

What’s Your Social Media Recruiting Presence?

October 12th, 2016

Social media use has jumped dramatically in the past decade; almost two-thirds of Americans were active on social media networks in 2015, up from only seven percent a decade earlier. This substantial increase in social media usage presents a significant opportunity for Recruiters to reach more potential candidates, and customers, if used and promoted the correct way.

Social media use in job searches on the riseInternet of things and cloud computing concept - wifi outline by cloud computing and Internet of things concept icons

A 2015 Pew Research Center study on the role of the Internet in job searches found that almost two-thirds of Americans who use social media have used social networks in some part of their job search process. Specifically, 35 percent of social media users turn to the various social networks as they research and search for potential jobs, and 34 percent of users share information on available jobs with friends and family. This trend is particularly pronounced for Millennials, an important demographic for employers seeking candidates to grow within the business. Forty-three percent of social media users between the ages of 18 and 29 have used social media in the process of searching for and researching open positions, and 40 percent of users in this age group have informed others of job opportunities through social networks.

Why you should be all over Social Media

Recruiters and Sourcers can focus their entire social media presence on their expertise, providing oneself with much greater visibility to the potential workforce and customers who are looking to fill a number of roles. Due to the nature of the business, and the difficulty connecting with passive candidates specifically, building a large professional network outside of LinkedIn can set you apart from the competition.

Talent acquisition professionals are also able to build robust networks on social media by cultivating connections with individuals who have been placed in the past, or even just spoken to about a particular role. These former placements, who are often potential candidates for future roles themselves, bring with them their networks of friends and family. Referrals and recommendations are a fantastic source for recruiters to not only build their network, but also develop new talent pools to target during a search.

What’s it mean?

As social media use rises and gains importance in the job search process and recruiting in general, the ability to reach the broadest range of candidates on social media will be key in identifying the best talent. Of equal importance is how social media is used by recruiters; with job promotion and marketing being key. Utilizing social media to market jobs, while also sourcing and identifying candidates with profiles or social media activity – who might not be found elsewhere – a focus on your social profile can create huge benefits in the long run.

Fastest Growing Industries: Who Will Need Help?

October 5th, 2016

titles-for-talent-acquisition-professionalAs the US Economy continues to recover slowly from the economic downturn of 2008, certain industries are booming, and a few you may not think of right away. Consequently, there are industries that can’t find talent fast enough. According to Economic Modeling Specialist International, CareerBuilder’s labor market analysis branch, these industries will be adding thousands of jobs, but are challenged in recruiting the talent to grow at such a pace. What are a few industries that will grow the fastest?

1. Online and Electronic Shopping

It’s no secret that online shopping has changed the way people purchase goods. For those looking for a job, this is the fastest growing industry out there. Companies such as Amazon and eBay have become huge hits with the general public. In such case, expertise in high volume hiring and recruiting is key. Do you have your own talent that specializes in sourcing and recruiting huge numbers of candidates for the retail field?  In the next five years, the industry is projected to add close to 80,000 jobs, a 32% increase.

2. Translator and Interpreter Services

As the workforce continues to diversify, people who speak a second language are at a premium according to the tradewinds recruitment. From businesses to hospitals and everywhere in between, translators are in high demand. This industry will witness job growth close to 30%. At the same time, talent acquisition professionals who speak more than one language can really carve out a niche to partner with businesses to help hire and recruit bi-lingual candidates.

3. Physical, Occupational, and Speech Therapists

Modern medicine continues to advance and is truly a miracle of science. People are getting back to work more quickly, but patients require a large amount of therapy to return to the workforce or even get out of bed. This means plenty of available jobs for those who are licensed in various fields of therapy. This industry will add close to 100,000 jobs in the next five years, representing a 25% increase. The challenge is identifying and retaining these therapists as the industry booms and candidates are more sought after.

Job growth can almost always translate into talent acquisition growth. Businesses and industries with excelling job creation need help recruiting talent. Positioning yourself as an Talent Acquisition expert in a certain industry can put you at an advantage over competition. Do you need need help identifying talent in high-growth industries? Give us a call at (877) 746-8450.

 

 

The Many Names of a Talent Acquisition Professional

June 8th, 2016

titles-for-talent-acquisition-professionalAs we discussed last week in What is the Job of a Talent Sourcer?, the world of talent acquisition continues to evolve and with it, so do the roles of recruiting professionals. While the titles themselves don’t really matter, it’s important to clearly define roles within your internal recruiting department. Who does what? When & how often? How do you communicate and coordinate as a team? When building a talent acquisition team, clear allocations of roles & responsibilities is crucial.

But back to the many job titles of a recruitment professional — to prove to you just how many options there are we brainstormed as many names as we could, not including level and geography denotations like “junior” or “regional.” You can also add many more dimensions by adding specific functional recruiting like “technical/IT” or “marketing” and industries like “life sciences” or “healthcare” to define the types of roles and sectors the recruiting professional works with. We excluded words & phrases like “contract” “part time” or “remote”, which do play large part in talent strategy but add too many possibilities to the list. Finally, you can also get pay homage to your culture with creative adjectives like “Off-centered Recruiter” or “Rockstar Recruiter” so we left those out too.

By the end of it, we came up with 154 titles for talent acquisition professionals. Are we missing any? As social media and drip marketing evolves, we are on the look out for new roles & titles that specialize in new sourcing channels in candidate communications/engagement. Comment below if you have a title to add!

  1. Campus Recruiter
  2. Campus Recruitment Manager
  3. Candidate Attraction Specialist
  4. Candidate Attraction Specialist
  5. Chief People Officer
  6. Chief Talent Officer
  7. College Recruiter
  8. Contingent Workforce Manager
  9. Contract Recruiter
  10. Corporate Recruiter
  11. Corporate Recruitment Lead
  12. Deputy Head of Recruitment
  13. Direct Recruiter
  14. Direct Recruitment Specialist
  15. Director – Executive Recruitment
  16. Director – Strategic Resourcing
  17. Executive Recruiter
  18. Executive Recruiting Leader
  19. Executive Recruitment Manager
  20. Executive Search Lead
  21. Executive Talent Acquisition
  22. Executive Talent Sourcing Manager
  23. Experienced Hire Recruiter
  24. Experienced Hire Recruitment Manager
  25. External Candidate Developer
  26. Global Graduate Resourcing Manager
  27. Global Program Manager – Employer Branding
  28. Global Talent Selection Manager
  29. Graduate Recruiter
  30. Graduate Recruitment Advisor
  31. Graduate Recruitment Manager
  32. Head of Campus Recruitment
  33. Head of Client Services (RPO)
  34. Head of Graduate Recruitment
  35. Head of Graduates, Apprentices, & Resourcing
  36. Head of In-house Executive Search
  37. Head of Projects – Talent Acquisition
  38. Head of Recruitment
  39. Head of Recruitment Operations
  40. Head of Recruitment Projects
  41. Head of Recruitment Strategy
  42. Head of Resourcing
  43. Head of RPO Projects
  44. Head of Senior Hires Recruitment
  45. Head of Student Recruitment
  46. Head of Talent Acquisition
  47. Headhunter
  48. HR Manager – Recruitment
  49. HR Manager – Resourcing
  50. HR Staffing Specialist
  51. Hybrid Recruiter
  52. In-house Recruiter
  53. Inhouse Recruitment Consultant
  54. Internal Recruiter
  55. Internal Recruiter – Interns & Apprenticeships
  56. Internal Recruitment Manager
  57. Internal Talent Acquisition Manager
  58. Internet Recruiter
  59. Lateral Recruiter
  60. Lateral Recruitment Manager
  61. Lead Recruiter
  62. Lead Sourcing Consultant
  63. Lead Talent Scout
  64. Leadership Recruiter
  65. Manager – Executive Search
  66. Manager – Talent Systems & Resourcing
  67. MBA Recruiter
  68. MBA Recruitment Manager
  69. Onsite Account Director/RPO Account Director
  70. Onsite Account Manager/RPO Account Manager
  71. People Manager
  72. Principal Delivery Consultant
  73. Principal Recruitment Specialist
  74. Recruiter
  75. Recruiter / Sourcer
  76. Recruiting Coordinator
  77. Recruiting Researcher
  78. Recruitment & Engagement Manager
  79. Recruitment Account Manager
  80. Recruitment Advisor
  81. Recruitment Business Partner
  82. Recruitment Consultant
  83. Recruitment Director
  84. Recruitment Executive
  85. Recruitment Lead
  86. Recruitment Manager
  87. Recruitment Marketing Manager
  88. Recruitment Officer
  89. Recruitment Operations Manager
  90. Recruitment Partner
  91. Recruitment Program Manager
  92. Recruitment Representative
  93. Recruitment Specialist
  94. Recruitment Strategy & Planning Manager
  95. Recruitment Team Lead
  96. Recruitment Team Leader
  97. Researcher
  98. Resource Consultant
  99. Resource Partner
  100. Resourcer
  101. Resourcing & Recruitment Manager
  102. Resourcing Advisor
  103. Resourcing Associate
  104. Resourcing Business Partner
  105. Resourcing Director
  106. Resourcing Lead
  107. Resourcing Manager
  108. Resourcing Partner
  109. Resourcing Program Lead
  110. Resourcing Relationship Manager
  111. Resourcing Specialist
  112. RPO Lead
  113. Senior Recruiter
  114. Service Delivery Manager
  115. Sourcer
  116. Sourcing Advisor
  117. Sourcing Director
  118. Sourcing Manager
  119. Sourcing Specialist
  120. Sourcing Team Leader
  121. Staffing Channels Intelligence Researcher
  122. Staffing Consultant
  123. Staffing Manager
  124. Staffing Specialist
  125. Strategic Recruitment Lead
  126. Strategic Sourcing Recruiter
  127. Supplier Relationship Manager
  128. Talent Acquisition Administrator
  129. Talent Acquisition Advisor
  130. Talent Acquisition Associate
  131. Talent Acquisition Business Partner
  132. Talent Acquisition Consultant
  133. Talent Acquisition Coordinator
  134. Talent Acquisition Director
  135. Talent Acquisition Lead
  136. Talent Acquisition Leader
  137. Talent Acquisition Manager
  138. Talent Acquisition Operations Manager
  139. Talent Acquisition Partner/Business Partner – Talent Acquisition
  140. Talent Acquisition Program Manager
  141. Talent Acquisition Recruiter
  142. Talent Attraction Consultant
  143. Talent Attraction Specialist
  144. Talent Consultant – Executive Search
  145. Talent Data & Research Specialist
  146. Talent Engagement Advisor
  147. Talent Identification Manager
  148. Talent Magnet
  149. Talent Partner
  150. Talent Recruiter
  151. Talent Scout
  152. Talent Search Manager
  153. Talent Sourcer
  154. Talent Sourcing Lead
  155. Talent Sourcing Lead
  156. Talent Sourcing Manager
  157. Talent Sourcing Partner
  158. Talent Sourcing Specialst
  159. Talent Specialist
  160. University Relations Recruiter
  161. University Staffing Consultant
  162. Vendor Management Specialist -Talent Acquisition
  163. Vendor Manager – Recruitment

Need help structuring your talent acquisition department?

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Most Will Find their Next Job Through Networking

March 23rd, 2016

Networking Is RecruitingThe largest % of the workforce will find their next job through networking. That’s right. People are more likely to land their next position through the people that they know. And this is proven true time and time again, at any level and for any role. Technology and social media are not replacements for talking to the people you know about your job search, instead they enable you to do it even better.

Let’s think this through from a recruiting perspective.

Are your managers meeting with people and networking to fill their own roles? If not, they are missing out on building their own bench of talent. How do you think recruiters and recruiting firms (like mine) find talent, anyway? We network all of the time! That is what real recruitment is all about; meeting talent in your community and finding the players you want to put on your virtual bench for your next hiring need! With constant networking, jobs get filled faster. Average talent is replaced.  And better talent is attracted over time!

If you haven’t caught on yet, I am stating that the best companies fill their roles when leaders and employees view recruitment as part of their core job, on top of what their HR and talent acquisition teams are doing. Recruiting is much faster when leaders are networking — both for business and for hiring. And when they meet with the talent in their community, well in advance of their need. What does this look like? This is where managers accept coffee meetings from candidates that network with them, even if they don’t have a current job opening. Where your team goes to lunch with competitors or attends industry events to meet others in your field/industry.

So, hiring managers — do as the best staffing firms do; get out from behind your desk and meet folks. All of the time. Build a bench of relationships. Your company (and your recruiters) will thank you!

Next up: Why the best candidate can network and average ones can’t!

 

What is the future of hiring?

January 27th, 2016

Hiring Predictions 2016A few weeks ago, I posted How Hiring Has Changed From 20 Years Ago. Lots of folks were curious and asked, What is the future of hiring? While the future is always uncertain, I have never been shy about making a few predictions.  

My 10 Predictions on the Future of Hiring

  1. Candidate Marketing Automation: Job candidates online behaviors will be tracked and monitored for changing career interests and information will automatically be sent to their inbox about your company (content created by your team or provider of course).
  2. Mobile Technology: It will be possible to complete 100% of the hiring process from a smart phone.
  3. What phone?  All video, all recorded… for all steps in the hiring process.
  4. Automated Referral Programs: The employee referral process will be easier and staff will seamlessly find future talent for the company.
  5. Selling Passive Recruits: The hiring process will be a sales process for the passive job seeker.
  6. No More Resumes: Resumes will no longer exist, your electronic business profile will become the standard!
  7. Networks Still Matter: You will still find jobs by who you know and how well you network and maintain relationships.  Those that leverage digital solutions will do the best job of maintaining business relationships.
  8. Hiring Managers: There will still be a need for Hiring Managers who will maintain their role in hiring process by determining technical fit for positions.
  9. Nurture Talent: Functional roles like HR or Talent Acquisition will drive process for acquiring enough or the right talent through marketing processes that attract, nurture and close talent.
  10. Talent Sharing: A transferable hiring clearance status will be developed across companies and institutions giving the person reciprocity to work for many different companies.

What do you think? Anything you would add? Or debate with me? I would love to hear your opinion.

If you’re interested in discussing the future of your hiring with me, I welcome you to schedule a 30 minute consultation with me. Click here to find time on my calendar.

3 Thoughts for RPO in 2016

January 20th, 2016

Guest blog spot by Outside-In® Team Member Alex Patton

RPO 2016Another year has passed, and the labor market has continued to be strong as we kick off 2016. There were 2.7 million jobs added in 2015. And we ended the year steadily with the lowest unemployment since 2008; dropping 0.7% from January to December, according to the Bureau of Labor Statistics. So what can you expect for RPO providers engaging and recruiting talent in 2016?

Talent Pipelining:  With increased hiring comes increased pressure to find the right talent, and find it quickly. This is especially true with 5.4 million open jobs (BLS). RPO Providers will be focused on talent pipeline services in 2016 to help provide clients talent as fast as possible and helping reduce time to fill.

Technology: Technology, our old friend from our 2015 RPO Thoughts. Yet again, technology is a sticking point for this year’s recruiting trends. With the fast paced nature of RPO engagements, technology can streamline processes, saving each partner time and energy. Look for providers that offer real time reporting. Wouldn’t it be nice to have access to your provider’s activity on your hard-to-fill job on a real-time basis? With today’s technology, you shouldn’t have to wait for the next status update from your RPO partner.

Big Data & Analytics: I’m sure you’ve read or heard the words “big data” when looking at trends or predictions. But it’s here, and it’s been here for longer than you might think, driving growth in some very mainstream industries. Data and analytics experts are highly sought talent. Don’t get left behind by partnering with an RPO provider that lacks experience sourcing and engaging these experts successfully.

Looking for recruiting advice in 2016?

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2016 Workforce Trend Predictions to Impress at the Water Cooler

December 2nd, 2015

2016-workforce-trend-predictions-012016 is an election year. One thing is for certain either party’s candidate is going to be inheriting an economic environment that continues that slow but steady identity that has permeated the last few years.  If you need a new job, you’re in luck! The pendulum has shifted and this is now an employee market. Are you ready to acquire more talent for the business? Expect to invest more resources and to find “sourcing” talent as one your biggest challenges. Job board postings are way up. But their effectiveness continues to shift.

  1. GDP will not boom, expect 2.5-2.8%. Why? Demographics do not support the increase in productivity needed to get there even if the economic environment presents itself!
  2. Unemployment will continue to fall, as low as 4.8% but far from 3.9%.
  3. The year of the millennial in the workforce. They will hold 1 in 4 managerial roles and officially become the largest segment of the U.S. workforce.
  4. 2015 set several records in July and October of this year for the “number of jobs posted online”. Expect 2016 to surpass this consistently due to labor shortages.
  5. Did I mention labor shortages? Expect the average days to fill for skilled or technical positions to continue to go up, is some cases well over 90+ days on average!
  6. Baby Boomers are pulling the great disappearing act, retiring at a rate of 10,000 per day right now. They are retiring earlier than any previous generation due to the wealth creation effect of many two household incomes.
  7. The Affordable Care Act is here to stay. Compliance and reporting are no longer future events but business items that require all businesses to comply!
  8. Interest rates are going up. Because they have too. There are many pundits that some adjustment will be good for business too. Households have lowered their debts since the recession and businesses have taken advantage of cheap borrowing costs.
  9. The War for Talent will reach the 6 o’clock news. Yes, it will not be long until you see reporters at job fairs and news anchors lamenting the challenges that companies are having finding the talent they need to run and grow their business.  Yes, the Talent Challenge is happening right now. BUT, no one is really talking about it unless you’re in the talent field.
  10. 2016 is the year that the number of temporary workers in the U.S. stays over 3 MM throughout the year. It could get as high as 3.5 MM (but I doubt it). Current high water marks each month suggest that more than 25,000 temporary jobs are created some months.

Job Market Trends: Plentiful vs Hard to Get

September 23rd, 2015

Something unique is happening in the job market and no one is paying a bit of attention. While most of us were squeezing in one more summer vacation or doing back to school shopping, employees left their jobs in what appears to be record numbers! Allow me to explain.

The US economy is into to its sixth year of job recovery. Relative to the labor market there has been a slow but steady environment of job creation with an average of 211,000 jobs created per month in 2015 while the unemployment rate has dropped .4 percentage points during that time. In August, while a little below average, 173,000 jobs were created, prompting unemployment to drop from 5.3% to 5.1%. All of this has happened right in front of us, with very little impact on the mindsets of employees and hiring managers.

A lack of awareness of the recent turnover makes sense on a base level. We have had very little, if any, wage pressures or inflation. There has been no real pain for employers. Sure, we hear the market talking about some skills sets that are in short supply. That STEM jobs never really felt the recession. But, job postings that used to produce a slate of candidates, well, no longer produce quality candidates. In fact, in July the US set an all time record going back to the year 2000 for the number of jobs posted. Yet hiring was about the same, yet consistent number? Why?

What is the shift? Voluntary Turnover. Every Monday morning we are getting calls and messages pointing out the obvious. Employees are leaving for greener pastures. And, more than likely, they were not even looking for work. They either got a call from a friend, someone sent them a job posting, or perhaps they got a call from a recruiter. At 5.1% there are fewer being laid off, fewer who are unemployed. There are simply less active job seekers available now than there have been since 2007 (pre-recession). And the pressures of this environment are now starting to show during planning sessions with talent acquisition professionals. For most, business is good, earnings are up. Revenues hanging in there. Now we have talent gaps, shortages and resignations? What next?

But Burkhard, where is your hard data? This is just conjecture and first-hand marketplace experience. Trust me, we are looking for others that are studying this. And we are working on plans to launch our own survey very soon. But here is my proof.

The Conference Board just updated Jobs Survey Results — a survey they have done for 20+ years. September is the first time since late 2007 that the proportion of respondents “who are finding jobs plentiful equals that for those who are finding jobs hard to get. The last two times the ‘plentifuls’ first exceeded the ‘hard-to-gets’ after an economic slowdown were 1996 and 2005.” In both of those period jobs, unemployment, and frankly a good economy followed. (Source: Bloomberg, Wells Fargo Investment Institute)

So mark my words: what we see is real. If the economy holds up we are entering a new era in employment. Get ready for turnover. Be prepared for job postings to produce less. Get conditioned to recruitment and talent being critical business issues that hold back your business. Employees have had choices. They and their employers simply did not know it. Demand is so strong that the jobs are coming to them!

I am not sure business is prepared for what’s to come. Expect Monday morning surprises “Hey boss, do you have a minute?” Your talent strategy will stop producing they way it did. Your turnover could and should spike, regardless of your focus on talent, culture and employee engagement. Whatever your talent weakness has been, it will be exploited!

Got data? Lets talk! We have many, many relationships that are seeing this ‘plentiful vs. hard to get’ trend.

What are the Hot Jobs of Summer 2015?

July 22nd, 2015

Last month we posted Hiring: All Signs Point to Growth, but are you wondering which industry groups top the employment growth charts? And which industries rank the lowest? Staffing Industry Analysts released the Hottest U.S. Job Markets: July 2015 Update earlier this month that answers these very questions.

Of 11 major industry groups, here’s how they ranked according to their composite growth score (CGS factors in the average monthly job growth over the prior 12, 6 and 3 months, as well as the level of acceleration or deceleration in growth observed over each of those periods).

  1. Professional and business services (74)
  2. Education and health services (72)
  3. Trade, transportation, and utilities (67)
  4. Leisure and Hospitality (64)
  5. Construction (62)
  6. Financial activities (47)
  7. Manufacturing (43)
  8. Information (43)
  9. Other Services (41)
  10. Government (37)
  11. Mining and Logging (15)

As you can see, of the 11 major industry groups, ‘professional and business services’ ranked highest in employment growth with a CGS of 74, and Mining and Logging ranked lowest with a CGS of 15. Within these major industry groups, 247 specific industries were ranked individually. Among all of the industries, here are the top 5 industries with the highest employment growth:

  1. Retail – Warehouse clubs and supercenters (78)
  2. Nonresidential electrical contractors (76)
  3. Computer systems design and related services (76)
  4. Management consulting services (76)
  5. Residential specialty trade contractors (74)

The 5 industries with the lowest employment growth were:

  1. Support activities for oil and gas operations (9)
  2. Agricultural, construction, and mining machinery (17)
  3. Oil and gas pipeline construction (19)
  4. Oil and gas extraction (21)
  5. Wholesale – Recyclable materials (21)

It’s also important to understand how many jobs there are in each of these industries. While some industries may have a high growth score, there may not be that many jobs overall in the industry. And then there may be some industries that do not have a very high CGS, but still employ a lot of people. So which industries boast a high CGS AND have a high overall employment number in summer 2015?

Industry  Composite Growth Score   Employment (in thousands) 
Retail – Warehouse Clubs & Supercenters 78 1,425
Hospitals 73 4,864
Computer Systems Design and Related Services 73 1,846
Offices of Physicians 71 2,538
Services for the Elderly and Disabled 70 1,526
Temporary Help Services 66 2,883
Restaurants and Other Eating Places 63 9,993



So what does this tell us? Any of the following would be a good place to look for jobs: healthcare jobs in hospitals, temp jobs at temporary employment agencies like Placers, jobs servicing the elderly and disabled, medical jobs at doctor’s offices, IT Jobs in all industries – and of course retail and restaurant jobs. Each are hot, hot, hot this summer 2015!

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