Los Angeles Times
Hiring slowed to 88000 jobs in March; unemployment rate drops to 7.6 percent
Businesses dramatically curtailed hiring in March, according to new government data, raising questions about the underlying strength of the economic recovery as the nation absorbs deep federal spending cuts. The economy added a paltry 88,000 jobs last …
Jobs report paints a dreary picture
US employers add jobs at slowest pace in nine months
Job Growth Slows to a Trickle
Tag Archive for Hiring
London (PRWEB UK) 20 July 2012
Slowing job opportunities in the UK continued in the second quarter, ending 31 June 2012. Financial sector job availability slowed in the UK by 19% year-on-year with average monthly job postings decreasing from 3,522 in Q2 2011 to 2,836 in Q2 2012.
The UK also saw a 3% quarter-on-quarter decrease from Q1 2012 to Q2 2012. Across the worlds top financial markets, only the US enjoyed a significant increase of 13% over the period, while APAC and Continental Europe and the Middle East recorded modest growth of 2% and 1% respectively.
In June, the number of job postings on eFinancialCareers.co.uk in insurance (+6%), consultancy (+5%) and private equity & venture capital (+2%) were the only three sectors recording growth year on year. Equities and FX & money markets were the worst performing sectors, with a drop in job postings of 49% over the period, narrowly followed by derivatives (-48%).
The increase in hiring that usually takes place in the post-bonus period hasnt materialized this year. Instead, the continued uncertainty in the marketplace has driven financial services to adopt a very cautious approach to hiring, comments James Bennett, Global Managing Director at eFinancialCareers.
Unsurprisingly, the current environment has impacted the confidence of finance professionals. A poll* carried on efinancialCareers site reveals that seven out of 10 respondents described the current hiring climate cold or freezing. When asked whether they will be able to find a new job that is equal to or better than your current or most recent position in the second half of 2012, the respondents were split 50-50.
The eFinancialCareers Quarterly Barometer tracks UK positions advertised on eFinancialCareers in sectors where there is a minimum level of 300 advertised jobs a month for the quarter. Sectors qualifying for the UK Barometer for the three months ended 30 June 2012 were Private Equity / Venture Capital, Investment Banking / M & A, Sales & Marketing, Corporate Banking, Credit, Consultancy, Research, Insurance, Trading, Debt / Fixed Income, Hedge Funds, Accounting & Finance, Commodities, Derivatives, Information Technology, Equities, FX & Money Markets, Asset Management, Capital Markets, Quantitative Analytics, Compliance / Legal, Risk Management, Private Banking / Wealth Management, Operations.
results as of Friday, 7th July 2012.
eFinancialCareers, a Dice Holdings, Inc. service, is the leading global career site network for professionals working in the investment banking, asset management and securities industries. The website provides financial services professionals with job opportunities, job market news and analysis, salary surveys and career advice. Recruiters and employers can post jobs targeting specific sectors within the financial services industry, both buy-side and sell-side, and can search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of co-branded career sites with industry-leading trade publications and offers local websites in 19 markets and five languages primarily across North America, Europe, the Middle East and Asia-Pacific. Please visit http://www.eFinancialCareers.co.uk for more information.
For media enquiries or to arrange an interview with James Bennett, Global Managing Director of eFinancialCareers, please contact:
T: +44 (0) 20 79977910
M: +44 (0) 7432 736 221
There are in excess of 26,500,000 small establishments in America according to the latest figures. Those are merely the ones the us government reports: for every one that is on the record books there are many others not on the books. People are quilting, making homemade projects, mowing and trimming yards, painting homes, and all kinds of other things without them showing up on a analysis that anybody has. With the overall economy being so troublesome, now more than ever they are going to do whatever needs doing to help make enough to survive on. Although the country’s economy is tough, if you’re an employer you still have to be very cautious that you be aware of the repercussions of whether or not the people who work for you qualify as contractors, employees, or something else.
A large number of businesses have employees and haven’t even figured it out yet. They believe they are paying contractors when, the reality is, it is an employer-employee connection. This happens because there’s a strong informal economy. If you want some odd tasks conducted in your home, you get in touch with the man with the ad in the paper or on Craigslist. When you wish a bit assistance getting your receipts together for income taxes at the conclusion of the year, you call your step-brother. We enter in and out of commercial working relationships all the time. It never occurs to most of us whether we’re creating an employee relationship or not.
Everyone knows either somebody that is being paid “under the table” or somebody who is paying another individual under the table. Sometimes it goes on for a long time, but once they catch up with you the penalties or fees can pile up. You may discover youself to be in arrears for everything you ought to have been paying, in addition to fees and accumulated interest. As a rule the reason paying under the table continues is usually there’s not a lot of money involved and it’s not a long-term partnership. Once the amount of cash increases and the relationship continues on for several years, it’s too easy for people to let the secret out. It’s just not worth taking the chance.
Having said that, it’s not difficult at all to find companies that keep people around in kind of a hazy partnership, notably small companies that can’t afford an accountant and all of the hassle that comes with employees. All too often it is not dependent upon what you wish to do. You have to make do with the materials you have. Life isn’t fair, and many times we must choose the lesser of two evils.
How do you know whether you have an employee or a contractor?
First thing you look at is function. Does the person operate basically on their own and in some cases help you too? Or do you define their function? Someone who builds houses should have his own aims, techniques, and processes for building a structure. He’ll almost certainly also have a registered business (if needed). His function is owned by him. You are just one of many customers he has.
Control is important. An individual who is a barber controls the actual time and location where they will trim your hair since they’re not your employee. You call and make time for an appointment and he checks to see if it will work. Likewise, an actual contractor controls their calendar and location. Need somebody to be in the office at 9:30am everyday and work until 4pm? If so you are taking a great deal of control that you wouldn’t have if the person was an authentic contractor.
How are you supporting your contractor? Though it’s typical for a contractor to be provided a place as well as perhaps equipment to work with, most of the time they don’t go to organization occurrences, get special incentives, receive ratings from management, or obtain other employee-type support from clients.
If you have questions, see a lawyer. I’m just providing some general guidelines taken from the IRS website. A contractor does not have to satisfy every point exactly. It’s a really difficult field and it’s easy to find yourself needing an attorney for lots of basic questions. Yet, if your contractor fails the test, the IRS considers them an employee whatever you might think about them, and regardless of their “official” title.
Many times contractors deliver the greatest freedom and range of flexibility with helping you in your efforts. It’s not essential to be concerned with overtime pay, workman’s comp, health coverage, or any one of an hundred other items. You just pay the cash and they get the job done. Therefore it’s worth choosing contractors if you can. Some businesses attempt to transform all of their employees to contractor status. If they meet the required conditions it’s definitely possible, but it is not much of a magic bullet. We’re back to seeing the lawyer again. Do not forget that employees that turn down the proposed new arrangement will be qualified to apply for unemployment benefits.
Thankfully you can hire contractors from all around the globe by using the world wide web without running into the same troubles you have employing employees that live nearby. There’s no limit with the quantity of contractors you can have. If you need somebody local but it still looks painful, try using temporary workers. You pay the temp service as a contractor, and then they deal with the employer duties. If you are not satisfied with the employee, you can release them without having to concern yourself with unemployment issues. It is a nice contractor-employee middle ground.
Whichever choice you choose, do not let the reality that money is sparse and the rules are complicated prevent you at the very least of knowing about the alternatives you have available. We all must take chances, especially little businesses in tough times. The trick is being sure they are informed risks.
If you’d like to read more about creating paycheck stubs to people both contractors and employees, take a look at the author’s blog. Or if you’d like things in more of a stream, there’s also the author’s tumblr page where he does all things business and payroll related.
Its football season all over again.
I like football, there’s just simply no better sport to watch.
And now that the season is at full swing, this can only imply some things:
The Indianapolis Colts are in first place in the AFC South
The Detroit Lions are in last place in the NFC North
Uh.wait for a second.
At this moment, the Indianapolis Colts have not even won a game yetand Detroit (with the exception of a last minute recovery in the 49ers and would have been undefeated and tied for first in the NFC South) is 5-1 and in second place in the NFC South!
How things change from 1 year ago.
Its kind of like your sales management business a few years ago just before this “world recession” thing hit.
Sales Management Blindside Hits
At one point, you’re humming along, customers are placing purchase orders, your sales reps are earning income, sales are flowing then, WHAM! Out of nowhere a global recession blindsides you and your business.
Sales start to crash, your previously contented clients are haggling you on price at each and every turn, low-priced competitors begin to take your share of the market, your boss starts to lose his cool, your sales reps start leaving for “other job opportunities”.
Your own sales management ship has all of a sudden sprung more leaks compared to post-iceberg, non-Leonard DiCaprio-carrying Titanic.
You’re in a real pickle to say the least
Alright, so what is the next step?
Would you continue doing that same things and hope for the best?
Or would you actually do something about it, hunker down and figure out how you’re going to solve this mess?
Would you think that you should get some current sales management training which could actually help you to succeed?
The Importance of Sales Management Training
Anyway, hopefully you start carrying out the last 2 things. And having solid sales management training among the best things to do.
So get some solid sales management training and make sure you put on your football helmet.
When do you perform your greatest work? When you feel bad or when you feel good?
Well, the obvious answer is when you feel good. Nobody feels like doing much of anything whenever they feel bad.
Whenever people don’t feel so good, they will end up doing very little.a bad situation for you.
Thus it begs the question: does the salesperson overflowing with self-confidence sell a lot more than the sales rep who is lacking in confidence? The answer may seem obvious, however how come very few average sales managers commit most their time developing their people’s confidence up instead of ripping it down?
Maybe a lot of sales managers are former sales salespeople themselves and “seagull sales management” (swoop in, dump on the rep, then fly away), is all they do know. In this situation, unfortunately, ignorance begets more ignorance
Or perhaps many sales reps come from a background of athletics and sales like sports, is very competitive and similar to athletics in lots of ways, where handling by tearing down is very common. I’m not sure, but I do know that this form of “management” is far too common and far too ineffective for producing exceptional results. They could continue to be motivated and not make them feel bad?
Its really this simple: if you make your sales reps feel good = they can more
This may be the basics of sales 101, but the sales rep who feels good, sells more; it’s just that simple. People do better under a feeling of appreciation and encouragement than they do under a feeling of criticism and negativity. And when you will make them feel important and make them feel good about what they’re doing everyday, then you will be on the path to outstanding results. Sometimes all you need is a few words to let them know that you value the things they’re doing, but you need to do it effectively, with specific praise, otherwise it just doesn’t work.
You might believe that the only thing that all sales reps are interested in is money as their main motivation. Yet, even the most materialistic people is aware that there are far more important rewards than money alone. Most salespeople just want to really feel valuable and feel good about what they are doing.
The two rewards topping the list are: self-respect and the respect of others.
People love to look good, so your job as an outstanding sales manager is to create an environment in which your sales people look good. Look for opportunities to let them know that you really value what they’re doing. By doing this, you will find that the work and results you receive in exchange comes back to you tenfold.
In outlining the close to infinite development opportunities for the Coca-Cola company, the late amazing former President of Coca-Cola Robert Goizueta would frequently say to his own troops:
“Each of the world’s six billion people drink on average SIXTY-FOUR ounces of fluids a dayof which TWO ounces is Coca-Cola”
This “sixty-two ounce upside” caught the essence of his message and reinforced the core belief that Coca-Cola had a near limitless growth opportunity. Goizueta was specially good at taking a complex concept and communicating it in a clear visual, yet still uplifting way.
He was obviously a real “visual sales leader”.
Do you do exactly the same with all your sales team?
Visual sales leaders make use of remarkable simple ideas to really make it very clear what would need to get done. They do it in easily understandable terms. The simplerthe better. But they make it unforgettable.
If you’re able to distill the entire market down to its essential visual elements, and then MONETIZE it so that your sales team can comprehend it without having any questionthen, watch out.
Let me give you an illustration:
*You sell a certain kind of women’s dress
*The total market made $24 million for the sales district in 2008.
*Your total 2008 sales were actually $4 million.
*Your market opportunity = $20 million
*Each of your own ten salespeople has a $100,000 quota to achieve their own sales goal.
(Although I’ve never sold dresses in my life), a visual sales leader might possibly tell you something like this:
“When you place 1 of our dresses in the hands of ONLY one out of every two hundred female dress shoppers as part of your whole geography then, great jobyou achieve your quota”
“Butif you put one of our dresses in the hands of one out of every 100 female dress shoppers in your whole geography, in that case congratulationsyou just hit sales stardom”
With this example, you’re simultaneously “leading visually”, while simultaneously “Setting the Bar Higher” . Visual leading cuts through the crapeven while reinforcing the predominant sales messages so your reps will keep their eyes aimed at the reward.
And the prize is the “sixty-two ounce upside”
Interim management provides organisations with a wealth of benefits, including short term resolution of immediate issues, strategic direction on the long term development of a company, and recruitment practices that conform to the terms you need.
The cost-effectiveness of interim management recruitment is possibly the most significant benefit to a company. Your company might be running up HR costs as a result of the recent economic climate so it may be of benefit and save you money if you implement the services of an interim manager.
Interim management for your HR department
The first question you need to ask yourself is this: does your HR department require interim management?
The role of an interim human resources manager is to offer recruitment solutions as well as other various HR related responsibilities. These can include over viewing contracts and job descriptions, undertaking staff appraisals or grievances or training fellow HR professionals. An interim manager may also be taken on to develop an organisations’ HR department and come up with strategies for the future as well as implementing and monitoring company schemes.
When your organisation needs to address issues regarding the number and quality of existing staff, interim HR management can be highly effective in carrying out potentially drastic changes. The right interim manager will be able to review staff performance and recommend cuts where necessary, implementing and progressing redundancies and realigning the organisation in line with the goals you are hoping to achieve.
If it is all these responsibilities and more that your HR department needs help with, interim management can provide the solutions you need on a fixed time frame. The great thing about interim management is that you don’t have to make a long term investment to get the long term return you are seeking, these types of contracts are for as long as you wish them to be.
Saving money through interim management
It may not appear to be a cost-effective approach straight away. The initial cost of taking on an interim manager may put some employers off. It is the long term benefit of reducing HR costs which compels organisations to use this method.
The factors worth looking at are the potential benefits of employing an interim manager that ordinary recruitment practices might not bring. For example, hiring an interim HR manager can take a lot less time in procurement, meaning that you aren’t shedding time on their contribution. Interim managers are also required to produce fast results, reducing the time you spend paying them for their services.
Interim HR managers make a career out of positive results and provide a uniquely impartial view. This is where their value lies, you potentially save money by not recruiting the wrong people. Because interim managers are nearly always highly qualified and experienced, your results will be significantly increased and you will earn more money.
Outcomes UK supply highly experienced and qualified interim management to get results in the social care sector across the United Kingdom. For further info on their expert services and to make an enquiry, visit http://www.outcomesuk.com/.
I was thinking the other day it appears like there are a lot of struggling sales managers out there today.
With the economy the way it is, it doesn’t really matter what business you’re in – most likely you and the sales team are feeling the pinch.
And So I was pondering what if I possibly could simply write down 5 big ideas that really helped to shape my own success as the sales manager?
I assumed if I could do it right by using these concepts, then a great number of other people could possibly do this too
The truth is I did not get started with my sales management profession doing too well in fact, I seriously didn’t understand what I had been doing until my very first full year.
However I think I was wise enough to comprehend that I did not know much so I studied how you can do well practically non-stop for a whole year.
Also, I was lucky enough to have a fantastic employer and access to some other leadership advisors their own creative ideas really shaped my way of thinking as a sales leader.
During my very first 12 months as a sales manager, I began to make use of a few of these strategies and then to my delight, I have my greatest money year ever, till that point in time.
I included those five things here.
Here they are:
1.Trust: Get your salespeople to believe in you so that they can in return, produce great outcomes for both themselves and for you.
2.Empowerment: Discover how to inspire your sales reps so that they don’t need to go to you for every little thing. Learn the key ideas that train your reps to take reliable, correct, consistent action without your intervention needed.
3.Accountability: Set the bar higher and continue increasing it! Bring your own sales team along by making all of them fully accountable (meaning no excuses, mind you) for their actions and results whether or not those results are stupid or stellar.
4.Release of Control: Release yourself limiting/time demanding/hours-sucking control complex, while continually pushing your sales team to generate a whole lot bigger sales when you’re not with them!
5.Hire excellent (not only simply good) sales people, coach them, support all of them then unleash them and allow them to be themselves.
These five ideas made all the difference and still do even today.
Ill keep passing on what’s taught me to be so that maybe it will aid you as well.
Back when the idea of a “virtual office” or a “paperless office” was all the corporate world could think about, for most of us, the idea sounded extremely appealing. Everything was to be performed and saved in computer systems. You could do all this in the flick of switch, the click of a mouse. You wouldn’t even need to discuss with your co-workers any more.
In 2007, a study showed that by the year 2009, forty one percent of the time workers spend in the office would be used for responding to emails.
Forty-one percent! In case you haven’t noticed, that is quite a large number. And yet who can blame anyone? E-mails are quick and easy to use. It’s no wonder that people in the office would rather just send emails rather than have to talk with anyone face-to-face.
That’s the problem. Sending emails is more secure, more convenient, and to a sales rep, it’s so darn ineffective.
Here, we tackle the problem of personal relationship versus the convenience from technology. For instance, it is extremely difficult to establish trust among sales manager and sales rep if their only point of communication is through their own Blackberry phones.
No amount of e- messaging is going to take the place of the closeness and familiarity of actual human contact – this really is essential especially for sales reps.
A good leader “gets in their grill”, (as one of my past bosses used to say). And as the sales manager, you need to get in your reps grill. Speak to your sales people, you can ask their own thoughts, consider their point-of-view. Contact them and offer to help them on their own jobs every once in awhile. When I say talk to them, I mean talk to them. Keep that Blackberry phone in your pocket, and walk to their own work stations or even go out in the field along with them and see what’s actually going on using actual human contact.
It’s so simple, and it’s far more effective as compared to writing a one-liner e-mail on Outlook.
Forget about the blackberry stuff. Create a two-way relationship with your sales people.