2017 Parallel Referral Program

Referral ProgramGet Paid to Refer Your Friends!

Parallel Employment Group is always looking for good people, and you can help. Research has shown, and our own experience supports, that new hires who come into a company through employee referrals are excellent contributors, stay with the company longer and are a more cost effective recruit.

That’s where you come in! If you know someone who would be a good addition to Parallel Employment Group and they meet the qualifications for an existing open requisition, you may be awarded $100 (less taxes) if you refer them for employment and they are hired.

Refer candidates who meet the qualifications to Parallel Employment Group using our Candidate Referral Form.

Program Rules:

1. In order to qualify for the bonus the employee referring an individual must be currently placed on assignment through Parallel Employment Group or hired on by client company within the last 6 months.

2. To be eligible for the referral bonus, the referral must first be submitted to a Parallel Employment Representative and must include a Candidate Referral Form.

3. All referral bonus payments will be paid within 15 days following the referred employee reaching 320 work hours. 320 work hours must be reached within 90 calendar days of the referred employee’s 1st day.

4. Candidate referral must be placed on assignment by Parallel Employment within 3 months of initial referral notification.

5. If a candidate is already in Parallel Employment’s database & has had contact within the last 60 days, no bonus will be paid.

6. Any disputes or interpretations of the program will be handled through Human Resources.

 

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Parallel Employment Makes the Business Journal’s Largest Milwaukee-Area Temporary Staffing Services List!

Ranked #5

Parallel Employment is ranked #5 in the Business Journal’s Largest Milwaukee-Area Temporary Staffing Services List. Each year, the Milwaukee Business Journal releases a list of Top Milwaukee-Area businesses, arranged by industry. The list is ranked by temp hours billed in 2016. This was Parallel Employment Group’s eighth year as a top ten contender.


Milwaukee-Employment-Agency

To view the full list click here.

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February Reports 298,000 Private Sector Job Gains

298,000 Jobs Added to Private Sector in February 2017.

US added 298,000 jobs in February, according to the ADP national employment report. This is a huge jump from what economists estimated would be a gain of 190,000.

ADP and Moody’s analytics reported that job growth leaders were the mining, manufacturing and construction industries. Ahu Yildirmaz of the ADP Research Institute stated, “February proved to be an incredibly strong month for employment with increases we have not seen in years.”

BLS reports showed gains by large businesses of 72,000 jobs, 122,000 jobs by midsize businesses and small businesses added 104,000 jobs.

For the full ADP report, click here

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Why Most Job Seekers Quit Online Applications

Why Job Seekers Quit Online Applications

More job seekers are abandoning online applications.

The current labor market is tight (according the Bureau of Labor Statistics, the unemployment rate is down to 4.8 percent as of January 2017), and employers continually struggle to source and capture qualified candidates. The main factor contributing to capturing candidates? Application abandonment.

According to CareerBuilder, up to 60 percent of job seekers abandon online job applications after starting them due to the application length or complexity. Society for Human Resource Management (SHRM) reports that organizations suffer loss of talent, bad reviews from candidates “frustrated with the process” and high costs associated with CPC recruiting methods. It seems that traditionally, organizations feel that a lengthy and involved hiring process (read: application) will weed out unqualified or apathetic job seekers, while favorable candidates will persevere. A CareerBuilder survey on the topic suggested that this is true: almost 50 percent of employers believe a lengthy application process is good because it eliminates bad candidates. Unfortunately, the reality is the opposite is true. In today’s job market, candidates know their worth and value ease of access. They view lengthy application processes as a waste of time, and their tolerance is low.

Here is a brief summary of some of the main causes of online job application abandonment:

  • Asking candidates to re-enter their work histories
  • Length of application process takes more than 5 minutes
  • High number of pages to navigate when using mobile devices
  • Requiring candidates to create accounts in order to begin the application process
  • Asking for references at the beginning of the application process

Here are some examples of what your organization do to improve your candidate conversion rates:

  • Cost-per-applicant can be reduced by up to 250 percent just by reducing the application completion time from 15 minutes to 5 minutes
  • Ensure your application platforms are mobile optimized – the length of an application process can be cumbersome, particularly if the platform being used does not have responsive design features.
  • Content and length of the actual job description are big influences on the applicant conversion rate. A study found that the most successful application forms had job descriptions that were between 250-2000 words, which delivered conversion rates five times higher than job descriptions of less than 250 words.

The solution to improving the application process and capturing your target audience can be summarized into one word: streamlining. This can be accomplished by removing the fluff questions in your application and limiting the number pages or screens applicants need to navigate through the process. A study from Appcast reported that recruiters can increase the number of  candidate completed applications by up to 365 percent simply by reducing the application process to five minutes or less. Think about what information is necessary to have from an applicant: name, contact information, and their resume. Having several pages of questions as part of the application process in an age where almost 90 percent of job seekers are using mobile devices to apply will most certainly work against you. Ensure that your recruitment efforts are invested wisely, and capitalize on the resources you have at hand by educating your staff on how to streamline your application process.

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Q3 Applicant Survey Data

Milwaukee (16 December 2016) – Wisconsin employers should plan on increasing entry level pay rates and improving benefits going into Q1 2017, according to results from Parallel Employment Group’s Q3 2016 job applicant survey. As the labor market continues to tighten, job seekers are looking for more stability, benefits and competitive wages when considering applying for a job.

As Wisconsin’s unemployment rate continues to drop (Oct. 2016 showed a 4.1 percent unemployment rate, which is lower than the 4.9 percent national average), it is becoming increasingly difficult for employers to fill positions. 2016 has shown a steady decrease in applicants compared to 2015 quarterly totals. Q1 2016 showed a strong candidate pool as a carry-over from Q4 2015, but began a steady decline by Q2 (total applicants decreased by 10 percent from Q1 2016 to Q2 2016). By Q3 2016, applicants were down by almost 58 percent compared to Q1. Year over year, total new job seekers were down 35 percent for Q3 2016 compared to Q3 2015. Of the more than 900 applicants surveyed during Q3 2016, 33 percent reported that they would accept no less than $11 per hour for entry level work. This is a five percent increase from Q3 2015, which shows that as the unemployment rate decreases and the labor market tightens job seekers will gravitate towards employers with competitive wages.

“This is the most challenging labor market employers in the Milwaukee area have seen in well over a decade,” says Kirk La Du, Executive Vice President of Operations, Parallel Employment Group.  “Labor demand continues to increase while labor supply tightens, which has dramatically increased the cost of recruiting efforts for employers. This is good news for employees; real wages are on the rise for the lower skilled work force for the first time since the great recession. “

As indicators show, recruiting and hiring for 2017 will be vastly different from previous years. Employers will need to explore new hiring incentives to entice job seekers moving into 2017.

Click Here to Download the Full Q3 2016 Data Report

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Kristine Schoolcraft Joins Parallel Employment Group as Business Development Specialist

We are pleased to announce that Kristine R. Schoolcraft has joined Parallel Employment Group as a Business Development Specialist responsible for the Milwaukee and Waukesha County markets.

Kristine’s broad business perspective and career spans more than 25 years as a corporate Human Resources and Safety Manager and HR consultant.  Kristine has demonstrated success in partnering with leadership on tactical and strategic workforce and staffing initiatives to ensure continued company growth.  She brings an HR Managers perspective to the business development arena, and understands the unique needs of Parallel Employment Group clients. Kristine is well equipped to support and grow business in South Eastern Wisconsin, having supported operations in manufacturing, warehouse distribution, retail,  food, automotive, plastics, environmental, service, IT,  and financial industries.

“I am excited to welcome Kristine to Parallel. She will be a great addition to our exceptional team of professionals that help connect Wisconsin employers to communities and individuals in the job market,” said Clay Pautz, Director of Sales and Marketing.

 

About Parallel Employment Group

Parallel Employment Group exists to provide quality employees and services to our customers. Through implementation of innovative programs and practices, Parallel Employment Group strives to exceed the expectations of our clients. We remain focused on integrity, profitability and impactful community involvement.

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December 2015 Employment Labor Report

December 2015 Bureau of Labor Statistics (BLS) employment report states that employment rose by 292,000 jobs in the private, non-farm sector. Job gains occurred in the professional and business services, health care,food services and drinking places, and construction.

Both the unemployment rate and number of unemployed persons remained unchanged for the third month in a row at 5% and 7.9 million respectively.

BLS also reports that the December average hourly earnings for private, non-farm payrolls declined by -1 cent to make $25.24/hour. Year-over-year, the average hourly earnings have increased by 2.5% from 2014-2015. Additionally, the average hourly earnings of private-sector production and non-supervisory employees increased by 2 cents in December to make $21.22.

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October 2015 Employment Report

October 2015 Bureau of Labor Statistics (BLS) employment report states that employment rose by 271,000 jobs in the private, non-farm sector. Job gains occurred in the professional and business services, health care, retail trade, food services and drinking places, and construction.

Both the unemployment rate and number of unemployed persons remained unchanged from September at 5% and 7.9 million respectively.

BLS also reports that the October average hourly earnings for private, non-farm payrolls rose by 9 cents to make $25.20/hour. Year-over-year, the average hourly earnings have increased by 2.5% from 2014-2015. Additionally, the average hourly earnings of private-sector production and non-supervisory employees increased by 9 cents in October to make $21.18.

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