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The US Healthcare Industry added 55,000 jobs in December, with ambulatory and hospital care leading the pack

Posted on Jan 06, 2023

Across the board, hiring still remains substantial despite the Federal Reserve Bank’s efforts to soften a strong labor market that has placed upward pressure on wages and contributed towards the current inflation crisis. Temporary staffing firms or temp agencies that provide healthcare temps or traveling nurses are noticing the increase as well.

According to the BLS, the labor force participation rate in December edged up slightly to 62.3%, still 1% below its level in February 2020 before the COVID-19 pandemic began. This measure was largely unchanged throughout 2022.

At the industry level, the largest gains were seen across leisure and hospitality, healthcare, construction, and social assistance.

Leisure and hospitality, one of the industries hardest hit by the pandemic, continued its strong recovery, with employers adding 67,000 jobs during December. An average 79,000 leisure and hospitality jobs were added or created per month across 2022, a percent of the 196,000 jobs per month gained in 2021.

Interestingly, the healthcare industry added jobs much more robustly throughout 2022 than in the year prior as the country continued recovering from the COVID-19 pandemic.

In 2021, the healthcare sector added about 9,000 jobs on average each month, compared to 49,000 each month in 2022, according to the BLS. The biggest gains were in Ambulatory healthcare (outpatient) services which accounted for approximately 30,000 of those new jobs. Hospitals and nursing and residential care facilities also saw gains, adding about 16,000 and 9,000 new jobs, respectively.

Meanwhile, medical practices or physician offices added about 10,000 new jobs in December, according to the BLS.

Temporary employment, where employers provide contractors or temps, accounts for almost 2% of total nonfarm employment. Across the temporary staffing or employment agency sector, those gains were realized a similar basis.

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New York City Employers must now disclose salary information on job postings

Posted on Nov 04, 2022

Effective November 1st, 2022, New York City is now requiring that employers display the pay rate or salary range on its job postings. Employers also need to:

a) Conduct an internal salary survey to determine an accurate compensation range

b) Analyze salary ranges to be offered to new hires

c) Conduct a pay equity audit on any differences in pay/salary

d) Ensure that any staffing firms or third party recruitment agencies are in compliance with the law.

Interestingly, Temporary Help Agencies or temp staffing agencies are not covered under this law. Temp agencies will continue to provide value to employees by conducting internal salary audits to ensure that they are paying competitive wages. Additionally, a reputable temp agency employing workers in New York City or surrounding New Jersey will want to be transparent with potential employees as part of its recruitment and retention strategy. The primary goal of a temp agency is to partner with its employee at the beginning of the recruitment lifecycle.

For more information on the New York City Employer Pay Disclosure law, visit the SHRM website.

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Partner with Temporary Staffing Agencies to earn higher salaries

Posted on Oct 28, 2022

When turning on the news on television, it’s difficult not to see stories that include the catch phrases “supply chain” or “inflation.” The truth is that prices have gone up drastically over the last 2 years. And unfortunately, wages or salaries have not gone up at the same level. Consequently, everything is getting more expensive but yearly salary increases are not keeping up.

One way to try to keep up with the salary increases is to partner with a temporary staffing employment agency that works in many states such as NJ, NY, TX, FL and others. Why not let the agency tell your salary requirements and story to a prospective employer. Temp staffing agencies have access to salary surveys and real-time market research. Employment agencies also have multiple direct relationships with Directors and Heads of Human Resources and Talent Acquisition at various companies and organizations.

In September 2022, the Consumer Price Index (CPI) for all items rose 8.2 percent for the previous 12 months , just a bit under the 8.3-percent increase for the period ending in August. The annual inflation rate remains near a 40-year high despite recent declines in gas and energy prices.

Additionally, the Bureau of Labor Statistics (BLS) just released today that compensation costs for private industry workers (employees) increased 5.2 percent for the 12-month period ending in September 2022. Benefit costs also increased 5 percent over the year.

So what does this all mean? Simply put, it’s sure a lot more difficult to pay for items when prices are rising on average 8.2% and salaries are rising on average 5.2%. The math doesn’t quite work.

In this current low employment rate, working with a temporary staffing agency can help negotiate your salary requirements. That’s why they are called an agency. They act as an agent on your behalf. Additionally, there is no fee to the job seeker (or employee) for their service.

Now we know not all temporary staffing agencies in NJ and other states don’t have the best reputation when it comes to certain things, but the truth is that temp agencies really want to make a successful job placement that is in the best interests of the candidate. Employment agencies don’t look good when there is employee turnover. Agencies are evaluated based on placement activity and retention. Secondly, a happy placement means a happy employee.

Consider partnering with a temporary staffing agency when it comes to shopping for a new position. Let the employment agency earn it’s fee with regards to its value proposition to maintain parity between inflation vs. wages. Not only does a higher salary or pay rate benefit the job seeker, but it also benefits the temp agency since fees are based on the employee salary pay rate. Partnering is the right word.

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Bring on Summer Interns and let the specialist handle the payroll.

Posted on May 31, 2022

Utilizing summer interns can be a creative tool for an organization to maintain office productivity and let you take that much needed vacation. One consideration that many companies don’t realize is that summer interns need to be paid a fair hourly wage according to federal and state payroll tax guidelines. In other words, interns must be added to a company’s full time staff payroll. You can’t get something for nothing.

Even when companies acknowledge that they have to pay to play, they still hesitate to use summer interns because they must now officially add the workers to the company’s full time staff payroll. This reality can frustrate the CFO and Human Resources department due to the fact that summer interns who are directly employed will add to the overall company’s headcount. The employment of interns can also complicate monthly full time employee (FTE) census reports. The impact could cost throw off discrimination testing for retirement plans, add additional payroll processing costs, and simply just increase employee risks and exposure with regards to workers compensation insurance premiums.

A popular tool to alleviate such employer risks is to offload or outsource the summer interns to an employment agency that specializes in third party payroll solutions. With this remedy, the summer interns can still be retained, but the summer intern now becomes the employee of the employment agency. The employee or intern is simply transferred to the employment agency and the agency takes on the official employer of record. The employment agency will also engage as the W-2 employer and deduct state and federal taxes as well as insure the employee (workers compensation and professional liability).

A responsible third party payroll solutions firm will understand compliance issues, co-employment loopholes, workers compensation insurance risks, and payroll laws. When selecting a third party payroll solutions partner, select a provider that is financial solvent. After all, the employment agency is extending payroll on your company’s behalf. Also, inquire about the employment agency’s employee benefits offerings. Health benefits and 401(k) retirement plans will increase summer intern retention if applicable.

Overall, summer interns are a great way to maintain succession planning and office productivity. An easy way to get the payroll process going smoothly and quickly is to partner with an employment agency that specializes in third party payroll solutions. Why not let your trusted payroll specialist and advisor handle the compliance?

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Employment Trends for 2022

Posted on Feb 24, 2022

The Harvard Business Review recently produced its Top Employment Trends in 2022 Report. The article raises the ongoing issue of the COVID pandemic on the workplace. Remote work, corporate wellness, occupational health and a hybrid work environment have also become hot topics.

Here are the 11 employment trends:

  1. Employee fairness and equity
  2. Vaccine mandates
  3. Work week changes
  4. Employee turnover
  5. Employee automation
  6. Work productivity
  7. Hybrid (office/remote) workforce
  8. Corporate wellness support
  9. The Chief Purpose Officer (CPO)
  10. Sitting will be the new pandemic
  11. Employee Promotion and salaries may be better tied to in-the-office employees

Read the article

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Hiring in 2022 looks promising

Posted on Dec 17, 2021

U.S. employers plan to hire workers at a rapid pace in the new year, according to the Manpower Group Employment Outlook Survey of more than 6,000 employers. Hiring intentions strengthened by 26 percentage points from Q1 2021 and remain higher than prepandemic levels for the second consecutive quarter.

Information technology, technology, telecoms, and communications and media reported the strongest outlook (+60%), followed by banking, finance, and insurance and real estate (+50%) and construction (+41%).

Organizations expect 44% of the finance, administration, and human resource workforce and 43% of the information technology workforce to work a hybrid mix of two to three on-site days in the workplace and remote the remaining days.

This is a substantial change since Q2 2021, when only 22% of organizations forecast a shift to a hybrid model. The manufacturing and production industries are most likely to be in the workplace all of the time (46%) whereas roles in IT and finance are more likely to be full-time remote (21%).

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Federal Court Blocks Mandatory COVID-19 Vaccination and Testing

Posted on Nov 15, 2021

On Saturday, Nov. 6, 2021, the fifth Circuit Court of Appeals ordered a temporary stay or block on the Occupational Safety and Health Administration’s (OSHA) COVID-19 Emergency Temporary Standard (ETS) on mandatory COVID-19 vaccination and Testing for the workplace. The order effectively prevents enforcement of this ETS until a final decision regarding the legality of this standard is published.

The OSHA ETS requires affected employers to comply with most provisions by Dec. 6, 2021, and with its testing requirements by Jan. 4, 2022. Affected employers include private employers with 100 or more employees
(firm- or company-wide count). State plans will have 30 days to adopt the federal ETS or implement their own vaccination standard.

Temporary Stay

The stay was ordered in one of multiple lawsuits challenging the validity of OSHA’s COVID-19 ETS. These lawsuits request a permanent injunction against the ETS. The Court justified the order because it found “cause to believe there are grave statutory and constitutional issues” with the OSHA vaccination mandate.

Impact on Employers

While the temporary stay effectively prevents enforcement of the ETS until a final decision on the legality of the standard is published, the law has not been permanently delayed or removed officially. As a result, affected employers should continue in their efforts to understand and prepare for compliance with the various provisions of the ETS. Affected employers should also continue to monitor developments of this legal challenge to learn more about the viability of, and their compliance obligations with, the ETS.

The court battles are focused on whether OSHA has the authority under a 1970 law to require companies to ensure workers are vaccinated or tested. Supporters say the move will reach millions of Americans in the workplace, expanding the number of people who are vaccinated against the coronavirus. Critics say COVID-19 isn’t a workplace safety issue, and that the administration’s use of the OHSA law is an overreach.

Source: Enquiron

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A Day in the Life of an Employment Agency Recruiter

Posted on Oct 05, 2021

No two days are ever the same for a Recruiter working in an employment agency, and there is never a dull moment.  One glimpse behind working in an employment agency is that it’s fun, challenging, and a place where adaptability is key.  How rewarding and motivating it is to help people find their dream job and change a person’s life!

Recruiters at an employment agency coordinate opportunities.  A Recruiter can’t help but develop a keen sense of people and personalities, while gaining trust and becoming a relationship builder and expert Quality Control Specialist.  Whew, that’s a long job description for us.

Perhaps you’ve received annoying calls from a Recruiter from an employment agency trying to entice you away from your current job.  Surprisingly, the idea may unfold into a hidden opportunity, one a candidate had not previously considered. 

Recruiters need to use research strategies that are inventive and resourceful, for both active (looking) and passive (working) candidates.  Simply relying on regular recruiting tools – Monster, CareerBuilder, Facebook, Instagram, and LinkedIn may not always provide the perfect person for a position we’re working hard to fill.  It’s a race against time when a position comes in, and the early bird catches the worm. 

An employment agency keeps a proprietary database of candidates and employees as a resource for their Recruiters.  When voicemails are not returned, and emails are ignored, crucial delays raise the stress level of a Recruiter, especially when we know the candidate ideally fits this job, ‘as a perfect fit’.  A generous number of hours are spent exploring and pursuing a good candidate, so it behooves a candidate to be responsive. 

Recruiters don’t let rejection get them down.  A Recruiter from a reputable employment agency continuously makes new connections and networks with decision makers, on behalf of job seekers.  There’s no time to rehearse ‘what if’ or ‘what else could I have done’.  Life moves onward and upward with no hard feelings. 

It’s crucial for a Recruiter to probe what a candidate really wants without wasting time guessing. An employment agency professional collaborates with the candidate to ensure that the new job opportunity is a constructive next step in the candidate’s career path.  The discussions are in depth, can require family member discussions and input, and tailored to serve the candidate’s best interests.

A successful Recruiter will also learn skill sets inside various industries in order to guide people looking to change a career.  In-depth research on a client company is vital.  This investigation lets a Recruiter prioritize and pose the right questions to a candidate during a rehearsal or mock interview, further increasing candidate Quality Control.  They probe into each and every accomplishment, administrative or technical skill, education, past job, type of company they’ve thrived in, references, and salary requirements. 

Employment agency Recruiters live in the details. A Recruiter provides its clients with pros and cons of a candidate prior to agreement of interview.  Next, an extensive ‘over-the-top’ Q&A by the Recruiter prepares each candidate for that position.  If recruiters are not thorough and put a candidate ‘through the ringer’ giving them crucial interview tactics, the candidate may just crumble when things get tough.  A Recruiter prepares the candidate in order to avoid uncertainty or brain freeze on the phone or in-person at client. 

Maintain contact, keep ‘em warm!  This is the biggest mistake a Recruiter can make post-interview, especially when the process stalls on the client side, for unknown reasons.  Always return the job seeker’s phone call – don’t leave them hanging and frustrated.  Use that Quality Control method.  When a Recruiter calls, it’s a good idea to pick up the phone.  You never know what lies ahead in the path of life!

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Why it is difficult to find employees right now?

Posted on Aug 24, 2021

Since last year, according the to the U.S. Bureau of Labor Statistics, the number of job openings in the U.S. have nearly doubled, reaching a record level of 8.1 million in March of 2021. As in the pre-pandemic days, employers are ready to hire again due to growing business demands and the need to return to normal staffing levels. Employment agencies are also busy with assisting their clients with the same staffing needs.

There are several reasons why it is difficult to find employees right now:

1. Unemployment Benefits

The federal government is awarding unemployed workers an extra $300 per week on top of state unemployment benefits. The total unemployment benefit can exceed an employee’s previous job’s weekly pay. While this is a helpful program, unfortunately, this dilemma may be disincentivizing people to return to work. This coming September, the additional federal benefit will end and the result may be a catalyst for people to return to work.

2. Health and Safety

While vaccines are widely available, many employees choose not to get them. Additionally, some employees prefer working in a remote environment. There have been some remote workforce job opportunities, but the trend UNIFORCE is hearing from clients is a preferred mostly in-office working experience.

3. Skill sets are shrinking

It is becoming more difficult to find employees with the required skill sets (e.g. training, education, technology tools, etc.).

4. The Blue-Collar workforce is shrinking

In the past, the baby boomer population provided much of the light industrial or blue-collar work. Those workers are now leaving the workforce and statistics show that young adults are either avoiding trades or pursuing college instead. Staffing Industry Analysts, a staffing industry research association, predicted there will be a labor shortage of blue collar workers through 2030.

There are ways to attract more candidates. Increasing worker pay is a proven way to incentivize workers and share worker values. Employees also want some form of promise of advancement or an opportunity to grow within an organization. Working the same job for a long time is not ideal for many.

Employment Agencies are always an excellent tool to pursue when seeking the right job opportunity. Many employment agencies are full service and provide contract, temp-to-hire and full time or direct hire job opportunities. These staffing firms also have a “direct in” with their client so they can provided valuable insight in to the career path within an organization.

While it is still very difficult to find employees, a reputable employment agency adds value by building relationships with its candidates. A staffing firm takes the time to educate future employees about job opportunities, pay rates, salaries, and career growth. Partnering with an agency that will align the job seeker’s career goals with the agency’s and client’s goals is the ideal way to pursue the ideal career opportunity.

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