A recent survey by the National Association of Colleges and Employers (NACE) found that businesses expect to hire 9.5 percent more college graduates this year than last, broadening a recovery since 2009 when such hiring plummeted 22 percent.

The Collegiate Employment Research Institute (CERI) at Michigan State University also reported that it expects hiring of new college graduates to rise 7 percent, which is a moderate rate compared with last year’s. Based on the responses it received, CERI reports that “This year’s market appears to be broader and a little deeper and shows a more consistent pattern of growth across industry sectors as well as by company size. Uncertainty has lessened somewhat among these employers and is reflected in a higher intention to hire college students, approaching the optimism of the 2007-2008 college labor market. More confidence is leading more employers to increase their hiring targets. Still one-third have decided to cut their hiring goals for this year.”

According to CERI, nearly 40 percent of employers will be hiring candidates from all majors, seeking the best talent regardless of field of study. Computer science majors are still in strong demand in nearly every sector, and the supply of graduates will not be sufficient to fill all available positions. Accounting, most engineering disciplines, finance, and supply chain are expected to do well this year. Some of the strongest growth will be among marketing, advertising, and public relations; sales positions are increasing as well as related services to extend employer brands. Nursing, clinical laboratory scientists, human resources, chemistry, statistics, and mathematics are just some of the majors that will see more opportunities this year.

Unemployment among college graduates up to age 24 dropped from 9.8 percent in February 2011 to 8.1 percent last month, according to the U.S. Bureau of Labor Statistics. But that is well above the 4.6 percent rate in 2008. February’s unemployment rate for the same ages with just a high school diploma was 22.5 percent.

Yesterday the state Executive Office of Labor and Workforce Development announced that Massachusetts’ unemployment rate in January held steady at 6.9 percent (compared to 8.3 percent nationally) and that 6,600 jobs were added by Massachusetts employers. The state Department of Labor also reported revised jobs figures for 2011, including a dramatic revision to the overall number of jobs created last year. The revised data states that just over 9,000 jobs were created in Massachusetts during 2011, compared with initial estimates of nearly 41,000 jobs. Local economists are somewhat surprised by the change and believe the real number is somewhere between the two figures.

Read more here.

Q: What’s your advice for explaining a gap in a resume?

A: A gap in your resume, i.e. a period of time that isn’t filled by employment, is usually perceived negatively by employers and typically will generate questions from the interviewer. Therefore, it’s important to have a logical and credible explanation for the gap.

The explanation will depend on why you have the gap. Is it because you were unemployed and spent that time looking for a new job? Did you take time off on purpose to care for family or to travel before settling down? Or were you relocating and didn’t have a new job lined up before the move? These are all plausible reasons for gaps and I hear them every day.

The most important thing to consider when you are explaining why you have a gap in your resume is the message you are sending. For instance, if you decided to travel after a job ended and before looking for another position, you’re sending the message that you prioritized personal pleasure over work. This might cause the employer to wonder if you’re serious about working now. It’s important to be truthful in your explanation, but think about your response from the listener’s point of view. If you have a gap on your resume because you were unemployed, explain your job search and details on how you spent that time. Did you have goals and a structured approach to your job search? Did you volunteer, intern or work temporary or contract positions in the meantime? Even if they weren’t in your field, they could show that you were motivated to get back to work.

If you’re living through a gap period right now, I recommend trying temporary or contract work. Not only are you keeping your skills up-to-date, but each day you are working will expose you to new contacts and experiences that may lead you to the job you’re looking for. Many times temporary and contract positions turn into offers for full-time work.

About the Recruiter
Frank Gentile is a 20+ year veteran of the staffing industry and an experienced recruiter. As a Director at Professional Staffing Group (PSG) Frank oversees the permanent placement division.

PSG is pleased to be recognized for the third year in a row on both the 2012 Best of Staffing Talent and 2012 Best of Staffing Client lists by Inavero and CareerBuilder.

Inavero’s Best of Staffing™ Awards, presented by CareerBuilder, showcase staffing firms that provide exceptional levels of service. The Best of Staffing™ lists are the nation’s only awards that recognize staffing firms that receive remarkable reviews from their clients and their temporary employees.

In separate independent surveys of both its candidates and clients, Professional Staffing Group received satisfaction ratings that placed it in the top one percent of all firms in the country. PSG is the only Massachusetts staffing firm to make the lists three years in a row, for having both the best Talent and the best Client satisfaction ratings.

Inavero’s complete Best of Staffing list can be viewed at www.bestofstaffing.com.

PSG President Aaron Green was a guest on last night’s NECN Business show. Aaron was invited to be interviewed about the release of PSG’s most recent Quarterly Human Resources Survey. He spoke about the Massachusetts employment environment with NECN Business anchor John Daly and highlighted an increase in hiring and recruiting locally. PSG’s quarterly human resources survey details Massachusetts employment trends based on client survey results. In the survey PSG asks clients for their responses to questions about hiring and staffing, salary and compensation, concern over retention and recruiting talent and budgets for HR spending.

To request a copy of PSG’s survey results please contact your PSG representative or call us (at 617-250-1000) or email info@psgstaffing.com.

Technology jobs, particularly at software companies, are increasing in Massachusetts and demand for talent in this area is growing.  This week’s Boston Business Journal article, Information Technology a Bright Spot for Local Economy, explains more.

Tune in Wednesday night (February 1) at 6:30 pm when PSG President Aaron Green talks to NECN (Channel 6 in Boston) about the 2012 outlook for hiring in Boston.

PSG is proud to support Bottom Line, a non-profit organization that helps disadvantaged urban youth successfully prepare for college. Earlier this month, PSG staff members Jason Katsohis and Lauren O’Brien attended Bottom Line’s Go Far Forum in Boston. Three hundred students attended the forum where they participated in career workshops, met local recruiters, and experienced practice interviews.  Katsohis and O’Brien were among the career experts who volunteered their time and expertise to conduct practice interviews and resume preparation workshops.

Students Agnes Oppong, Clarrisa Afum and Evon Dankwah attended Bottom Line’s 2012 Go Far Forum in Boston.

PSG President Aaron Green answered job seekers’ questions about temporary and contract jobs in a live chat on Boston.com that took place Wednesday, January 25, at 12 pm. For a replay of the chat, visit: http://www.boston.com/jobs/news/jobdoc/2012/01/live_chat_aaron_green_psg.html

Massachusetts jobs experts, including PSG President Aaron Green, weighed in on the jobs outlook in Boston in this Boston Globe article and agreed that the local economy is improving, albeit slowly.