try continues to grow. Continuing to create
and add value for clients with shrinking
margins and commoditization will be a big
challenge in 2015. Tying social and mobile
technology to true recruitment and retention efficiency will also be an ongoing challenge. I believe that more clients will begin
using [temporary and contract] labor in a
more strategic way than they used to—and
we are already seeing this.
Office–Administrative: Become
ACA-compliant and stay ahead of
the competition
Jim Bruno, managing partner, Midwest
Professional Staffing
In central Iowa we are blessed with an
active market but too many unknowns
related to the Affordable Care Act. We are
in the process of becoming ACA-compliant
with a minimum essential coverage product
and a minimum value plan that includes
hospitalization, but we are uncertain how
receptive our clients will be to absorbing some of the costs. We view this as an
opportunity to be ACA-compliant and to
be ahead of the curve with our competition,
which should result in increased market
share but tighter margins in the short run.
Professional: Recruit internal and
external talent to fill specific job
needs
Ed Simpson, vice president, business development, the Forum Group
Recruiting talent continues to be an
increasing challenge due to clients’ spe-
cific job needs and a shrinking talent pool
(due to demand). Coaching our clients on
realistic expectations based on the talent
pool that is available will be integral to our
growth and success next year. Addition-
ally, finding qualified internal staff has also
become much more challenging.
Search and Placement: Expand
recruitment staff to keep pace
with demands
William Emerson, CSP, president,
Emerson Group
I foresee significant growth in our direct
hire services in 2015. Our clients are experiencing a shortage of available talent in
key areas of their business, and they are
realizing that their efforts alone are not
enough. Additionally, candidates are in a
better position today to leave their current
jobs for new opportunities.
An internal challenge for us will be
expanding our recruitment team to keep up
with demands—a nice problem to have.
Technical, IT, and Scientific: Keep
software compliant with the ACA
David Du Pont, president and chief execu-
tive officer, HEPCO
The start of 2015 reminds me of Jan.
1, 2000, with the big unknown being
how well our software accounting systems
will actually handle the Affordable Care
Act reporting requirements. Just as at the
start of 2000, we think we have all of
our required bases covered, but only time
will tell if the reporting software works as
advertised.
To a lesser extent, the second challenge
is related to the recently held elections. As
a company that does a great deal of work
with tier one vendors to the U.S. Department of Defense, how will the Republican
majority in the Senate affect those vendors
and thus HEPCO? n
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“Having the right culture, programs, and benefits in place
to not only attract and retain quality staff, but empower them to
excel during growing pains, is crucial.”
—Timothy A. Kinnetz, RN, PS, Grape Tree Medical Staffing