In these cases, it may be beneficial for companies to use HR outsourcing services to handle the impending rush. By doing so, the company can focus on more pressing matters.

"A lot of time and attention from management and HR professionals goes into hiring a new candidate," said Kristen Harisay, president of proHR. "By outsourcing this function they can focus their attention on broader issues the company is facing, while an outside expert takes care of finding quality candidates."

On the other side of the coin, 2012 graduates may find the job market to be far less harsh than its been since the recession started. The news source cites a National Association of Colleges and Employers survey which found that employers expect to hire 10 percent more new college graduates in 2012 compared to 2011 – the second consecutive year hiring projects have increased.

Fox News adds that 3.1 million jobs have been created in the past year and a half, a marked improvement from the 6.9 million positions that were eliminated between September 2008 and August 2010.
 

As more Americans prepare to receive health insurance by 2014 under the Affordable Care Act, there's worry among the medical community that there won't be enough doctors to care for the increasing number of patients.

The impending lack of physicians may lead some healthcare facilities to hire temporary workers to fill voids, as there will be an additional 30 million Americans receiving health coverage in the next two years.

Temp doctors – traditionally called "locum tenens" physicians – are in higher demand, according to a recent Staff Care survey, HealthLeadersMedia reports. Researchers found that approximately three in four healthcare organizations needed to hire a temporary worker at some point over the past 12 months because they couldn't lock down any permanent physicians.

"Imagine what will happen if health reform opens the flood gates by insuring an additional 32 million people," said Staff Care president Sean Ebner, as quoted by Forbes. "Having a doctor who will see you could replace designer clothes as the new status symbol."

According to the report Training Without Jobs: Access to and Outcomes of Training for Temporary Workers, fewer than 25 percent of temporary workers take part in training courses. What's more, educated workers are more likely to be offered training, but lower-skilled individuals are more apt to actually take the training courses and spend more hours in them.

Training was also proven to improve retention, as office workers who took part in training were more likely to remain with a company for one year and saw significant wage growth.

There is an increasing number of temp workers in today's workforce – the American Staffing Association's Staffing Index reports staffing companies hired an average of 2.8 million temp and contract workers per day in 2011 (an 8 percent increase from 2010) – so training methods must evolve to meet demands.

For instance, online training using cloud technology can benefit companies that need to train large numbers of workers, as any business with a web browser can create or manage a course, and training materials can be instantly accessed by employees. 

This amount is likely to continue to rise as networking platforms such as LinkedIn and Facebook open up more opportunities not only for HR administration to find potential applicants, but for job seekers to do more research about hiring companies as well.

This is a far cry from the way staffing agencies, recruiters and companies searched for workers in the 1990s and early 2000s. An infographic from Jobvite breaks it down.

In the 1990s, recruitment-centric automation was all the rage, since it allowed recruiters to parse resumes based on criteria, keywords and semantics. Configurable workflows also popped up, and many job searches were done on corporate career sites, although they were rarely user-friendly and most had rigorous registration requirements.

By the early 2000s, candidate-centric innovation came into play, incorporating source analytics, recruitment marketing, improved compliance and enhanced candidate relationship management by organizing job leads.

And now, collaborative recruiting has taken over, and firms integrating such strategies have increased referrals from 35 percent to 67 percent across company organizations.

With this technological shift, it's no wonder that a growing number of chief information officers have become more lenient with their companies' cellphone policies, even allowing workers to access their corporate networks, a recent poll from Robert Half Technology showed.

Specifically, 49 percent of respondents said employees could access their company networks using smartphone devices. This "Bring Your Own Device" concept is becoming increasingly necessary as more employees are beginning to work remotely.

"Firms are striving to balance employees' wish to use their preferred devices with the possible security risks and logistical challenges, such as offering support for these non-standard gadgets," said Lara Dodo, a regional vice-president of Robert Half Technology.

The poll results raise the question of security – is it necessary for HR administration to insert smartphone regulations into company policy?

According to ComputerWeekly, some required measures that should be included in smartphone policies include password protection, data encryption, remote lock and data wipe and, at the very least, basic malware protection for every device.
 

With this technological shift, it's no wonder that a growing number of chief information officers have become more lenient with their companies' cellphone policies, even allowing workers to access their corporate networks, a recent poll from Robert Half Technology showed.

Specifically, 49 percent of respondents said employees could access their company networks using smartphone devices. This "Bring Your Own Device" concept is becoming increasingly necessary as more employees are beginning to work remotely.

"Firms are striving to balance employees' wish to use their preferred devices with the possible security risks and logistical challenges, such as offering support for these non-standard gadgets," said Lara Dodo, a regional vice-president of Robert Half Technology.

The poll results raise the question of security – is it necessary for HR administration to insert smartphone regulations into company policy?

According to ComputerWeekly, some required measures that should be included in smartphone policies include password protection, data encryption, remote lock and data wipe and, at the very least, basic malware protection for every device.