As the job market begins to loosen up, human-resource managers might increasingly be surprised by an announcement from employees they haven’t heard in a while: “I quit.”


In February, the number of employees voluntarily quitting surpassed the number being fired or discharged for the first time since October 2008, according to the Bureau of Labor Statistics. Before February, the BLS had recorded more layoffs than resignations for 15 straight months, the first such streak since the bureau started tracking the data a decade ago. Since the BLS began tracking the data, the average number of people voluntarily leaving their jobs per month has been about 2.7 million. But since October 2008, the average number dropped to as low as 1.72 million. In March, it was about 1.87 million.

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According to, over the next three months, 23 percent of employers plan to add full-time, permanent headcount……

Here are six trends hiring managers and human resource professionals said they foresee regarding staffing in the second quarter of 2010:

1.      Hiring contract workers – Be open to job listings that indicate “contract” or “freelance” work. Still cautious of hiring of permanent staff, 25 percent of employers expect to employ contract workers or freelancers in the second quarter to help fill productivity gaps.  Thirteen percent said they are likely to hire these workers on a permanent basis. 

2.      Offering internships – No matter your age, consider applying for an internship for the experience and exposure. Employers are upping their number of interns to cost-effectively add resources in the interim.  Nearly one-quarter  of employers said that they will be hiring interns at their location in the second quarter.

3.      Hiring for social media – Market your social media savvy. As social media rapidly gains popularity among consumers and businesses, employers are taking notice and plan to add jobs and responsibilities related to Web 2.0.  Nearly one-in-ten employers plan to hire a new employee in the second quarter to focus on social media.  An additional 13 percent plan to add social media management to a current employee’s responsibilities.

4.      Adding bilingual staff – In order to appeal to broader consumer segments in the United States who may not speak English or speak it as a native language, employers are looking diversify their personnel.  One-third said they plan to hire bilingual candidates in the second quarter of 2010.  Half said that if they had two equally qualified candidates, they would be more inclined to hire the bilingual candidate.

5.      Replacing lower-performing employees – Don’t get lost in a false sense of security and prove you’re irreplaceable. Companies are re-evaluating their current staffs to prepare for the upturn ahead.  Twenty-eight percent of companies said they plan to replace lower-performing employees with higher-performers in the second quarter.

6.      Holding on to talent – If you are that exceptional employee, your employer may likely prove it. 32 percent of employers are concerned that some of their top employees may leave their organizations in the next few months as market conditions improve.  To help retain workers, 14 percent are offering more flexible work arrangements, 14 percent are investing more in training, 10 percent are promising future raises or promotions and 9 percent are offering more performance-based incentives such as trips and bonuses.  Another 5 percent are providing a higher title without the salary.

See the complete story at:

Matt Ferguson is the president and CEO of CareerBuilder, the global leader in human capital solutions. Working with the nation’s top employers on a daily basis, Ferguson is an expert on emerging trends, the effect of the economy on the job outlook and advice for job seekers.

Jamie Littlefield, member of the advisory board for the United States Distance Learning Association shares that if your company already has a tuition reimbursement program or business-college partnership in place, visit the human resources department to learn more….

BUT if your company does not have a tuition reimbursement program, you will need to convince your employer to design a personal program.

And she shares advice on how to earn employer’s support:

First, decide what classes you would like to take or what degree you would like to obtain. Second, create a list of ways your education will benefit the company. For example:

  • Your new skills will make you more productive at work.
  • You will be able to take on additional assignments.
  • You will be able to be a leader in the workplace.
  • Your degree will improve the company’s professional image when you work with clients.

Third, anticipate your employer’s possible concerns. Make a list of problems your employer may raise, and think of solutions to each. For example:

Problem: Your studies will take time away from work.
Solution: Online classes can be completed in your free time and will give you skills to help you do better work.

Problem: Paying your tuition will be expensive for the company.
Solution: Actually, paying your tuition may cost less than hiring a new employee with the degree you are working on and training the new recruit. Your degree will make the company money. In the long run, your employer will save by funding your education.

Finally, set an appointment to discuss tuition reimbursement with your employer. Practice your “why-you-should-pay spiel” beforehand and come to the meeting with your lists in hand. If you are turned down, keep in mind that you can always make another request in a few months.

Full story at:

Education Makes $EN$E

April 20, 2010

Going back to school, especially in a tough economy, can be highly beneficial for people of all ages. In 2008, the unemployment rate for people over 25 with an associate degree was 2 percent lower than for those with only a high school diploma, according to the Bureau of Labor Statistics. For those with a bachelor’s degree or higher, the unemployment rate was 3 percent lower.

See Full Story (Too Old for School?) at

April 6, 2010

Tuition Reimbursement Can Be Worth Its Cost
Companies might believe pay retains employees but tuition reimbursement may be more cost effective and beneficial.
Read More

…”Schemes, Scams, and Crimes” presented by BBB, Piqua Chamber, Attorney General’s Office, and Piqua YWCA. General Expo will run 10-3 with consumer focused programming through noon and business programming 1:30-3:00 centered around Ohio Attorney General’s speech and discussion regarding support for Ohio business in the current economy. Event will be held Friday, March 12th, at Piqua YWCA at 418 North Wayne Street.

Admission is FREE even though the insight you may gleen here may be invaluable!!

…then you may be interested in one (or more) of the following events:

Business Development: Grow Piqua Now, Mainstreet Piqua and the Piqua Area Chamber of Commerce are sponsoring a “Writing a Business Plan” workshop presented by Edison’s  Small Business Development Center to be held this Wednesday, February 24 from  8:00 – 10:00 am at the Ft. Piqua Plaza – Fourth Floor, McKinley Room

Education: Edison Community College “Grad Fest” – Wednesday, February 24 from 10:00 am – 6:00 pm in West Hall (Main entrance). Regional universities will be at Edison to answer questions regarding transfer credits, degree programming, and financial aid.

Networking: The Miami & Shelby County Chambers (Covington, Piqua, Tipp City, Troy, Sidney) are hosting a “Business After Hours” Thursday, February 25 from 5:00 pm – 7:00 pm at Piqua Country Club.

Then I would be interested in connecting with you as a practitioner and/or a scholar…

As a Practitioner:
I assist working adults in the Miami Valley in their pursuit of a bachelor or master’s degree. Bluffton’s partnership with Edison Community College and Clark State Community College was forged to facilitate a busy professional schedule by providing students the opportunity to complete a Bachelor of Arts in Organizational Management, a Master of Arts in Organizational Management (MAOM), or a Master of Business Administration (MBA) close to home!

Students enrolled in Bluffton’s Adult & Graduate Education programs attend classes only one night per week…and can complete their degrees just four semesters!

If you are interested in discussing any of our programs in greater detail I invite you to meet with me to review eligibility, the acceptance process, format & curriculum, tuition & fees, and financial aid. In the meantime, you can learn more about Bluffton University and the graduate programs in business on the Web at

As a Scholar:
I will eagerly discuss ideas & theory regarding organizational development & change, consulting, coaching, and strategic talent development.

If you, too, have a passion for human and organizational development I invite you to share that passion with me!

Hello world!

February 11, 2010

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