Employer Resources

For Employers – Selecting the Right Recruiter

May 24th, 2018 by ifi-admin

In an article published by Australian NPA network member Scott Van Heurck of Wood Recruitment, he suggested that the three keys to the successful selection of a recruiter are diligence, trust, and value added. We thought this topic would be interesting to expand upon.

Types of Recruitment

Recruiting firms offer different types of search proposals, with different terms, so it’s important for employers to understand the distinctions in order to determine if a firm offers the type of recruitment desired.

The three types of recruiting searches usually performed are Contingency, Engaged, and Retained search. In a contingency search, the recruiter is only paid when successfully filling a job opening. In an engaged search which is almost always done on an exclusive basis, the recruiter is given a deposit to cover research and other upfront costs; the deposit is then deducted from the final placement fee on successful completion of the search. In a retained search, the recruiter, by contrast, is paid a retainer fee whether or not a candidate is hired.

Phoenix Partners performs both contingency and engaged searches for clients. In today’s competitive hiring climate, engaged searches usually warrant prioritized time and attention. Read the rest of this entry »


For Employers: Attracting Diverse Candidates Through Job Description Language

April 19th, 2018 by ifi-admin

A team of culturally-diverse colleagues sitting in a conference room

In the technical professions, it can be tough to recruit a gender-balanced and diverse field of applicants when a mere 26% of American women are programmers, and 11% are engineers, according to the Bureau of Labor Statistics. Monoculture is bad for business, and not just in terms of meeting equal opportunity employment benchmarks. A study on the economic impact of diversity in the workplace by McKinsey & Co. reports that companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. Read the rest of this entry »


Employer Tips: Preparing Your Workforce for AI

March 19th, 2018 by ifi-admin

Photo of a human hand projecting a computer-generated brain, illustrating harnessing and preparing employees for working with artificial intelligence

Artificial Intelligence (AI) is a hot topic in 2018, with pundits from both the positive and negative camps predicting a paradigm shift in employment and productivity rivaled only by the industrial revolution. From robotic task execution to predictive algorithms, various strains of AI are already disrupting the workplace. Rapid advances in Machine Learning (ML), such as facial recognition, natural language understanding and computer vision, are increasingly in use in fraud detection, market analysis and medical diagnosis.

According to Forrester forecasts, automation will eliminate 17 percent of US jobs by 2027, offset by the growth of 10 percent new jobs from the automation economy. A McKinsey & Co report released recently projects that as many as one-third of American workers may need to find new lines of work by 2030.

The Organization for Economic Co-operation and Development (OECD), a Paris-based world research institution, has hosted symposiums and published research in an effort to analyze the impact of AI on labor markets. It predicts that there will be a further polarization of low-skilled and high-skilled jobs. Contributing researcher, Stuart Elliot of the US National Academies of Sciences, Engineering and Medicine, notes that only 11% of adults are currently above the skill level that AI is close to replicating. Read the rest of this entry »


Sourcing Candidates: Is Your Company Overlooking Silver and Bronze “Medalists”?

February 26th, 2018 by ifi-admin

Photo of a Gold, Silver, and Bronze Olympic medal, illustrating ideal job candidates
Whether or not you’re a fan of the winter Olympics, you have to admire the dedication and craft that paves the path to the podium. Gold medal winners are usually just a fraction more skilled – or luckier – than those next to them on the podium.

You wouldn’t dream of scoffing at a silver or bronze medal in the Olympics. Would you overlook a candidate who was previously a close second – or third – for a position with your company?

The Wall Street Journal addressed the issue recently in an article titled “Tight Labor Market turns Silver Medalists Into Winners.” In the article, Vanessa Fuhrmans cites the struggle to fill jobs in the tight labor market as cause for companies to court and hire their so-called “silver, and even bronze, medalists.” Read the rest of this entry »


How to Meet the Challenge of Global Recruiting

February 5th, 2018 by ifi-admin


In today’s global economy where many larger companies have facilities outside the United States, recruiting in a foreign culture to fill positions at these locations can be a challenge. Working with a company like Phoenix Partners which has international resources can facilitate the recruiting process.

What’s At Stake

According to the American Enterprise Institute, thinking globally is essential for survival in the current business climate. In an analysis of the World Investment Report, economic professor Mark Perry wrote that many of our largest US-based multi-national companies (MNCs) have close to two-thirds of their total sales outside the US. Almost all of these MNCs have more than half of their workforces outside the US, and some employ nearly 75% of their workers overseas. Many of the US MNCs above have more than half of their corporate assets (property, plant and equipment) located outside the US. Read the rest of this entry »


The Win-Win of Widening the Net to Find Candidates Geared for Growth

January 9th, 2018 by ifi-admin

A photo of a man searching with binoculars, symbolizing looking in new places for top IT talent in 2018Employers who seek to win the IT Talent war need to develop new strategies in 2018 to remain on the leading edge and thus be able to hire the “best and brightest”.

Last week the Bureau of Labor Statistics (BLS) reported that the unemployment rate remained stable nationally for the third consecutive month in a row at 4.1%. In the metropolitan Philadelphia-Camden-Wilmington area the jobless rate dropped to 4.4%, .1% lower than the same time last year.

At the same time, information technology roles remain the fastest growing occupation, projected to add 546,000 new jobs to the workforce in the next decade. Read the rest of this entry »


Ways to Woo Millennial Tech Talent in 2018 & Why You Should

December 14th, 2017 by ifi-admin

Young, millennial tech professional helping your business grow in 2018 with new ideas

Happy Holidays!

As the New Year approaches, many employers are poised to increase their company’s hiring volume. The challenge will be to fill those new positions in a market where demand outpaces supply.

Last Friday, the Bureau of Labor Statistics (BLS) reported that total nonfarm payroll employment increased by 228,000 in November, and the national unemployment rate remained unchanged at 4.1 percent. Employment continued to trend up in professional and business services, manufacturing, and health care. In a separate report, BLS adjusted Q3 economic growth to 3.3%.

Engineering and IT Most Active Industries

Indeed, the popular job site, recently reported in their 2018 Employer Outlook Survey that 61% of employers say they will increase hires in 2018. The report found most companies in nearly every industry will see a jump in hiring in 2018, but some will be more aggressive than others. The most active industries for recruiting are architecture and engineering where 82% plan to hire, followed by IT/telecom companies and professional services firms at 75% and 71% respectively. A thousand employers were polled for the report.

Pitching Woo Through Perks

According to a Robert Half report that compiled survey responses from 8,000 technical professionals and 2,500 CIOs, many are using the following perks to woo IT talent:

  • Flexible work schedules (62%)
  • Regular social events (39%)
  • Remote work opportunities (34%)
  • On-site or free gym membership (25%)
  • A compressed schedule (17%)
  • Free food (17%)

Sharing the Spoils

To keep talent motivated, companies are also offering:

  • Incentives for individual and team achievements (37%)
  • Profit sharing (20%)
  • Retention bonuses (18%)
  • Stock options (18%)
  • Deferred compensation (16%)

More Ways to Woo Millennials:

  • Digital relevancy – Millennials will surreptitiously Google your company before they even consider applying. If there is little information, an outdated website and a tiny social footprint, they could perceive that the business is behind the times.
  • Emphasize mission and purpose – CIO magazine reports that attracting talent from industry titans is possible if a candidate feels they can make a major positive impact on the lives of end-users and customers. Be sure to connect the role to impact.
  • Know What’s Important – Millennials value flexibility, philanthropy, meaningful work, transparency and innovation. In other words, they value corporate culture. Find ways to convey yours.
  • Stay Current on Wage Expectations – Compensation across the board for workers is expected to go up about 3 percent this year, and a bit more than that in 2018, according to the Society for Human Resource Management. According to Robert Half, 44 percent of CIOs say they miss out on top talent because candidates are seeking higher salaries than they’re able to offer.

What are your hiring plans for 2018? Talk to us about ways we can help.


Three Ways Gratitude Benefits Your Workplace

November 17th, 2017 by ifi-admin

Employer showing gratitude to employees in simple but effective ways can boost morale and productivity

Thanksgiving is a time to reflect on the things for which we’re grateful. I am grateful for the opportunity to work with many excellent companies. I enjoy helping you find the right team member to reach your goals, and for that I thank you.

In recent years, there has been a substantial amount of research into the physiological and psychological benefits of gratitude. In the workplace, expressing gratitude can mean the difference between employee engagement and employee apathy. The following are the three main takeaways from that research.

Employee Productivity:

According to Harvard Health, managers who remember to say “thank you” to people who work for them may find that those employees feel motivated to work harder. Researchers at the Wharton School, University of Pennsylvania, randomly divided university fund-raisers into two groups. One group made phone calls to solicit alumni donations in the same way they always had. The second group — assigned to work on a different day — received a pep talk from the director of annual giving, who told the fund-raisers she was grateful for their efforts. During the following week, the university employees who heard her message of gratitude made 50% more fund-raising calls than those who did not.

These kinds of results may be explained in part because gratitude boosts brain function, activating brain regions associated with the neurotransmitter dopamine, the “reward” neurotransmitter. Dopamine plays an important role in initiating action. By contrast, stress suppresses activity in the prefrontal cortex which is home to executive function and creative thinking.

Employee Health:

Research cited by the National Institutes of Health (NIH) suggests that showing gratitude can increase a person’s wellness, enhance sleep habits, increase metabolism and lessen stress. This occurs due to increased blood flow and activity in the hypothalamus, which controls a huge array of essential body functions and influences metabolism and stress levels. This phenomenon directly impacts work results and employee interaction. By showing employee appreciation, you’re not only boosting performance and engagement, but the employee’s well-being and health as well.

In an era of skyrocketing health costs, improving employee health is an outcome worth pursuing. You can reduce costs, improve performance, and improve retention all at the same time.

Employee Engagement Through Improved Corporate Culture:

The great thing about gratitude is that it’s contagious. When employees receive expressions of gratitude, they’re more inclined to social and pro-social interaction, expressing gratitude in return, according to Emergenetics.com

When gratitude practices are implemented into company culture, employees are more willing to spread their positive feelings with others, whether it’s helping out with a project or taking time to notice and recognize those that have gone the extra mile. This environment produces a great company culture and enhances both employee engagement and retention.


Jobless Rate Drops Again, Talent Market Tightens in Delaware Valley

November 6th, 2017 by ifi-admin

Delaware Valley Jobless Rate and Employment statistics depicted by businessman reading a chartNews from the Bureau of Labor Statistics (BLS) last week shows little relief for employers engaged in the talent war in the Philadelphia-Southern New Jersey-Wilmington area. In the Delaware Valley, the jobless rate has decreased .5% from August to September (from 5.1 to 4.6%), for a .9% overall drop in the jobless rate year over year.

Meanwhile, compensation costs for civilian workers increased 0.7 percent for the 3-month period ending in September 2017. Wages and salaries (which make up about 70 percent of compensation costs) increased 0.7 percent, and benefits (which make up the remaining 30 percent of compensation) increased 0.8 percent. Overall, that adds up to a 2.5 percent hike in compensation costs for the last 12 month period.

This continues the Delaware Valley trend for a tight talent market, and nowhere are companies feeling it as keenly as within the tech sector. Read the rest of this entry »


For Employers: Determining Whether to Counter an Offer

October 18th, 2017 by ifi-admin

Recruiters on Counteroffers to retain talent

In today’s tight job market, employers are tempted to do just about anything to retain talented professionals. However, the question many employers face is whether or not it is in the company’s long-term interest to make a counteroffer in order to keep an employee who has received a competitive offer elsewhere. The following article by NPAWorldwide Executive Director, Dave Nerz, offers even-handed advice and explores the statistics that will help determine the long-term prospects of an employee retained via counteroffer. His article also offers excellent suggestions for ways to retain institutional knowledge and experience.

Phoenix Partners is a proud member of NPAWorldwide, the global recruiting network for independent recruiters.  NPAworldwide is the oldest recruiting network of its kind, with an international membership of recruiting firms located throughout Europe, Asia, Australia, Africa and the Americas. Please enjoy Dave’s excellent article compliments of NPAWorldwide. Read the rest of this entry »


 
 
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