60 http://www.prwebpodcast.com A Top 30 Stream of FPC Press Releases (in OGG format) via PRWeb podEditor@emediawire.com (PRWeb) podMaster@emediawire.com Mon, 01 Dec 2008 12:45:54 -0800 FPC http://www.prweb.com/prwebrss.gif 130 49 http://prwebpodcast.com Copyright PRWeb International, Inc. en-us http://blogs.law.harvard.edu/tech/rss A Top 30 Stream of FPC Press Releases (in OGG format) via PRWeb A Top 30 Stream of FPC Press Releases (in OGG format) via PRWeb podEditor@emediawire.com PR Web PRWeb no http://www.prweb.com/releases/2008/2/prweb703163.htm http://www.prweb.com/releases/2008/2/prweb703163.htm 76 million boomers will retire in the next 5 years without enough replacement talent. FPC's recruiters nationwide have already been seeing the early effects of the massive baby boomer retirement wave and clients are scrambling to hire employees now who can grow into those positions. [PRWeb Feb 17, 2008] http://www.prweb.com/releases/2008/2/prweb703163.htm Wed, 20 Feb 2008 15:36:10 -0800 podcrew@extrahoop.com Ron Herzog, CEO & President of FPC said, "USA Today online had an article noting that the first boomer had recently received the first social security payment and put it in these dramatic terms - 10,000 people retiring each day. The mass retirement wouldn't be so bad if there were enough people coming into the workforce to enter those jobs left vacant due to the retirements - and those vacancies being discussed do not even include the additional jobs added due to the projected long-term economic growth." Unfortunately, the BLS projects that the pool of workers following the boomers is smaller, aggravating the situation even more. "Human Resources departments and Hiring Managers nationwide will be challenged to find enough qualified people to fill those positions once the retirements start. FPC recruiters have seen that some HR professionals have already been pro-actively addressing this issue." Bill Martin, FPC's highest producing owner in 2007 and President of FPC of Greensboro, added, "Our clients haven't been able to find enough qualified grads to fill this pipeline so they've partnered with us to find people to back-fill the pipeline with 2-3 years of experience. Just about 20% of our recent placements have been these baby-boomer replacement positions and we expect that number to increase." Why is this so urgent? "The urgency is there because people of retirement age are typically in management or technically complex positions. This is particularly the case in technical manufacturing positions, where the learning curves are often steep." Said Mr. Martin. Mr. Herzog added, "Companies need new employees in those jobs now in order for them to develop the skills needed by the time the boomers retire over the next five years. The urgency is real." Who is Being Hit the Worst? "Many of our clients are manufacturing companies, which are expected to be among those hard hit due to their disproportionate number of employees older than 45 in management." noted Mr. Herzog. What Can Companies Do Now to Prepare? Mr. Martin responded, "Unless those jobs being vacated are filled pro-actively, those employees left behind will have to pick up the extra responsibility - leading to a number of other employee-relations issues. That means hiring professionals with 2-3 years of experience now, what we call "high-potentials". In our case, with people with Lean Transformation experience. Many HR departments have the framework for succession planning in place, so one thing that may help to determine how and when to strategize with their hiring sources is to take a look around the company - what is the demographic make-up of your team? When does your retirement bubble burst? And then start pro-actively... To read the press release in full goto http://www.prweb.com/releases/2008/2/prweb703163.htm]]> Yasmeen Anderson Companies Must Address Urgent Succession Planning Now for Upcoming Baby Boomer Retirement Ron Herzog, CEO & President of FPC said, "USA Today online had an article noting that the first boomer had recently received the first social security payment and put it in these dramatic terms - 10,000 people retiring each day. The mass retirement wouldn't be so bad if there were enough people coming into the workforce to enter those jobs left vacant due to the retirements - and those vacancies being discussed do not even include the additional jobs added due to the projected long-term economic growth." Unfortunately, the BLS projects that the pool of workers following the boomers is smaller, aggravating the situation even more. "Human Resources departments and Hiring Managers nationwide will be challenged to find enough qualified people to fill those positions once the retirements start. FPC recruiters have seen that some HR professionals have already been pro-actively addressing this issue." Bill Martin, FPC's highest producing owner in 2007 and President of FPC of Greensboro, added, "Our clients haven't been able to find enough qualified grads to fill this pipeline so they've partnered with us to find people to back-fill the pipeline with 2-3 years of experience. Just about 20% of our recent placements have been these baby-boomer replacement positions and we expect that number to increase." Why is this so urgent? "The urgency is there because people of retirement age are typically in management or technically complex positions. This is particularly the case in technical manufacturing positions, where the learning curves are often steep." Said Mr. Martin. Mr. Herzog added, "Companies need new employees in those jobs now in order for them to develop the skills needed by the time the boomers retire over the next five years. The urgency is real." Who is Being Hit the Worst? "Many of our clients are manufacturing companies, which are expected to be among those hard hit due to their disproportionate number of employees older than 45 in management." noted Mr. Herzog. What Can Companies Do Now to Prepare? Mr. Martin responded, "Unless those jobs being vacated are filled pro-actively, those employees left behind will have to pick up the extra responsibility - leading to a number of other employee-relations issues. That means hiring professionals with 2-3 years of experience now, what we call "high-potentials". In our case, with people with Lean Transformation experience. Many HR departments have the framework for succession planning in place, so one thing that may help to determine how and when to strategize with their hiring sources is to take a look around the company - what is the demographic make-up of your team? When does your retirement bubble burst? And then start pro-actively... To read the press release in full goto http://www.prweb.com/releases/2008/2/prweb703163.htm]]> 00:15:00 no