Coronavirus (COVID-19) Update 26 Mar 2020, 7:18 pm

During this challenging time, our team at Corporate Resources and C.R. Temporaries send our most sincere blessings to you and your loved ones. 

Given the worldwide COVID-19 pandemic, our current focus is on the health of our employees, our clients, our families, and our country as a whole. Then when everything settles, we look forward to the re-opening of our offices. Although being quarantined to our homes, our team stays productive and connected through video chats, working, sharing ideas and moments that make us smile, and even laugh. 

Through adversity, one can find renewed strength. Our lives are vastly different from our typical routine of work/home/errands, repeat. That said, we look forward to what used to be “normal” with new appreciation and anticipation. Today we focus on family, our co-workers, and fondly recall the little things that we sometimes took for granted. In the scheme of things, let’s remember that if we are healthy, then we are doing well. Business losses are recoverable, “this too shall pass.“

 As typical of any business downturn, the economy will come back. This specific downturn will rocket back, and as quickly as it happened, it will be gone. Today presents a unique opportunity to re-focus efforts and rethink business strategies to ensure not only individual success but also your company’s. As a leader in your industry, we have no doubt you are planning and positioning your business to maintain, recover, and grow in the coming months. Like many businesses, we’re working hard to meet our clients’ needs now and the anticipated future. Should you have any need for help or support, please contact us at any time. We are in this together, and we are here for you. 

Stay healthy, be safe!  

Ingrid Moore, President, and CEO

 ABOUT THE AUTHOR, Ingrid Moore

Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page.

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Yelp: 2018 Award Recipient 14 Jan 2019, 3:34 am

In December of last year, we were notified by Yelp that we won the “People Love Us on Yelp” Award for 2018. That means our customers love us so much they took the time to write about it on Yelp.  

In 2018, we surpassed the 30 review mark on Yelp which was an incredible accomplishment.  We want to thank all our customers and the Yelp community for their kind words and gratitude.

 If you’re interested in learning more about what people are saying, visit our Corporate Resources of Illinois Yelp Business Page or our Testimonials section on our website.

We’ve proudly provided staffing services to the Schaumburg and it’s surrounding communities for decades. Thank you to all those wonderful customers who’ve written reviews, provided referrals and who gave us their business. If you’re interested in writing a review Yelp, click here. If you prefer Google or Facebook, we’d love to hear from you.

Thank you again, and we promise to keep providing excellent service so get your pens ready for 2019.

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Summer Job Trends 27 Jun 2017, 8:00 am

Summer is upon us and for many businesses, it’s prime time for hiring.  A recently published report discussed how the summer months in Q3 were set to outperform the spring months for hiring in various industries.  According to the report, “In the third quarter of 2017, 24 percent of U.S. employers anticipate an increase in payrolls. Payroll growth is expected in all 13 national industry sectors” to include, “Leisure & Hospitality (+25%), Transportation & Utilities (+22%), Wholesale & Retail Trade (+21%), Mining (+18%), Professional & Business Services (+18%), Durable Goods Manufacturing (+17%), Financial Activities (+15%), Construction (+14%), Education & Health Services (+14%), Government (+13%), Information (+13%), Nondurable Goods Manufacturing (+12%) and Other Services (+11%).”

If you’re job seeker and work in these industries, this summer might be the perfect time for you to score your dream job.  These are some of the job categories trending with this expected hiring increase.

Education:  School may be out, but according to a recent article, teachers are still in demand for the summer.  Why?  Namely, because there is an increase of students needing quality teachers for various areas of education including, elementary, high school, special education, and tutoring.  If you’re in the industry, get the facts from your school districts or online education communities to see what additional opportunities are available.

Social/Recreational Services & Childcare:  While school is out, there will always be a need for child caregivers and or camp counselors, lifeguards and so forth.  Social/Recreational Services has increased by 15+% in demand for this summer and Childcare needs are up by 12%.

Administrative & Sales:  Admin and sales positions are up by 5+ percent which is great news for those specializing in these core opportunities.  Our business specializing in hiring for companies who have administrative and sales needs.  For more information on the typical jobs we hire for, visit here.

Hospitality:  According to the article, “Hospitality has the highest concentration of summer jobs thanks to summer resorts opening for business.”  If you’re still looking for the right summer job, consider applying to a local resort and take advantage of this growth opportunity.

Other:  Management jobs, Protective, Food and Medical Nurse positions are up in select areas from 2 to nearly 4 percent.

The Q3 report also breaks down the job growth by metropolitan areas throughout the United States.  The Chicago area is listed as number fifteen on the Metropolitan Statistical Areas and the Net Employment Outlook is expected to increase by 19% for Q3 2017.  That’s great news for job seekers and the economy.  If you’re a job seeker, take advantage of the summer and find the right opportunity for you.

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Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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Top Companies for Veterans 20 Jun 2017, 8:00 am

Ever wonder who the best companies are for veterans and why?  In May 2017, the Military Times published the top companies for veterans, featuring over eighty companies that met their extensive criteria.  According to the published report, “We invited companies across the U.S. to take part in our rigorous, more-than-90-question survey.”

Featured below are the top twenty-five who are listed as they ranked in report’s findings.

Surprisingly, the list features a wide variety of industries in the top twenty-five to include Finance, Insurance, Telecom, Media and more.  What makes these companies better at recruiting and hiring veterans than most?  Some of the determining factors include processes like “Percentage of recruiting budget for veterans,” which means many of these businesses allocate anywhere from 1% on up to 85% of their budget targeting veterans.  These companies also take “Military experience instead of certification” which is huge for veterans. They see the value in the experience that many veterans have and how they can offer incredible insight into the workplace.  They also have special onboarding programs designed for veterans which in many instances helps ensure the success of veterans.  Take a look at the report and criteria of what many companies are doing to recruit and hire some of our country’s finest.

Why Hire a Veteran?

The Society of Human Resources published an article last October, discussing some of the many reasons why hiring a veteran is good for businesses.  Aside from the obvious leadership and teamwork skills needed in many positions, veterans have several other attributes that companies want and need.  These skilled workers are level-headed during challenging situations which are undoubtedly needed in any industry.  Veterans also have extensive experience in planning and know the importance of being cautious and can bring a great depth of knowledge into the civil workplace.  Many veterans have traveled, studied and experienced life abroad and can support companies looking to expand their business in other countries.  Veterans have experience with many of the latest technologies and depending on the industry can help companies install or improve many of their processes.  Lastly but probably most important is their code of honor and integrity.  Many companies strive to find these attributes daily when recruiting and are strangely surprised when they realize how hiring veterans can be like striking gold for their business.

When recruiting your next full-time position, consider carving out a process for veterans.  With all the hiring challenges companies have with finding top talent, targeting veterans just might be a great solution.  If you’re looking to refine your hiring process to include veterans among other things, contact us for a free consultation.

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Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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Compensation Trends & Statistics 13 Jun 2017, 8:00 am

Last month, we featured some of the latest findings from a 2017 published report on HR Statistics and Recruiting Trends.  This particular segment in the report included key information on Millennials, Women, CEO advice and more, helping employers and hiring managers understand the hot topics trending in the recruiting world.  Additionally, we added some of our best recommendations on managing these issues and more.  If you have not done so, please take a moment to review the key findings and our advice.  This month, we continue on with same published report, reviewing a particular segment on Compensation. Compensation can be an enticing factor to be sure, but it also can be a deterrent when candidates consider their employment opportunities.

Many of these findings are from the 2016 year but are still relevant when considering today’s compensation wants and demands. Below is the breakdown of some of the statistics we believe are still making an impact in 2017.  As the need to hire the most skilled workers increases and as budgets tighten for the second half of the year, knowing and understanding these compensation statistics is to your benefit.  First, let’s take a look at the Compensation statistics.

Compensation Statistics

* Men earn 24.1% higher base pay than women on average

* 68% of women accepted the salary they were first offered and did not negotiate. For women age 45–54, that number was 77%.

* 67% of U.S. employees said they were not likely to apply for a job at a company where men and women were paid unequally for the same work.

* 49% of employed adults in the U.S. feel they must switch companies in order to obtain any meaningful change in compensation.

* 95% of employees reported that compensation/pay was important to their job satisfaction, but only 65% were satisfied with their compensation.

* 69% of employed adults in the U.S. wish they had a better understanding of what fair market compensation is for their position at their company within their local job market.

For more information on this published report, visit here.  Additionally, we’ve posted previous articles about Compensation that you may find of interest here and here. 

Understanding the Statistics

Men versus Woman Equal Pay:  In the US Department of Labor, Bureau of Labor Statistics, the Data for men and for women in 200 occupations shows similar findings in 2016.  The median number of workers for full-time men workers is 61,930 and women full-time is 49,161.  The Median weekly earnings for men is $915 while women average $749.  According to that statistic, women are paid approximately 22% lower than men.

Repairing Base Pay Discrepancies:  Much of what changes a base pay depends upon budget and a candidate’s overall experience. Decide what you’re willing to pay and make adjustments based on typical allowances such as experience.  If you’re concerned about where your pay ranges, use guides like these 200 occupations.  Even a professional recruiter can be an excellent source for base pay.

Remaining Transparent:  How transparent should an employer be during the hiring process?  To start, be clear about expectations up front.  This initial trust process is the most important to maintain during all aspect of hiring for both the employer and candidate.  Research which companies are having the best success with their transparent policies.  Determine internally what information would be vital for your potential candidates to know and why.   Remember, in the future, many job seekers will look for more transparency from companies so it’s important to start planning and implementing today.

As the workforce continues to change, expect compensation to as well.  Staying on top of these trends and more may get more challenging as Generation Z enters the workforce.  If you’re struggling with meeting some of your candidate’s compensation demands, you may need a third-party consultant like a reputable recruiting firm to review your hiring process.  Our firm has over twenty years working with medium-large size businesses, assisting them with finding and hiring some of the best talent in the Chicagoland area.  Contact us for a free consultation.

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Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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What Recruiters Think About Recruiting Today 23 May 2017, 8:00 am

A recently published report surveyed over 400 human resource and business professionals in the first quarter of this year to determine what are the hottest issues they’re experiencing today when recruiting or hiring.  Highlighted below are some of their key findings and our recommendations on how to improve your recruiting practices when you have the same issues.

* The majority of respondents (58%) say that their organization does have a recruiting strategy.

Although the majority surveyed admitted they have a recruiting strategy, nearly thirty percent stated they did not and the remainder said they weren’t sure.  That’s approximately forty percent who admitted they are moving forward in this economic climate with little to no recruiting strategy.  It’s been proven that companies who don’t invest in a recruiting strategy, waste money, time and other resources.  For those who are without a recruiting plan, they are often left with poor results and costly expenses when it comes time to hire.

*  The number one way that survey takers recruit for open positions is through employee referral, according to 78% of those polled.

Many recruiters know how vital employee referrals are, but still, there are many companies who don’t offer an employee referral plan.  Or their referral plan offers little incentive to generate referrals from employees, vendors or other constituents.  If you have a plan that’s providing minimal results, it’s time to revamp it.  If you don’t have a plan, start networking with other businesses who do.  Find out what makes their program great and create your own referral plan that gets you results.

* 58% of respondents say that their number one negotiable benefit during hiring is paid time off.

Paid time off is one of the easiest and most cost-effective ways to strengthen your job offer.  Since salary is a fixed expense, vacation days, flex-time or even personal days can be great options when negotiating.  More time can be given for those positions that are upper management.  You may have to get creative when using this tool if you’re struggling with budget constraints and workload.  Still, it’s a great option and as many recruiters surveyed confirmed, it works.

* 79% of respondents say that they use online recruiting as part of their overall recruiting strategy—just one point less than last year.

Many companies use the web to recruit, whether it’s their own website, a social media platform or another online job posting forum.  As the year progresses, look for more postings applications, websites and the rise in applications to be submitted on social media platforms like Facebook and LinkedIn.

* The company’s website is the number one location for posting jobs, according to 80% of survey takers.

Having a good website that is easy to use and has a simple process to apply for a job or submit a resume, is vital as many of these recruiter’s surveyed admitted.  Companies must keep improving their website and offer their users something more than just a job posting.  When was the last time your company updated its website?  If so many users are choosing to post online, then employers need to stay focused on making the user-experience for a job seeker better.  The better experience, the more job seekers, and the wider candidate pool.

To see more about the survey and some other key findings visit here.  Our goal is to help those hiring managers embrace all their trends and challenges and just hire better.  If you’re looking for better results with your recruiting goals, contact us for a free consult.

Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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Interview Hacks & Tips for Employers 16 May 2017, 8:00 am

Hiring objectives today seem to be nothing but constant challenges for human resources departments.  It can often be overwhelming too, especially when upper management has higher expectations with every full-time position they bring onboard.  At Corporate Resources of Illinois, we’ve spent over two decades sourcing some of the best talent in the Chicagoland area.  We understand the demands employers face and want to share some recruiting hacks to help hiring managers find those golden gems.

Take a look at some our recommendations for Interviewing and Recruiting top talent.

Helpful Interview Hacks & Tips for Employers

– Dig Deeper:  Experience is essential usually in all things, but we recommend digging a bit further into a candidate’s background.  We’ve talked before about the importance a candidate fitting into a company’s corporate culture.  You may find an expert to fill your need, but that candidate may be too far of a fit for your business.  Use the interview process to ferret out the necessary candidates by asking company culture questions spontaneously throughout the interview.  This will allow you to find the comparable candidates that might align with your company’s culture.

– Identify Your Red Flags: Those pesky red flags that sometimes reveal themselves in a phone or face-to-face interview should not be overlooked.  It’s our experience that most department heads know the key attributes their looking for when hiring a person for their department.  They also know the personality characteristics and job skills to avoid.  Discussing what traits and skills are not acceptable and what might be a potential indicator are equally important.

– Who, What, Where, When & How:  They say the devil is in the details and that cliché statement is accurate when you’re conducting an interview.  This hack will give you great insight into a candidate and whether or not they’ll be right for you.  Who are they? Who did they work for? What did they do and what did they accomplish? Where did they come from or Who do they know? Or How far they’ve come?  All these are great probing starters to get the details quick and efficiently when finding the right candidate for your business.

– Communication Skills:  Forget about how well a candidate can sell themselves.  You’ll meet many job seekers over the years who have that skill down.  What’s more important is to listen what is being said and not being said.  One of our best hacks is to listen to the responses the candidate uses. What is their choice of words?  Their language choice and overall communication skills can tell you a lot about whether a candidate is a good fit.

– Vary the Interview Q&A:  If not all candidates are alike, changing the interview questions can uncover a wealth of information.  Let’s face it, using the same interview style and questions repeatedly and getting the similar responses, might not be the candidate’s fault but the interviewer’s approach.  Consider the position you’re hiring for and try to modify the interview questions towards the candidate and position. Use behavior-type inquiries to determine if the candidate has the emotional intelligence to be part of your team and company.  Don’t standardize the interview process so much you get boring or similar responses.

The need to hire more efficiently and with greater results is an issue all employers face and it’s not going away anytime soon.  Using these recruiting hacks can help you save a ton of time and money.  If you’re still concerned about meeting your recruiting goals, contact us for a free consultation.  We can help.

Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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Employer Hiring & Recruiting Statistics 2017 9 May 2017, 8:00 am

Keeping up with all the hiring trends in this revived and somewhat still volatile economy is incredibly essential.  There are loads of factors that impact hiring besides the economy to include, the different generations of candidates and emerging technology.  The list goes on we assure you.  Staying informed on the various trends is something companies have to watch closely and adjust their hiring strategies accordingly.  Over the next few months, we’ll be reviewing certain trends in Recruiting, Compensation, Benefits and so on to help employers get the most from their recruiting efforts.

This month we’re focused on Recruiting statistics for the 2017 year.  We’ve posted several recent trends we recommend employers review here and here.  Discovering the most important hiring trends can be a lifesaver when you’re trying to hire for hard-to-fill positions.  Take a look at the most recent trends according to this recent survey.

Recruiting Trends for 2017

*66% of Millennials expect to leave their organization by 2020.

* 39% of women say the reputation or brand of the company is “very important” to them when considering a job move. A somewhat smaller percentage of women (32%) say the same about the company’s cause. For 33% of men, the company’s brand is “very important,” but only 22% feel the same about the company’s cause.

* The ratio of unemployed Americans to open jobs is 1.4 to 1, compared to 6.6 to 1 during the last recession in July 2009.

* The average opening sat unfilled for 28.1 days in 2016, up from 19.3 days in 2001-2003.

* 72% of CEOs are concerned about the availability of key skills.

* Organizations that invest in employer branding are three times more likely to make a quality hire.

*Among those surveyed, the majority job seekers read at least 7 reviews before forming an opinion of a company.

* Surveyed job seekers report they use an average of 7.6 job sites during their job search.

* A 10% more difficult job interview process is associated with 2.6% higher employee satisfaction later on.

* On a five-point scale, the optimal or “best” interview difficulty that leads to the highest employee satisfaction is 4 out of 5, with 5 being the most difficult

Many of these statistics are ones you may already be away of, so let’s focus on the most concerning ones.

*  Millennials: We’ve heard before that Millennials tend to job hop which many companies are already experiencing.  The year 2020 is not too far off and Millennials play a big role in the current job market which in return can affect your business.  We know that Millennials have greater expectations when it comes to their career.  That said, a company’s benefits and brand image are some of the many factors becoming increasingly important, especially to Millennials.

* Corporate Culture/Brand Image: When you’re considering what will attract talent and what will make them stay; the answer may come down to a company’s corporate culture and or brand image. As one stat suggests, “organizations that invest in employer branding are three times more likely to make a quality hire.”  Three times!   That’s a great statistic for hiring managers to share with upper management.  If job seekers are spending more time online, looking for jobs, evaluating a company’s employee reviews, making professional connections and making social connections, employers may want to evaluate how strong their brand image is online.  This would be our first recommendation.

* Determining the Needed Skill Set: Since an astounding seventy plus CEOs are concerned about “the availability of key skills,” our best recommendation is to isolate those positions which candidates are lacking the key skills.  Is it a recruiting issue or a market issue?  If you’re not finding quality candidates within the current candidate pool, you need to either work with a reputable recruiting firm who can help, or work on an internal training program to train employees for this needed skills.

It’s not easy to find a steady path when recruiting.  Those days are long gone.  Today, employers have to be proficient in not just human resources but many other areas such as marketing, technology, liability risks, training, budgeting and more. The list can seem endless and most likely will grow.  If you’re finding many of these statistics are true in your business and have concerns about their ongoing impact, give us a call for a free consultation.  We’ve been helping employers find exceptional talent for over two decades.  Find out how we can help you.

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 Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

The post Employer Hiring & Recruiting Statistics 2017 appeared first on Corporate Resources of Illinois.

Getting the Most out of LinkedIn 25 Apr 2017, 8:00 am

Last year, we highlighted the recent purchase of LinkedIn by Microsoft and discussed how the changes would potentially change the professional online network.  Many changes have taken place since that announcement.  Today, we’re discussing those changes and more so that you are “in the know” about how all these changes affect your career.

Overall Changes

By now you’ve seen the visual changes when you log into LinkedIn desktop.  The goal is to provide a better user experience for the members.  According to a recent article, there are over 450 Million LinkedIn members, but only “twenty-five percent of them use it monthly.”  They are trying to promote content and connections first much like Facebook.  There are color changes and slight edits that “mirror” the mobile app, but the jury is still out as to whether or not members like these changes.  There are some edits like Profile Rank that went away for now.  From our perspective, the professional social network site looks cleaner, but it takes some getting used too.  If you’re concerned about having any of your data lost on LinkedIn, here is a great article to read that tells you how to backup your LinkedIn data.

Connecting with a Recruiter

However more efficient LinkedIn is, it still is a mass online network like any organization, can be difficult to connect with people.  As many people know, an update from a social network can change the way we do things.  That said, we have some great tips on how a job seeker can get the most out of a recruiter when they contact you.  First, understand that many hiring managers and recruiters search for candidates using keywords for certain industries or job postings.  Find your keywords and add them to your profile asap.  Hiring managers who find a potential candidate match will often make contact via a LinkedIn message.  Before you respond, decide if the position is something that interests you.  If you are interested, ask for information about the job or request a job description.  From there, you might be able to move forward with a phone conversation.  It all depends on your level of interest.  Remember to always be professional and polite when dealing with a recruiter or hiring manager. Even if the job doesn’t suit you, you can still make a connection for future networking or job opportunities.

Job Posting on LinkedIn

If you’re a job seeker and you’re interested in applying for jobs on LinkedIn, we have some recommendations.  First, review any contacts that you have on LinkedIn who currently work at that company.  Let them know that you are interested in a position or have applied or are applying for one.  See what your connections have to say about working for the company or department.  Sometimes on LinkedIn, people haven’t talked or communicated in a while.  Keep that in mind and always be professional and courteous in any request.  You may also find that some of your connections are connected to the company where you applied for a job.  Sometimes even distance connections can provide you valuable insight into a business.

If you don’t know anyone, see if there are any groups that employees below to and try to connect with those individuals that way.  See if you can connect with the hiring manager or department head.  If you are determined, you should be able to find key people who can help provide great intel into a company, department, hiring opportunity and more.

 Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

The post Getting the Most out of LinkedIn appeared first on Corporate Resources of Illinois.

Hiring During a Gig Economy 18 Apr 2017, 8:00 am

With the job market changing, many employees are moving toward freelance opportunities or better yet the gig economy.  Companies are planning to change the way they hire to accommodate that shift and to find the right candidates.  According to a recent report on Trends that will Shape the Next Decade, “more than 80 percent of large corporations are planning to substantially increase their use of flexible workers.”  In the gig economy, the workers include Temporary Employees, Contractors, Freelancers, and Part-Time Workers.  Here are the industries that have been most affected by the Gig Economy:

Here are the industries that have been most affected by the Gig Economy.  Below is the non-employed business growth over a ten-year time frame.

Chart 1. Nonemployer business growth, 2003–13

Other services, (includes repair/maintenance; personal and laundry services; and religious, grant writing, civic, professional, and similar organizations.): 923,282

Administrative &support and waste management& remediation services:  738,694

Professional, scientific, and technical services: 588,195

Health care and social assistance: 416,816

Real estate and rental and leasing: 402,758

Arts, entertainment, and recreation: 368,548

Transportation and warehousing: 243,315

(U.S. Bureau of Labor Statistics, 2015)

Considering all the changes happening and the demand to adapt to the new workforce, many companies are either prepared or starting their preparations for this vast new group.  Most companies already have a system in place for hiring this group due to standard temporary or contract employee hiring practices. But as industries change, the way we hire those individuals will change too.  Below are some things to consider then when planning and hiring in a gig economy.

Hiring Process: The process may seem easier to hire, especially when there are usually limited hire approvals for a freelancer, contractor or temporary employee. Still, finding a candidate who isn’t already booked may be the challenge.  Employers need to find a way to keep this group engaged in order to tap into their complete value.

Benefits: Benefits are changing too with gig workers.  Companies don’t have to pay for full benefits like health insurance, retirement, paid sick leave or vacation.  This may seem great at first, but leaving a position open to long can be costly.  Employees may have to us certain benefits to attract a candidate for those hard to fill projects.

Required Skills: Specialized skills for gig projects will be the most in demand. The tech industry, for example, is seeing more growth in the gig economy to include software and web developers, and project managers. Accountants, finance managers and other individuals offering professional services are projected to grow in the coming years. Those individuals who can manage their projects and perform admirably will be able to demand higher pay.

Professional Recruiting: A reputable recruiting firm can help a company source most contract or temp employees probably faster than companies.  If it’s a good firm, they have a pool of talent to work from and can get things moving faster.

If you’re an employer and you’re worried about how the gig economy will impact you, you may want to talk to a professional. We’ve been working with companies for decades, hiring both full-time, temp-perm and temporary employees and can shed some light on what challenges this economy may have on your hiring objectives.  Give us a call.

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 Ingrid Moore

ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the President and Owner of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.

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