Tag Archives: jobs

5 Job Trends to Watch for in 2024

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Hey, it’s been a while! A lot has unfolded over the past few years—pandemics, global conflicts, company growth, meteoric rise of pickleball and more. As we keep our finger on the pulse to connect talent with opportunity, it’s crucial to consider how the new year, economy, and various factors shape the landscape for us and other staffing companies.

As we gear up to bid farewell to 2023 and step into 2024, let’s dive into “5 Job Trends to Watch for in 2024!”

  1. AI isn’t stopping anytime soon

This year has seen an explosion in AI features, trends, and insights, and the momentum shows no signs of stopping. With popular tools such as ChatGPT, we can take mundane tasks and have them completed in seconds. The US Bureau of Labor Statistics estimates employment of computer and information research scientists is projected to grow 23 percent from 2022 to 2032. As time moves on, more companies will awaken to AI’s benefits, shaping job requirements and industries, with significant implications for IT staffing companies like ours. Check out this checklist of how to seamlessly add AI into your workplace https://www.linkedin.com/pulse/comprehensive-checklist-introducing-ai-your-workplace-cameron/

  1. Baby Boomers continue to exit the workforce

The pandemic saw masses of baby boomers quitting their jobs and pressing the early retirement button. This allowed room for younger generations like Gen X, Millennials, and new to the workforce Gen Z to fill rolls and move up the ladder. 4.4 million people are expected to turn 65 in 2024, the traditional age of retirement. With three younger generations starting or continuing to work, job culture and values might start to look different. From Gen Z entering internships and entry level roles, to Gen X moving into more C-suite and executive roles, these are inevitable changes to the job market! Check out this article about how to bridge the generational gap in the workplace! https://www.linkedin.com/pulse/managing-multigenerational-workforce-bridging-generation/

  1. Hybrid/Remote Work: The Evolution Continues

Prior to the pandemic, we never heard much about remote work, as it was more of a niche topic. However, COVID brought on a reset in work-life balance and it woke up most of the world. Forbes reports as of 2023, 12.7% of full-time employees work from home, while 28.2% work a hybrid model. By 2025, 32.6 million Americans will be working remotely. Despite some firms advocating for a 5-day office week (like Goldman Sachs), hybrid/remote work’s momentum will persist in 2024. As this evolution continues, both companies and employees will need to determine which model fits their needs best. Thankfully, it looks as though there will be options available to meet the needs of everyone- gone are the days of ‘one size fits all’.

  1. The Decline of Employee Experience Programs

Companies invested in programs fostering relatable, inclusive office cultures, but economic uncertainty has cast a shadow. Reports show a decline in Diversity, Equity, and Inclusion (DEI) initiatives—impacting employee belonging and value. Expect potential strikes and employee discontent as these programs face cuts. Ultimately, teams that are diverse are better positioned to succeed because they benefit from a wide variety of perspectives when solving problems and charting the path forward for all.

  1. Job-Switching is inevitable

There has been an uptick of employees seeking better roles, pay, and work-life balance. LinkedIn’s study reveals 41% actively considering job changes, with 21% open to the idea. Factors like promotions, appreciation, and support are becoming scarce, leading to increased job-switching trends. Check out these 14 Effective Employee Retention Strategies! https://www.roberthalf.com/us/en/insights/management-tips/effective-employee-retention-strategies

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Thanks for reading! If you are a business in the Western New York Area and are looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

“Post” For The Job You Want

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You know the saying “Dress for the job you want”? Well in today’s social media crazed world, a new spin can be put on that saying… “Post for the job you want!”

I don’t consider myself to be very old, but I can actually say “Back in my day we didn’t have things like Facebook, Instagram, or Twitter.” Facebook was introduced in 2004, Instagram was in 2006 and Twitter was started in 2010. Before then, we relied on texting, a good old fashioned phone call (what’s that?!) or even face-to-face communication! You couldn’t post selfies or check in to places so everyone knows your every move and whereabouts. There was a bit of mystery in the world (the good kind) and sometimes I find myself reminiscing about that simpler time.

Now EVERYTHING is on social media: Your family, friends, OFTD (outfit of the day), even your breakfast, lunch and dinner (because we need to know that!). But what some people don’t realize is that possible future employers are searching for you on these sites and are checking to see what kind of person you are even before they are calling you in for an interview.

If you don’t have your accounts set to private (or even if you do sometimes) companies are able to search for you and check out your pages on all social media sites. If there are things they find on there that do not follow their beliefs or projected image, you could be placed in the “No” pile very quickly. Is that fair? Personally, I think so! You can’t put whatever it is you’re putting out there and not expect to be judged or labeled. And while I do not condone judging or labeling, it’s the sad truth that this is being done every day. I can see where employers are coming from in wanting to know as much about a person before they hire him/her to work for their company. It’s your job to keep that in the back of your mind when you’re posting updates, pictures and stories.

So before you post pictures of your crazy Friday night, or engage in a social media “altercation” think twice. The things you post on any of your accounts could cost you that job you have your heart set on! #didntgetthejob #backtothewantads #whoshiring …DISLIKE!

Written by Lindsay Olewniczak

Visit our website here: http://www.cpstaffing.com/index.aspx

Visit our open jobs here: http://www.cpstaffing.com/jobs.aspx

How To Be A Cover Letter Rockstar

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Cover letters can be scary to both experienced and inexperienced job seekers. What should you include in your cover letter? Should you even include a cover letter if it isn’t required? How do you know if your cover letter is acceptable? The reality is that you should not fear the cover letter. Here are a few tips to help you write your next cover letter like a pro.

Write one. ALWAYS write a cover letter. Yes, ALWAYS. The only exception to this rule is if the application specifically says not to write one, which is rare. Since most other people do not go the extra mile to write a cover letter, choosing to do so will set you apart and show the hiring manager that you are actually interested and prepared.

Keep it the right length. Your cover letter should be short. It should never go over one page. You can play with your font and margin if you need a couple extra lines, but try not to let that be too obvious. Also, never use comic sands. For anything. EVER.

Address it correctly. “To Whom It May Concern” is not going to help you stand out. You should address your cover letter to the manager of the department where you are applying to work. If you do not know the name of that person, just address your letter to the Hiring Manager.

Include the right things. First of all, you should grab the reader’s attention. There are several ways you can do this such as creatively introducing yourself, asking the hiring manager a question about his/her needs to fill the position you are applying for, or explain your interest in the position. Next, you should capture the reader’s interest by explaining why you are qualified for the position based on your experience, education, ideas, etc. Explain what sets you apart from the multiple other people that have applied for the position. In the following paragraph, share a few notable accomplishments with the hiring manager. The idea is to write something that will cause the hiring manager to want to meet you. If you are applying for a job in another area, it is important to tell the hiring manager why you are applying for a job in that area. For example, if you live in Tampa and you are applying for a job in Buffalo, you should tell the hiring manager why you want to live in Buffalo. If you do not do this, some managers will immediately discount your job application. Finally, directly ask the hiring manager for an interview.

Feel it out. Not all companies are created equal, so you are going to have to use your judgement if you want to strike the right cord. You never want to try to be something you are not, especially in an interview situation, but if you know a company is super relaxed, you might want to play around with your wording so that you give off the right impression. However, never try to be funny or not serious in a cover letter. You want to be yourself, but your cover letter will likely be a first impression, so make it a good one!

NOTE: Always follow the instructions of the employer when applying for a job!

Good luck!

 

Written by Kaitlyn Gahagen

4 Staffing Agency Myths You Probably Believed

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Since I’ve started working for CP Staffing Solutions (we’re awesome, by the way), I’ve come into several conversations about staffing agencies with some of my friends that have left me a little surprised – well, maybe not so much “surprised” as much as “curious.” I came to find that some of the things that people think and believe about staffing agencies are incredibly misconstrued. Furthermore, it made me wonder, how is it that these misconceptions have gone on for so long? Working for one directly, I can be the first to tell you that many of these are just simply not true; you’ve been bamboozled! Let’s tackle some of these myths and uncover some great truths.

  1. The fee
    Myth: A staffing agency will take a cut from your salary.
    Fact: The hiring company pays a staffing fee to the agency, not you.

    I can see how people can come to this conclusion; I thought the same thing when I started searching for a job through a staffing agency. However, the reality is that the hiring company pays a staffing fee to the agency based on, but separate from, your salary. A few years ago I took some time away from the workforce to travel, and when I came back I needed a job (like ASAP), so I went through a staffing agency. Not only did I not have to pay a fee, but they also did all the job searching for me and I got a job in less than a week after meeting with them. Working with an agency actually has some pretty good perks, and it will not cost you a dime. Here is what some of our recruiters had to say on the subject:”It’s amazing how many people still think that’s true.  It WAS true many, many years ago when I went through an agency.  They wanted a percentage of your first year’s salary but that is not the case now.”  – Beth Courtney, Sr. Sourcing Specialist at ComputerPeople Staffing.

    “A company that decides not to make an investment in an employee because of an agency fee likely isn’t a company you would want to work for anyway.” – Faith Drew, Recruiter at FinancialPeople Staffing.

  2. The pay negotiation
    Myth: An agency job will probably be low-pay, and you won’t be able to negotiate.
    Fact: Agencies provide a wide range of salaries, from entry level to experienced positions, and will facilitate negotiation.

    So this one is kind of a two-fer; not only do people believe that agencies will offer them a poor salary, but they also believe that the option of negotiation is off the table. What actually happens is that a recruiter will look at your resume and your experience, talk to you about what you’re looking for, and give you a realistic and honest perspective on what you should expect. The great thing is, you don’t have to be afraid of telling your recruiter what you want or what your absolute minimum is. In fact, some of the best chances of negotiation will happen with your recruiter because they are the ones that deal with the company directly; they can negotiate the best pay according to your salary preference and experience. Oftentimes negotiating on your own can be awkward and/or stressful (at least for me it would be O_O), while recruiters are usually trained in this area. Instead of running the chance of starting your new job on a wrong note, having your recruiter negotiate your salary will ensure that everything goes smoothly, and you would still look like a superstar 😉 . See? This actually works out in your favor. 🙂

  3. The temporary job
    Myth: Agencies only offer temp jobs.
    Fact: Agencies offer all kinds of jobs.

    Simple and to the point: we have a wide variety of jobs, not just temporary jobs. The misconception may come from the fact that a lot of these jobs may start out as a temporary role, but often times these temporary jobs will turn into full-time, permanent ones. Good companies like to keep good talent; if you do end up starting out with a temporary gig, make sure you showcase your best! 🙂 Here is what one of our recruiters had to say on the matter:

    “We work with all position types—permanent, contract/temp, temp to perm, and per diem.” – Liz Ragan, Recruiter at MedicalPeople Staffing.

  4. The low quality factor
    Myth: Agencies don’t have good “big girl/big boy” jobs; you’d be lowering your standards.
    Fact: A lot of great, high paying jobs can only be found through a good agency.
    Really take the time to think about it: why would a company go through the trouble of paying professional recruiters to find them employees? Well, simply put, because they want the best talent for the best jobs. Otherwise the company would be, basically,  wasting their money. An agency can find you jobs that you could otherwise miss, so it’s certainly worth your time. Here is our last thought:

    “Most of the clients we work with only work through recruiters. This is especially true at large companies when it comes to contract roles, and small companies when it comes to permanent roles. So working with an agency is often the only way to find jobs like that. Companies invest in agencies to find them the best talent that will stay long term and be a good fit long term.” – Faith Drew, Recruiter at FinancialPeople Staffing.

Now that we’ve uncovered some truths, if you’re looking for a change of pace, a new job, or a new career path, give the staffing agency a shot! You never know – you could very well find your dream job when you least expect it. And just to let you in on one last, little secret: no one will go out of their way to prep you for an interview the way your recruiter will (at least all of our recruiters do!), optimizing your chances of getting the job. What more is there to say? Give it a try, and see how it goes. From my personal experience, staffing agencies have always been a great help in my career search, and they could very well do the same for you!

*This blog was expanded from the original blog “Five Misleading Myths About Getting A Job Through a Staffing Company“*

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By Nayadee Wilson