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How to pay off debt while unemployed during coronavirus by Tara Mastroeni / Fox Business

https://www.foxbusiness.com/money/how-to-pay-off-debt-unemployed-coronavirus

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World’s Largest Gathering of Angel Investors to Converge on Washington, DC

On the Docket: How Best to Deploy a Collective $23 Billion and Remain a Vital Source of Capital to Startups

KANSAS CITY, Mo., Feb. 27, 2014, Dramatic change in angel investing means both threats and opportunities for the angel investment community and the tens of thousands of entrepreneurs they support, according to the Angel Capital Association (ACA), the world’s leading professional association for angel investors. The global angel investing community will debate and assess this new environment at the 2014 ACA Summit, “Angel Impact: Entrepreneurial and Economic Success,” March 26-28, 2014, in Washington, D.C.

U.S. angel investors – individuals who support startup companies with passion, experience and funding – in 2012 invested nearly $23 billion in about 67,000 ventures, according to estimates by the Center for Venture Research at the University of New Hampshire. Their impact on the economy is huge, as the kinds of innovative startups angels invest in create all of the net new jobs in the country, according to reports by the Census Bureau and Kauffman Foundation.

“This is the place to be for both experienced and (especially) new angels who want to share great ideas, to learn unique investment practices from each other, and don’t want to be left unaware of how the seed stage investment landscape is changing – particularly from a regulatory perspective,” said David Verrill, ACA’s chairman.  “We are hosting this meeting in Washington, D.C. for a reason – the Securities and Exchange Commission is not only assessing the underlying definition of who can be an accredited investor, but is also reviewing significant rules around the JOBS Act involving general solicitation and online crowdfunding platforms. Now more than ever is the time to join with angel colleagues to learn about, to shape, and to nurture this powerful economic engine.”

This ACA Summit is the world’s largest annual gathering of accredited angel investors. More than 700 angel investors, including those among the most active, sophisticated and successful in the world, will share expert advice and ideas. The Innovation Showcase, a related event at the Summit, will show angels in action when dozens of promising startups will receive invaluable advice and feedback from angels.

Discussions will include:

  • New and proposed federal rule changes, including a potential change to the definition of an “accredited investor,” which could dramatically reduce capital available to startups and eliminate as many as 60 percent of the current accredited investor population, dramatically affecting the economy and job creation.
  • Congressional leaders, including Sen. Chris Murphy (D-Connecticut), will discuss how they support angel investing and its vital role in innovation and the American economy.
  • Insight into tactics angels deploy to identify the best investment opportunities in top industries including life sciences and medical devices, information technology and internet, cleantech and cyber security.
  • 2013 angel group deal trends, collected from more than 200 angel groups, will be shared by Rob Wiltbank, VP of research at the Angel Resource Institute (ARI), with the live release of the 2013 Halo Report, by ARI and Silicon Valley Bank, with data powered by CB Insights.
  • Compelling stories, including from Blackboard co-founder Michael Chasen, who will recount how he took his learning management system company from angel backing to IPO.
  • New accredited online platforms are disrupting the angel investing market. Leading platform companies including premier sponsor FundersClub will lead the discussion.
  • Which are the most angel-friendly countries in the world — and how is angel investing helping spur their economies?

To attend the ACA 2014 Summit, register here. Registration is open to ACA members and accredited individual investors from around the world, as well as accelerator and incubator leaders, university innovation professionals, economic development leaders, and public policy makers.

About Angel Capital Association (ACA)

The Angel Capital Association is the leading professional and trade association focused on fueling the success of accredited angel investors and portfolio companies in high-growth, early-stage ventures. ACA is the voice of the angel industry, providing comprehensive services in support of members working in angel groups, through portals and individually. ACA provides professional development, public policy advocacy and significant benefits and resources to its membership of 220 angel groups and more than 12,000 individual accredited investors. www.angelcapitalassociation.org; @ACAAngelCapital.

Contact:
Cynthia Flash
Media Relations for Angel Capital Association
425-603-9520
Email

Cheryl Isen
Media Relations for Angel Capital Association
425-222-0779
Email

Read more news from Angel Capital Association.

SOURCE:

Angel Capital Association

 

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Most Women Working Today Will Not See Equal Pay during their Working Lives

WASHINGTON, Sept. 18, 2013, 2012 earnings figures released by the U.S. Census Bureau yesterday do not hold much good news for women. Real earnings have failed to grow, and the gender wage gap is at the same level as it was in 2002.  Women’s median annual earnings for 50 or more weeks of full-time work in 2012 were $37,791, compared with $49,398 for men, a gender earnings ratio of 76.5 percent. Real earnings did not increase compared to 2011, and the typical woman earned $11,607 less in 2012 than the typical man.

“Progress in closing the gender wage gap has stalled during the most recent decade. The wage gap is still at the same level as it was in 2002,” said Dr. Heidi Hartmann, President of IWPR. “If the five-decade trend is projected forward, it will take almost another five decades—until 2058—for women to reach pay equity. The majority of today’s working women will be well past the ends of their working lives.”

A new fact sheet released today by the Institute for Women’s Policy Research, maps the gender earnings ratio since 1960 and analyzes changes in earnings during the last year by gender, race, and ethnicity. While there is a gender earnings gap between women and men of each major racial/ethnic group, the median earnings of all women are below those of white men. During 2012 the median annual earnings of Hispanic women were only $ 28,424, just 54 percent of the median annual earnings of white men, and at a level that would qualify a woman head of a family of four to receive food stamps.

“While there is no silver bullet for closing the gender wage gap,” said Ariane Hegewisch, a Study Director at the Institute for Women’s Policy Research and author of the fact sheet, “strengthened enforcement of our EEO laws, a higher minimum wage, and work/family benefits would go a significant way towards ensuring that working women are able to support their families without having to rely on welfare.”

The Institute for Women’s Policy Research (IWPR) is a 501(c)(3) tax-exempt organization that conducts rigorous research and disseminates its findings to address the needs of women and their families, promote public dialogue, and strengthen communities and societies.

SOURCE:

Institute for Women’s Policy Research
http://www.iwpr.org

 

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America’s Poor Working Hard But Still Falling Behind

New Oxfam America poll reveals harsh realities in the world’s most unequal rich country

WASHINGTON, Aug. 28, 2013, As the nation prepares to mark Labor Day, Oxfam America released the findings of a new poll commissioned to explore the realities of America’s working poor. The survey reveals that America’s low-wage workers have a fierce work ethic and believe that hard work can pay off.  However, they hold jobs that trap them in a cycle of working hard but unable to get ahead and with little hope for economic mobility.

The survey, which was conducted on Oxfam America’s behalf by Hart Research Associates, found that most low-wage workers barely scrape by month-to-month, are plagued by worries about meeting their families’ basic needs, and often turn to loans from family and friends, credit card debt, pawn shops and payday loans, and government programs just to get by. The poll also found that the workers facing the greatest challenges are also the most vulnerable, and that includes parents, women, and those making less than $10 per hour.

“For tens of millions of low-wage American workers, Labor Day is another long day on the job—doing hard work, often at irregular hours, for low pay and few benefits,” said Raymond C. Offenheiser, president of Oxfam America. “As our nation struggles to recover from the Great Recession, there is little recovery for a quarter of American workers who are stuck in low-wage jobs. Our country is now the most unequal rich country in the world, and has the largest percentage of low-wage workers of any advanced economy.”

Oxfam’s survey shows that in addition to inadequate incomes, low-wage workers also face challenges and obstacles that make it difficult to maintain basic job security and to find paths for advancement. Almost a third of those surveyed reported that they have no workplace benefits, such as paid sick leave, health insurance or paid vacation time. And one in six reported having lost a job in the last four years because they got sick or had to take care of a child or family member. A majority of the working poor surveyed believe that it is more common for middle-class people to fall out of the middle class than for low-income people to rise into the middle class.

“Poverty in the US looks very different from poverty in the developing countries where Oxfam often works,” said Offenheiser. “But what is the same – be it in the world’s richest country or its poorest– is the injustice of a society in which a few are mind-bogglingly rich, some are doing well, and too many are working hard but simply can’t make ends meet.”

A majority of low-wage workers reported that they believe that government has a responsibility to ensure that everyone has enough to eat, has access to health care and a roof over their head. But they also believe that government policy is slanted toward benefiting the rich rather than helping the poor get ahead.

“Despite their struggles, our survey finds that low-wage workers don’t want hand-outs; they want a level playing field. They want fair wages, decent working conditions, and dignity,” continued Offenheiser. “A majority of the working poor support a higher minimum wage, help in making child care more affordable, and expanding the earned income tax credit.”

Note: According to the Gini index, the most commonly used measure of inequality, the United States is the wealthiest nation with the largest difference between the poorest and richest.

Oxfam America is a global organization working to right the wrongs of poverty, hunger, and injustice.  We save lives, develop long-term solutions to poverty, and campaign for social change.  As one of 17 members of the international Oxfam confederation, we work with people in more than 90 countries to create lasting solutions. To join our efforts or learn more, go to www.oxfamamerica.org

 

SOURCE:

Oxfam America
http://www.oxfamamerica.org/

 

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Wage Gains to Stay in Holding Pattern, WTI Shows

ARLINGTON, Va., Aug. 20, 2013, Private sector wage gains are expected to remain in a holding pattern in the coming months, according to the preliminary third-quarter Wage Trend Indicator™ (WTI) released today by Bloomberg BNA, a leading publisher of specialized news and information.

The forward-looking index edged down slightly in the third quarter to 98.70 (second quarter 1976 = 100) from the second-quarter reading of 98.72. Since the third quarter of 2011, the WTI has fluctuated within a narrow range from 98.47 to 98.75.

“The job market continues to improve very slowly, although employers are still showing a reluctance to add significant numbers of workers to their payrolls,” economist Kathryn Kobe, a consultant who maintains and helped develop Bloomberg BNA’s WTI database, said.

Kobe said she expects the annual rate of wage gains in the private sector in the coming months to remain at or near the 1.9 percent increase posted in the second quarter, according to the Department of Labor’s employment cost index (ECI). The WTI does not forecast the magnitude of wage growth, only the direction.

Over its history, the WTI has predicted a turning point in wage trends six to nine months before the trends are apparent in the ECI. A sustained increase in the WTI forecasts greater pressure to raise private sector wages, while a sustained decline is predictive of a deceleration in the rate of wage increases.

Reflecting mixed economic conditions, three of the WTI’s seven components made positive contributions to the preliminary third quarter reading, while three factors were negative and one was neutral.

Contributions of Components

Among the WTI’s seven components, the three positive contributors to the preliminary third-quarter reading were job losers as a share of the labor force, the unemployment rate, and average hourly earnings of production and nonsupervisory workers, all from DOL. The three negative factors were the share of employers planning to hire production and service workers in the coming months, measured by Bloomberg BNA’s quarterly employment outlook survey; industrial production, reported by the Federal Reserve Board; and forecasters’ expectations for the rate of inflation, compiled by the Federal Reserve Bank of Philadelphia. The remaining component, the share of employers reporting difficulty in filling professional and technical jobs, also from Bloomberg BNA’s employment survey, had a neutral impact on the WTI.

Bloomberg BNA’s Wage Trend Indicator™ is designed to serve as a yardstick for employers, analysts, and policymakers to identify turning points in private sector wage patterns. It also provides timely information for business and human resource analysts and executives as they plan for year-to-year changes in compensation costs.

The WTI is released in 12 monthly reports per year showing the preliminary, revised, and final readings for each quarter, based on newly emerging economic data.

More information on the Wage Trend Indicator is available on Bloomberg BNA’s WTI home page at http://www.bna.com/wage-trend-indicator-p12884902670/.

The next report of the Wage Trend Indicator™ will be released on Tuesday, Sept. 17, 2013 (revised third quarter)

Bloomberg BNA, a wholly owned subsidiary of Bloomberg, is a leading source of legal, regulatory, and business information for professionals. Its network of more than 2,500 reporters, correspondents, and leading practitioners delivers expert analysis, news, practice tools, and guidance — the information that matters most to professionals.  Bloomberg BNA’s authoritative coverage spans the full range of legal practice areas, including tax & accounting, labor & employment, intellectual property, banking & securities, employee benefits, health care, privacy & data security, human resources, and environment, health & safety.

Dr. Joel Popkin, who is acknowledged as one of the country’s foremost authorities on the measurement and analysis of wages and prices, developed the WTI for Bloomberg BNA. Formerly an official with the Bureau of Labor Statistics, Dr. Popkin has been an analyst observing and predicting the U.S. economic outlook for 40 years. Kathryn Kobe, who worked with Popkin in designing the indicator for Bloomberg BNA, is director of price, wage, and productivity analysis at Economic Consulting Services LLC.

To obtain Wage Trend Indicator™ reports by e-mail on a regular basis, contact Jerry Walsh, BNA Research & Custom Solutions, 800-372-1033.

SOURCE:

Bloomberg BNA
http://www.bna.com

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Statement of acting Labor Secretary Seth D. Harris on April employment numbers

WASHINGTON, May 3, 2013, Acting Secretary of Labor Seth D. Harris issued the following statement about the April 2013 Employment Situation report released today:

“This morning’s report shows that the economy added 165,000 total nonfarm jobs in April, and the unemployment rate dipped to 7.5 percent, a four-year low. That means 6.8 million new jobs over 38 consecutive months of private-sector job growth following the Great Recession. The revisions to February and March that show additional employment gains of 114,000 jobs are further indication that – to this point – 2013 has shown a fuller, more accelerated jobs recovery than we have yet seen.

“The unemployment rate has declined by 0.4 percentage point since January. In April, the number of long-term unemployed (those jobless for 27 weeks or more) declined by 258,000. Significant gains this month in professional and business services, health care and retail employment are indications that many of the jobs being added are providing good, middle-class opportunities for the unemployed. The bottom line is that people are finding work: There are 1.65 million more people working today than 12 months ago.

“But let us not mistake a report that exceeds our expectations with unequivocal economic success. The difference between a moderate jobs report and an excellent report is the sequester. These misguided, arbitrary budget cuts are putting the brakes on an economy that is gaining momentum in the private sector – just when we need to hit the gas. Because of the sequester, we are not creating the abundance of new jobs that will put everyone who wants to work back on the job and end the cruel game of economic musical chairs that leaves so many hard-working people out of work when the music stops. We need a balanced approach that makes investments in job-creating activities while pursuing a long-term deficit reduction strategy.

“President Obama has proposed several measures that will jump-start the economy and catalyze job growth. He continues to push for infrastructure investments that will breathe new life into the construction industry, in particular. In addition to physical infrastructure, we need to modernize our skills infrastructure, providing the training and investments in human capital that will prepare people for good jobs and give them ladders of opportunity.”

U.S. Department of Labor news materials are accessible at http://www.dol.gov. The information above is available in large print, Braille or CD from the COAST office upon request by calling 202-693-7828 or TTY 202-693-7755.

Connect with DOL at
http://social.dol.gov
http://twitter.com/usdol
http://www.facebook.com/departmentoflabor
http://www.youtube.com/usdepartmentoflabor
http://social.dol.gov/blog/
http://www.flickr.com/photos/52862363@N07/

SOURCE:

U.S. Department of Labor

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Does 24/7 Connectivity Equal Increased Productivity?

Randstad survey shows the majority of women disagree

ATLANTA, Feb. 19, 2013, With technology increasingly blurring the lines between work and home and women assuming more prominent roles at work, a survey released today by Randstad US reveals that constant connectivity does not mean increased productivity for women workers.

Randstad’s latest Engagement Index study reveals that while 42 percent of women believe it is increasingly difficult to disconnect from work while at home, the majority (68 percent) do not believe that the blurring of lines between work and home has increased their productivity.

“As enhanced technologies and increased access to information continues to blur the lines between our professional and personal lives, many workers mistake being busy for being productive,” said Linda Galipeau, Randstad CEO of North America. “These are two very different concepts that when looked at from an organizational standpoint—could have serious implications for a company’s bottom line. We are only productive if we’re producing the results that are most impactful to our goals. Being that we live in a multi-tasking world, it is important to work smarter and hone in on those high-impact efforts that will create more meaningful results. This is incredibly important, especially as women and men can now perform their jobs from almost anywhere.”

Other notable findings:

Flexible Working Arrangements and Policies Among Prime Benefits For Women

  • Forty-nine percent of women say their company is flexible and accommodating in terms of hours or working arrangements. Additionally, 33 percent of female respondents feel this is one of the most effective ways to engage them.

Women Cite the Top Asset in Growing Their Careers

  • In terms of the skills important to growing their careers, half of women surveyed (50 percent) chose flexibility/adaptability, followed by encompassing computer and technology skills (43 percent).

On-the-Job Relationships Impact Career Happiness

  • Women value their relationships with colleagues and supervisors. Relationships with their colleagues (87 percent) and direct supervisors (85 percent) have a big impact on their happiness with their jobs.

Randstad recently launched its Women Powering Business section on its Workforce360 thought leadership site. This section includes the latest research and trends shaping the way women work. For more information, as well as other research insights, advice and career resources, visit www.randstadusa.com/workforce360.

Methodology
The Randstad Engagement Index is comprised of findings from quarterly waves of research targeting employees and annual surveys of employers. The sixth wave of findings was conducted November 1-13, 2012 from a national sample of 3,417 aged 18 and older who are currently employed full time from Ipsos’ U.S. online panel were interviewed online.

Weighting was used to balance demographics and ensure samples reflect the U.S. population of working adults.

Employees and employers were surveyed to compare notable differences in perceptions and attitudes. Multiple waves of research allow for trending and to track changes in perceptions and attitudes over time. Research into employee attitudes and perceptions will be conducted quarterly. Research into employer attitudes and perceptions will be conducted on an annual basis.

About Ipsos Public Affairs
Ipsos Public Affairs is a non-partisan, objective, survey-based research practice which conducts strategic research initiatives for a diverse number of American and international organizations, based on public opinion research. They are the international polling agency of record for Thomson Reuters, the world’s leading source of intelligent information for businesses and professionals. To learn more, visit: www.ipsos-pa.com.

About Randstad US
Randstad is a $22.5 billion global provider of HR services and the second largest staffing organization in the world. From temporary staffing to permanent placement to inhouse, professionals, search & selection, and HR Solutions, Randstad holds top positions around the world and has approximately 28,700 corporate employees working from its nearly 4,700 branches and inhouse locations in 40 countries. Founded in 1960 and headquartered in Diemen, the Netherlands, Randstad Holding nv is listed on the NYSE Euronext Amsterdam. Learn more at http://www.randstad.com.

SOURCE: Randstad

 

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Hiring Temporary Workers Boosts Short- and Long-term Employment Rates, ManpowerGroup Says, As U.S. Jobless Rate Changes Little

U.S. Bureau of Labor Statistics Reports 157,000 Jobs Added in January

MILWAUKEE, Feb. 1, 2013, ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, says temporary workers, a significant component of a company’s needed flexible work model, remain key to jolting and sustaining business growth, as the U.S. Bureau of Labor Statistics today reported that the overall January jobless rate was 7.9%, up from 7.8% in December 2012.

The U.S. private sector added 157,000 new jobs last month, while December’s jobs figure was revised up to 196,000 from 155,000, and November increased to 247,000 from 161,000. In 2012, the economy added an average of 181,000 jobs a month. Employment in January increased in retail, construction, health care, and wholesale trade. At the same time, millions of Americans have been unemployed for years, labor force participation rates are at a 30-year low and the economic and social outcomes of long-term unemployment are gaining traction.

“Hiring talent on a temporary basis enables companies to assess and align the increasingly broad range of modern skills – and even discover new ones – that will give them a competitive edge in their industry,” said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO. “In turn, employed workers jolt broader economic growth, as they boost consumer spending and the housing market. And not only do they develop and implement the critical business strategies, but they start new enterprises that create more jobs.

“The science of harnessing cutting edge skills to drive business success is only starting to be realized by today’s most progressive companies,” Joerres added. “I am excited to see our clients reinforce their flexible work models in 2013, to enable them to respond to fluctuating demand and execute their business strategies.”

As uncertainty remains the norm of today’s economy, companies will need to become increasing agile to drive change.

ManpowerGroup also advises unemployed workers to critically assess the temporary opportunities available in today’s marketplace.

“For workers, temporary roles are a golden ticket to learning about skills in demand by today’s employers – and an excellent platform for actually using and refining skills, while earning an income,” said ManpowerGroup President Jonas Prising. “ManpowerGroup drives business success with skills assessment and development tools that align the right talent with the right business opportunity.”

ManpowerGroup has 636,000 people on assignment each day, globally.

According to ManpowerGroup’s 2012 Talent Shortage Survey results, 49% of U.S. employers struggle to fill mission-critical positions. Skilled trades, engineering and IT positions continue to rank among the top 10 hardest jobs to fill, year after year.

About ManpowerGroup
ManpowerGroup™ (NYSE: MAN), the world leader in innovative workforce solutions, creates and delivers high-impact solutions that enable our clients to achieve their business goals and enhance their competitiveness. With 65 years of experience, our $21 billion company creates unique time to value through a comprehensive suite of innovative solutions that help clients win in the Human Age. These solutions cover an entire range of talent-driven needs from recruitment and assessment, training and development, and career management, to outsourcing and workforce consulting. ManpowerGroup maintains the world’s largest and industry-leading network of 3,500 offices in 80 countries and territories, generating a dynamic mix of an unmatched global footprint with valuable insight and local expertise to meet the needs of its 400,000 clients per year, across all industry sectors, small and medium-sized enterprises, local, multinational and global companies. By connecting our deep understanding of human potential to the ambitions of clients, ManpowerGroup helps the organizations and individuals we serve achieve more than they imagined – because their success leads to our success. And by creating these powerful connections, we create power that drives organizations forward, accelerates personal success and builds more sustainable communities. We help power the world of work. The ManpowerGroup suite of solutions is offered through ManpowerGroup™ Solutions, Manpower®, Experis™ and Right Management®. Learn more about how the ManpowerGroup can help you win in the Human Age at www.manpowergroup.com.

ManpowerGroup is the most trusted brand in the industry, and was once again the only company in our industry to be named to the Ethisphere Institute’s 2012 World’s Most Ethical Companies list for our proven commitment to ethical business practices, including an outstanding commitment to ethical leadership, compliance practices and corporate social responsibility.

In January 2011, at the World Economic Forum Annual Meeting in Davos, Switzerland, ManpowerGroup announced the world has entered the Human Age, where talent has replaced capital as the key competitive differentiator. This concept of talentism as the new capitalism continues to resonate and was echoed as a core theme of the 2012 Annual Meeting of the World Economic Forum in Davos. Learn more about this new age at www.manpowergroup.com/humanage

Gain access to ManpowerGroup’s extensive thought leadership papers, annual Talent Shortage surveys and the Manpower Employment Outlook Survey, one of the most trusted indices of employment activity in the world, via the ManpowerGroup World of Work Insight iPad application. This thought leadership app explores the challenges faced by employers navigating the changing world of work and provides in-depth commentary, analysis, insight and advice on strategies for success.

Follow ManpowerGroup Chairman and CEO Jeff Joerres on Twitter: twitter.com/manpowergroupjj. Joerres is one of only 20 Fortune 500 CEOs who leverages a Twitter account to get his message out.

SOURCE: ManpowerGroup

 

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AIA Sounds the Alarm on Economic Downturn Report

Statement by Marion C. Blakey, President and CEO of the Aerospace Industries Association on reports of the contraction of the U.S. economy in the 4th quarter of 2012.

ARLINGTON, Va., Jan. 30, 2013, The contraction of the U.S. economy in the fourth quarter underscores AIA’s warning for the past 18 months that severe across the board budget cuts—both to defense and non-defense discretionary spending—threaten to throw the economy into a tailspin. It is clear from the Commerce Department report that reduced government spending, primarily in the defense sector, is a major cause for the GDP decline. In July 2011, Congress enacted a cut of $487 billion to the defense budget, resulting in ongoing, significant job losses in the defense sector.

In less than 30 days, unless Congress and the White House act, sequestration will kick in, leading to higher unemployment, reduced tax revenue and lower consumer spending. This will be the second wave that overwhelms our floundering economic boat, likely sinking us back into a recession.

As recently as today, Chuck Hagel, nominee for the position of Defense Secretary, said, “[Sequestration] would harm military readiness and disrupt each and every investment program. I urge Congress to eliminate the sequester threat permanently and pass a balanced deficit-reduction plan.”

Sequestration threatens both America’s national security and economic health. Congress and the White House need to focus on a solution that addresses the deficit problem smartly, through a balanced, bipartisan approach that doesn’t cripple our economy and hamstring our national security.

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Founded in 1919 shortly after the birth of flight, the Aerospace Industries Association is the most authoritative and influential trade association representing the nation’s leading manufacturers and suppliers of civil, military and business aircraft, helicopters, unmanned aircraft systems, space systems, aircraft engines, missiles, homeland and cybersecurity systems, materiel and related components, equipment services and information technology.

SOURCE: Aerospace Industries Association

RELATED LINKS: http://www.aia-aerospace.org/

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CareerBuilder’s Health Care Job Forecast Points to a “Healthy” Hiring Environment in 2013

CareerBuilder announces new health care division, bringing exciting new labor intelligence and better recruitment solutions to health care clients

CHICAGO, Jan. 29, 2013, Health care continues to be one of the hottest areas for hiring in the U.S. and one of the toughest to recruit in-demand talent. CareerBuilder’s annual survey finds 22 percent of health care hiring managers plan to add full-time, permanent health care employees in the New Year, up three percentage points over 2012. At the same time, 23 percent of health care employers reported that they currently have open positions for which they can’t find qualified talent. A new CareerBuilder division is poised and ready to help health care organizations target and secure the staff they need today and tomorrow.

Thirteen percent of all U.S. jobs are in health care and the Bureau of Labor Statistics estimates that the U.S. will add 5.6 million health care jobs from 2010 to 2020, the largest projected increase of any industry. CareerBuilder has made a strategic decision to realign resources that will better support customers in health care by providing:

  • More robust health care employment data – stronger market intelligence for workforce planning and modeling
  • More customized health care talent acquisition and next generation technology solutions
  • Enhanced service through education on health care trends and workforce issues

“The recession had very little impact on the hiring momentum of the health care industry and, to meet further demand, CareerBuilder has pooled a group of proficient experts into a new division that will focus solely on assisting health care clients’ hiring needs efficiently and effectively,” said Jason Lovelace , President of the Health Care Group at CareerBuilder, “Our research suggests that heath care hiring will accelerate in 2013 with heightened competition for high skill labor and improved compensation trends. As a result, it is essential that we arm our health care clients with the data and tools needed to recruit qualified talent and ultimately, positively impact patient care.”

Temporary and Contract Hiring
More health care organizations are turning to staffing and recruiting companies and temporary workers to help meet increased market demands. Thirty-six percent of health care employers plan to hire temporary and contract workers in 2013, up from 34 percent last year. Among these employers, 37 percent plan to transition some temporary workers into full-time, permanent employees over the next 12 months.

Navigating the Skills Gap in 2013
There are an increasing number of areas where demand for skilled positions is growing much faster than the supply. As hospitals and other health care organizations work to get qualified talent in the door, key trends to watch in the New Year include:

1) Employers Scouting Talent at Other Organizations
Employers may come knocking, solicited or not. One in five health care workers (20 percent) reported they have been approached to work for another employer in the last year when they didn’t apply for a position with that organization.

2) More Employers Willing to Increase Compensation
In an effort to retain and attract top talent for skilled positions, health care employers expect to provide higher compensation for both current staff and prospective employees. Seventy-six percent of health care employers plan to increase compensation for existing employees – up from 65 percent last year – while 53 percent will offer higher starting salaries for new health care employees – up significantly from 34 percent last year. Most increases will be 3 percent or less.

3) Employers Creating the Right Candidate Instead of Waiting for One
Employers are taking measures to “re-skill” workers themselves. Two-thirds of health care employers plan to train people who don’t have experience in health care and hire them for positions within their organizations, up from 33 percent last year.

4) Employers Stepping Up Retention Efforts
Thirty-seven percent of health care employers reported that top performers left their organizations in 2012. While most health care workers reported they’re generally satisfied with their jobs, 39 percent said they feel underemployed, and 20 percent said they plan on switching jobs in the coming year. To stave off an increase in voluntary turnover, 45 percent of employers reported they are increasing employee retention efforts including more employee recognition, flexible schedules and surveying employees to see what’s most important to them.

*Totals may not equal 100 percent due to rounding or respondents being able to choose more than one answer.

Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 274 health care hiring managers and human resource professionals and 576 health care workers (employed full-time, not self-employed, non-government) between November 1 and November 30, 2012 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 274 and 576, one could say with a 95 percent probability that the overall results have a sampling error of +/- 5.92 and +/-4.08 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.

About CareerBuilder®
CareerBuilder is the global leader in human capital solutions, helping companies target and attract great talent. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors, 1 million jobs and 50 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and talent and compensation intelligence to recruitment solutions. More than 10,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company and The McClatchy Company (NYSE: MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, South America, Canada and Asia. For more information, visit www.careerbuilder.com.

Media Contact
Michael Erwin
773-527-3637
michael.erwin@careerbuilder.com
http://www.twitter.com/CareerBuilderPR

SOURCE: CareerBuilder.com

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