Congratulations to Denise on her new career placement with TIAA-Cref! We are proud of you and wish you the best of luck!
Recent Placements with the National Recruiring Center
Every day our National Recruiting Center finds the right candidates. Below are some of the recent examples of where we grow, expand and serve. Congratulations and best wishes to you all!
How We Do It?
We have sustained our leadership position in this industry by making uncommon investments in advanced technology, operations, process and the intense development and training for our recruiter talent. Successful long-arm recruiting, the AccruePartners way, is accomplished by sticking with our formula for success:
- First, build a team of top talent - National recruiters dedicated to our national clients
- Second, leverage advanced technology & social media tools that virtually put us in the seat across the table from each prospective candidate - We assign top priority to meeting our candidates face-to-face for each search and we have maintained this priority to deliver a high-touch level of service for all long-arm national searches.
- Most importantly, we strive to directly respond to requests from our existing clients to expand and grow with them – This has provided us with the ability to open in new markets and perform as an insider or local firm would perform
EXPAND. GROW. REACH FURTHER. CONTACT ACCRUEPARTNERS TODAY!
Charlotte-Concord-Gastonia was ranked No. 20 on the business credit and finance website’s list of the 25 best cities for small business.
San Jose ranked No. 1 on the list.
Biz2Credit generated its annual list based on a weighted average that includes annual revenue, credit score, age of business (in months), cash flow, debt-to-income ratio, incorporation (C-Corp or LLC versus sole proprietorship), and business owners’ personal credit scores.
For the rankings, Biz2Credit defined small businesses as companies with fewer than 250 employees or less than $10 million in annual revenue.
The Top 25 Cities for Small Business in 2014 are:
- San Jose-Sunnyvale-Santa Clara, California
- Detroit-Dearborn, Michigan
- Los Angeles-Long Beach-Anaheim
- San Francisco-Oakland
- Las Vegas
- New York
- Miami-Fort Lauderdale-West Palm Beach, Florida
- Riverside-San Bernardino, California
- Tampa-St. Petersburg, Florida
- Sacramento, California
- Portland, Oregon
- Dallas-Fort Worth
- San Antonio
- Jacksonville, Florida
- Orlando-Kissimmee, Florida
Rie is a candidate who was working with recruiter Shannon Messina. She has recently been hired in the Japanese Executive Assistant position and we look forward to having her represent AccruePartners!
“Ben has demonstrated the ability to lead a team, achieve high levels of group production and simultaneously maintain a high performance personal production. During his tenure he has not only proven his abilities, but he has added great value to the clients and candidates we serve, our internal firm operations and the industry. It is because of his continued contribution, loyalty and success that he is being promoted to Vice President.”
Temporary employment has long been viewed as an interim measure for employees who find themselves looking to rejoin the workforce after a lay-off or other departure. But as the economy continues a slow march towards recovery, temp roles are becoming increasingly attractive opportunities for workers to regain permanent staff positions in their industry, or explore a career in an area where they may not yet have professional experience.
Here’s a list of some of the fastest-growing temp jobs in 2014:
Human Resources Specialists
Recruit, interview, and place workers in positions.*
People employed: 64,049
Jobs added 2013 – 2014: 2, 407 – 4% growth
Median earnings per hour: $26.83
Customer Service Representatives
Offer information about a company’s products and process customer complaints and orders.
People employed: 93, 041
Jobs added 2013 – 2014: 2, 826 – 3% growth
Median earnings per hour: $14.70
Perform physical labor-based tasks on construction sites.
People employed: 75,183
Jobs added 2013 – 2014: 2,269 – 3% growth
Median earnings per hour: $14.42
Perform clerical and administrative duties and support office staff.
People employed: 71,573
Jobs added 2013 – 2014: 2,175 – 3% growth
Median earnings per hour: $15.58
Facilitate patient care and provide patients, public, and family members with health information and support.
People employed: 58,000
Jobs added 2013 – 2014: 1,767 – 3% growth
Median earnings per hour: $31.48
»View the Forbes article for the full list of top temp jobs!
*Job descriptions based on information provided by the Bureau of Labor Statistics.
The negative impacts resulting from slow hiring are numerous. The most damaging ones are listed here in descending order of their negative impact:
- You will lose most of the candidates who are in high demand during the late stages of your recruitment process
- Unfortunately slow hiring does not improve the quality of those who you hire
- You will lose significant revenue and productivity because vacant positions are open for too many days
- You’ll have to pay new hires more in salary because they will be bid on
- Your image of being slow decision-makers will cause you to lose many top prospects
- Slow hiring will reduce applications because it will damage your external employer brand image and the candidate experience
- Slow decisions will cause you to lose a high percentage of “head-to-head” talent battles for top candidates
- Slow hiring dramatically reduces hiring manager and recruiter excitement
- Your customers and employees will also feel the negative impacts of slow hiring
- If you are targeting “passive prospects,” realize that slow hiring may result instead in the hiring of actives
- An extended hiring processes can significantly raise “hidden” hiring costs
- Using standard speed-of-hire metrics can severely mask slow hiring problems
If you don’t yet understand the impact of slow hiring, perhaps an analogy will help. The high school prom makes an excellent analogy. It is common for most students to ask the most desirable prospects to be their prom date within a week or two of the prom announcement. But what if you decided instead to wait for 47 days to ask (the average time it takes a corporation to make a hiring decision) a desirable prospect for a date? What would the probability be that after 47 days your top three choices would still be available to say yes to your late offer?
Recruiting is a lot like acquiring a prom date. If you wait 47 days to make a selection decision, you must realize how relatively “ugly” your new hire is likely to be!
»View the full article for a more detailed description of the above reasons