My executive recruitment team has realized for months that our clients are rapidly adding engineers, scientists, R&D, technical, IT and manufacturing talent. This was borne out by today’s Bureau of Labor Statistics (BLS) report, which said that the unemployment dropped .2% to 6.1% marking the lowest level since September 2008! BLS also revised upwards the number of jobs created in both: a) May from 217,000 to 224,000 and b) April from 288,000 to 304,000. This means that 816,000 new jobs were created in the last three months!
Jobs creation was across the board including:
- Professional and Business Services gaining 67,000 last month, 122,000 over the last two months and an average of 53,00 new jobs over the past year.
- Retail Trade employment increased by 40,000 in June and has averaged 26,000 new jobs per month over the past 12 months.
- Food Services and Drinking Places employment rose by 33,000 last month and 314,000 over the past year.
- Health Care added another 21,000 last month, 55,000 over the past two months and an average of 18,000 per month over the past year.
- Transportation and Warehousing added 17,000 new jobs last month, 33,000 over the past two months and an average of 11,000 new jobs over the past 12 months!
- Financial Activities employment grew by 17,000 last month.
- Manufacturing added 16,000 new jobs last month.
- Wholesale Trade grew by 15,000 last month and 140,000 new jobs over the past year.
Additionally many of my engineering recruiter, R&D recruiter, scientific recruiter, IT recruiter, technical recruiter and manufacturing recruiter brethren have reported to me in our regular brainstorming sessions that their clients have ramped up hiring in the last few months (especially engineers, scientists, R&D, IT and other technical employees). Unfortunately, few are prepared for this momentous recruiting surge.
As a result, we recommend a 360-degree audit of hiring company’s staffing needs including:
- Full assessments of all departments’ requirements for the next 18 months.
- Thorough evaluations of talent needs and comparisons to the current marketplace landscape including manpower availabilities versus their competitors’ needs and current efforts.
- Researching new methods for securing talent within the organization.
- Increasing the recruiting prowess of hiring managers.
- Brainstorming sessions to discuss actual and projected regulations and how they will affect abilities to secure key talent in the future.
To assist hiring companies, we have prepared a list of 12 key tips we recommend for recruiting. Please go to to learn more.
What are your hiring experiences at your company?
