Copier Careers

Copier Careers® Partners With The Cannata Report® Multi-Layered Collaboration Includes Video, Online and Print Components to Address Recruitment, Hiring and Retention in Office Technology Industry Copier Careers, the leading recruiting resource for the Copier and Office Solutions Channel, will collaborate with The Cannata Report, the leading office technology news resource, to deliver content focusing on hiring and retention in the copier dealer channel of the office technology industry. With this partnership, The Cannata Report and Copier Careers aim to improve the outlook for attracting and retaining top industry talent by providing office technology dealers with the most up-to-date information on marketplace trends and recruitment and employee retention strategies. Copier Careers and The Cannata Report are combining their renowned expertise to create a multi-tiered partnership that will include bi-monthly columns co-authored by Copier Careers and The Cannata Report and featured in The Cannata Report’s print edition and on its website. In addition, they will jointly produce a video series featuring Jessica Crowley, SVP of Copier Careers, and CJ Cannata, CEO of The Cannata Report, that will focus on the changing dynamics of the job market and provide actionable insights and strategies for office tech dealers and candidates. The collaborative content partnership starts with the publication today of the first installment of a bi-monthly column titled Copier Careers® Insights℠. The first column – Employer’s Market or Candidate’s Market in the Office Technology Dealer Channel? – reports on how wage inflation, generational turnover, low unemployment, and competition from outside industries, including the IT and medical technology industries for candidates, among other factors, is impacting hiring and recruiting in the office technology dealer channel. The Cannata Report’s Editor-in-Chief, Scott Cullen, interviews numerous executives from Copier Careers who share what office technology dealers can do to attract top talent and fill their job vacancies and why they feel the office tech industry is nearing a breaking point. In addition to video, online and print content, The Cannata Report will share current job postings from Copier Careers® Job Board on its homepage.

Copier Careers® Insights℠ With The Cannata Report® ***Why is the candidate pool so small?*** In a new multi-layered collaboration with The Cannata Report, we tackle challenges for the Copier and Office Solutions Channel. This month, Paul Schwartz, Jessica Crowley and Jenna Humbert discuss the ongoing candidate shortage. Read an excerpt below but be sure to check out the full article in The Cannata Report.

Labor Shortages Are the New Normal They’re calling it the “Forever Labor Shortage” and it’s here to stay. Why? Demographics. In short, the US labor force participation rate is dropping and will continue to decline in the coming decade. Though many Baby Boomers are unable to retire, putting off retirement or un-retiring, they will eventually and inevitably leave the workforce. There are simply not enough workers to replace them when they do. Millennials surpassed Baby Boomers as America’s largest generation mid-2019. But at their current size of approximately 72.24 million, US Millennials are 6.5 million short of the Boomer peak of 78.8 million in 1999. According to the US Census, by 2029 all Baby Boomers will be 65+ years’ of age and either already retired or hoping to retire soon. The US Bureau of Labor Statistics reports the peak US labor force participation rate was 67.4% in 2000. By pre-pandemic 2019, this rate fell to 63.3%. In 2022 the participation rate dropped to 62.2% and is projected to be 60.4% by 2032. That’s a 7% drop in 30 years. What does this mean for the Office Solutions and Technology Industry? Our channel has been close to zero unemployment for a decade. Even before the pandemic, most dealers have been running lean with no backbench, no margin for worker attrition. Though they missed out on opportunities whenever there was an empty seat, they could mostly get away with it. This time is well passed. Now it can take months to fill an opening while some key positions simply cannot be replaced. Companies are losing their institutional knowledge before their leaders can pass it on. Plans for growth are stymied as teams have to scramble just to maintain their expected level of service. They leave money on the table because no one is there to pick it up. This industry’s strength is historically its people, its “human capital.” Now, the qualified workforce is seriously bottlenecked. Many employers are still ignoring this core problem and writing off their hiring difficulties as “people just don’t want to work anymore.” It’s time to wake up and make changes because your business depends on it. Employers must commit to fixing their broken hiring supply chain and adapting to our current market!