The graduation season has arrived, and this year’s graduates are searching for job prospects. CareerBuilder and CareerRookie.com recently surveyed employers, and found 57% of employers plan to hire new college graduates. This is a good sign for students entering the workforce. In 2013, 53% of employers planned to hire new graduates and only 44% said they did in 2010.
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According to the survey, the following degrees are most sought after:
- 39% of employers are looking for students with a degree in business
- 28% are hiring in computer and information sciences
- 18% need to fill positions in engineering
- 14% are searching for students with degrees in math and statistics
- 14% are looking for grads with degrees in health related clinical sciences
Susan Davis-Ali, president of Leadhership1, a professional coaching company, feels many students are only slightly prepared. She stated in a recent USA Today article, “At its core, college prepares you to learn, to be enthusiastic about learning, to manage your time, and to work independently or with teams to solve problems. Being successful on the job takes that and so much more.” The CareerBuilder and CareerRookie.com survey interviewed 2,138 hiring managers and HR professionals.
Employers’ six most common concerns:
- 53% said too much book learning and not enough real-world learning
- 35% felt their company needs a blend of technical skills and soft skills gained from liberal arts
- 26% cited entry-level roles are getting more complex and difficult and require some experience
- 16% saw not enough emphasis on internships/apprenticeships
- 16% were disappointed with academic institutions abilities to keep up and teach new technology
- 10% don’t see enough students are graduating with the relevant degrees for what their company needs
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Although hiring new graduates is currently in an upward trend, many employers question if academic institutions are preparing students for positions within their organizations. It is important to recognize that the burden is not all on new graduates. Companies and current employees must also adapt and recognize that recent graduates have new skills to bring to the workforce.
Read the article in its entirety here.
Michael McCormick, a Cincinnati based CPA and Tax Coach, partners with ClaimLinx to provide timely tax tips and information. Mike has hands-on experience using highly specialized tax planning strategies, and his desire is to help clients avoid paying more taxes than they’re required to pay.
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Michael recently released his new book, “Why Didn’t my CPA tell me THAT?”, available on amazon.com. The timely book is a conglomeration of 13 certified tax coaches, each providing a chapter with smart tax advice and planning information.
For more information, feel free to contact Michael at 513.488.1121 or email@example.com.
Tom Quigley, Vice President/National Business Consultant, provides consulting services, and is in charge of recruitment and new business for ClaimLinx.
Tom is discussing how ClaimLinx is incorporating supplemental insurance into their product line. Our focus today is on supplemental accident policies. Who are they best suited for, what do these policies cover, and how much do they cost?
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Supplemental accident policies are geared towards families with active adults and children. If you and/or your children play sports, there is an increased likelihood for injury that may include hospitalization and rehabilitation. Accident policies cover some or all of the cost for medical bills and lost wages depending on the severity of the incident. Policies cover what health insurance does not, and with the Affordable Care Act, more and more employers are increasing deductibles and passing on more costs to employees. Premiums are affordable, and can be purchased for as low as $10/month. To find out more about supplemental coverage from ClaimLinx, please contact us at firstname.lastname@example.org.
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ClaimLinx is positioning its clients to move in the right direction. We can structure benefits in your favor to ensure you are in full compliance with the law without cutting benefits or employees. Please contact us at at email@example.com or(800) 858-1772 X 25 with your questions. Our new book, “How to Beat Obamacare” is now available on amazon.com.
This webinar is about Section 105 Medical Reimbursement Plans after Obamacare, created by Ed Lyon, a Cincinnati, Ohio Certified Tax Coach. The webinar contains timely information for employers and employees interested in reducing their medical expenses and tax burden.
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The Obama administration in February announced that companies with 50 to 100 full-time workers have until 2016 to offer employees health insurance under Affordable Care Act rules. This follows a similar delay that changed the ACA insurance coverage deadline for employers from 2014 to 2015.
Companies with more than 100 employees must offer affordable health insurance to at least 70 percent of their employees by 2015, and at least 95 percent by 2016. Businesses with less than 50 employees are exempt from the mandate.
Related Post: Obamacare’s Employer Mandate and Impending Penalties
These Obama changes will affect 50 percent of the businesses that were supposed to comply by 2015. Nearly 8 million workers are employed by the affected companies,
The Obama administration said the delay will benefit employers who might offer coverage to workers who work at least 35 hours per week. Republicans continue to disagree with the delayed mandate, and believe the change should require congressional approval. according to a CNBC report.
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In a recent CNBC interview, a senior Treasury official said, “We’ve gotten a lot of requests to give some more time to some small businesses that would otherwise be subject to this, and we’re responding to that by addressing these businesses. We think a phase-in approach is a way to administer the law better, and enhance overall compliance with the law.”
Please read the article by Dan Mangan in its entirety here.