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    2014 Top Occupations & Areas For Temporary Employment Growth

    CareerBuilder & EMSI  March 28 2014 11:38:21 AM
    Inspectors and testers, IT User Support Specialists, and Machinists are among the technical and IT contract occupations that a recent CareerBuilder and Economic Modeling Specialists Intl (EMSI) article says will grow in 2014.

    And where will that growth take place?  Two of the listed metropolitan regions -- Los Angeles and Riverside-San Bernardino, California -- make the list's top ten.  Grand Rapids, MI might be king of the hill for expected growth in 2014 on a percentage basis, but Los Angeles' total of 144,993 temp jobs this coming year is second only to Chicago.  If combined with the Riverside-San Bernardino, CA numbers, then the Los Angeles/Riverside/San Bernardino region exceeds 181,000 total temp jobs and  is #1 in the study.

    Continue reading below the break for the complete article:

    - Your Two Roads Staffing Team


    Temporary employment has accelerated since the last recession, and new data shows that an upward trajectory will continue throughout 2014.  According to CareerBuilder and Economic Modeling Specialists Intl. (EMSI), more than 2.9 million U.S. workers were employed in temporary jobs in 2013, jumping 28 percent since 2010 and outpacing the 5 percent growth rate for all jobs.  

    To help workers identify opportune areas for their job search, CareerBuilder and EMSI compiled a list of the fastest-growing occupations and metros for temporary employment in 2014. The study uses EMSI's extensive labor market database, which pulls from over 90 national and state employment resources and includes detailed information on employees and self-employed workers.

    Among occupations that pay in the middle-wage to high-wage range, and are expected to see the greatest percentage increase for temporary job growth in 2014 are:





    61,642 64,049 4% $26.83
    CUSTOMER SERVICE REPRESENTATIVES 90,215 93,041 3% $14.70
    CONSTRUCTION LABORERS 72,914 75,183 3% $14.42
    ADMINISTRATIVE ASSISTANTS2 69,398 71,573 3% $15.58
    REGISTERED NURSES 56,233 58,000 3% $31.48
    MACHINISTS 22,460 23,182 3% $18.99
    COMPUTER USER SUPPORT SPECIALISTS 17,351 17,895 3% $22.32

    In a separate CareerBuilder and Harris Poll study, 42 percent of employers reported that they plan to hire temporary or contract workers in 2014, up from 40 percent last year. Of these employers, two in five (43 percent) plan to transition some temporary employees into full-time, permanent staff.

    "Coming off of a hard-hitting recession, companies want more flexibility in their workforce to quickly ramp up and ramp down their businesses as needed. Temporary workers provide that flexibility," said Eric Gilpin, president of CareerBuilder's Staffing & Recruiting Group. "Temporary employment is growing across industries and metros, and providing great opportunities for workers to test-drive different work experiences and network with employers."

    The MSAs that employed at least 20,000 temporary workers in 2013 and are projected to have the greatest percentage increase for temporary job growth in 2014 are:

    GRAND RAPIDS, MI 25,336 27,465 8% $21,822
    INDIANAPOLIS, IN 35,053 37,382 7% $28,026
    SEATTLE-TACOMA, WA 35,971 38,090 6% $53,068
    ORLANDO, FL 24,175 25,512 6% $30,625
    RIVERSIDE-SAN BERNARDINO, CA 34,811 36,610 5% $24,304
    MEMPHIS, TN 27,757 29,247 5% $24,742
    DETROIT, MI 51,438 53,622 4% $39,778
    PORTLAND, OR 23,500 24,334 4% $37,577
    CHICAGO, IL 157,839 162,113 3% $31,743
    LOS ANGELES, CA 140,927 144,993 3% $33,620
    DALLAS, TX 102,938 105,362 3% $33,624
    ATLANTA, GA 74,303 76,530 3% $36,496

    1 Median earnings per hour covers anyone working in that occupation whether they are temporary or full-time, permanent staff
    Full category name as defined by the BLS is Secretaries and Administrative Assistants, Except Legal, Medical, and Executive
    Sales Representatives, Services, All Other is a catch-all category that includes sales professionals who are not assigned to a specific category such as Insurance Sales Agents

    About EMSI
    Economic Modeling Specialists Intl., a CareerBuilder company, turns labor market data into useful information that helps organizations understand the connection between economies, people, and work. Using sound economic principles and good data, EMSI builds user-friendly services that help educational institutions, workforce planners, and regional developers build a better workforce and improve the economic conditions in their regions. For more information, visit

    About CareerBuilderĀ®
    CareerBuilder is the global leader in human capital solutions, helping companies target and attract great talent. Its online career site, CareerBuilder.comĀ®, is the largest in the United States with more than 24 million unique visitors and 1 million jobs. CareerBuilder works with the world's top employers, providing everything from labor market intelligence to talent management software and other recruitment solutions.  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

      Bureau of Labor Statistics: Feb Temporary Help Up 8.9%

      Paramus Post  March 11 2014 02:45:00 PM
      Seasonally adjusted employment data released today by the U.S. Bureau of Labor Statistics indicate that temporary help services added 24,400 new jobs in February (up 0.9% from January). In a year-to-year comparison, staffing firms employed 8.9% more temporary workers in February than in the same month a year ago, according to BLS.

      Nonseasonally adjusted BLS data, which estimate the actual number of jobs in the economy, indicated that staffing employment increased by 35,000 in February (up 1.3% from January and better than February’s historical average increase of 0.6%). On a year-to-year basis, there were 10.0% more staffing employees in February than in the same month last year.

      “The staffing industry continues to help create employment opportunities in an environment when businesses remain cautious in hiring,” says Richard Wahlquist, president and chief executive officer of the American Staffing Association. “Staffing and recruiting firms enhance workforce flexibility and provide access to talent across the full spectrum of occupations.”

      Total U.S. nonfarm payroll employment increased by 175,000 jobs in February, BLS reported. Monthly job gains averaged 189,000 in the prior 12 months. The unemployment rate increased from 6.6% to 6.7% in February.

      BLS also released preliminary January employment data for search and placement services: seasonally adjusted at 304,300, an increase of 3,200 (1.1%) from December.

        Women Invent: 100 top women in science, technology, engineering and maths  March 11 2014 12:59:36 PM
        Silicon Republic kicks off it's second annual Women Invent Tomorrow event, and lists their picks for the 100 Top Women in Science, Technology, Engineering & Maths. 

        From the article:
        "From world-leading academics to inspiring science communicators, from tech business leaders to early entrepreneurs, we were truly spoilt for choice here, so here we publish the first of two lists of some of Ireland's leading women in the knowledge economy.

        It seems ironic to hear some event organisers and media outlets bemoan the dearth of women role models in this sector. Once we set out to gather nominations for what was originally intended to be just one list of 50, we found ourselves spoilt for choice! So here is the first list of 50, and watch out for the next 50 in coming weeks!"


        Truly inspirational.  Click HERE to check it out on the Silicon Republic site.

          Discovering the truth during a job interview

  February 18 2014 02:15:00 PM
          The Globe And Mail has a great piece today about how to ask questions in interviews, from both the interviewer and candidate's perspectives.  It's taken from the book Find Out Anything from Anyone, Anytime by James O. Pyle and Maryann Karinch (Career Press, January 2014).

          From job interviews to the corner office, bad questions pollute the air. Bad questions often prompt incomplete or misleading answers and can undermine rapport. On the other hand, good questions are a valuable tool of rapport-building.

          In a job interview, both the interviewer and the candidate need to be mindful of the value of good questions and how to ask them.

          There are six types of good questions: direct, control, repeat, and non-pertinent. To describe them briefly:

          Direct – You pose a simple question with a basic interrogative.

          Control – You already know the answer to it when you ask it. It’s a way of finding out whether or not the person is lying, uninformed, and/or not paying attention.

          Repeat – You ask two different questions that are after the same information.

          Persistent – You ask the same question in different ways to explore all facets of the desired information.

          Summary – You ask a question that is intended to allow the source an opportunity to revisit the answer.

          Non-pertinent – It doesn’t pertain to the subject you really want to know about, but it’s one the person will probably not lie about; it serves the purpose of seeing what the truth “looks like” and getting the person to open up to you. It can also tie into the context of the questioning exchange.

          Let’s look at each kind of question in more detail.


          Direct questions are the best: One interrogative, one verb, and one noun or pronoun.
          •     Who reports directly to the CEO?
          •     What would you see as an outstanding accomplishment for someone holding this position?
          •     When was this position created?
          •     Where would I be travelling?
          •     Why did the company start de-emphasizing the original product line?
          •     How much does the position currently pay?


          Control questions are deliberate questions you know the answer to, so they are not about discovery of information. They are about discovery of behaviour, patterns of speech, and level of truthfulness or accuracy.

          Perhaps it’s something you talked about before with the person. If you know from someone else in the company that the position you’re applying for has an established salary range, you might ask, “What is the company offering as a starting salary?” You already have a good sense of the information; you just want to find out if the interviewer seems inclined to engage you in negotiation.


          You want to come at the same information in two different ways. For example, if you asked, “How many people are on the sales force?” the person you’re speaking with might respond: “There are 22 in the field.” Later on, when you’re talking with him about something different – areas where the company has a foothold, for example – you might ask, “How many sales regions do you have?” He might respond, “22,” which is a way of confirming the number of personnel on the sales force. It’s not an absolute test, but it gives value and credence to what he said before. They are two different questions that cross-check the information provided.

          In using repeat questions, you may also uncover discrepancies. If your source in this example responds that there are 28 sales regions, you would want some clarification. Maybe there’s a perfectly good reason – the sales force normally has a complement of 28, but there has been so much turnover lately, that they are six short – but the response does give rise to doubt the fact that there is a mismatch between the number of personnel and the number of sales territories. That mismatch must lead to further questioning to resolve the issue.


          In any exchange in which more than one answer might be given to a question, use persistent questioning to get a complete answer. Like repeat questions, persistent questions are also useful if you suspect that the person is not being truthful.

          “Where did your business trips to Asia take you?” might elicit the answer, “Taipei.” Although it’s possible that Taipei is the only place, it’s logical to follow that question with, “Where else?” Bypassing that repeat question and going straight to questions about Taipei means that you miss the opportunity to get a complete picture of the person’s business trips unless that information happens to leak out at some other time.


          Summary questions aren’t about determining veracity as much as feeding back to the source what she has said so she has the opportunity to think, “Did I actually say what I meant to say?”

          You might begin a summary question by framing it with, “So let me see if I got this right…”

          Some people may not be comfortable asking a summary question because they don’t want to look simple-minded or inattentive. If you ask the question exactly the same way you asked it the first time, then that might be a valid conclusion. You also don’t want to ask the same question two times in a row even if you do change the phrasing. By putting some distance between the first time you pose the question and the second, and rephrasing the question slightly, you should simply come across as someone who’s really interested in what the other person has to say.


          Let’s look at a tense interview situation from two perspectives – the interviewer’s and the candidate’s – to see how a non-pertinent question could be useful.

          As the interviewer, you might detect that the person answering your questions seems stressed; a non-pertinent question could mitigate the tension.

          In asking pointed questions such as, “What project did you undertake in the past that failed?” and “How did you try to fix the problem?” you can easily make a job candidate feel as though he’s in the middle of a battlefield interrogation. The candidate might say, “I tried to address the problem by rallying the department around a common goal – the way I get my son’s hockey team to focus on hitting the puck.” You can give the candidate a break by asking, “How long have you coached hockey?” before you return to the discussion of his screw-up and how he attempted to fix it.

          The bottom line is this: Use questions like a handshake. They help you build rapport and learn about the other person.

            Temp revenue ends year on strong note

    February 18 2014 01:30:17 PM
            The Staffing Industry Analysts reports today that temporary staffing year-over-year aggregate revenue growth remained strong in December, despite a slowdown to 10 percent from 14 percent between October and December, according to the latest Pulse Survey Report by Staffing Industry Analysts. The percentage of firms reporting positive year-over-year growth edged down to 76 percent from 79 percent.

            “The Pulse Survey results confirm that the temporary staffing sector ended 2013 on a strong note, with double-digit year-over-year December revenue growth reported in a number of segments,” said Research Associate Ziv Tepman.

            Information technology staffing year-over-year growth has continued its acceleration since August, and allied health continued rebounding from the muted year-over-year growth seen in September, according to the report. Direct hire year-over-year growth decelerated to its 2013 low.

            This month’s Pulse Survey Report includes new features such as:
            •     Data on bill rate trends
            •     Data split by U.S. regions
            •     New easy-to-read tables with a snapshot of year-over-year and month-over-month revenue growth for the most recent month

            Pulse Survey results are based on a monthly survey of staffing firms. January’s survey included data submitted by individuals from 97 staffing companies.

            The full Staffing Industry Analysts Pulse Survey Report is available to firms that take part in the survey. To take the February Pulse Survey, click here.

            - See the full article HERE:

              The Ultimate Social Media Guide to Getting a Job

      January 31 2014 06:15:00 AM
              Image:The Ultimate Social Media Guide to Getting a Job

              Business2Community has a wonder Infographic guide on searching for a job using social media

              Click HERE to check it out!

                Affordable Care Act May Increase Demand for Contractors

        January 30 2014 04:24:07 PM
                The original article at can be found HERE

                There is no shortage of views when it comes to health care reform’s effect on the job market. Some experts predict dramatic dips in full-time jobs as employers try to sidestep certain legal mandates while others see increased demand for workers in health care, information technology, finance and other professions needed to support the vast numbers of newly insured.

                The Affordable Care Act of 2010 — and its requirement that companies with more than 50 full-time employees provide affordable health care coverage or pay penalties — has led many critics to predict the widespread elimination of full-time jobs for part-time positions. Others see opportunities for new businesses and growth in certain professions.

                But given that the mandate doesn’t take effect until 2015, it’s hard to know what lies ahead, according to John Challenger, CEO of Challenger, Gray & Christmas Inc., a Chicago-based outplacement firm.

                “We don’t really know yet what the ACA’s impact will be on jobs, but we do know that it means a sea change in the way companies do business,” he said. “For the health care industry, there will be a large amount of work that will be flowing in their doors, and there will be new kinds of companies and services emerging. It’s the perfect time for a new kind of experts to come in and offer support. When there is a sea change, there are also lots of opportunities.”

                Challenger points to dramatic changes in medical billing and the demand for information technology workers. He predicts that the need to integrate data, like insurance claims and patient records, across the health care system will likely create new opportunities in IT. Under the ACA, insurers will pay doctors and hospitals based on the quality and outcomes of the care they provide, and that will require the integration of tremendous amounts of data.

                Benefits consultants are also likely to see an uptick in demand for their services as employers navigate the new world of health care reform, he said.

                One industry that is bracing for record growth as 2015 approaches is the human resources outsourcing industry.

                For Rob Wilson, president of Employco USA Inc., an HR outsourcing firm based in Westmont, Illinois, 2013 was a banner year.

                “We’re up 30 percent in 2013 from 2012 in terms of the number of employees we serve and revenue. And in 2012 we’re up 14 percent from 2011,” he said. “As much as everyone doesn’t like Obamacare, it’s been good for our business and our industry.”

                Employco, which serves 20,000 employees, according to Wilson, helps clients comply with the ACA, in addition to handling the day-to-day aspects of HR.

                The temporary staffing industry is also expecting to see a spike as a result of the ACA as workers see temp jobs as a viable alternative to full-time work now that they can purchase health insurance through the public exchanges, according to a recent study by Randstad Holding, the global recruiting firm.

                The law “may effectively remove a traditional barrier to choosing a temporary career path, drawing unprecedented numbers to the industry,” the report reads. According to the study, 33 percent of workers surveyed said they are more likely to pursue a career as a contingent worker if they had access to affordable health insurance provided under the ACA.

                “We haven’t seen a huge uptick yet, but that’s our hope and that’s what we’ve been hearing from employers,” said Leigh Dobbs, director of compensation and benefits at Randstad. “When it comes to reform, it’s still a wait and see situation.”

                  Online Newsletters for Job Seekers

          January 17 2014 10:35:33 AM
                  AOL contributor Bill Hartnett reports on six online newsletters that can assist job hunters in their search.  These resources land in your inbox and offer everything from company profiles to career advice, life hacks to personal branding, leadership skills to self improvement.

                  Hartnett notes that Richard N. Bolles' What Color is Your Parachute has long defined the genre of job search guides, and is still available and updated every year.  And while it's now available as a digital book or an iPad app, it doesn't serve the same function as a daily or weekly electronic newsletter -- a void the following six sites are happy to fill.

                  Here are Hartnett's favorites:

                  As the article notes: "These are just a few of the many great resources out there. What are you waiting for? Make sure to sign up for a few newsletters. Remember, you can always unsubscribe. Please list some of YOUR favorites in comments.

                  And if you don't already have What Color is Your Parachute? it might no longer be the only guide to job search, but it is well worth the investment as a critical tool in your job search strategy."

                    The real future of U.S. manufacturing

            January 17 2014 10:27:14 AM
                    Reuters reporter Zachary Karabell reports on the future of U.S manufacturing and moves to stem job losses.  The original article can be found HERE

                    Few topics have been more fraught than the fate of U.S. manufacturing. The sharp loss of manufacturing jobs since 2008 has triggered legitimate concern that America's best days may have passed.

                    Even as recent leading indicators suggest more economic momentum, job growth remains at best sluggish and manufacturing has seen only marginal gains - having shed more than two million jobs in 2008-2009, and millions more since the peak in the late 1970s. Manufacturing accounted for slightly less than 20 million jobs at the peak in 1979. Now it's barely 11 million.

                    The picture is even bleaker considering the population, since the labor force is considerably larger today. This has led to a widespread conviction that the core of the potent U.S. economy is being hollowed out.

                    So it is not surprising that Washington's latest highly-touted initiative seeks to rejuvenate American manufacturing and restore lost jobs. President Barack Obama unveiled an initiative Wednesday in North Carolina designed to foster high-tech manufacturing for the long term.

                    With money from the Energy Department, the Raleigh-Durham area - already home to several leading universities that are part of what is called a research hub - will develop an innovation institute to foster high-tech manufacturing, such as semiconductors. The promise is that such manufacturing and its attendant jobs are vital to competing in today's global economy. Though the administration can fund a number of these without Congress acting, the White House has called on the legislature to pass funding for an additional 45 such centers around the country.

                    The assertion that the United States, or any nation, requires continued investment in the technologies that will drive future production is indisputable. On that score, at least, the Obama White House is fighting the proverbial good fight.

                    The contention, however, that these technologies and the factories that harness them for production will be sources of well-paid, solidly middle-class jobs, is flawed. In our political debates, we maintain the comforting fiction that a manufacturing revival can and will go hand-in-hand with a jobs revival. Yet, as Obama's initiative shows, the two can be - and increasingly are - uncoupled.

                    The issue is not the hollowing-out of manufacturing as defined by less production. Yes, many less expensive, simpler products are now made more cheaply elsewhere and are unlikely to be made in the United States anytime soon - even with the "on-shoring" of manufacturing. Though China ceases to be the place of low-cost production, Vietnam, the Philippines and who knows where else (even Mexico) will be more attractive for apparel, furniture, electronics and anything plastic for a long time to come.

                    The high-end production that these new U.S. innovation hubs seek to promote is indeed in demand around the world. It is something where, as yet, China and other low-cost manufacturing centers have not excelled. This is why China actually imports considerable billions of higher-end equipment - particularly from Japan and Germany. So it is true that the United States could have a competitive advantage, especially given the plethora of research universities and the wealth of highly-educated talent that can be used for just this type of production.

                    But all this is not the same as a job creator for a workforce of at least 120 million and counting in nation of more than 320 million people. These high-tech factories might employ hundreds of people in conjunction with industrial robots, using sophisticated software systems for design and production. These factory workers bear little resemblance to the 1950s line workers doing rote tasks. They are more like Silicon Valley engineers or lab technicians. These are high-skill jobs - and not nearly as plentiful as the factory jobs of the past.

                    That is, of course, no reason to dismiss the importance of cultivating these centers. Promising that they will be job engines, however, is dicey at best, and disingenuous at worst.

                    Even hundreds of centers of innovation that focus on 3D printing, bespoke semiconductors and technology-laden products will not spell a revival of the manufacturing workforce commensurate with what many hope or expect.

                    It is instead likely, even with the reinvigoration of American manufacturing, that job creation is almost non-existent. It is likely as well that output as measured by gross domestic product goes up along with the revival - without producing a job renaissance.

                    Again, this is not an argument against these endeavors. They will indeed generate income and revenue and enhance productivity in the U.S. They will not, however, solve the conundrum of our structural unemployment challenges.

                    Over time, of course, as more people develop the skills required for this new wave of manufacturing, it is possible that the economic system overall generates a next wave of prosperity. Education and innovations, tethered to products, ideas, services and even entertainment, has no clear limit to growth.

                    In the interim, however, a generation ill-prepared for that change is likely to continue to struggle mightily.

                    So we should embrace these endeavors, absolutely. But we should do so with a clear sense of what they can do long-term and what they cannot do in the short term. They cannot bring back lost jobs or industries. They also cannot solve the employment challenges for millions who have been displaced over the past few decades.

                    Obama's plan can solve those for the next generation - but not for portions of an older generation now adrift. We should not fool ourselves about what can be done.

                    A lost generation may require years of support before the next is ready to carry the weight of the future. This is only a negative, however, if we pretend that an easy fix is on the horizon.

                      5 Hiring Trends to Watch for in 2014

              January 6 2014 11:47:02 AM
                      Similar to 2013, employers are projected to remain cautious with their hiring plans in the new year, research shows.

                      A new study from CareerBuilder revealed that 24 percent of companies expect to add full-time, permanent employees in 2014, down 2 percentage points from 2013. Like their larger counterparts, small businesses are also staying cautious as they assess market potential in the year ahead, with just 19 percent of those businesses with fewer than 50 employees planning to hire in 2014.

                      Employers point to the debt issues in Washington as a reason for their drop in hiring. Nearly a quarter of the businesses surveyed said they will hire at a slower rate or will not expand headcount at all until the debt ceiling issue is resolved in the first quarter.  

                      "What we saw in our survey was reluctance from some employers to commit to adding jobs until the outcomes of debt negotiations and other issues affecting economic expansion are clearer," said Matt Ferguson, CEO of CareerBuilder. "As these stories play out and employers find their footing in the new year, there is greater potential for the average monthly job creation in 2014 to exceed that of 2013."

                      For those companies that are planning to add new staff, sales and technology positions are the jobs they will be trying to fill most. The research shows that 30 percent of hiring managers plan to recruit full-time, permanent employees for sales positions, while 29 percent will do the same for information technology jobs.

                      Other positions that are expected to garner attention from hiring managers include customer service, production, administrative, engineering, marketing and business development.

                      CareerBuilder points to several hiring trends that employers and job seekers should be watching for in 2014, including:
                      • Part-time hiring on the rise: 17 percent of employers expect to recruit part-time workers over the next 12 months, up 3 percentage points over last year.  While various factors will influence this trend, 12 percent of all employers stated that they will likely hire more part-time workers in 2014 due to the Affordable Care Act.
                      • More companies "onshoring" jobs: One of the most popular imports of the new year just may be previously lost jobs.  Twenty-three percent of companies who offshore jobs said they brought some of those jobs back to the U.S. in 2013; 26 percent plan to do so in 2014.
                      • Skills gap widening: Half of human resource managers surveyed said they currently have positions for which they can't find qualified candidates.  Forty-six percent said these positions go unfilled for three months or longer.
                      • Companies building the perfect employee instead of waiting for one: In light of the skills gap, 49 percent of employers plan to train people who don't have experience in their industry or field and hire them in 2014, up 10 percentage points over last year.  Twenty-six percent of employers are sending current employees back to school to get an advanced degree – and picking up all or part of the cost.
                      • Companies looking for recruits in high schools: More companies are connecting with future generations of workers to establish a pipeline of job candidates. Twenty-seven percent of hiring managers have promoted careers at their firms to high school students or, in some cases, even younger; 25 percent plan to do so in 2014.

                      The study was based on surveys of 2,201 hiring managers and human resource professionals.
                      Read the original article HERE at FoxBusiness