Category Archives: World of Work

ManpowerGroup’s perspective on the BLS’ Employment Situation Report

Weak Demand for Companies’ Core Products and Services Contributes to Slow Jobs Growth

ManpowerGroup Warns Skills are at Risk of Becoming Antiquated as Job Seekers Face Long-term Structural Unemployment

… slow demand for products and services coupled with ongoing talent mismatches are continuing to hamper the labor market, as the U.S. Bureau of Labor Statistics revealed the overall July unemployment rate fell slightly to 9.1 percent and 117,000 private sector jobs were created during the month. 
 
Finding people with the right skills is extremely challenging, and employers are unwilling to compromise while demand remains sluggish,” said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO.

Measuring Employee Engagement

Trending seems to be the new buzz word. Today on Twitter, Mischief Managed, Mrs. Wesley, the British Open and Thanking God are all trending. In the world of work, Employee Engagement is definitely trending. 

In a previous position, I managed a large department of 44 people. At one point I had recently promoted members of the team to supervisory positions. Wanting to measure the level of communication and presentation of clear objectives, I sent a survey to all team members soliciting their feedback.  I was pleasantly surprised by the responses (which thankfully meant that I was clearly communicating with my new leadership team – whew).  

If you haven’t solicited feedback from your staff in a while, here are 12 questions  to spark a conversation.  Right Management also has a white paper called How do you engage with, retain and motivate employees? But remember, these kind of questions  can do more harm than good if you don’t take action on any deficiencies that might be uncovered.   

 

Manpower Employment Outlook Survey

Strong Job Market Expected for Iowa 

June 14, 2011 – Employers inIowa expect to hire at a healthy pace during the third quarter of 2011, according to the Manpower Employment Outlook Survey.

 From July to September, 23% of the companies interviewed plan to hire more employees, while 8% expect to reduce their payrolls. Another 66% expect to maintain their current staff levels and 3% are not certain of their hiring plans. This yields a Net Employment Outlook* of 15%.

 “The Quarter 3 2011 survey results point toward improved hiring plans compared to Quarter 2 2011 when the Net Employment Outlook was 10%,” said Manpower spokesperson Sunny Ackerman. “Compared to one year ago when the Net Employment Outlook was 19%, employers are less confident about their staffing plans.”

For the coming quarter, job prospects appear best in Construction, Durable and Non-Durable Goods Manufacturing, Transportation & Utilities, Wholesale & Retail Trade, Information, Professional & Business Services, Leisure & Hospitality and Other Services. Employers in Financial Activities and Education & Health Services plan to reduce staffing levels, while hiring in Government is expected to remain unchanged.

Manpower Employment Outlook Survey Results for the United States

Of the more than 18,000 employers surveyed in the United States, 20% anticipate an increase in staff levels in their Quarter 3 2011 hiring plans, while 8% expect a decrease in payrolls, resulting in a Net Employment Outlook of +12%. When seasonally adjusted, the Net Employment Outlook becomes +8%. Sixty-nine percent of employers expect no change in their hiring plans. The remaining 3% of employers indicate they are undecided about their hiring intentions.

To view results for Metropolitan Statistical areas surveyed within Iowa, visit http://press.manpower.com.

The next Manpower Employment Outlook Survey will be released on September 13, 2011 to report hiring expectations for Quarter 4 2011.

About the Survey

The Manpower Employment Outlook Survey is conducted quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforces during the next quarter. The Manpower Employment Outlook Survey’sUnited Statesresults are based on interviews with 18,000 employers located in the 50 states, theDistrict of ColumbiaandPuerto Rico, which includes the largest 100 Metropolitan Statistical Areas based on number of business establishments. The mix of industries within the survey follows the North American Industry Classification System Supersectors and is structured to be representative of theU.S.economy. 

The complete results of the national Manpower Employment Outlook Survey can be found in the Press Room of our website at http://press.manpower.com. There you will also find the results for the 100 Metropolitan Statistical Areas surveyed, the 50 states, theDistrict of ColumbiaandPuerto Rico. Questions can be directed to press@na.manpower.com.

5 Hiring Secrets Every Job Seeker Should Know

Have you ever wondered how companies determine which candidates get interviewed and which don’t? Have you ever been left scratching your head trying to figure out why you never even received a call for the job you were sure was the perfect fit?

What is the “new normal?”

“The world is on the cusp of entering a new reality in which human potential itself will become the major agent of economic growth. Unleashing this spirit and potential will become the ultimate quest that we must seek to conquer, as the world enters the Human Age.”  Jeffrey A. Joerres, Chairman, CEO and President, Manpower Inc.

Manpower Inc. Identifies Four Mega Trends

Manpower Inc. is a strategic partner of the 40th World Economic Forum Annual Meeting, held in Davos, Switzerland this week. At the Forum, key Manpower Inc. executives are participating in discussions around a slate of topics ranging from global commonalities to gender parity to the future of employment to social networking.

In conjunction with the Forum, Manpower Inc. released information identifying four Mega Trends which are transforming and accelerating the world of work. They are:

  • The Talent Mismatch is deepening as the working age population declines and the nature of work changes. These significant shifts in talent supply are transforming the global labor market.
  • Individual Choice will be exercised by those with the skills that are most in demand, requiring companies to think differently about how jobs are defined and how they will attract and retain scarce talent.
  • Rising Customer Sophistication requires businesses to work in a new way, driven by innovation and delivering greater value and efficiency.
  • Technological Revolutions have the power to change where, when and how we work, enabling organizations to be more agile and innovative – if they know how to leverage it.

“In recent weeks, the status and significance of the rapidly expanding temporary workforce has been widely discussed – and woefully misunderstood,” said Jeff Joerres, Manpower Inc. Chairman and CEO. “Companies will increasingly look to temporary workers to gain the flexibility and agility required to appropriately and strategically adjust to consumer demand.  At the same time, individuals are increasingly exercising more choice when it comes to pursuing employment that meets their expectations and taps their motivations.”

“Business leaders around the world will need to ask themselves what the trends mean for their organizations and what they will do to respond to them, according to Manpower research.  Organizations need to carefully consider their people practices, a critical element to navigating the changing world of work.”

“As the economy rebounds, companies will need to prepare for a new normal, carefully adjusting their business strategy and evaluating their workforce,” said Joerres. “In the past, access to capital gave companies their edge; soon talent will become the competitive differentiator and companies will compete for talent as rigorously as individuals now compete for jobs. ”

“Given these trends, the temporary workforce will lead the way as the world recovers and companies are forced to do more with less and meet consumers’ ever-rising expectations,” Joerres added. “To attract and retain these ‘workforce accelerators’ who offer highly specialized skills, smart companies will strive to create a workplace culture that is healthy, flexible and satisfying.”

To see an executive summary, click here…

Good stuff!  Take note America – things are changing before our very eyes.

Canadian IT departments understaffed.

A recent survey by Robert Half Technology revealed that a significant number of technology executives feel that they could use more help.  Thirty-seven per cent of chief information officers (CIOs) interviewed said their IT departments are understaffed in relation to current workloads.

The survey was  conducted by an independent research firm, and was based on telephone interviews with more than 270 CIOs from companies across Canada with 100 or more employees.

CIOs were asked, “How would you describe the staffing level of your IT department in relation to current workloads?” Their responses were as follows:

  • Somewhat understaffed ……….. 37%
  • At the appropriate staff level … 59%
  • Somewhat overstaffed …………… 4%

Within the professional services and business services sectors, CIOs noted an even greater discrepancy between staff levels and workloads, with nearly half (46 per cent), respectively, reporting that their departments are understaffed.

“Many technology departments experienced cuts to their staffing levels and have been challenged to manage workload demands,” said Geoffrey Thompson, vice president of Robert Half Technology. “While companies are often able to operate with lean teams in the short term, longer periods of understaffing can harm the overall productivity and morale of the organization.”

To keep projects on track and prevent burnout, Thompson recommends that IT managers bring in extra support, if only for a short duration. “Contract professionals alleviate the demands of workload peaks and major projects, allowing existing staff to concentrate on crucial initiatives. Observing professionals in the work environment is also an excellent way to evaluate them for full-time opportunities.”