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This is a huge problem if there are two and a half million jobs sitting out there and it is more likely that a high school student might be able to get one of those than a college educated person with a bloody years of experience but -- the other side -- -- Two is that you know the labor market obviously is a very fluid thing.
And what we're seeing in Madison performance -- with with companies that are -- the knowledge base its -- not necessarily the manufacturing site which Mike was talking about.
But with with people that come to work every day -- with this a set of skill sets that need to be applied to complex complex business issues.
What they're seeing is that they're getting increase productivity.
Those folks so they're not necessarily focused.
On replacing them just yet so they're taking their time.
When they're looking for additional help they're going directly to two competitors and -- their top people.
Poaching and so that doesn't create job opportunities though because that means that people just kind of jump around from job to -- creates churn.
And the folks -- on the burner right now will benefit from -- at some point.
But right now which -- -- -- literally is a game of musical chairs the -- game of -- over is not the game of turnover cousin turn it could take years for there to be.
I know we mean Pete took Paul to -- to Sally to whatever and then suddenly it's like musical -- -- waiting for the chair to open up.
Well that's why when you look at the unemployment I'm -- the job numbers today.
That the headline number obviously is to 120000.
Net new jobs but if you break that down 140000.
New jobs coming out of the private sector.
And when you take the adjustments that were made for the prior two months we really create -- close to 240000.
New jobs over three month period.
Now that's not nearly enough.
To keep pace with with the change in the demographics of of the population will clearly not -- -- what it is it is.
It is helpful but the other side of it that you -- -- that's really interest thing is within those numbers.
There were over four million new hiring events per month taking place -- you're seeing organizations going after new employees.
Opportunities downstream but again that particular growth this is -- -- It's slow and I doubt that there eighty grand a year the right cavernous -- we -- in the tech generation.
We are actually as matter of fact when you look at some industries that are having problems.
Finding qualified skills workers it's in high tech manufacturing.
It's in organizations where had actually employees actually come to working with computers everything and I should correct result -- that as a statement on -- the question DL rights Americans target people who want to work the tech generation has taken away some jobs.
And then the government made it easier to -- those jobs abroad.
That that's absolutely correct to what you've seen is a lot of organizations.
During the down times they farmed out some jobs overseas obviously but automation is is taken a big role in increasing productivity.
Can you read this right there are jobs out there it's the Americans who just can't do the job we are -- we are just they had people now that's not true.
-- that that's what can you read this says.
Why cat right now if you wanna get it on a conversation it's it's just -- -- blog -- which are watching us and now you can get in through one of the social networking pages.
And then that there's it.
In addition your tech and computer generation computers to.
Yeah absolutely and and you know that they beat the big question that we get asked a lot from folks that are looking for work this is what can I do.
To distinguish myself in the process and one of the things that we've seen companies do a -- to focus on creating what -- -- and a -- brand.
Where the actions and attitudes of their employees no matter what they do reflect the brand's promise in the marketplace so if you -- potential employees.
And you're being interviewed by one of those organizations try to get a sense for how they value themselves both internally and externally.
Who they consider themselves innovative -- they put a lot of emphasis on teamwork.
Chances are most organizations do do that but during the interview process you'll be Smart to bring to the table examples of how you've done that in the past I think that will help distinguish you.
Well that's pretty nice thank you very much so not only can you talk about people who don't have -- you can help us get on.
Well you know it's it's -- her competitive market out -- it is very competitive.
And it's competitive even if you have the right skills because.
The right skills seem to be changing now what used to be computer intact as much now maybe they're more shop class like -- opens that.
We'll keep in mind too that November was a very volatile month you know we have the European debt crisis which -- the markets there for two week period.
You have organizations still waiting to see what happens from a tax perspective some optimistic that the central be much better.
All right Mike -- always good to have you -- if you.
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