Because, your people ARE your company! With financial and economic conditions in a critical place, common sense would dictate that companies would start laying off, across the board—and certainly thousands of employees HAVE been. But, as a company, it’s wise to view your human capital as an invaluable asset, not as an operating expense.
Enter SB SOLUTIONS. For over 25 years, we've provided a Best Practices partnering solution for top talent acquisition. Click on SBS by Practice for a listing of our various practices by discipline or vertical.
* Formerly Beck/Eastwood Recruitment Solutions
What's The Buzz
- reprinted from CareerBuilder
- Carole Martin | Monster.com
- Robert Ordona, for Monster
Experience the SB SOLUTIONS difference
The SB SOLUTIONS difference starts at the top and varies in significant ways from other search firms’ methods, strategies and tactics. Since 1985 Steven Beck’s vision was to be a search resource of the highest ethics and Best Practices. After developing his client base, Steve recruited Gary Eastwood in October, 1985 to help him to realize his vision.
First, we limit the number of major clients we represent in any Industry, to ensure your firm that we have the full field of competitors to draw from, should you require Industry-specific knowledge at the upper Executive levels. ::more::
I do not think I could have asked for better support or representation than I received from SB SOLUTIONS. The results have been excellent...
They work tirelessly to get the right fit.
Results: Exceptional. Quality, Cost and Timing!
SB SOLUTIONS is a very professional and ethical company. They set high standards for themselves. And perform to those high standards.
We routinely partner with SB SOLUTIONS on 99% of our sales and sales management openings.
I have utilized SB SOLUTIONS for several key hires. The result being a highly focused, direct approach search which resulted in strong hires.
CAREERBUILDER Q2 US JOB FORECAST (reprinted from CareerBuilder)
'The U.S. job market is in a better place today, but concerns over spending cuts, wavering global economies and other factors are weighing on employers’ minds. We expect continued stability and improvement as the year goes on. When we look at listings on careerBuilder.com, job growth isn’t confined to technology and healthcare and other areas that have fared well post-recession. The rebound in the housing sector is having a positive influence on job creation for related industries that have been struggling.”
— Matt Ferguson, CeO of CareerBuilder
Looking ahead, 26 percent of employers plan to add full-time, permanent staff in the second quarter, down from 30 percent last year. given that employers historically have been more conservative in estimates than hiring activity, the number may come in higher at quarter end.
nine percent expect to downsize staff, up from 6 percent last year. sixty percent anticipate no change while 5 percent are undecided.
Hiring in companies of all sizes – while down from q2 2012 – will continue at a steady pace into the middle of the year.
Hiring by Company size: 50 or fewer employees | 17 percent plan to add full-time, permanent staff in q2, down from 20 percent last year; those reducing headcount increased to 6 percent in 2013 from 5 percent last year.
In the second Quarter (Apr. 1- Jun. 30, 2013) is:
250 or fewer employees | 21 percent plan to add full-time, permanent staff in q2, down from 22 percent last year; those reducing headcount increased to 7 percent in 2013 from 5 percent last year.
500 or fewer employees | 22 percent plan to add full-time, permanent staff in q2, down from 25 percent last year; those reducing headcount increased to 8 percent in 2013 from 5 percent last year.
More tHan 500 employees | 33 percent plan to add full-time, permanent staff in q2, down from 38 percent last year; those reducing headcount increased to 10 percent in 2013 from 7 percent last year.