Megan McMillan

Kforce’s managed service model recently transformed compliance engineering for a global tech leader. Through automation, workflow optimization and a hybrid onshore/offshore model, we helped the client achieve 24/7 coverage and consistent audit readiness. Discover how this approach produced $700,000 in annual savings and 100% compliance: https://kfrc.co/43Papp2 

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May 2025 Labor Market Summary (BLS and ADP) Brought to you by Back Office Staffing Solutions. BLS Employment Situation – May 2025 Job Growth: U.S. nonfarm payroll employment increased by 139,000 in May. This marks a slower pace compared to earlier in the year, signaling a cautious labor market as we approach mid-2025. Unemployment: The unemployment rate remained steady at 4.2%, unchanged since May 2024, with 7.2 million people unemployed. This stability suggests the labor market is holding its ground despite broader economic uncertainty. Industry Highlights: Health Care, Leisure & Hospitality, Social Assistance: These sectors continued to see job gains, reflecting ongoing demand for services as the summer season begins. Federal Government: Job losses persisted, continuing a downward trend for this sector. Staffing & Recruiting Industry: The professional and business services sector (which includes staffing and recruiting) saw little change, indicating a plateau in demand for staffing services. Year-to-date, job growth has slowed from the robust gains seen in early 2025, and while demand remains in key sectors like healthcare and hospitality, overall hiring momentum is cooling. ADP National Employment Report – May 2025 Private Sector Hiring: Only 37,000 private sector jobs were added in May, the lowest monthly gain since March 2023 and well below expectations. This sharp slowdown highlights growing employer caution and a significant deceleration from April’s 60,000 new jobs. Wage Growth: Annual pay rose 4.5% year-over-year, showing that wage pressures remain even as hiring slows. Both job-stayers and job-changers continue to see robust pay increases. Sector Details: Leisure & Hospitality: Added 38,000 jobs, benefiting from seasonal demand. Professional & Business Services: Lost 17,000 jobs, a potential concern for staffing and recruiting firms. Other Sectors: Mixed results, with some (like financial activities) gaining jobs and others (like trade, transportation, and utilities) seeing declines. Regional Trends: Only medium-sized businesses (50–249 employees) saw notable job growth, while other firm sizes were flat or negative. Year-to-Date Trend: After a strong start to 2025, hiring momentum has faded sharply over the past two months, signaling a broader labor market recalibration. Key Takeaways for Staffing & Recruiting Hiring Slows, but Opportunities Remain: Both BLS and ADP reports show a marked slowdown in hiring for May, especially in the private sector and professional services. However, demand for talent in healthcare, hospitality, and select service industries remains resilient. Market Cooling: The labor market is not contracting, but growth is clearly moderating. Employers are more selective, and job seekers may face increased competition.

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Staffing Industry Analysts (SIA) and global provider of staffing software Bullhorn bring you the SIA | Bullhorn Staffing Indicator for the week ended July 12, 2025: 🔵 US Staffing hours remain close to their levels from the same week a year ago, in the first full week following the July 4th holiday. 🔵 Prior to the July 4th holiday, hours worked in the US staffing industry reached a year-to-date high level, slightly surpassing the levels reached in February and March, driven by slight growth in Commercial staffing. 🔵 Through the first six months of this year, commercial staffing has shown a trend of slight growth. In contrast, professional staffing levels have edged down slightly during this same period. Read today’s full briefing and explore our interactive tools >> https://lnkd.in/dPraWc-M #staffing #jobs #employment #research #professionalstaffing #commercialstaffing

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What Most Staffing Firms Overlook in VMS Hiring: ✔ Gain an understanding of MSP dynamics to successfully navigate response cycles, hidden priorities, and decision patterns. ✔ Do not view MSPs as gatekeepers, but as partners. ✔ Equip recruiters with insights that go beyond the job descriptions. ✔ Establish rapid feedback loops to more effectively recruit top talent. ✔ Maintain candidate engagement through proactive follow-ups and timely feedback. #ManagedServices #MSPStaffing #VMSRecruitment #StrategicStaffing #StaffingSolutions #ContingentWorkforce #OffshoreStaffing #TalentMetrics #SupplierScorecard #SupplierPerformance #SLAManagement #AIinRecruitment #RecruitmentBestPractices #RecruitingTips #AgileRecruitment #EmployerBranding #USRecruitment #USAJobs #HiringNow

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Important Notice for IT Staffing Professionals There’s a dangerous trend: some companies are misrepresenting consultants as Green Card holders by altering immigration documents. This is a federal crime under U.S. law and can lead to: *Deportation *Prison time (up to 10 years) *Fines upto ($250k) *Permanent denial of immigration benefits Even if you didn’t alter documents, using them knowingly puts your future at risk. Be honest about your status, avoid fraudulent practices, and protect your career. Let’s raise awareness and keep our industry ethical!

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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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The most dangerous question for staffing firms in 2026: “How much can we grow?” The better question is harder, and more honest: "Where can we grow profitably, predictably, and sustainably?" This is where firms get tripped up: - Chasing volume that erodes margin - Saying yes to high-chaos, low-trust accounts - Confusing activity with progress Growth that looks good on paper but drains focus isn’t growth. It’s noise. In selective growth environments, clarity beats speed. And restraint becomes a competitive advantage.

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🚨 Significant Shift in Staffing Dynamics: Implications of the $100K New H-1B Rule The recent presidential order has brought a substantial change in the staffing landscape, particularly impacting firms reliant on global H-1B talent, including us. The introduction of a $100K cost per new H-1B employee has prompted organizations to reconsider their team-building strategies. Anticipating this shift, at Amzur, we proactively realigned our approach. We've transitioned from being merely an IT staffing firm to serving as a Workforce + AI Solutions Partner. Here's what this transformation entails: ✅ Facilitating U.S. Talent Acceleration - fostering pathways for graduates, veterans, and upskilled engineers. ✅ Establishing Global Delivery Pods - leveraging India + LATAM teams to circumvent visa complexities. ✅ Implementing AI-Powered Staffing Tools - encompassing resume parsing, proxy detection, and compliance dashboards. ✅ Providing Advisory & Compliance Services - assisting clients in navigating immigration challenges, risk management, and strategic planning. Our focus extends beyond traditional resume submissions; we are dedicated to crafting intelligent teams and systems. Whether you are a client, candidate, or partner, let's engage in dialogue. The landscape has evolved, and together, we can strategize to thrive in this new paradigm. 👉 Connect with me on LinkedIn to explore how we are revolutionizing the staffing domain, even if you want to chat I am available. #H1B #AItalentpool #leadership

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