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Filling an Open U.S. Job Has Never Taken So Long
There are, at most, 31 days in a month. That also happens to be the average amount of time it now takes to fill a job opening in the United States. So if you're having difficulty filling your most important positions, you're certainly not alone.
Not only is that average a new record, but it's also causing problems when it comes to hiring the best candidates in the marketplace. (Hint: they don't want to wait around for a month, and since they have so many suitors, they really don't have to.)
Of course, it wasn't always this way. During the depths of the Great Recession in 2009, it took just 15 days to fill an open job. That represented a vast improvement from 2006, when the average was 23 days.
Fast-forward to the present, where the average has increased to 31 days, according to an article in YAHOO! Finance. This is the longest wait time ever, which can be visualized thanks to the graph below from Torsten Sløk, the Chief International Economist at Deutsche Bank.
Source: Deutsche Bank
Now on to the problems this is causing. Early in July, the National Federation of Independent Business released its Small Business Optimism Report. According to that report,
85% of those that were hiring or trying to hire indicated that there
were few to no applicants for the positions available. In addition, a
May report by NFIB showed that 33% of small businesses were unable to
fill a job in April.
The Federal Reserve's latest Beige Book report published these findings:
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PA staffing firms are having a hard time sourcing committed and qualified workers.
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Workers are exhibiting less loyalty.
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More resumes show signs of "job hopping."
However, one large retailer claimed it had no difficulty finding quality candidates since raising its base wage last year.
The employment landscape, while challenging, is not difficult to
diagnose. There is a lack of highly qualified, A-level candidates. Those
candidates, when they are on the market, are not on the market for very
long.
Organizations that wish to hire the best absolutely need to do two things (at a minimum):
1. Streamline and expedite their hiring process to keep top talent engaged.there
2. Make a highly competitive offer of employment to that talent at the end of the process.
We are firmly in the midst of a candidates' market, which means the best candidates have plenty of options. It also means that time is of the essence and speed is critical.
Those employers that are finding and successfully recruiting these
candidates first are the ones who are winning "the war for talent."
So while you certainly have some company when it comes to dealing with
the challenges of the current market, taking steps to stand out from the
crowd could be the only solution to overcoming those challenges.
 June 2017's MPP-Dairy Calculations Are Here
The Monthly Protection Program for Dairy calculations (MPP-Dairy) from the USDA have come in. I came across an article from Progressive Dairyman and the calculations show that there has been a slight improvement in June. Milk is up by 60 cents, compared to May 2017 prices.
As of June 2017, the average U.S. milk price of $17.30 was up by $2.50 from June 2016. This is good news, as many dairy producers have been worried about milk prices. Therefore, this upward, albeit slow, trend is good news to those in the milk industry.
Based on Table 1, Arizona and Oregon milk prices have increased by $1, Washington is up by 90 cents, while Pennsylvania and Kansas follow closely with an increase of 80 cents. This upward trend will hopefully continue throughout the year.
There are also small but noticeable decreases in a number of feedstuff prices as well. They coincide with the increase in milk prices. To view the full article from Progressive Dairyman, click here. To view the full Dairy Margin Protection program, visit this link.
RICK PASCUAL, CPC/ PRC, Recruiter
Rick Pascual recruits in dairy nutrition for feed companies and their suppliers across the USA. Rick joined Continental Search in January 2015 and has successfully filled a number of searches for nutritionists, sales, and sales management for leading companies.
After
completing coursework and a grueling exam, Rick became a Certified
Personnel Consultant (CPC) in November 2015, as well as a Professional
Recruiting Consultant (PRC) by AIRS in April 2016. Visit his LinkedIn profile for more information and to stay updated with news about recent dairy trends.
Antibiotics vs. Antibiotic-free: A DVM Weighs In
The livestock industry has been divided by the antibiotics vs. antibiotic-free debate for decades. In an article I found on Poultry Health Today, David French, the Staff Veterinarian of Sanderson Farms weighs in on the issue.
According to French, "It has nothing to do with science" is the message that he has gotten from two different restaurant chains in the past month. Restaurants are leaning towards meat from producers who raise their broilers without antibiotics or at least ones with no antibiotics deemed medically important.
This can be frustrating for someone who relies "heavily on education, training and sound science to make medical decisions." French would like to know if poultry buyers would consider the ramifications and if it makes sense before disregarding the use of antibiotics in livestock completely.
French shares that veterinarians "already have a limited, FDA-approved tool chest." One can only imagine how veterinarians must feel knowing that their already dwindling arsenal cannot be put to use for a reason that "has nothing to do with science."
TRISH VALENZUELA, CPC/ PRC,Recruiter
Trish Valenzuela specializes in recruiting for poultry feed additive companies. She has filled positions in technical support, sales, and sales management across the U.S.
Trish joined Continental Search in July 2015 and through
hard study, she passed two certification programs. She is now a
Certified Personnel Consultant (CPC) and a Professional Recruiting
Consultant (PRC).
Visit her LinkedIn profile to connect with her and stay updated with
current poultry trends. Trish can be reached at (302) 248-8242, through LinkedIn, or at trish@consearch.com.
   
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