Employers must offer incentives to lure workers to S. Florida
BY MARCIA HEROUX POUNDS
South Florida Sun-Sentinel
September 24, 2007
South Florida employees are reaping the benefits of a tight labor market, as companies offer them referral bonuses and perks.
The costs of housing, insurance and property taxes are prompting bigger relocation packages and sign-on bonuses. Businesses also are asking existing employees to refer new workers, offering thousands of dollars in incentives.
"It's certainly a market out there that causes folks to look at innovative ways of recruiting," said Mason Jackson, president of Broward's employment agency, Workforce One.
To read more, click HERE.
Monday, September 24, 2007
Monday, September 17, 2007
NAS Celebrates 60 Years!
Cleveland, OH (PRWEB) September 10, 2007
NAS Recruitment Communications is pleased to announce that today is the company's 60th year in business. Special celebrations to honor the milestone event are scheduled to happen today in all 38 offices throughout the US and Canada.
Over the past four weeks, NAS has been counting down to the special date by distributing weekly gifts--symbols of the company's beliefs and success--to its employees across North America.
"We hope that working for NAS," said Jim Miller, NAS Co-Chairman, "has changed the lives of our employees in many positive ways. These are the talented individuals who dedicate themselves every day to providing the world class customer service NAS is known for. We're grateful for their enthusiasm, commitment and loyalty as we partner with clients to create demand, deliver talent and change lives."
For 60 years, NAS has been helping clients market the perfect job to exceptional talent.
"We take great pride," said John Stepien, NAS Co-Chairman and Chief Revenue Officer, "in our contributions to making things better for so many companies and so many people. We are constantly evaluating, constantly tweaking, constantly rewarding and celebrating the success of our clients as they recruit the talent to make their companies grow. NAS has also grown and enjoyed continued success over our long history. We look forward to many more years in this exciting industry."
To view our 60th Anniversary video click HERE.
NAS Recruitment Communications is pleased to announce that today is the company's 60th year in business. Special celebrations to honor the milestone event are scheduled to happen today in all 38 offices throughout the US and Canada.
Over the past four weeks, NAS has been counting down to the special date by distributing weekly gifts--symbols of the company's beliefs and success--to its employees across North America.
"We hope that working for NAS," said Jim Miller, NAS Co-Chairman, "has changed the lives of our employees in many positive ways. These are the talented individuals who dedicate themselves every day to providing the world class customer service NAS is known for. We're grateful for their enthusiasm, commitment and loyalty as we partner with clients to create demand, deliver talent and change lives."
For 60 years, NAS has been helping clients market the perfect job to exceptional talent.
"We take great pride," said John Stepien, NAS Co-Chairman and Chief Revenue Officer, "in our contributions to making things better for so many companies and so many people. We are constantly evaluating, constantly tweaking, constantly rewarding and celebrating the success of our clients as they recruit the talent to make their companies grow. NAS has also grown and enjoyed continued success over our long history. We look forward to many more years in this exciting industry."
To view our 60th Anniversary video click HERE.
Thursday, September 6, 2007
Younger workers don't think like the Boomers...
Marcia Heroux Pounds
Business Strategies
September 6, 2007
When Gary Sapir's son took his first job out of college, he told his new employer he couldn't start right away because he had a ski trip planned.Sapir, a veteran human resources expert in South Florida, was aghast.
But his son's new employer was not fazed. The company had a "buy back" program for vacation. Sapir's son was allowed to buy five vacation days even though he was just starting his job.
As a new survey by Fort Lauderdale-based staffing firm Spherion Corp. points out, employees age 18 to 24 who are entering the work force don't think like their Baby Boomer parents and supervisors.
The "emerging work force," which includes workers of any age who have a less traditional view toward work, wants control over their careers and a better work/life balance, according to the survey. Employers need to provide flexible work hours, telecommuting, job-sharing and other arrangements that help them with their personal lives.
Click HERE to read more.
Business Strategies
September 6, 2007
When Gary Sapir's son took his first job out of college, he told his new employer he couldn't start right away because he had a ski trip planned.Sapir, a veteran human resources expert in South Florida, was aghast.
But his son's new employer was not fazed. The company had a "buy back" program for vacation. Sapir's son was allowed to buy five vacation days even though he was just starting his job.
As a new survey by Fort Lauderdale-based staffing firm Spherion Corp. points out, employees age 18 to 24 who are entering the work force don't think like their Baby Boomer parents and supervisors.
The "emerging work force," which includes workers of any age who have a less traditional view toward work, wants control over their careers and a better work/life balance, according to the survey. Employers need to provide flexible work hours, telecommuting, job-sharing and other arrangements that help them with their personal lives.
Click HERE to read more.
Tuesday, September 4, 2007
Still Tracking Vacation Time?
Flexible time off lets employees decide when, where to work
Some firms no longer tracking vacation days
By Ken Belson
The New York Times
September 4, 2007
It's every worker's dream: Take as much vacation time as you want, on short notice, and don't worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody's keeping track.
That is essentially what goes on at IBM, one of the cornerstones of corporate America, where each of the 355,000 workers is entitled to three or more weeks of vacation. The company does not keep track of who takes how much time or when, does not dole out choice vacation times by seniority and does not let people carry over days off from year to year.
Instead, for the past few years, employees at all levels have simply made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.
Click HERE to read more.
Some firms no longer tracking vacation days
By Ken Belson
The New York Times
September 4, 2007
It's every worker's dream: Take as much vacation time as you want, on short notice, and don't worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody's keeping track.
That is essentially what goes on at IBM, one of the cornerstones of corporate America, where each of the 355,000 workers is entitled to three or more weeks of vacation. The company does not keep track of who takes how much time or when, does not dole out choice vacation times by seniority and does not let people carry over days off from year to year.
Instead, for the past few years, employees at all levels have simply made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.
Click HERE to read more.
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