Category: Job Market

Solomon Page Recognized as One of the Largest Staffing Firms in the U.S.

Filed under: Awards, Company News, Job Market, News, SPG News

Solomon Page has been recognized as one of the Largest Staffing Firms in the U.S. by Staffing Industry Analysts for the fifth consecutive year.

“The 143 companies included in this year’s report generated a combined revenue of $83.6 billion and had an estimated 58.6% of market share,” said Barry Asin, President of SIA. “These organizations stand out for their sizable operations, impressive achievements and as industry leaders in today’s competitive and dynamic ecosystem.”

Ranked by revenue, the report covers firms that generated at least $100 million in US staffing revenue in 2017. This is SIA’s 23rd annual report on the largest US staffing firms.

“Due in part to the favorable economic environment over the past year, this year’s report highlights the degree to which many large staffing firms continue to grow via both organic initiatives and strategic acquisitions,” said Timothy Landhuis, Director of Research at SIA.

You can read SIA’s press release and review the full list here.

7 Tips to Rebrand Yourself for an Industry Switch

Filed under: Branding, Career Advice, Confidence, Goals, Job Market, Job Search, Professional Development, Your Career

Ready for a career change, but worried you don’t have the experience or skills to land a job in your desired field? Filling your resume with your previous work experience that has no similarity to the job you’re applying for is likely to land your resume in the trash can. But that doesn’t mean you’re stuck in a career you hate forever.

Dawn Graham, PhD, career coach, psychologist, and author of the book Switchers: How Smart Professionals Change Career–and Seize Success, says rebranding your professional experience is key to a successful career switch. “When you’re making a switch, you need to be a good fit for the role, and while some of your skills and experiences may be transferrable, many may not be,” she says. Here’s how you can prove that you’re worthy of the title, even when your resume shows no previous experience in the field.

1. Change your social presence

Use social media to your advantage to rebrand yourself in your new career area. Follow thought leaders in your target industry and comment on their posts. Connect with relevant industry groups and associations, share relevant and interesting articles within your online network, comment on posts, attend the biggest industry conferences, and develop a network of contacts in the industry. “Technology makes it easier than ever to market yourself in a way that appeals to the audience you choose,” says Graham. The more you can demonstrate that you’re serious and invested in your new target industry, the more credible you will seem.

2. Find your transferrable skills

Rebranding yourself takes time and introspection. Everyone has transferrable skills, even if you think you don’t. Graham gives the example of a recruiter who wants to move into social media marketing. “You can show off your customer research, analytics, and technical savvy skills,” she says. Demonstrating how you can reach new customers using the same skill set you used to uncover qualified candidates is a way to prove that your experience is relevant.

To determine your skills, Graham recommends breaking down achievements. “If you contributed to saving a large client, consider the steps that got you to that result–perhaps problem solving, diplomacy, creativity, and influencing.” Do the same with other accomplishments and you’ll soon notice a pattern of core strengths. Try going through this exercise with a colleague or manager who may be able to see strengths that you are overlooking.

3. Do your research

In order to find out what skills and experiences are most relevant to your new career choice, spend time learning as much as you can about your target position. Speak with professionals in your target industry, look for volunteer positions in the industry, take courses, and attend professional events to learn what experiences and skill sets are most valuable in the new industry.

4. Don’t lead with your title

While most of us use our job title when introducing ourselves, this can be an error when you’re switching careers. Many companies use language that doesn’t translate outside the industry. A title can cause confusion for someone in another industry, and biases their opinion toward your application. They may think right away that you’re not a good fit without reading further into your experiences. Instead of focusing on your title, place the emphasis on your value–the skills you developed in that position.

5. Know your audience

In order to highlight your value and position yourself as a good fit for the job, you need to know the challenges the hiring manager is trying to solve. “Many job seekers have incredible accomplishments, but without knowing what is important to your audience, you risk leading off with accomplishments that, while impressive, lead the hirer to think you’re not a fit for the role,” says Graham.

When in a job interview, make one of your first questions about the challenges the company or department is facing at this time. Once you find out the hiring company’s pain points, you can select the achievements from your background that best align with what the hiring manager is looking for in the role.

6. Cherry-pick experiences

Some of your best accomplishments and achievements may not be impressive to the hiring manager if they have no relation to the job you’re applying for. To be most effective in rebranding yourself professionally, select the parts of your experience that align most closely with your target role. To make your application in this new field stronger, highlight these experiences in your LinkedIn profile.

If hiring managers are reviewing your resume and then jump over to LinkedIn and see a whole different type of experience highlighted, they may be confused and cause them to put aside your resume. Rebranding your professional experience may mean dropping what you think are some of your best accomplishments, but by focusing on “fit” first, you will have a better chance of a recruiter recognizing you as a potential candidate for the position.

7. Justify the switch

“Every hiring manager wants to know why this job at this company at this time,” says Graham. Your answer to this question will be especially important if you’re a career switcher.

The Top 10 Jobs That Are Disappearing in the U.S.

Filed under: Job Market, Job Statistics, News

With the rise of robots and AI, as well as ongoing economic changes from globalization, jobs from data entry to manufacturing are under threat in the US.

These are the top 10 jobs that could be on their way out in the US, based on the Bureau of Labor Statistics’ projections for the percent decline in the number of people in these occupations between 2016 and 2026, along with descriptions of the jobs from the Department of Labor’s O*NET careers database.

You can read the rest of this article on Business Insider, and review their entire list of the top 41 jobs that are projected to decline in the US.


1. Locomotive firers

They monitor locomotive instruments and watch for dragging equipment, obstacles on rights-of-way, and train signals during run.

Median annual pay, 2017: $60,360

Number of people who held this job in the US in 2016: 1,200

Predicted number of people who will hold this job in 2026: 300

Projected decline: 78.6%


2. Respiratory therapy technicians

They provide respiratory care under the direction of respiratory therapists and physicians.

Median annual pay, 2017: $50,350

Number of people who held this job in the US in 2016: 10,800

Predicted number of people who will hold this job in 2026: 4,700

Projected decline: 56.3%


3. Parking enforcement workers

They patrol assigned areas to issue tickets to overtime parking violators and illegally parked vehicles.

Median annual pay, 2017: $39,030

Number of people who held this job in the US in 2016: 9,400

Predicted number of people who will hold this job in 2026: 6,100

Projected decline: 35.3%


4. Word processors and typists

They use computers, word processors, or typewriters to type letters, forms, reports, or other material.

Median annual pay, 2017: $39,740

Number of people who held this job in the US in 2016: 74,900

Predicted number of people who will hold this job in 2026: 50,100

Projected decline: 33.1%


5. Watch repairers

They repair, clean, and adjust mechanisms of timing instruments, such as watches and clocks.

Median annual pay, 2017: $35,770

Number of people who held this job in the US in 2016: 1,800

Predicted number of people who will hold this job in 2026: 1,200

Projected decline: 29.7%


6. Electronic-equipment installers and repairers (motor vehicles)

They install, diagnose, or repair communications, sound, security, or navigation equipment in motor vehicles.

Median annual pay, 2017: $34,530

Number of people who held this job in the US in 2016: 12,100

Predicted number of people who will hold this job in 2026: 9,000

Projected decline: 25.6%


7. Foundry mold and core makers

They make or form wax or sand cores or molds used in the production of metal castings in foundries.

Median annual pay, 2017: $35,140

Number of people who held this job in the US in 2016: 12,500

Predicted number of people who will hold this job in 2026: 9,500

Projected decline: 24.0%


8. Pourers and casters (metal)

They operate hand-controlled mechanisms to pour and regulate the flow of molten metal into molds to produce castings or ingots.

Median annual pay, 2017: $38,210

Number of people who held this job in the US in 2016: 8,400

Predicted number of people who will hold this job in 2026: 6,500

Projected decline: 23.4%


9. Computer operators

Computer operators monitor and control electronic computer and peripheral electronic data processing equipment.

Median annual pay, 2017: $44,270

Number of people who held this job in the US in 2016: 51,500

Predicted number of people who will hold this job in 2026: 39,700

Projected decline: 22.8%


10. Telephone operators

They provide information to telephone customers by accessing alphabetical, geographical, or other directories.

Median annual pay, 2017: $36,320

Number of people who held this job in the US in 2016: 9,100

Predicted number of people who will hold this job in 2026: 7,000

Projected decline: 22.6%

The Power of Culture in the Workplace

Filed under: company culture, Job Market, Job Statistics, Professional Development, Work-Life Balance

Corporate culture is a concept at the forefront of the employment marketplace—professionals want to feel valued as individuals, not just for their professional contributions.

In order to ensure a fulfilled and productive workforce, employers should build a strong culture to enhance employee morale; this translates to defining the organization’s mission and core values, as well as creating a sense of community amongst employees through professional and personal development.

Our 2018 Market Insights Report shows the impact culture has on professionals from the moment they consider a position through the lifecycle of employment.

1. The Offer: Our study shows that following compensation, corporate culture and work-life balance are the most important factors to consider in a job offer. And while respondents agree that salary is the most significant determinant in accepting an offer, nearly half (40%) of jobseekers would take a position that did not meet their financial expectations but with a company that promotes culture and professional development.

2. Engagement: In this candidate-driven market—the U.S. unemployment rate is below 4%, the lowest in 18 years—hiring quality professionals is only the beginning. In addition to attracting talent, companies must keep their workforce engaged. Our study shows that while people value the financial and tangible aspects of employment—compensation, insurance, 401(k)—they equally value professional growth and fulfillment.

3. Job Satisfaction: We can assume that, to jobseekers and tenured employees alike, culture may not be regarded as the most important aspect of a job, but it is certainly an unequivocal determinant. 93% of all respondents agree that it is important to have a sense of belonging and shared values with their organization. Our results show there is strong correlation between culture and job satisfaction:

    • of the professionals who claimed they fit in ‘very well’ with their culture, 77% were satisfied at their job;
    • of the respondents who fit in ‘somewhat,’ 62% were satisfied;
    • and of the people who didn’t fit in, only 33% were happy in their roles.

4. Retention: As challenging as it is to attract talented professionals, retention is equally as essential. In today’s competitive marketplace companies must invest in retaining top talent, as turnover is not only costly but impacts morale and employee engagement. Culture is a key factor in employee retention—of the people we surveyed who were planning a job change within the next year, only half (50%) noted a positive company culture, compared to the professionals who weren’t planning a job change, of which 90% reported alignment with company culture.

Our study concludes that positive company culture vastly benefits both employers and employees—your external brand is only as strong as your internal culture. In order to perform well employees need to feel appreciated, engaged, and aligned with their company’s mission and core values.

It’s crucial for companies to build and enhance culture for the well-being and productivity of their workforce, as clients will never love a company until the employees love it first. Ultimately, business improves along with employee morale: low turnover, as well as increased motivation, translates to positive results.


Stay tuned for more insights where we will reveal steps employers can take to successfully implement a positive company culture and productive work environment.

Jobs with the Biggest Salary Increases in 2018

Filed under: Economy, Job Market, Job Statistics

You would think some of the more sophisticated job titles would realize the biggest increases in wages, but according to Glassdoor’s latest ranking of jobs showing the fastest wage gains over the past year, it is job positions in lower-skill, lower-paying fields that are seeing the most growth.

Andrew Chamberlain, chief economist of Glassdoor said: “Today’s strong labor market may be starting to improve pay across the income spectrum.” He also noted, “April’s pay gains are the fastest we’ve seen in 2018 so far.”

Out of 84 job titles, here are the Top 10 jobs with the fastest year-over-year growth in median base pay for full-time employees:

  1. Financial Advisor: $55,296 (up 6.4%)
  2. Bank Teller: $30,066 (up 5.5%)
  3. Attorney: $101,817 (up 4.7%)
  4. Truck Driver: $53,878 (up 4.5%)
  5. Delivery Driver: $38,955 (up 4.4%)
  6. Web Developer: $65,414 (up 3.9%)
  7. Network Engineer: $71,433 (up 3.6%)
  8. Cashier: $27,923 (up 3.4%)
  9. Web Designer: $51,875 (up 3.4%)
  10. Security Officer: $35,321 (up 3.3%)

As you can see, the wage growth for lower-paying positions like cashier and delivery driver saw very healthy increases. Financial advisor managed to stay in the top spot as those positions require a lot of communication and people skills (which is harder to automate), according to the report.

As for jobs with the least amount of wage growth, here’s what took last place:

  1. Professor: $86,166 (down 3.3%)
  2. Communications Manager: $65,882 (down 2.5%)
  3. Quality Engineer: $71,467 (down 1.5%)
  4. Bartender: $31,668 (down 1.4%)
  5. Maintenance Worker: $39,907 (down 1.4%)
  6. Research Assistant: $30,391 (down 1.2%)
  7. Technician: $45,318 (down 1.1%)
  8. UX Designer: $76,003 (down 0.9%)
  9. Project Manager: $73,575 (down 0.6%)
  10. Consultant: $72,120 (down 0.6%)

The decrease in pay for professors shows the financially unfortunate state of higher education institutions in this country.

You can read the rest of the article here on Ladders.

Women.NYC is Launched as Career Resource to Help Women Succeed

Filed under: Job Market, Professional Development, Professional Women, Social Impact, Technology, Women Leaders

In New York City, women earn about 89 cents on the dollar compared to men, and out of the 55 Fortune 500 companies in the five boroughs, only one has a female CEO.

But a new website that aims to support women in their careers hopes to change that. Women.NYC, launched on May 16th by New York’s Deputy Mayor of Housing and Economic Development Alicia Glen, is a one-stop-shop for women seeking information, resources, and tools on everything from finding a job, starting and running a business, and getting legal help, to accessing health services and money management.

“Women have waited long enough for equal pay, power and respect. In New York City, we aren’t going to wait any longer,” Glen explained in a statement. “That’s why we are launching Women.NYC. We know women can do it alone. But we don’t have to. Women now have concrete tools for concrete success, all in one, easy-to-navigate place. New York City is already the best city in the world for women. Today, we’re making it even better.”

The initiative is accompanied by a thought-provoking marketing campaign, which aims to encourage women to share their experiences, advice, and goals with the hashtag #NYCPowerMove.

“Power means something different for every woman, but we are all better off when every woman can tap into her power,” noted New York’s First Lady Chirlane McCray, co-chair for the Commission on Gender Equity. “New York City cannot continue as a successful city if women cannot succeed too. And now, for the first time in history, the women of New York City have all the tools they need to succeed in one place with Women.NYC.”

You can read the rest of the article here on Harper’s Bazaar.

April 2018 Jobs Report Shows Promising Market for Jobseekers

Filed under: Economy, Job Market, Job Statistics

The U.S. Department of Labor released statistics about the current job market on May 4th. The results pointed to a more promising situation for jobseekers than in recent months or years. Some highlights are as follows:




The jobless rate in the U.S. fell to 3.9% in April, touching the lowest mark since December 2000. The rate had been stuck at 4.1% the previous six months. The economy looks different today than it did in the last days of the tech boom. In 2018, interest rates are lower, economic growth is more moderate and the stock market—while preforming well—hasn’t had nearly the same run-up it had in the 1990s




U.S. employers added 164,000 jobs to nonfarm payrolls in April. That was slightly weaker than the 195,000 economists surveyed by The Wall Street Journal had expected. But revised figures showed employers added a net 30,000 more jobs than previously estimated in February and March. The monthly pace of hiring this year is 200,000. That’s a healthy clip and stronger than 2017’s average of 182,000 per month.




The labor-force participation rate fell for the second straight month to 62.8% in April. The rate is near the lowest level recorded since the 1970s, when women were entering the workforce in larger numbers. Friday’s data showed 236,000 Americans exited the labor force in April. That left employers with a smaller pool of available workers and helps explain why the unemployment rate fell


You can read the rest of the article here on the Wall Street Journal.