Daveenia Beller, CEO of Infinite Resource Solutions (Infinite), announces the completion of the merger of the former Infinite Recruiting Resources and Armada Data Solutions.  The merger brings together an industry leading resource management and professional services organization with excellent consulting talent and data management expertise.

Starting in early 2013, Infinite has been focused on providing a seamless transition for its clients and internal team.   In less than a year, Infinite has successfully combined teams to become and even more impactful partner to its client base.

Beller, speaking of the merger said, “We have been listening to the changing needs of our client base for some time.  With this merger, we are now able to deliver expanded service offerings which allow us to deliver comprehensive or plug-and-play solutions for both the domestic and international markets.”  Infinite continues to provide comprehensive business solutions to its customers throughout North America.

For more information on the acquisition, visit or

Human Resource Trends in 2014

Human Resource Trends

The beginning of each New Year is a time of reflection on the previous year and a time for planning for the year ahead. By now the process of setting goals for your organizations resource management needs for 2014 is well underway and much thought has been given to questions concerning how many new hires will be needed to reach your projected growth objectives. At Infinite Resource Solutions, we have received many questions as to what changes, challenges and trends can be expected in the workplace over the coming year. It is important to understand the trends in human resources in order to better respond to the issues that could end up affecting your company’s bottom line.  Here are a few things we suggest considering when making important human resource decisions in 2014.

The Revival of “On-shoring” Jobs

Each year, hundreds of millions of dollars are allocated to encourage companies to conduct business in the United States.  Due to tax incentives and increasing labor rates abroad, one of the projected trends in 2014 is the likelihood of re-importation of previously internationally outsourced jobs.  Infinite has witnessed this growing trend within our own client base.  Of those clients surveyed, 15% brought back jobs to the United States in 2013, and another 23% are preparing to follow suit in 2014.  Like many employers, we are recognizing a shift in the marketplace, in regard to identifying highly qualified candidate pools.  Top-talent is becoming increasingly hard to find and competition for these difficult placements is rapidly increasing, which is compelling companies to move toward non-conventional recruiting approaches to bridge the gap.

Non-Conventional Recruiting Approaches

For those of us who are experienced in the hiring process, we are aware of what may happen when a company can’t find qualified candidates.  Positions can go unfilled for months, costing missed deadlines, and creating heavy workloads for internal teams.  In light of this challenge and concern, many employers are embarking on non-traditional recruiting approaches.

Many employers are opting to build on the skills of people they already have on board by providing company funded training to those existing employees who show the initiative and interest in expanding their skill-set in an effort to move their careers ahead. By utilizing the long established 80/20 rule, forward thinking companies are searching for top-talent who already possess 80% of the required skills and providing training and development for the remaining 20%.  Alternatively, there appears to be growing trend in many businesses who are taking a more unorthodox approach and recruiting younger prospects, courting candidate’s right out of college, and in some cases, even right out of high school.

Work-place Flexibility: Smart companies are finding ways to retain workers

Does your corporate culture afford flexibility? Does it compete with other employers in the market place?  With many businesses supporting a global market, employees are having to cover non-traditional shifts, and are incurring longer work weeks.  With this demand comes the increasing need for workplace flexibility or a more “give-and-take” work environment. Workers are increasingly seeking more flexibility. Employers may offer options including; flextime, telecommuting, job share, compressed work weeks, shift flexibility, or other innovative employee targeted programs. As the economy improves, smart organizations will need to continue to pioneer employee-tailored programs which accommodate existing workers, while remaining focused on innovative ways to attract new talent.

More of the Same to Come?

Time to Hire

In defiance of the predicted up-swing in the anemic economy, job creation in 2014 is looking to be the year of “more of the same to come”.  It appears that making decisions about recruiting new employees hasn’t gotten easier despite an uptick in the economy, say job-market experts. Caution still seems to be the name of the game, at least in most industries. “I think many companies are waiting for more evidence that they’ve got more demand in their pipeline [before they decide] to resume hiring and to bolster their spending on recruitment in any major way,” said Judy Enns, executive vice president of San Diego-based HR Solutions.  “Things are moving forward, they’re just not excitingly robust. And if you look at leading indicators, job increases per month, et cetera, they’re still a little tepid. People are finding jobs, just not in the numbers anyone would hope for. I think that’s likely to continue in 2014.

Employer caution has contributed to a growing trend of contract positions, temporary and temp-to-hire positions.  Many firms are utilizing or expanding their “temporary hire” strategy. Seeing it as a “kick the tires” and “try before they buy” opportunity. While companies need qualified employees to not only advance in the marketplace but often to just survive in the marketplace, hiring the wrong candidate can be an expensive experience and a set-back to a company’s efforts to move forward.   A recent survey from CareerBuilder found that 27 percent of employers reported that the average cost of a bad hire in the United States was more than $50,000.

But much of the reluctance to add new jobs and increase hiring may be due to factors that are outside of the control of the businesses managers and decision makers. A new study from CareerBuilder revealed that 24 percent of companies expect to add full-time, permanent employees in 2014, down 2 percentage points from 2013. Like their larger counterparts, small businesses are also staying cautious as they assess market potential in the year ahead, with just 19 percent of those businesses with fewer than 50 employees planning to hire in 2014. Employers point to the debt issues in Washington as a reason for their drop in hiring. Nearly a quarter of the businesses surveyed said they will hire at a slower rate or will not expand headcount at all until the debt ceiling issue is resolved in the first quarter.

For those companies that are planning to add new staff, sales and technology positions are the jobs they will be trying to fill most. The research shows that 30 percent of hiring managers plan to recruit full-time, permanent employees for sales positions, while 29 percent will do the same for information technology jobs.  Other positions that are expected to garner attention from hiring managers include customer service, production, administrative, engineering, marketing and business development.

Regardless of who is hiring, and for what positions, some trends to look for in the coming year include:

  • Continued increased part-time hiring.
  • International employers returning positions back on-shore.
  • Increased interest for employers to train existing employees for new positions.
  • Difficulty in finding and hiring qualified, technically skilled candidates.
  • Increased efforts to connect to potential future hires earlier in the hiring process. Twenty-seven percent of hiring managers have promoted careers at their firms to high school students or, in some cases, even younger. A trend that will continue in 2014.

While, many experts believe that the long term decline in the job market has bottomed-out, very few if any are predicting when the flat-line recovery in job creation and expansion will turn sharply upward. It appears that those who are in the position to move the hiring game ahead, lack the necessary confidence in this economy and clear vision necessary to initiate a break-out maneuver.