Making the Most of the Collaboration Economy

“The Collaboration Economy: How to Meet Business, Social, and Environmental Needs and Gain Competitive Advantage” by futurist Eric Lowitt offers a unique model for long-term collaboration among the public, private and civil sectors. With a clear focus on aligning business growth with sustainable development, the book focuses on prosperity for all.

What lessons are in it for all of us?

1. Be humble. The best leaders display humility and focus on their teams and partners, rather than themselves. They are grateful, not arrogant. This is collaboration at its best.

2. Think long term. Successful CEOs aren’t just focused on this month or this year—they know how to strategically think for the long term, crafting goals designed to elevate their companies for decades to come. It also helps to be patient—success does not happen instantly but requires time, fortitude, change and dedication.

3. Remember your mission. Rather than taking your position at work or in life for granted, view it as a privilege, while always keeping your organizational mission, vision and purpose in mind. This also supports ongoing and successful collaboration.

4. Partner up. We are always stronger together than we are alone. Partnerships and collaborations are essential to successful enterprises. Expand your network and expand the possibilities.

5. What keeps you up at night? Stay focused on the competition, on the next phase and on change. When you get complacent, business tends to suffer. Encourage employees to contribute new ideas and welcome constructive criticism as a form of collaboration.

Leadership requires commitment and collaboration. The most effective organizations find a way to work together, to challenge the status quo and engage the collaboration economy for long-term success.

From the Great Resignation to the Great Return

For the past two years, we’ve been hearing about the Great Resignation, where thousands of employees across industries resigned their jobs to pursue new passions and changed the shape of the U.S. workforce. Now it’s time to discover more about the Great Return, where workers return to the office or to more traditional roles in the staffing economy.

The Great Return hinges on flexible work conditions, an inclusive environment and the conditions for continued work-life balance.

1. Flexible work conditions: While some people have longed for a return to the office, many workers still enjoy the flexibility of working from home, even part time. Likewise, many are still contending with childcare issues and juggling multiple priorities, so successful companies need to acknowledge the ongoing need for flexibility in scheduling.

2. Inclusive environment: Accessibility needs to go further than before, recognizing those who are immunocompromised, for instance, as well as those who require accommodations for vision and hearing issues, mobility challenges, different seating arrangements and more. For the Great Return to be a great success, inclusive work environments are a must.

3. Work-life balance: For many years, many workers felt like their life was work—it dominated their time with long commutes, longer hours and sky-high expectations. Companies will need to allow for earlier and later start times to ensure easier commutes, offer personal days and make work-life balance a higher priority than ever before.

The Great Return is off to a great start; however, companies interested in cultivating a satisfied and productive workforce will need to keep flexibility, inclusivity and balance in mind when structuring their return-to-work arrangements.

Gen Z is Changing the Post-Pandemic Workforce

Gen Z—represented by the swath of years from 1997 to 2012—is leading the way for change in today’s workforce. While they are the youngest members of the work world, this generation is also the most outspoken in its request for good working conditions, flexible jobs and meaningful work. They are also more than willing to quit a job in search of a better environment or fit.

Unlike previous generations, Gen Z is more vocal in its expectation of a solid environment that includes mental health support, workforce wellness programs and flexible conditions. Work-life balance has gone from a “nice to have” to a “must have” for Gen Z. Salary is less important that a great working environment.

While their millennial managers may expect 40-plus hours a week, Gen Z is ready to knock off once their goals for the day or week are completed. They have no problem complaining about poor working conditions on social media or saying “I quit.”

According to LinkedIn data, job transitions increased by 54 percent year over year overall, while they increased by a whopping 80 percent for Gen Zers. Granted, some workers do face regret when they make a switch, but that might just mean they will move on again.

All of this has been termed a “slow up” by some in the industry—an intentional focus on slowing down in the name of better balance. Gen Z is proud to lead the way for change in slowing down and finding work that matters.

Ultimately, this generation wants to make a difference in the world. They have the entrepreneurial spirit and spark. More than 62 percent of Gen Zs surveyed by the Center for Generational Kinetics said they hoped to launch their own business down the line.

How Covid Has Forever Changed the Workforce

In the past two years, pretty much every job in the United State has changed in some way. From remote work to frontline workers, we have seen massive changes in the workplace and workforce.

What does this mean going forward? Following, discover 4 key ways Covid has altered workplace trends throughout the United States.

1. Remote work is here to stay. When companies had to quickly scramble to implement remote work policies, not everyone was sure how it would affect productivity and profitability. Remote work, however, has been a success and something that workers now expect. Interestingly, about 20 percent of professional jobs are now remote—a significant leap from pre-pandemic days, according to The Ladders’ latest work report. Millions of jobs are now at-home for good.

2. Entrepreneurs are us. Self-employment is more plausible than ever, thanks to a steady uptick in entrepreneurial activity over the past two-plus years. More and more adults are realizing their dreams of starting their own business, running their own company and following through on long-time dreams. Technology makes it easier than ever to launch and run a business, both in person and online.

3. Contract and freelance opportunities abound. Gig worker? You’ll find opportunities galore, thanks to an ongoing shift to contract, freelance and short-term work assignments that kicked off along with the Covid-19 pandemic. Whether you are picking up extra work to save for the future or prefer the flexibility of gig work, contract work offers the chance to try new fields and industries while continuing to grow your resume. Neither workplace nor employee needs to make the full-time commitment—unless the time is right—because of widespread contract and freelance opportunities. One major caveat: These positions do not come with benefits or retirement income.

4. Back to the books. If you’ve always wanted to return to school for an additional degree or simply love learning new things, the pandemic sprouted a variety of affordable, part-time and online education options. You can update your skills and knowledge base, learn at your own pace and perhaps find a new passion through the beauty of flexible education.

 What other workplace and workforce trends are here to stay in the wake of the pandemic? In addition to job changes, the industry will see more flexible arrangements and new opportunities for workers of all ages.

Is a College Education Worth the Cost? The Latest Employment Stats

Going to college is a requirement for great career and financial success, right? The answer may no longer be an obvious “yes.” While a college degree can definitely help you find a higher-paying job, there are some complicating factors, including education debt and the fact that it takes college graduates six months on average to find their first job.

Many college graduates today are struggling to find jobs in their area of study while many others are getting jobs that do not require a college diploma. Naturally, the global pandemic has also impacted employment prospects for a lot of people across the globe.

In 2020, the unemployment rate for college graduates with a bachelor’s degree or higher was a very low 2 percent. Interestingly, the underemployment rate—those who are underpaid or overqualified—for this group was greater than 50 percent, according to the University of Washington. Nevertheless, the difference in pay for a high school graduate versus a college graduate is nearly 75 percent—meaning that degrees do pay off in the end.

Certain college and trade school degrees are more employable than others: While liberal arts and mass media graduates face higher unemployment rates, the college majors with the lowest unemployment rates include medical technicians, theology and religion majors, and education. Trade school graduates reported an unemployment rate of just over 5 percent in 2018.

While a college degree is still the best way to launch a successful career, this path may not be for everyone, and it is important to take individual circumstances into consideration when it comes making key decisions on employment, careers and college.

Leading the Way: Top 7 Traits of Effective Leadership

You have likely seen good leadership—and not-so-good—in action. You simply know it when you see it. Those leaders inspire others, create a culture of positivity and productivity, and motivate future leaders in the workplace. But just what do those leaders have in common?

Here are the 7 top traits shared by many of the world’s most effective leaders:

1. Team-building. Teamwork and collaboration are essential to any successful enterprise. Great leadership inspires strong teams and effective partnerships. To lead, you must be able to build cohesive teams that support each other and company goals.

2. Accountability. Leaders don’t take all the praise when it’s due and they don’t blame others—they take responsibility for team performance and outcomes by serving as positive role models. Likewise, the best in leadership encourages accountability in others.

3. Positivity. It can be easy to get down when things aren’t going your way, but the best leaders know how to stay positive and help their team members even when times aren’t so rosy. They know how to deliver constructive criticism and they know how to share praise.

4. Flexibility. Workers today appreciate flexibility in work schedules and management styles more than ever. Experienced leaders recognize that they must be willing to adapt and change to recruit and maintain the best team members.

5. Focus. It can be easy to get distracted in the workplace today—there are so many demands, so many new programs, so many goals to meet. Excellent managers know how to stay focused on key priorities without getting lost in the weeds, and they encourage teamwork that does the same.

6. Creativity. While this might be a more surprising trait, creative leaders encourage their teams to take risks, brainstorm new ideas and try unique programs, which can all support longevity and dedication to the job. Great leaders also know how to be creative with small budgets and growing expectations.

7. Humanity. Finally, leadership requires empathy, compassion and connection. Robotic managers don’t inspire teams, but leaders who are kind, willing to listen and celebrate the small things do.

Are you collaborative? Positive? Focused? When these qualities shine, so does your ability to lead the best teams and get the best results.

Does Everyone Want to Work Remotely? Why Employers Might Need to Rethink “Work from Anywhere” Strategies

The remote work trend has been highlighted and spotlighted and for the past two years as more companies had to quickly pivot to remote work during the pandemic. Likewise, stories continue to feature workers’ desire for remote work, flexibility and gig work options.

However, not every worker wants to work remotely and not every business is willing to give up on in-person office work. Several big corporations and banks have been quoted recently on their desire and plans to return to the office, as much as possible and as soon as possible. And it’s not just companies that are interested in returning to the office.

Interestingly, surveys are finding that “go-getters,” or those ambitious employees focused on rising to the top, may not only tolerate in-person work but may actually prefer it. They appreciate the one-to-one, in-person interactions that help to build real relationships as well as the learning, creativity and innovation that take place in the office setting.

In the end, each company will have to determine the best balance of remote and in-person work; however, it is important to remember that not every employee wants to remain at home for the duration. In fact, the best and the brightest might be ready to return to the office.

Is the Great Resignation for You? 7 Things to Consider Before You Give Your Notice

As a record number of people continue to resign their jobs and walk away from their careers, the Great Resignation is roiling the economy and changing the fortunes of businesses and workers alike. Should you stay or should you go?

Before you make your next move or quit your current job, make sure you have the following 7 steps covered:

1. Determine why you want to resign. Are you unhappy at work? Seeing better job opportunities elsewhere? If you like your company but want to pursue a new position or greater job flexibility, for instance, you might first want to talk to your manager about growth opportunities on the horizon. If you are looking for a complete change of industry, then it might be time to move on.

2. Plot your next step. Whether you want to be an independent contractor, go back to school or tackle a new position at another organization, it is important to have a plan for the future. Determine what steps you might need to take in the meantime.

3. Evaluate what you have and what you want. Don’t look at salary alone. Benefits and company culture should also play into any potential resignation decisions. If you love your team and the work-life balance you have, that can be a check in the “stay” column where poor company culture can definitely contribute to “go.”

4. Shore up your savings. If you are planning on taking some time in between jobs, moving to a new location or returning to school to enhance your current skills, then you may need to rely on your savings for a period of time. Start now, by putting a little extra aside each week so that you have a cushion when the time comes to resign. You may also want to consider some side jobs that can help you along the way.

5. Start looking now. As they say, the best time to find a new job is when you already have one. While this requires some dedication, it is smart to have your next position plotted out and an offer in hand before you quit your current job. Then you can negotiate a little time in between, if that is what you’re looking for.

6. Leave on a high note. Make sure you give adequate notice (which may be more than two weeks, depending on your industry and position), determine who can provide future letters of reference and thank your current team. It can be tempting to leave a job you don’t love in a blaze of glory, but that can definitely come back to haunt you later. Try to leave your job on a positive note.

7. Focus on your priorities. What can make your next job an even better fit? What are your overarching goals? Keep your top priorities top of mind as you move on to your next opportunity.

Trends for 2022 in the Staffing World

Needless to say, 2021 has been a year to remember in the staffing industry. From the Great Resignation to continued working from home, the industry has been forced to adjust, evolve and remain on its toes. The next year will bring more of the same and some new trends worth paying attention to:

Flexible work arrangements remain a top priority. As more workers opted for part-time or gig work, companies had to scramble to raise salaries, offer incentives and make flexible working arrangements even more flexible. In 2022 and beyond, remote work will be a must for many employees, and companies will need to determine how to manage both on-site and at-home workers with hybrid schedules and flexible hours. In a nutshell, employers will need to focus on creating an outstanding environment to attract and retain top talent.

Diversity, equity and inclusion matter more than ever. “DEI” can’t just be a buzzword in organizations—it is more critical than ever to walk the talk and make diversity a top priority. Most employees today want to work for companies that share and work towards their DEI goals, yet many say they lack confidence in their employers’ commitment to diversity, equity and inclusion in the workforce. Companies that get this right will stand out from the crowd.

Community-building gets creative. With more employees working remotely, building community is more challenging—but no less important. Likewise, team members’ mental health and well-being should be just as important to companies as their job performance. From virtual networks to Q and A sessions, employees want to build a sense of community at work.

And, not surprisingly, hiring challenges aren’t going away. Creative recruiters and companies are pursuing recently retired workers, for example, to fill openings and bring back expertise.

Top 5 Career Fields for 2022

As the pandemic continues to make an impact on jobs and employment everywhere, several career fields will lead the way into the new year and beyond.

Following are the 5 hottest fields and job prospects for 2022:

1. Healthcare: The need for qualified healthcare workers continues to make headlines as 2022 approaches. Median pay for nurses, nurse practitioners, physician assistants and doctors alike continues to grow notably, and reports predict that more than 500,000 new registered nurses will be in demand by the year 2027.

2. Supply Chain: Again, the need for more professionals in this field is probably not a surprise to anyone based on the ongoing global supply chain challenges. Various supply chain jobs and careers include logistics, purchasing, distribution, engineering and more, all of which are growing rapidly.

3. Information Technology: IT remains a hot career path. Software development, in particular, is on pace to grow by more than 20 percent this decade, according to the Occupational Outlook Handbook, and trained coders, developers and IT pros are sought after across industries and fields.

4. Finance: Beyond the traditional banking and finance roles, which are always needed, finance managers represent another growth opportunity. In this role, management professionals help companies maximize revenue and examine their overall financial picture.

5. Statisticians: Information is valuable, which is why statisticians and actuaries can almost always find a good job. Insurance, finance and large corporations turn to data experts to help them make informed decisions, evaluate risk and project into the future.

Whatever career or job you are looking for, StaffingForce can help you find the best job opportunities in 2021, 2022 and beyond.

Mistakes That Can Sabotage Your Job Search

Hunting for a job can be a full-time job itself. And it might feel like you’re working overtime if you are making any of the following four common mistakes, all of which can land your application in the “thanks, but no thanks” pile. If you are a current job seeker, you can plan ahead to make sure you get the call back by avoiding these common mistakes:

1. Using the same resume for every job you apply for. You can start with a template resume, but then you should customize it based on the job description and hiring requirements of every single job you apply for. Recruiters can quickly determine if you have the key skills needed for the job, and customizing your resume based on the position will show that you are serious about the job hunt and qualified for the job at hand.

2. Applying for every single job out there. It can be tempting to zip your resume off to every open position you are vaguely qualified for, but it’s actually a waste of your time and the company’s time. Make sure you review the qualifications for each position during your job search to ensure that you have at least three-quarters of what they are looking for. Then, you can target your resume and cover letter to show why you are such a great match.

3. Being vague, rather than specific. It is important to show your impact and specify your accomplishments throughout the job hunt – this goes for resumes and interviews. Rather than saying, “I helped my sales team grow,” try “Thanks to the new initiatives I implemented, our sales grew by 40 percent in the first two years.” The more specific, the better.

4. Failing to ask questions. In an interview situation, you are obviously going to be asked a lot of questions. You might not know that the interviewer expects you to ask a lot of questions in return. Be prepared – do your research on the company and come with a list of questions that show your interest and preparation. Make sure you stay engaged throughout the interview to show your overall fit for the job.

Most Gig Workers Would Prefer a Full-Time Option

While many recent headlines have touted the growth in gig work across the United States, most part-time workers say they would prefer a full-time permanent option, according to McKInsey’s America Opportunity Survey. On the contrary, most companies plan to increase hiring of employees who work on contract or part-time, rather than full-time employees.

Even though part-time and gig workers enjoy flexibility in jobs and the ability to set their own schedules in some cases, these workers were most impacted by loss of income during the pandemic, and nearly one-quarter of them reported that they could not afford health insurance while many others were also struggling with basic living expenses. Nearly two-thirds of contract, freelance and gig workers said they would like to have permanent employment; these numbers increase for Black, Latino and both first- and second-generation immigrant respondents.

However, gig and part-time workers did note feeling more optimistic about the economy in general than their full-time peers, and this group is enrolling in additional training and continuing education at a rate that is more than double that of other workers.

As part of its recent survey, McKinsey interviewed 25,000 U.S. workers in spring 2021, and nearly 30 percent of those surveyed were freelance, contract or temporary gig workers.

Vendor on Premises Relationships Expand On-Site HR Work

A VOP can be a VIP for temporary businesses. A vendor on premise is an on-site representative that can handle multiple functions, particularly those that HR would normally manage. A VOP can save your business time and money and be a valuable staffing resource for everything related to temp services.

The extensive benefits of a VOP include:

Reduced costs. As your single point of contact, a vendor on premise can manage payroll, sourcing and your entire temp workforce, helping to control costs throughout your organization. Your VOP can also scale your workforce as needed, based on particular needs and your peak periods, and also manage temp worker reassignment.

Faster job fill. One of the roles of a vendor on premise is to recruit, recruit, recruit, so that you always have a large pool of candidates for ongoing temporary needs and openings. A VOP can screen and interview your candidates and also check references prior to an offer. This significant work will also add up to reduced downtime on site.

Increased safety efforts. In addition to training focused on safety and effectiveness, a vendor on premise will manage overall safety in processes and team members, supporting your company’s overall work and safety efforts.

Greater efficiencies. VOPs are definitely VIPs when it comes to efficiency in the temp workforce. They can monitor employees’ work for productivity, create reports focused on costs and performance, and troubleshoot any issues so your HR team doesn’t have to.

In the end, a vendor on premise extends the work of your HR department and gives them the opportunity to focus on long-term strategy and permanent employees. If you are interested in a vendor on premise for your organization, StaffingForce would be happy to help.

The Great Resignation Transitions into a Great Job Market for Employees

In contrast to the Great Recession a dozen years ago, today’s “Great Resignation” is witnessing more and more employees leaving their current jobs in search of something new and different. More than half of workers intend to seek a new job this year, according to the Society for Human Resources Management. While this has sent many companies and HR teams scrambling, workers today have an abundance of options when it comes to finding their next position or career.

Experts predict an incredible hiring boom in 2021 as the Great Resignation has coincided with the Great Reopening of the U.S. economy. More companies are bringing back furloughed employees or those who have been working from home and updating their hiring plans for the months to come. Industries that were hit hard by the pandemic are rebounding.

What does this mean for workers across the country? Opportunity.

Job seekers will have more options—and more incentives—than they’ve seen in a long time. To entice new talent, companies are upping salaries and benefits, offering more flexible work schedules and creating appealing office spaces.

In addition, more businesses across the country are updating their hiring and retaining procedures with the goal of creating more satisfied long-term employees. Job seekers are emboldened to ask for more flexible scheduling, support with childcare or eldercare, and mental health support.

Companies that recognize the need for employee-forward programs and hiring practices are likely to come out ahead as the Great Resignation begins to shift into the Great Hiring.

How to Make LinkedIn Your Best Friend

LinkedIn is a great tool for job hunters and hiring companies alike. The networking site makes it easier than ever to find the right positions and the right people, particularly with the LinkedIn search feature.

Next time you are searching for a job – or a candidate for your job – consider the following three top tips for making the LinkedIn search feature your very best friend when it comes to staffing:

1. Start with advanced search. The advanced search option allows you to seek out specific fields, query teams and keywords. For example, you can look for only current employees at Google or writers who have AP style experience. Your search can be as specific and customized as you need it to be. You will find the advanced search option via the link next to the search bar on the LinkedIn home page. You can also choose to “Refine Search” after you have made an initial query, which will also help you narrow down your search.

2. “AND/OR” lets you customize even more. LinkedIn really links in to specific search criteria. If you are looking for a website designer, you can use the term “OR” in all caps to find someone who is an Adobe Certified Expert (ACE) OR a PMP Agile Certified Practitioner, for example. Many people display certifications and skills in different ways, so the OR gives you the chance to search for different variations of the same skillset. Likewise, the AND option ups the ante: You can look for individuals who speak Spanish AND French, for instance. Again, these advanced tools will help you hone in so you can really spot what you’re looking for.

3. Sort away. Just like the sorting hat in the Harry Potter books, LinkedIn can also sort your search results based on the relevance of various keywords. You can prioritize companies in California or individuals with doctorate degrees, for example, making the sorting feature a great option, no matter what or who you are searching for.

Even without advanced search tips, LinkedIn is a great way to learn more about people and companies. When you take it to the next level, however, your search will shine the spotlight on the latest candidates and opportunities in your field.

Is It Time to Return to the Office (Most Workers Say No)?

After nearly a year-and-a-half of remote work for many U.S.-based employees, is it time to return to work in the office?

The answer is an overwhelming “no,” according to a recent survey by Harvard Business School of about 1,500 remote workers. A full 81 percent of those surveyed who worked from home during the pandemic noted that they do not want to go back to the physical office or that they prefer a hybrid option that involves a mixture of remote and in-person work.

According to the survey of remote workers, more than one-quarter would like to remain remote indefinitely while another 60 percent wish to go into the office a couple days a week and work from home the rest of the time with a flexible hybrid schedule. Respondents noted that they appreciate the more flexible working schedules they have enjoyed and would like to continue a similar work environment going forward.

Only 18 percent of the workers surveyed indicated that they want to go back to the office full time following the pandemic – although parents who have kids living at home and married people are more interested in returning to the office than their single counterparts.

Finally, more than half of survey respondents noted that they want to be fully vaccinated before returning to work in the office while nearly three-quarters said they would like to wait until everyone in the office is fully vaccinated. Most also shared that they expect at least six feet of distancing in office spaces as well as mask usage if and when the return to work takes place.

Is It Time to Make a Job Switch after the Pandemic?

In a recent survey, up to 70 percent of workers across the globe declared that they were considering looking for a new job in 2021. The pandemic changed the way we eat, the way we travel and the way we work, and many of these job hunters are responding to new interests and priorities.

Why?

Simply put, some people are bored with their current position, which they may have kept as a safeguard during the tumultuous times of the global Covid-19 pandemic. Others are worried that their skill sets are languishing, and recognize the importance of advancing their career and skills.

Gen Z, in particular, reports that they are struggling with motivation, finding and sharing new ideas, and networking while older workers are tired of balancing work and family life and feeling like they can never stop juggling. Many in this generation feel that managers and companies required too much of them during such a stressful and challenging time.

Finally, others note that they are unhappy with their company or department leadership while some of those surveyed shared the need for a more fulfilling career following some deep soul-searching.

Fortunately, more and more companies are adding new jobs every day, and more businesses are recognizing the importance of appealing to employees’ interests in sustainability and flexibility. If you are considering a near-term job switch, there is no time like the present! It is a great time to update your resume, start looking for new career opportunities that suit your interests and goals, and then go out there and share your passions with the world.

Turn Your Dream Job Interview into a Dream Job

We all have that “Dream Job.” Maybe yours is astronaut or basketball coach. Maybe it’s designing clothing or reporting for the national news. No matter what your dream job consists of, the right interview techniques can help take you from interview to hired.

The following 7 tips will help you turn your dream job interview into your ultimate dream job:

1. Practice, practice, practice. No matter how enthusiastic you are about the position or industry and no matter how much you already know, practicing potential answers ahead of time will help you rise to the top of the pack. You will alleviate any nerves and learn how to best phrase your interests and experience in order to make an impact.

2. Do your research. The more you know, the more you will shine. Make sure you dedicate ample time ahead of the interview to research the latest news on the industry and job position itself so you can impress the interviewer with your knowledge and preparation. Have a few statistics or case studies in your back pocket to share when the time is right.

3. Update your online presence. If your social media shows a lot of party pictures, it’s time for a refresh. Update your online accounts and any personal websites or blogs; you can also adjust your privacy settings. Share your educated thoughts on LinkedIn or appropriate quotes on Twitter that showcase your personality and talents in a positive light.

4. Show up. This means everything from “show up on time” to “make sure you are dressed appropriately and organized” to “be engaged mentally.” Plan to arrive a few minutes earlier so you aren’t rushed and make sure you have copies of your resume/any appropriate work samples with you.

5. Share your best and brightest examples. Part of preparing for interview questions is coming up with examples that best highlight your previous experience, skills and interest. When responding to an interview question, make sure your answers include specific examples whenever possible. Instead of “I am great at building teams,” try “I grew our team by 30% and increased sales by $3 million per year,” for example. Let the person interviewing you know how you can contribute to that dream job.

6. Don’t just answer, ask. Come with a list of questions about the job, the industry and anything else you are interested in, and don’t be afraid to jump in with questions as they arise. This shows your preparation and interest level.

7. Say thank you – then write it. Follow up within a day with a thoughtful thank you note that reiterates your interest and qualification for the job. Remind the interviewer why you are definitely the best person for the job!

Preparing for a New Job

If you are ready for the next step on your career ladder, it helps to prepare for a job change before you even send out your first application. The more you prepare now, the easier it will be when you start interviewing.

The following 7 top tips can help you get ready, set and go for your next new job:

1. Create your own dream job description. What do you really want to do next? What is your dream job? Take a few minutes to create your ideal job description so that you can start to seek out similar roles as you prepare for a job switch.

2. Start networking. Networking is a great way to learn about openings and find new jobs – a human connection can be much more reliable and personal than online employment ads. Reach out to friends, family and contacts and let them know if you’re in the market for a new job and what fields or positions you are considering. You might also consider connecting with a recruiter who can direct you to open positions.

3. Stay up to date. You can sign up for newsletters or read publications in your field. Pay attention to current events and trends that relate to the next job you’re seeking. All of this will prepare you for a job change and impress your next potential employer.

4. Update your knowledge. Are there any gaps in your education or training that you need to fill before you will be qualified for a job change? Perhaps you need to finish up an online certification course or refresh your second language. Address these issues now so you can shine when the time comes for a job switch.

5. Then, update your documents. Make sure your resume and online profiles are in top form and that they highlight the skills you have that will apply to the jobs you want. You may need to add in more recent training, certifications and skills. It is also important to have a solid cover letter template so it’s easier to pull everything together when the time comes.

6. Take opportunities where you can find them. Is there something you can do in your current job that will help you prepare for the next one? Or maybe you can find a local volunteer opportunity that will give you more experience in a certain area. Don’t be afraid to raise your hand high and take on additional responsibilities now.

7. Spend some time every day moving forward. Looking for a new job can be a full-time job in itself. Make sure you dedicate a little time every day tackling the things you need to get ready and then applying for new jobs.

USA Staffing Expected to Rebound in 2021

Just like most everything else in 2020, the staffing industry took a hit over the prior year. However, 2021 is already offering brighter prospects and the USA Staffing Industry will exceed $136 billion this year compared to $119 billion in 2020 . While certain segments will do especially well, staffing is expected to enjoy strong growth throughout the year.

As more companies return to work – and return to work in person – and project greater growth and revenue over the year before, full-time and temporary staffing is enjoying stronger headwinds and positive projections. StaffingForce looks forward to spurring on these trends throughout the year.

Certainly, hiring trends will continue to vary based on both job type and industry sector, but 2021 is expected to be a solid year all around, particularly in contrast to 2020.

In 2020, traveling nurse staffing was a bright spot, with continued growth expected based on overall need for health care and nursing. As the focus continues to return to non-pandemic-related care as well, travel nursing will continue to benefit. IT jobs will also likely see notable growth in the temporary staffing arena.

The positive trends for 2021 are based on decline in Covid-19 cases, a steady recovery in the U.S. economy and continued vaccinations worldwide.