Orion Talent Recruiting News

Recruiters underestimate hiring manager satisfaction; sourcing a growing pain point for both groups in tight labor market.

The year started off great for hiring. Between the administration’s deregulation binge and tax reform, profitability estimates climbed for companies in power and energy, manufacturing, financial services, retail and real estate, to name just a few. When tariff talk began generating headlines in March, enthusiasm quickly dampened in solar, semiconductors, and other industries caught up in the escalating trade war with China.

There are two reasons to listen to this episode. First of all, Orion Talent (and recruiters in general) are an excellent resource that members of the military should consider as they approach their career transition. Second, Brian has over 20 years of experience in the recruiting space. He talks about a range of topics like changes in the hiring landscape, how to prepare for interviews, and other topics that would benefit any Veteran.

Insanity is doing the same thing over and over again and expecting different results. Remind you of your budgeting process? Most Talent Acquisition (TA) teams have long suffered the consequences of working with unrealistic budgets, yet it’s still a tough pattern to break.

Siemens Corporation, a U.S. subsidiary of global technology giant Siemens AG, and Orion Talent, a total talent solutions provider, take on the growing challenge of where manufacturers should turn for experienced, highly skilled technical talent at the IndustryWeek Manufacturing & Technology Conference & Expo in Raleigh, North Carolina, on May 9.

The increasing complexity of recruiting and the importance of top talent to organizations’ strategic growth continue to create ripe conditions for those organizations to outsource their recruiting functions to external providers.

The competition for top talent has never been greater. Low unemployment, the need for highly skilled labor, a shortage of qualified candidates, and the openness towards relocation have all contributed to the increased difficulty to attract and retain top talent.

First, a special THANK YOU to ACCA’s partners at Orion Talent for speaking at ACCA’s Annual Conference. ACCA hosted David Coe, Senior Vice President of Strategic Programs at Orion Talent, at the Annual Conference in Washington, D.C. David led the “Hire a Hero, Hire a Veterans: Transform Your Business with Top Military Talent” Learning Lab at the conference.

U.S. Navy veteran Antwan Richardson works for Eversource Energy, which serves Connecticut, New Hampshire, and Massachusetts, as supervisor in substation operations.

When Earle LeMasters IV considered what to study in college, he wanted a major that involved finding answers to difficult questions.

With jobs in HVAC projected to grow by 15% within the next 3-5 years, business owners and leaders may be wondering where to find the best skilled talent to add to their growing teams.

ACCA’s partners at Orion Talent, are hosting a National Virtual Technician Hiring Event from Feb. 20-22. ACCA partners with Orion because they are the nation’s premier firm for helping business owners find veterans, and they specialize in helping the HVAC industry!

The 2017 news cycle was exceptional: Tenuous geopolitical situations. Shifting trade policies. Natural disasters. De-regulation and tax reform. As we begin 2018, I predict that most HR and Talent Acquisition teams will soon be feeling the effects of last year’s headlines.

Fueled by an initial burst of post-election optimism, hiring started out strong for manufacturers in 2017. While continued legislative stalemates are now slowing down things somewhat, the U.S. Department of Labor still reports an increase in manufacturing hiring as we end the year with a labor market in the midst of a mild upturn over 2016.

Steve Genevish, formerly an artillery officer with the U.S. Army 82nd Airborne Division, tried working in a factory and then energy exploration before landing a construction job. To hear him talk, Genevish may stick with it. And contractors need more veterans like him.

In the next five years, the construction industry is expected to add 1.6 million jobs, according to the Bureau of Labor Statistics. As a general contractor specializing in multi-family developments in Texas, this job growth comes as no surprise to us.

Wayfair’s Vice President of Government and Industry Relations, Michael O’Hanlon, recently presented the Keynote Address at Orion Talent’s Distinguished Candidate Conference, addressing Wayfair’s military hiring initiative and his own transition from the military to the private sector.

A factor impacting housing affordability in Central Texas is the cost to build, and with that, the cost to pay for the work as Austin grapples with a labor shortage. The Home Builders Association of Greater Texas says simply put there just aren’t enough workers to meet the demand.

If there is one thing we can be sure of it’s this: Combine a persistent shortage of skilled talent, a 2.7 percent Veteran unemployment rate, and a surge of organized efforts to prioritize hiring Veterans, and you have the perfect ingredients for a hyper-competitive military hiring space.

The shortage of skilled labor within our industry is something we’ve been hearing about for quite some time. As the Baby Boomer generation nears and enters retirement age, a large segment of the workforce — across all sectors — will be leaving a gaping hole.

We’ve all been witness to the bidding frenzy by cities wanting to become Amazon’s second home. Lured by the promise to hire 50,000 workers with salaries at $100,000 annually, and an investment of $5 billion in new construction, 238 cities from around the U.S. and Canada have submitted proposals to entice the retail giant.

Orion Talent, a total talent solutions provider, has published its inaugural Talent Acquisition (TA) Trendsetters brief, a series of thought leadership insights that explore the winning strategies of talent acquisition leaders. In the first brief, The Business Case for Military Hiring, S&C Electric Company’s Mary Collins shares her inside perspective on the business benefits of recruiting and hiring military talent.

Midsize RPO deals continue to gain market share as they have proven to help solve talent challenges for organizations with 5,000 employees or between 500 and 1,000 hires per year. RPO has become an incredible tool that can help free HR leaders to play a more strategic role and to focus on broader organizational strategies that may not have been concerns five or 10 years ago.

Orion Novotus, a leader in recruitment process outsourcing (RPO), has been named the number one Midsize RPO provider in the HRO Today's 2017 Baker's Dozen Rankings.

The 2017 hurricane season doesn’t end until November 30, and yet, without even accounting for Hurricane Maria, we are already facing an economic impact estimated at $290 billion dollars from Harvey and Irma.

Orion Talent CEO Mike Starich works with companies like GE Energy Connections, Honda Motors, Siemens and Aggreko to fill up positions with hard-to-find skilled workers. Since the company’s launch in 1991 as a provider of military hiring solutions, matching 40,000+ veterans with more than 7,500 employers, it has expanded its service offerings and candidate pool – especially with the acquisition of RPO firm Novotus (now Orion Novotus) last year.

A few short years ago 1 million square foot distribution centers and same day delivery were exceptional. Not anymore. As consumers transition from traditional brick & mortar shopping to faster home delivery, Amazon is rapidly building, buying and renting spaces of all sizes to facilitate DCs closer to the consumer.

Wepow, providing mobile and video interviewing solutions that improve hiring outcomes, today announced the availability of its new recruitment process outsourcing (RPO) partnership program. With the introduction of this program, Wepow is enabling RPOs to provide enhanced candidate communication and interviewing capabilities through Wepow's innovative video interviewing tools and messaging framework.

Almost every United States city is witnessing growth in construction—both in commercial and residential building, as well as roads, bridges and other structures. With the U.S. Bureau of Labor Statistics projecting the industry to increase from its current 6.9 million jobs to 7.2 million jobs by 2024—meeting the demand for quality talent is paramount for construction companies.

Recruitment Process Outsourcing (RPO) is one of the many industry acronyms - and models - that has found staying power over the last ten years. In this conversation with Cory Kruse, president of leading US-based RPO provider, Orion Novotus, he shares insights on the value add of RPO, the shifting dynamics in the RPO model, and expectations on how this offering will continue to evolve in a competitive recruitment landscape.

A new survey from Orion Talent, Making the Grade: Where Talent Solution Providers Succeed (and Fail), highlights the reasons why some talent solution providers are able to effectively align with client goals, while others fail steadily over 3-6 months. 

Let’s get this out of the way: Talking about big data is not one of your favorite topics. You’re an HR manager or a TA leader, not a data analyst, right? Many of the managers I meet feel the same way.