Archive for the ‘Recruitment’ Category

Stories are often told of the “older generation” that walked into a job after college and were still with the same company 30 years later. These tales are often told with a shaking of the head and a comment or two about how those days are behind us. Between the economy and a millennial generation who is used to having instant gratification, the days of an employee being able to count on a long term position, and conversely, a company being able to count on loyal employees, are over. Or so we thought.

When you actually take a look at some of the current data out there about job searchers, you would find the opposite is actually true. Current studies by the Washington Post show that in the past decade, young employees are actually staying at their jobs longer than any other time since 1983. See graph below:

recruiting and human resources

So what is really going on? This takes us back to the simple answer of: the economy. This generation came of age in a time when jobs were not readily available and the competition was fierce. Many were competing with seasoned employees who had years of work experience that they didn’t have. When they did find a job, they held on tightly because there wasn’t another one readily available around the corner.

However, the good news for both employees and employers alike, is that as the economy is expected to improve, the job market is as well. Companies will be in a better position to offer higher salaries and more benefits to potential employees. Hiring managers will begin to see more competitive employees enter the job market as they see conditions improve, while workers can expect more variety and better wages in their future.

Peter Trombetti is a former partner as Accenture, a leading consultancy firm in Rhode Island. At Accenture, he led 30 employees as head of the business development unit. In his free time, Peter Trombetti enjoys snowboarding. He previously skied but took up snowboarding about 10 years ago.

While skiing and snowboarding are the two most popular winter sports in America, these activities do not have as much in common as one might assume. Snowboarders are heavily strapped onto a single board with their feet facing sideways, while skiers stand on a pair of much smaller boards with their feet facing forward. While skiers are also bound to their equipment, it is much easier for skiers to step out of their bindings in an emergency situation. The most notable difference in terms of equipment is the fact that skiers hold two poles while going downhill, while snowboarders use their bodies to change direction and adjust speeds.

The terrain utilized by both sports is different, as well. Snowboarders primarily use a downhill slope or a snowboard park. Skiers and snowboarders will meet on downhill courses, but skiers can also take on far woodsier terrains. Some skiers even enjoy cross-country trails, which are essentially completely flat for several miles at a time. While the two sports take place on different parts of the mountain, injuries can be very common in both, and the best way to learn either sport is to take lessons from a professional instructor.

For the past six years, Peter Trombetti has served Oficio Group as its founder and managing partner. He guides the company by scouting the best opportunities in various markets and helping engineering candidates fill open jobs. Oficio Group’s areas of focus include placement of talent from mid-level managers to executives. Peter Trombetti is proud of Oficio Group’s placement rate of 98 percent.

Over the past several years, recruiting has undergone major changes that affect how recruiters place talent in any industry. Recruiters can expect more new trends to change the landscape of recruiting through 2013. One trend already in progress is the use of social networking as a virtual talent pool and as a meeting place where companies promote their brands. Firms use these hubs to attract customers, fans of their products and services, and talent interested in joining the company’s ranks.

Of course, companies still depend on assessment resources to make sure candidates measure up to a job’s responsibilities. A glut of new recruiting resources such as tools powered by the cloud perform in-demand recruiting and pre-employment services, to include background checks and tests tailored to skill sets for a specific job.

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Peter Trombetti screens potential candidates for placement in chemical companies at Oficio Group, located in East Greenwich, Rhode Island. Outside of work, Peter Trombetti is an avid golfer who has been playing the sport for over 25 years.

One of the most important terms associated with golf is par. Par is the ideal score that a golfer can obtain on a particular hole. Each hole is assigned a number that indicates the number of strokes that should be needed to get the ball into the hole. This number is determined by the distance from the tee to the hole and by the obstacles that may be in the way.

If a golfer gets the ball into the hole in three shots on a 3-par hole, then that golfer has made a par. If the golfer makes the ball into the hole with one stroke more than par, this score is called a bogey. Two strikes higher than par is called a double bogey, three strikes higher than par a triple bogey, and four strikes higher than par a quadruple bogey. Anything higher than four strokes is simply just referred to by the number of strokes.

On the other hand, if a golfer is able to get the ball into the hole with one stroke fewer than par, this is called a birdie. Making the ball in with two strokes below par is an eagle, while doing so with three strokes below par is called either a double eagle or albatross.

Make Smart Hiring Decisions with Claudio Fernández-Aráoz – YouTube.