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Franchises add education jobs in Rhode Island

July 7th, 2014

National employment is growing, and along with it, franchise jobs, including education jobs in Rhode Island, are also growing.

According to a report from ADP, about 830 education jobs were added to franchises last month.

In total, U.S. private-sector franchise jobs increased by 33,330 during the month of June, according to the ADP National Franchise Report.

“In June, franchises added the most jobs for any month since December 2013,” said Ahu Yildirmaz, vice president and head of the ADP Research Institute.  “The total number of jobs added was up over 50% from May. Auto Parts and Dealers doubled from the previous month.”

The ADP National Franchise Report, the first and only report of its kind, is a monthly measure of the change in total U.S. nonfarm private franchise employment derived from actual, anonymous payroll data of client companies served by ADP®, a leading provider of human capital management solutions. The matched sample used to develop the ADP National Franchise Report is derived from ADP payroll data, which represents 15,000 Franchisors and Franchisees employing nearly one million workers in the U.S.

The ADP National Franchise Report is published by the ADP Research Institute, a specialized group within ADP that provides insights around employment trends and workforce strategy, in collaboration with Moody’s Analytics, Inc.

Service-providing employment rose by 230,000 jobs in June, up from 148,000 in May. The ADP National Employment Report indicates that professional/ business services contributed 77,000 jobs in June, up from 46,000 in May. Expansion in trade/transportation/utilities grew by 50,000, up from May’s 36,000. The 11,000 new jobs added in financial activities was about double last month’s number.

Key hire appointed to law enforcement jobs in Rhode Island

June 25th, 2014

The governor has appointed a key hire to fill law enforcement jobs in Rhode Island.

Laura A. Pisaturo of Warwick will chair the Rhode Island Parole Board filling the seat vacated by Dr. Kenneth Walker, who resigned effective July 31, 2014.

Walker served as a parole board member from 1979-2008 and then was appointed as Chairman in 2008-2014, serving a total of 34 years of service on the Parole Board. Pisaturo, who is a skilled attorney, has more than18 years of experience as a civil litigator and criminal prosecutor.

Pisaturo, a practicing attorney, serves on the Rhode Island Supreme Court Disciplinary Board, and the Warwick Planning Board. For six years, she was a member of the Rhode Island Bar Association House of Delegates. Her previous work experience includes director of the Rhode Island Children’s Advocacy Center, prosecutor for the Office of the Rhode Island Attorney General under Attorneys General Jeffrey Pine, Sheldon Whitehouse, and Patrick Lynch, and as a civil litigator with Hinckley, Allen & Snyder LLP. A Providence native and Classical High School graduate, she holds a bachelor’s degree from the University of Rhode Island, and a J.D. from Suffolk University Law School.

She has held adjunct faculty positions with both Salve Regina University and The University of Rhode Island. Providence Business News has recognized her in their “forty under 40″ for her dedication to community service, as well as achievements in her career. Her community service includes involvement with the Bar Association’s Family Court, Criminal, and Civil Bench/Bar Committees, the LGBT Legal Issues Committee and the Warwick Rotary.

The Board is authorized by statute (R.I.G.L. § 13-8-1 et seq.) to consider the early release of incarcerated offenders who have been sentenced to be imprisoned for a period of more than six months and who have served not less than one-third of the term for which they have been sentenced. Using structured decision-making, the Parole Board has broad discretion to determine when and if an offender will be released from imprisonment.

Boomers hold more science jobs in Rhode Island

June 20th, 2014

A new report from Careerbuilder points out that baby boomers hold a larger percentage of science jobs in Rhode Island, among other locales, than millennials.

According to the survey, the number of jobs held by baby boomers (age 55-64) grew 9 percent from 2007 to 2013, a gain of 1.9 million. The millennial workforce (age 22-34), however, has not recovered from the recession nearly as fast. With an increase of only 110,000 jobs, employment in 2013 was essentially unchanged from 2007 (.3 percent growth).

According to the Bureau of Labor Statistics, the population of 55 and older Americans has grown 20 percent since 2007 – four times as fast as prime-working age millennials (ages 25-34).

The 55 and older group is the only age group to increase its labor force participation rate (+1.7 percentage points) and employment-to-population ratio (+.8 percentage points) since 2007.

Outside of food preparation and serving jobs, boomers have increased their share of jobs held in each category, including STEM occupations, relative to millennials. Construction and architecture and engineering occupations were particularly difficult fields to enter for young workers, with 19 and 10 percent drops in employment, respectively.

Of metro areas with one million or more residents, Pittsburgh, PA, Hartford, CT, and Cleveland, OH, have the largest share of workers age 55-64. Aging workforces in these regions’ strong manufacturing industries underlie the high concentration. At the other end of the spectrum, Salt Lake City leads all markets for jobs held by workers age 22-34. Millennials dominate the area’s emerging computer, health care and finance occupations.

“The recession prompted boomers and millennials to approach the labor market differently. Confronted by weaker entry-level job prospects, young professionals left the workforce in greater numbers or took lower paying jobs that didn’t take immediate advantage of their degrees,” said Matt Ferguson, CareerBuilder CEO and co-author of The Talent Equation. “Older workers, on the other hand, often had to postpone retirement to recoup lost savings. Never in history have workers over the age of 55 had the concentration in the workforce they have today; however, employers will have to plan for vacancies when this group inevitably retires, which could quickly create new skills gaps in trade vocations and STEM fields.”

Would people do just about anything for Rhode Island jobs?

June 4th, 2014

A recent survey from Monster shows the lengths people will go to interview for Rhode Island jobs, among other locations.

The survey found that 44% of respondents consider telling their boss they have a medical appointment to be the best excuse to leave work for a job interview. Another health related excuse, illness, was the second most popular choice at 15%.

French respondents are the most likely to create faux doctor’s appointments when sneaking out for interviews, with 54% answering that they believe it is the best excuse; conversely, French respondents are the least likely to fake an illness to excuse an interview related absence, with only 7% selecting it as the best option.

Respondents in the US were the biggest proponents of the call in sick method, with 16% choosing illness as their preferred excuse.

Monster asked “If you had to pick one, which is the best excuse to leave work for a job interview?” and received over 3,000 responses. International findings included:

  • 44% of respondents answered “Medical (Doctor/Dentist) appointment”
  • 15% of respondents answered “Illness”
  • 8% of respondents answered “Delivery/repairman”
  • 12% of respondents answered “Childcare”
  • 21% of respondents answered “Other”

When managing remote workers with Rhode Island IT jobs, communication is problematic

May 28th, 2014

Communication is the greatest challenged CIOs face when managing those with Rhode Island IT jobs, according to a survey from Robert Half.

Nearly one-third (30 percent) of U.S. chief information officers (CIOs) interviewed said communication is their greatest challenge in managing a remote workforce. Productivity and technology challenges followed, each cited by 22 percent of respondents.

Robert Half Technology offers four tips for technology executives to manage remote teams effectively:

  • Outline expectations. Tell remote employees how often you’d like them to check in by phone or email. Let them know you expect them to be reachable during office hours. Also, set clear goals and benchmarks to help mobile workers stay on track with objectives.
  • Leverage technology tools. Make sure remote employees have access to the right communication tools. Teleconferencing, online meeting and file-sharing services foster collaboration among remote teams. Confirm that everyone can stay in touch easily and access the information they need quickly and securely.
  • Create opportunities for face time. To help remote workers stay connected, request that they work on-site a few times a month, if possible. Encourage them to attend important events and meetings in person, as appropriate. Also, use videoconferencing tools to promote virtual face-to-face interaction with off-site staff.
  • Check in with remote employees regularly. Remote work arrangements afford flexibility but they can blur the lines between work and personal life. Some employees who work from home have trouble ‘unplugging.’ Encourage them to create balance, which, ultimately, aids productivity in the long term.

Are employers aware of job-hopping at Rhode Island healthcare jobs?

May 19th, 2014

Employers may be distinctly aware of those who are ready to job-hop from Rhode Island healthcare jobs, according to a recent survey from Careerbuilder.

More than half (55 percent) of employers surveyed said they have hired a job-hopper and nearly one-third (32 percent) of all employers said they have come to expect workers to job-hop.

By the age of 35, 25 percent of workers have held five jobs or more. For workers ages 55 and older, 20 percent have held ten jobs or more.

Forty-one percent of employers said that job-hopping becomes less acceptable when a worker reaches his/her early to mid-30s (ages 30 or 35). Twenty-eight percent find job-hopping less acceptable after the age of 40.

When hiring a new college graduate, nearly half (45 percent) of employers expect the new hire to stay with the organization for two years or less, while more than one in four (27 percent) expect new college grads to stay five years or longer.

Information Technology, an industry with a notable talent shortage and highly competitive recruitment tactics, has the largest percentage of employers who expect workers to job-hop. Rounding out the top five industries are:

· Information Technology – 42 percent

· Leisure & Hospitality – 41 percent

· Transportation – 37 percent

· Retail – 36 percent

· Manufacturing – 32 percent

a significant number of employers (43 percent) won’t consider a candidate who’s had short tenures with several employers. However, others point to advantages in hiring people who have worked for numerous companies. More than half (53 percent) of employers said job-hoppers tend to have a wide range of expertise, and can adapt quickly (51 percent).The majority of employers (55 percent) said that they’ve hired someone they’d categorize as a job-hopper. Of those employers:

· 34 percent said the job-hopper left after a short period of time

· 40 percent said the job-hopper stayed for at least two years

· 17 percent said the job-hopper stayed for at least three years.

Are employees with Rhode Island customer service jobs looking for other jobs?

May 6th, 2014

A survey from Jobvite on employee satisfaction points out that employees, including some who have Rhode Island customer service jobs, may be unsatisfied with their current jobs and may be actively seeking a new one.

According to the survey, about 51 percent of people are actively looking for another job.

In addition, 71 percent of the labor force is currently on the job market. More than half of employed workers are looking for a new job.

But the new job market is extremely competitive.

Meanwhile, younger workers are much more optimistic about finding a job.

Through personal connections people found their most favorite job. Others found their jobs through LinkedIn, online social networks, job boards, and classified ads.

Results show about 76% of people found their job through Facebook.

When recruiting, about 93% of recruiters are likely to look at a candidate’s profile and 42% of have considered a candidate based on their social networking profiles.

mobile job seekers tend to be less educated than their social job- seeking counterparts. Almost half of job seekers have used their mobile device to engage in some sort of job search-related activity and increasingly expect career websites to be optimized for mobile. Unlike social job seekers, mobile job seekers are more likely to turn to Facebook than LinkedIn for job seeking activities. - See more at:

About half of job seekers have used their mobile device to engage in some sort of job search.

They increasingly expect career sites to be optimized for mobile use.

71% of the U.S. labor force is currently on the job market and that more than half of currently employed workers are actively looking or open to a new role. The job market is more competitive than ever before, and results show younger workers are more optimistic about finding a job this year as compared to their more senior counterparts. - See more at:
71% of the U.S. labor force is currently on the job market and that more than half of currently employed workers are actively looking or open to a new role. The job market is more competitive than ever before, and results show younger workers are more optimistic about finding a job this year as compared to their more senior counterparts. - See more at:
51% of employed workers reporting they are either actively seeking or open to a new job. - See more at:
51% of employed workers reporting they are either actively seeking or open to a new job. - See more at:
51% of employed workers reporting they are either actively seeking or open to a new job. - See more at:

Food service jobs in Rhode Island grow

April 29th, 2014

The latest labor market reports show that food service jobs in Rhode Island are growing.

Employment continued to trend up in March in food services and drinking places (+30,000). Over the past year, food services and drinking places has added 323,000 jobs. Construction employment continued to trend up in March (+19,000). Over the past year, construction employment has risen by 151,000.

Overall, in March, jobs rose by 192,000 in March, and the unemployment rate was unchanged at 6.7 percent, the U.S. Bureau of Labor Statistics reported.

The number of unemployed persons was essentially unchanged at 10.5 million, and the unemployment rate held at 6.7 percent. Both measures have shown little movement since December 2013.

Professional and business services added 57,000 jobs in March, in line with its average monthly gain of 56,000 over the prior 12 months. Within the industry, employment increased in March in temporary help services (+29,000), in computer systems design and related services (+6,000), and in architectural and engineering services (+5,000).

Health care added 19,000 jobs. Employment in ambulatory health care services rose by 20,000, with a gain of 9,000 jobs in home health care services. Nursing care facilities lost 5,000 jobs over the month. Job growth in health care averaged 17,000 per month over the prior 12 months.

Employment in mining and logging rose in March (+7,000), with the bulk of the increase occurring in support activities for mining (+5,000). Over the prior 12 months, the mining and logging industry added an average of 3,000 jobs per month.

Employment in government was unchanged in March. A decline of 9,000 jobs in federal government was mostly offset by an increase of 8,000 jobs in local government, excluding education. Over the past year, employment in federal government has fallen by 85,000. Employment in other major industries, including manufacturing, wholesale trade, retail trade, transportation and warehousing, information, and financial activities, changed little over the month.

Would workers at Rhode Island jobs go to bosses about unfair pay?

April 20th, 2014

If workers at Long Island jobs or other jobs across the nation were concerned they weren’t being paid fairly, would they go to their bosses? A new survey from Monster says that yes, they would.

The majority of respondents are likely to go straight to their boss if they found out they were being paid unfairly. 41% of respondents claim that they would approach their boss about their salary and demand a raise; and an additional 36% said that they would additionally start looking for a new job.

“What would you do if you found out you were being paid unfairly?” and received over 7,800 responses. The international findings include:

  • 36% of respondents answered “Talk to my boss and start looking for a new job”
  • 41% of respondents answered “Talk to my boss and demand a raise”
  • 15% of respondents answered “I wouldn’t talk to my boss but would start looking for a new job”
  • 8% of respondents answered “I would complain to friends and family but wouldn’t do anything else”

Workers in France and the United States are most likely to demand a raise (with 49% and 46% answering so, respectively). Workers in Asia and India are most likely to not take action, with the highest rates of answering (11% and 13%) that they would only complain but not take action. Only 2% of US respondents would start looking for a new job without speaking to their boss, while Germans (26%) and Canadians (27%) are the most likely to start a job search without consulting their boss first.

IT jobs in Rhode Island climb

April 6th, 2014

A recent poll points out that IT jobs in Rhode Island may be growing. released their US jobs outlook, showing that certain industries are expected to outperform the national average for hiring. The number of manufacturing employers planning to add full-time, permanent headcount increased three percentage points over Q2 2013 and beat the national average for this year’s forecast by seven percentage points.

About 27 percent of employers planned to hire full-time, permanent employees in the first quarter of 2014. The number of employers who actually hired full-time, permanent staff was 29 percent, up from 28 percent in the same period last year.

Eleven percent decreased headcount, down from 12 percent last year. Fifty-nine percent said there was no change in their number of full-time, permanent employees while 2 percent were unsure.

Eight percent of employers expect to downsize staff, down from 9 percent last year. Sixty-one percent anticipate no change while 5 percent are undecided.

The top five industries that are expected to surpass the national average for adding full-time, permanent staff in the second quarter include:

· Information Technology – 34 percent of hiring managers

· Financial Services – 34 percent

· Manufacturing – 33 percent

· Health Care1 – 28 percent

· Professional and Business Services – 28 percent

Thirty-one percent of employers anticipate no change in salary levels in the second quarter compared to the same period last year. Forty-one percent expect there will be an increase of 3 percent or less. Nineteen percent expect their average changes will be between 4 and 10 percent and 2 percent predict an increase of 11 percent or more. Three percent anticipate a decline in salaries and 5 percent are undecided.

Temporary employment is showing a slight improvement over last year’s projections. Thirty-three percent of employers plan to hire temporary or contract workers in the second quarter, up from 32 percent in 2013. Twenty-six percent are planning to transition some contract or temporary staff into permanent employees in the second quarter, up from 24 percent last year.