Central US, Pacific US

California plans to employ 50,000 in solar jobs

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When it comes to employment opportunities in the solar industry, the outlook is bright. After The Solar Foundation revealed in their National Solar Jobs Census that more than 140,000 workers were hired in 2013, industry experts have predicted that job opportunities may continue to increase throughout 2014.

The state that saw the highest number of solar-powered occupations was California, where nearly 48,000 workers are employed and 10,500 positions were created last year, according to The Solar Foundation. California led solar jobs in all three categories, including installation, manufacturing, and sales and distribution. The San Diego Union-Tribune reported that jobs in the state are expected to exceed 50,000 in the coming months, as newly released data from The Solar Foundation said state employers plan to hire even more workers. The report notes that with the installation of new concentrated solar-power plants, as well as the projects set forth by the California Solar Initiative, the state will be in need of people to operate machinery and delegate tasks.

Based on surveys conducted of current workers and employees in the solar-power sector, the organization predicts an additional 10,500 jobs will be created in 2014. This would be a 22 percent increase in hiring, outpacing the country’s average of 15 percent.

Engineering, Manufacturing, Uncategorized

Unemployment Down To 6.6%

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The weather across the US has been very cold for the last several weeks, and this has slowed the economy a little bit as people have stayed inside.  Car sales is one area that has been impacted.  That has caused a little slowing through those supply chains.  Most economists still believe 2014 is going to be a great year for US Manufacturing.  
 
Overall, the unemployment rate has improved substantially since it peaked during the recession.  Even with the lower than expected job creation in January, unemployment is now at 6.6%.  This is the lowest it has been in 5 years.  All of this is making it more complicated to attract technical and management level talent.  Most companies are experiencing some level of growth, so opportunity is now moved ahead of stability as the major reason for people to explore a new position.  Companies that approach the interview process like they are doing the candidates a favor by interviewing them are missing out on their opportunity to attract the higher level talent that is looking to sold on how they will benefit short-term and long-term by joining their team.

Bruce Peacock
Vice President of Business Development              
The Richmond Group USA

Alternative Energy, Chemical, Engineering, Manufacturing, Metals and Minerals, Monthly BLS Report, Textiles & Apparel, US News

The Search for Talent

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MRI Network reports that 42% of candidates turned down one offer for an offer with another company in the second half of 2013, a 27% increase from the first half. The Top Talent has multiple options, multiple offers and greater expectations. Candidates have less urgency to leave their current employer. In 2013, job vacancies increased significantly, while candidates available to fill jobs fell sharply. Professionals have become less mobile and therefore require significant incentives to move. Wages are stagnant therefore companies may need to modify salary brackets to compete for a new hire without having an internal salary conflict. It is likely employers will have to work harder, promoting culture and the employer brand as much as promoting the job opportunity, along with speeding up recruitment processes and hiring decisions. It is likely that screening and qualifying candidates will require a much more extensive effort.  Employers who can reasonably expand background and experience to deem a candidate qualified will have a better chance of satisfying the job. Other trends that can help gain an advantage in attracting the top talent include creating flexible work arrangements, providing autonomous work setting, allowing work at home and telecommuting, team effectiveness and shared responsibilities and collaboration.

Accounting, Banking, Financial Services, Manufacturing, Monthly BLS Report, US News

The War for Talent

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In this candidate driven market, if you wait…you will be too late. Too late to secure the top talent, who may already be interviewing with you, and who are about to accept other offers. The ability to quickly identify, attract and secure the “right” candidate will become increasingly more difficult for companies, who want a specific skill set. (i.e. a laundry list of “must haves”) Hiring authorities are risking the successful completion of adding these new hires through multiple & extended delays plus complicated processes. Our market has changed significantly and it is becoming imperative to move swiftly and hire the right talent necessary to lead your company to future success.

“A survey by ASA corporate partner Monster finds that nearly half (42%) of employed job seekers are dissatisfied with their current job, and 81% of those say they expect to actively search for a new job in the next year.”

So, we know top talent is hard to find and we know these candidates have options.  Multiple options.  So ultimately, it is about identifying the candidate who can successfully get the job done.

  1. So, what are we looking to accomplish with this addition to our team?
  2. Will this individual be able to achieve the goals we are looking to accomplish?
  3. And, will this person work well with my team?

We all know that we can teach the technical skills sets, but personality, work ethic and chemistry? Not so much. People hire people that they like AND can successfully get the job done. Emotions and excitement are in the moment; so when interviews have long delays, complicated processes and an overall inability to execute offers in a timely fashion, then the result will be many more interviews without successful hires… If you wait, you will be too late!

Accounting, Financial Services, Placement Annoucements

Krissy Whitaker & TRG Accounting and Finance Complete Successful Search

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(Richmond, VA) February, 5 2014 – Krissy Whitaker and the TRG Accounting & Finance Search Division are pleased to announce the successful conclusion of our recent placement with an established financial planning and advisory firm in Richmond, VA.

We have historically partnered with our clients to keep them in front of superior, local talent. Specifically, we approached this firm with an exceptional individual, who was discretely considering new opportunities. Upon an introduction, the client quickly created a role where this individual could offer value and significantly contribute to the growth plan of the organization.   The new Investment Advisory Analyst is a proven financial executive, a certified public accountant and a certified financial planner.  He offers excellent experience with stellar client management and trusted relationship building.  He offers a solid “Big Four” accounting foundation coupled with recent successes counseling high net-worth clients with their taxes and investments.  He will prove to lead the next generation of the firm’s success!  

Should you desire additional information about this successful search or about our firm, please contact Krissy Whitaker, Director of the Accounting & Finance Division at 804-285-2071 or email Krissy at krissy@richgroupusa.com. 

Engineering, Manufacturing, Quality Assurance, Southeast US

Bruce Peacock & TRG Manufacturing Complete Successful Quality Engineer Search

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RICHMOND, January 31, 2014 – Bruce Peacock & The Manufacturing Search Team of The Richmond Group USA (TRG) are pleased to announce the successful conclusion of a Quality Engineer search for a growing polymer products manufacturer. 

Widely regarded as the global leader in their industry, this company has plans to expand their operations to provide the increased manufacturing capacity necessary to meet the growing demand for their products. This is an outstanding opportunity for a high-energy Quality Engineer who is looking for a stable company where they can leverage their Quality Engineering experience within an ISO certified environment in support of a world-class manufacturing operation. This highly visible position will be responsible for leading plant level quality programs that ensure their products continue to meet and exceed customer requirements. Working closely with the Director of Quality Management, we took on the challenge to find a well-rounded Quality Engineer who has substantial ISO registered quality systems background, including previous experience as the management representative during ISO audits to make an immediate impact within their manufacturing facility.

Due to the specific qualifications this role required, a comprehensive targeted search was conducted to uncover and attract a pool of qualified candidates local to their plant location.  The Quality Engineer will bring the energy and technical strengths necessary to help this company maintain the high quality standards demanded by their Fortune 100 customers.

Should you desire additional information about this successful search or about our firm please contact Bruce Peacock & TRG Manufacturing division at 804-285-2071 or email Bruce at brucep@richgroupusa.com