Ed Anderson-CPC

Aerotek's latest Job Seeker Survey reveals what today’s candidates value most and how employers can better connect with top talent. Key findings included: 🎯 Job stability is a top priority amid economic uncertainty 📋 60% of job seekers say entry-level roles require too much experience ⚙️ 72% of job seekers are applying to manufacturing jobs and 64% are optimistic about the industry’s future 🗺️ 42% of job seekers are open to relocating for the right opportunity As the labor market evolves, it’s more important than ever to understand what candidates are looking for. Employers that are transparent, keep experience requirements realistic and offer growth opportunities will be best positioned to attract and retain talent. Check out the full Q3 Job Seeker Survey report here: https://bit.ly/3Io40K9

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Here are some highlights from the past week of quarterly results for publicly traded staffing, recruiting, and workforce solution firms: - Kelly - up 4.2% overall (down only 3.3% in organic) - BBSI - up 10% - Recruit - down 2.5% - Adecco - up .4% organically - TrueBlue - even with last year's revenue - Heidrick & Struggles - up 12.4% (constant currency) - Insperity - up 3% Here are some of the quotes from the earnings announcements: "we have experienced recent growth momentum" "we have seen clear improvement in Adecco France and Adecco US" "we are encouraged to see positive momentum" "we had a strong first half that exceeded the high end of our outlook" "Kelly continued to drive growth in more resilient markets" The pendulum is swinging back in the staffing and recruiting industry. The proactive, focused staffing firms that stop using the economy as an excuse are starting to see positive results that will position themselves well for a strong second half and into 2026. The salespeople that have adopted the mantra "no one's buying" will continue to lag farther behind, and will be caught flat-footed when the economy really rebounds.

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New insights from Aerotek’s latest Job Seeker Survey are in. We recently surveyed over 2,600 job seekers to better understand what today’s talent is really looking for, and their priorities were clear: 🚀 73% expect employers to offer opportunities to develop new skills ⚙️ Nearly 50% are focused on improving their technical skills 💡 29% are prioritizing leadership development These aren’t just stats — they’re a reminder of how important it is to keep evolving and investing in people. I invite you to explore the full report here:  https://lnkd.in/diFe8fHd I look forward to sharing more insights from Aerotek's Job Seeker Survey series throughout the year and continuing the conversation about what today’s workforce truly values.

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Financial pressure and uncertainty about what paychecks might look like next year? Employment trends expert Ryan McCarty joins FOX 19 to discuss the 2026 Salary Guide from Robert Half which can help give workers the information they need for negotiations and more https://bit.ly/4o5Ls0k

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Think staffing agencies are too expensive? Think again. The real cost of hiring includes not just salary—but time spent interviewing, onboarding, and worst of all—replacing a bad hire. Agencies help reduce those risks. We identify the right candidates the first time, lowering turnover and boosting retention. You also avoid costs from job ad spend, tech tools, and time lost from unfilled roles. Plus, we offer flexible options like contract, temp-to-hire, or direct hire—so you only pay for what you need. In the long run, working with a staffing agency doesn’t just save money—it adds value to your business.

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The One Thing Most Staffing Firms Are Still Getting Wrong Just wrapped ASA Staffing World 2025, where I joined Kyle Decker (Riley Decker Companies), Jason Leverant (AtWork Group), and Sara Luchsinger, CSP Luchsinger (SEEK Careers/Staffing) for a panel on industrial staffing's future — facilitated by the sharp Analisa Gutierrez (Summit Staffing). The room was packed. The topic: "Back to the Future: What Light Industrial Staffing Can Learn from the Past." Here's what struck me: Everyone agrees AI matters. Almost no one is acting like it. We talk about AI transforming recruiting, but most firms are still running 2015 playbooks with a chatbot bolted on. That's not transformation, that's expensive decoration. The gap isn't technology. It's training. Your recruiters don't need to fear AI, they need to know what to do with it. The firms winning right now aren't the ones with the biggest tech stack. They're the ones teaching their teams to work with automation, not around it. Second takeaway: Speed doesn't matter if they quit in 30 days. We've spent 20 years optimizing time-to-fill. Meanwhile, clients quietly started measuring success by Day 91, not Day 1. That shift changes everything about how we source, screen, and support placements. Retention isn't a bonus metric anymore; it's the whole game. Third: The past has one lesson we keep ignoring. Every downturn exposes the same vulnerability: firms that treat recruiting as transactional get crushed. Firms that build relationships survive. AI can handle transactions. Relationships? That's still your competitive moat. Thanks to ASA and my fellow panelists for pushing this conversation. What's the uncomfortable truth you're seeing that the industry isn't talking about yet? I'm collecting these for a deeper piece on what's actually shifting in industrial staffing right now. #StaffingWorld #IndustrialStaffing #AIinRecruiting #RetentionFirstRecruiting

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Are you curious about how American workers feel about their jobs? If you’re an employer, keep reading to discover how you can attract and retain employees. According to a recent Staffing Industry Analysts article, the 2025 Conference Board Job Satisfaction survey highlights a growing generational gap in workplace satisfaction, offering important insights for employers seeking to attract and retain talent across age groups. While overall satisfaction reached a record high, only 57.4% of workers under 25 reported being satisfied with their jobs—making them the only age group to experience a decline. In contrast, 72.4% of workers aged 55 and older expressed satisfaction, citing improvements in leadership, workload, and meaningful work. These findings indicate that hiring strategies should be tailored by generation. For younger workers, employers should focus on fostering a strong sense of culture and belonging, offering clear growth paths, personalized feedback, and opportunities for skill development. To attract and retain older workers, organizations should prioritize leadership quality, meaningful work, and flexible arrangements that support work-life balance. Building multi-generational teams and designing engagement strategies that reflect the distinct priorities of each group will help close the satisfaction gap and foster a more resilient, satisfied workforce; for the entire article, see the link below.  #employeejobsatisfaction https://lnkd.in/g4aCscVJ

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The future of work is here, and it’s all about flexibility. Vaco by Highspring’s latest Talent Pulse Newsletter highlights a major shift—professionals are increasingly prioritizing contract work for its variety, competitive pay, and career growth opportunities. Employers benefit from flexible workforce models, too. They help businesses access specialized skills, quickly scale teams up or down, and keep critical projects moving forward. Curious about what else is driving this shift? Check out the full newsletter. https://lnkd.in/eJgBV3ct #VacoTalentPulse #ContractWork #FutureofWork

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Considering whether to make a career move or ask for a raise? Thomas Vick, technology hiring and consulting expert at Robert Half, joins FOX 32 to discuss compensation trends to know for 2026 https://bit.ly/4pTL86D

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Q2’s impact on your Q3 Sales, SE, and CS recruiting plans? Below are the basics of reviewing Q2 and YTD performance on your Q3 recruitment plans. They should serve as “return to the basics” reminders of what you already know. However, the real question: ARE YOU ACTING ON THE DATA or is blind faith in non-performers, inertia, or other “priorities” preventing you from making the required changes? Change can be uncomfortable or painful but is often best for everyone, organizationally, emotionally, and financially. Have a great summer! Mark Considerations for Sales, SE, and CS recruitment when reviewing Q2 and YTD: Who is not meeting their performance metrics? ·        Do they have sufficient leadership and resource support? ·        Have they previously been informed of the required changes to their execution? Have they demonstrated a commitment to making those changes? ·        Is their continued presence negatively impacting the morale of other team member or your integrity/consistency as a leader? What changes in your market, solution offerings, pricing, and competition require new skills training or new personnel. Does your team need more talent capable of ·        Going deeper into existing large accounts? ·        Managing a lower price point and higher velocity sales process for middle market and SMB accounts? ·        Reducing customer churn? ·        Leveraging partners? ·        Evangelizing new technology concepts, gaining early adopters? ·        Demonstrating the specific ROI of your solution offerings to your prospect’s specific needs (as opposed to generic and potential ROI?) ·        Gaining written agreement with your prospects’ executive teams on what a successful proof-of-concept will specifically look like, the timeframe for that evaluation, and the specific prospect commitments if the POC outcome is realized?   

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Cleveland Enacts New Pay Transparency Ordinance – Effective October 27, 2025 Beginning this fall, employers in Cleveland with 15 or more employees will be subject to new requirements under Ordinance 104-2025: • Salary ranges or pay scales must be disclosed in all job postings • Employers may not request or rely upon salary history when evaluating candidates, setting compensation, or determining eligibility • Exemptions apply in limited cases, such as internal transfers, voluntary disclosures, rehires, or positions governed by collective bargaining agreements ⚖️ Objective: To promote pay equity and increase fairness in the hiring process. 📌 Action steps for employers: • Audit and update all job posting templates to include salary ranges • Train hiring managers to comply with salary history restrictions • Review internal hiring policies, as well as third-party job boards and vendors, to ensure alignment with the ordinance Cleveland now joins a growing number of U.S. jurisdictions advancing pay transparency measures, signaling a broader shift in compliance expectations for employers nationwide. #PayTransparency #HRCompliance #EmploymentLaw #TalentAcquisition #Recruitment #Cleveland #HiringCompliance #PayEquity #FutureOfWork ⸻

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Contingent labor and temporary talent are becoming more than just “flex staffing”. They’re a strategic response to a changing workforce. With the new H-1B lottery rule favoring higher wage levels, companies will need to rethink how they source key talent. That shift, combined with tighter immigration enforcement and rising costs from tariffs, is forcing organizations to look beyond traditional hiring. Many will rely more on temporary talent, L-1 transfers, and flexible workforce models to stay agile. At the same time, employee expectations are rising. Organizations that meet those needs attract and retain the talent that will propel their business.

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