Kforce Releases 2011 Salary & Employment Guides
TAMPA, Fla., Sept. 29, 2010 (GLOBE NEWSWIRE) -- Kforce Inc. (Nasdaq:KFRC), a provider of professional staffing services and solutions, has released its 2011 Salary & Employment Guides, with versions available for Finance & Accounting and Technology specialties. The 2011 guides feature an in-depth examination of the new "war for talent" created by the economy's emergence from recession, as well as salary information by job title for more than 40 major U.S. markets.
"In creating the 2011 Salary & Employment Guides, we leveraged the unique expertise of our staffing associates to provide an insightful representation of the salaries qualified professionals can expect to earn based on specific job descriptions and geographic market locations," said Randy Marmon, Chief Customer Development Officer, Kforce. "Their tenure, market and industry expertise also contributed to the Guides' examination of the economic forces that are shaping demand and the strategies employers can deploy to emerge victorious from the recession and the resulting war for talent."
In addition to salary trends, the 2011 Salary & Employment Guides examine how identifying and retaining resources is becoming increasingly challenging. Frustrated by several years of "carrying the load," employees are beginning to explore new job opportunities. Further, many Baby Boomers are reactivating the retirement plans they put on hold when the economy turned. Together, these trends are resulting in a talent drift that puts employers at risk of losing critical intellectual capital. Employers in the Finance & Accounting and Technology space also face another challenge. High demand for a dwindling supply of highly qualified, college educated professionals has kept unemployment rates low for those in these skilled areas, shrinking the talent pool employers are able to leverage when filling the gaps caused by talent drift."To win the war for talent, companies must understand current and future needs and take a strategic approach to retention and recruitment. It requires a multi-faceted strategy that includes re-recruiting existing employees, building a robust new talent pipeline, succession planning and reducing time-to-hire to ensure the best possible outcomes," said Marmon.
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