Currently, there is only one tradesman entering the workforce for every 5 that retire. With 73% of construction firms planning to expand their headcount throughout 2017, this leaves the industry in a continued shortage for qualified talent. The Associated General Contractors of America reported that construction firms added employees over the past year at nearly double the rate of the overall economy. In June alone, the industry added 16,000 jobs across the country.

The shortage of talent comes from a number of factors including:

• Fewer apprenticeship programs
• Fewer trade/vocational programs
• A much faster rate of talent leaving the industry than joining it
• The number of tradesmen who left the industry during the recession and sought other professions
• Growing number of construction projects across the nation

The talent shortage has caused contractors to delay job completions, pay costly overtime, hire under-skilled staff and offer per diem options to attract non-local workers to their projects.

Hiring inexperienced workers can result in costly mistakes, injuries and delays to schedules. Trillium Construction Services specializes in recruiting skilled trades and construction management talent for long term and short term hiring needs across the country. With more than 30 years of experience, Trillium is ranked the 24th Largest Industrial Staffing Firm in the nation, hiring more than 40,000 employees each year in all 50 states. Whether your need for talent ranges from Project Management through Journeyman or Apprentice level tradesmen, Trillium can provide you with the talent needed to meet project deadlines and expectations. Contact us today at www.trilliumconstruction.net.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, and Trillium Techs. With approximately 90 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2015 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

A recent CareerBuilder survey predicts a 13% growth in temporary employment by 2019. Temporary employment supports a large number of positions that are currently experiencing a talent shortage including:

Skilled Trades

Construction

Professional

Administrative

Technical

Engineering

Skilled Manufacturing

Light Industrial

Temporary employment agencies provide temporary, contract, and direct hire recruitment solutions to companies in a multitude of industries. In a 2014 survey by American Staffing Association, nearly 90% of temporary and contract employees said that staffing work made them more employable.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Most small businesses fall below the average job seeker’s radar. When seeking career opportunities, top talent typically is chasing career opportunities with larger organizations who have a strong employment brand in their line of work. So how does a small business owner compete? Simple. Build an employment environment that top talent wants to work for and market it.

Many small business owners do not invest a lot of money into career marketing, online job boards, and other tools that get their name in front of candidates. Here are a few great ways to gain exposure for your organization in a cost effective manner:

• Build group and company pages on social media. Market who you are as an organization and why candidates should desire a career with your company.
• Offer referral bonuses to your current staff. No one knows better than a current employee, the benefits of working for your organization.
• Network. Participate with your local chamber of commerce and other business networking groups to let others know the great things happening with your company and what type of talent you are in need of.
• Partner with a staffing firm. An established staffing firm can market your organization to their existing pool of top talent and do direct recruiting for your positions. They often have their own job board and are experts and marketing the benefits of working for one of their client companies.

Many top level talent candidates are seeking a career with increased flexibility, advancement opportunities, and room for creativity. Small businesses are usually some of the best environments for these types of workplace benefits. Embrace your flexibility as an organization and the limitless growth opportunities, it’s likely candidates will notice and want to join you!

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Employers are who facing increased difficulty in recruiting qualified administrative professionals are often finding the following factors as obstacles:

• Pay rates. Have you experienced sticker shock when viewing candidates’ desired pay rates? It may be time to re-evaluate your pay ranges. Many administrative professionals have taken on additional duties with workplace shortages resulting in more qualified and skilled administrative staff than what was often available in the past. With budget cuts, staff reductions, and attrition, many employers were forced to have their administrative staff cross trained and responsible for duties that were previously covered by multiple individuals in the office. The great news is the talent available today for administrative positions is more qualified, experienced, and diverse in their skills than ever before.

• Candidate drive. Are you finding a decreased level of interest in entry level positions? You’re not alone. Today’s technology has contributed to building a workforce that is less likely to be content with positions that do not offer a wide variety of duties and may experience an increased amount of down time on the job. Technology has resulted in individuals multitasking  throughout their day both on and off of the job, resulting in a pool of candidates who prefer to be busy, engaged, and moving forward. As employers, we should take this opportunity to see what additional duties, functions, and responsibilities could be integrated into our more entry level positions to attract and maintain a more driven administrative workforce.

• Overqualified candidates. Is there really such a thing? Not really. As long as a candidate meets the qualifications for the position and is willing to work in the pay range that your organization has established is appropriate for the workload, you should not overlook them. Experienced candidates can bring valuable insight to the position, assist with process improvement, and often require less time and resources during the training and on boarding process. Keep in mind that regardless of the amount of experience a candidate has or their previous pay scales, there is no guarantee that any employee will remain with your company for an extended period of time. Ruling out valuable talent based on your fear of them leaving you, will likely cost you more in the long run.

Often times our recruiting struggles can be offset with some assessments of what we are requiring of candidates for the position and what we as employers are willing to offer to obtain the right talent for the position. Remaining flexible and open minded about the opportunities for your clerical and administrative positions can greatly assist you in finding the right fit for your organization, often times providing more value than you had originally hoped for in the role.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

What can you do to maintain a qualified driver workforce? The best solution is to implement multiple recruiting and retention strategies to battle both sides of the talent war. Studies have shown that allowing employees the opportunity to work part time or seasonally, may lengthen their employment term and result in later retirements. If your workforce includes drivers of retirement age, you may consider allowing them to split shifts, work seasonally, or decrease their hours in order to maintain their experience and expertise on your team. Making sure you provide a safe and positive working environment,  competitive compensation package, and growth opportunities will also help you retain members of your team.

Attracting new drivers, can be more difficult and certainly more costly than retaining your current team. First, your organization has to be one that drivers identify as having career opportunities. Making sure that your website, trucks, and employment brand identify your organization as a company that drivers want to work for is the first step. Referrals from current and past drivers can be a huge savings to your bottom line! Work with your staff to get the word out when you have an opening, offer referral bonuses, and show your staff that you appreciate their efforts in referring safe and qualified drivers.

If you are still struggling to attract or retain drivers, or realize that you will have an upcoming talent shortage, now is the time to partner with an industry staffing expert; before it effects your clients. While many roles within your company can be cross trained, covered by other staff, or neglected, the transportation of your finished product cannot be ignored.

Want to learn more about how you can gain access to Trillium’s national network of professional drivers? Contact us today! Learn more about our Dedicated Driver Services here! Are you a safe and professional driver who is seeking a rewarding career? Visit us here to locate a driving career in your area!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.