Devoted to recruiting, finding top recruits, and hiring tips and advice

John Sumser of the Electronic Recruiting News alerts us to the most-recent publication of The Labor Advocate, produced by the US Department of Labor.  The Winter edition points to several strong indicators:

• 4.7% unemployment — the lowest monthly rate since July 2001 and lower than the average of the 1970s, 1980s and 1990s
• Over 2 million jobs created in 2005
• Construction spending rose in December to a record high of $1.12 trillion
• Manufacturing activity grew for the 32nd consecutive month in January 2006
• Housing starts in 2005 rose to 2.065 million units — 5.6% over 2004 and the highest level in over 30 years
• Consumer confidence is at its highest level in 3 years

Download the entire edition of the The Labor Advocate

What does this mean for employers?  With respect to recruiting, my list reads like this:

• Finding your perfect candidate will be harder than ever.
• The best talent in the industry are right now looking seriously at leaving the cocoon they've been in for the last 5 years--they're looking.
• Your own employees are looking (probably right this very second) for a new gig.
• People are more willing to take serious risks, jump-ship, start a startup, etc--the market is booming.  Even if you fall, there's at least 5 years left to recover before the next recession.  Now is the time to make bold moves.  People will be doing it in droves.
• Non-traditional work options are more attractive than ever.  "Workin' nine-to-five" is no-longer the "way to make a livin'".
• Moonlight Entrepreneurs are cropping up everywhere.  The name of the game right now is wealth-building. Some people got left behind in the last goldrush--they will be the first off the line this time around. 

What you can do:

1. Harness or help your employees unleash their creative genius.  Help to incubate their new ideas, and it may payoff big for both of you.
2. You must Become A Lightning Rod for Talent.  There's no excuse right now.
3. Seriously review: Would you want to work for you? Why? Why not?
4. If people are leaving (or you're not finding people to join you) ask a recruiter to meet you on-site, visit your staff, talk to people, and then ask them for their honest opinion--be ready, you'll learn a lot here.

Your thoughts?