Looking ahead to 2018, we’re expecting current trends in job markets and work culture to continue, meaning employers will have to continue to adapt how they recruit, hire and compensate employees.
A few issues to keep in mind as you consider approaches to labor force planning for the next year.
Increased demand for skilled full-time employees
The ongoing tight labor market means that companies will continue to be challenged with finding the right employees, particularly for skilled and technical positions.
Increased demand for temp staffing
As employers search for the best candidates for open positions, they will rely more on temp employees to fill in. But even finding quality temps in the current job market is getting tough, with supply barely able to keep up with demand.
Increases in compensation
To attract candidates from competitors, and to keep good employees from leaving, companies may have to increase salaries, enhance other benefits or both.
Technology’s effect on workers
As technological advances replace some workers, employers will need to decide who to keep on board to be trained for other existing or new positions.
A 2017 Gallup report showed more and more Americans working remotely and for longer periods of time. The trend of working from home—whether one day a week or all the time—will keep growing as companies realize technology lets them recruit with a wider net and offer this option as a no-cost benefit to some current employees.
Know the possible changes at the federal level that can affect your employment staffing.
We’ll keep you posted as they develop, but these issues could include changes to immigration, labor and health care (the Affordable Care Act) regulations, which could all affect how employers hire and compensate their employees. (Give us a call anytime if you have questions.)
Also at the federal level, the Department of Labor has proposed a 90-day implementation delay of final rules governing claims regulations for ERISA-covered disability benefit plans. If the delay is adopted, the final rules would apply to disability claims filed on or after Apr. 1, 2018. The Labor Department may also rescind or modify the rules during this review period.
Searching for full-time employees? Or maybe temp staffing?
The key to recruiting strong candidates in competitive fields is inside knowledge and experience. Job recruiters (or headhunters) like TriStarr develop relationships with high achievers before clients even need them. Then, when a client has a job opening, we contact these top professionals and start recruiting. We acknowledge that, currently, searches for positions requiring specialized skills may take longer than we like. So, give us as much lead time as possible, and we’ll help you fill that challenging job vacancy.
If you need someone for a temp job, we guarantee we will find the person best suited for the job and your business. Whether you’re looking for temporary administrative staffing (e.g., receptionist, data entry clerk, administrative assistant) or professional and IT staffing (e.g., HR manager, accounting professional, IT support specialist), all of our temp service employees go through our professional staffing service’s rigorous, six-step evaluation process.
If you would like us to help find candidates, or interview and assess them, talk with us here at TriStarr. TriStarr, a Lancaster, PA recruiting and temporary staffing agency and HR consulting firm, has more than 60 combined years of experience in recruiting and administrative staffing services. We find the candidates who are a great fit for your employment needs.