2013 Jobs Forecast

2013 is expected to usher in more jobs, but U.S. employers will continue to play it safe, according to CareerBuilder’s annual hiring forecast. Twenty-six percent of hiring managers plan to add full-time, permanent employees in the New Year, up three percentage points over 2012. The study also points to heightened competition for high skill labor and improved compensation trends.
The nationwide survey was conducted by Harris Interactive from November 1 to November 30, 2012 and included more than 2,600 hiring managers and human resource professionals and more than 3,900 workers across industries and company sizes.
“More than 60 percent of employers reported that they are in a better financial position than last year and more than 40 percent said their sales increased over the last six months,” said Matt Ferguson, CEO of CareerBuilder. “While this bodes well for job creation, employers are still assessing the implications of a weakened global market and a modest recovery at home. The guarded approach to hiring that has been evident over the last few years was sustained in part by concerns over the fiscal cliff during the time of the survey. We don’t expect 2013 to bring any big surprises in regard to employment, rather it will continue on a path of stability and gradual growth barring any significant economic disruptions.”
Full-time, Permanent Hiring
While the number of employers who are adding headcount is trending up from 2012, so is the number planning to reduce staffs – reflecting a mix of optimism and caution that has been characteristic of this recovery. Twenty-six percent of employers expect to hire full-time, permanent employees in 2013, up from 23 percent last year. Nine percent plan to decrease headcount, up from 7 percent last year. Fifty-five percent anticipate no change in their staff levels while 11 percent are unsure.
The top two positions companies plan to hire for in the New Year – Sales and Information Technology – are also where employers expect to see the biggest salary increases. Hiring managers plan to recruit full-time, permanent employees for:
· Sales – 29 percent
· Information Technology – 27 percent
· Customer Service – 23 percent
· Engineering – 22 percent
· Production – 22 percent
· Business Development – 18 percent
· Administrative – 17 percent
· Research & Development – 15 percent
· Accounting & Finance – 14 percent
· Marketing – 14 percent
Temporary and Contract Hiring
More companies are turning to staffing and recruiting companies and temporary workers to help meet increased market demands. Forty percent of employers plan to hire temporary and contract workers in 2013, up from 36 percent last year. Among these employers, 42 percent plan to transition some temporary workers into full-time, permanent employees over the next 12 months.
Small Business Hiring
Fifteen percent of small businesses (500 or fewer employees) reported they plan to take out new lines of credit in 2013. While small businesses are showing more confidence in their hiring intentions, there are still concerns over financial stability and market demand. Plans to hire increased at least three percentage points across small business segments while plans to downsize trended up the same amount.
· 50 or fewer employees – 19 percent plan to add full-time, permanent staff in 2013, up from 16 percent in 2012; 6 percent plan to reduce headcount, up from 3 percent last year.
· 250 or fewer employees – 24 percent plan to add full-time, permanent staff in 2013, up from 20 percent in 2012; 7 percent plan to reduce headcount, up from 4 percent last year.
· 500 or fewer employees – 24 percent plan to add full-time permanent staff in 2013, up from 21 percent in 2012; 7 percent plan to reduce headcount, up from 4 percent last year.
Hiring By Region
Similar to previous forecasts, the West and the South house the most employers planning to recruit new employees over the next 12 months.
· West – 28 percent plan to add full-time, permanent staff in 2013, up from 24 percent in 2012; 9 percent plan to reduce headcount, the same as last year.
· South – 27 percent plan to add full-time, permanent staff in 2013, up from 23 percent in 2012; 9 percent plan to reduce headcount, up from 7 percent last year.
· Midwest – 24 percent plan to add full-time, permanent staff in 2013, up slightly from 23 percent in 2012; 10 percent plan to reduce headcount, up from 6 percent last year.
· Northeast – 23 percent plan to add full-time, permanent staff in 2013, up from 21 percent in 2012; 10 percent plan to reduce headcount, up from 8 percent last year.
Navigating the Skills Gap in 2013
There is an increasing number of areas where demand for skilled positions is growing much faster than the supply. As companies work to remedy the situation and get qualified talent in the door, workers should be on the lookout for three trends in the New Year:
1) Employers Scouting Talent at Other Organizations
Employers may come knocking, solicited or not. Nearly one-in-five workers (19 percent) reported they have been approached to work for another company in the last year when they didn’t apply for a position with that organization. Sales workers were the most likely to report being courted at 33 percent, followed by 31 percent of Professional & Business Services workers and 26 percent of Information Technology workers.
2) More Employers Willing to Increase Compensation
In an effort to retain and attract top talent for skilled positions, employers expect to provide higher compensation for both current staff and prospective employees. Seventy-two percent of employers plan to increase compensation for existing employees – up from 62 percent last year – while 47 percent will offer higher starting salaries for new employees – up significantly from 32 percent last year. Most increases will be 3 percent or less.
3) Employers Creating the Right Candidate Instead of Waiting for One
Employers are taking measures to “re-skill” workers themselves. Thirty-nine percent plan to train people who don’t have experience in their particular industry or field and hire them for positions within their organizations, up from 38 percent last year.
Check out the Annual Forecast here: http://bit.ly/Tktjeb
*Totals may not equal 100 percent due to rounding or respondents being able to choose more than one answer.
Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among 2,611 hiring managers and human resource professionals and 3,991 workers (employed full-time, not self-employed, non-government) between November 1 and November 30, 2012 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 2,611 and 3,991, one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.92 and +/-1.55 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.

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Interviewing Tips

Interviewing for a job can be nerve-wracking. You may feel uncomfortable “selling” yourself. Or the prospect of having to meet and impress new people may be enough to trigger fear and anxiety. However, interviewing is a skill you can learn and master. With the right tips and style, you can become a master at sharing your value with potential employers, presenting yourself effectively at interviews, and getting the job you want.
Let’s assume you have focused your search on specific types of jobs and employers. You have developed a preferred wish list. You have conducted research, compiled your questions, and turned over every stone. Your resume is in order.
Then job openings start to pop up through your web searches and referrals some seem close but others don’t quite fit. You quickly skip over those jobs that are below your level of experience or career point. You have decided to be focused and only apply for positions that exactly match your search criteria.
The problem with this is limiting your job search limits the possibilities. Once you create too many filters and requirements, you can easily overlook opportunities. In this type of market you have to get out there and actively uncover as many opportunities as possible. Don’t dismiss opportunities to interview based upon narrow criteria. You never know when an interview for a “not-quite-right” job will result in a surprising match, a referral to another opening, or an entirely new position tailored to fit your unique experience and abilities
When the interview occurs here are several things that are important to remember:
Make sure to exude confidence
Increase your self-awareness
Bring humanity to your resume

Make yourself memorable and set you apart

Make sure to tailor your story/experience to the job

Research the company as well as the people who are interviewing you

Show up 15 minutes early for the interview

Bring 5 or more copies of your resume

Dress to impress-business professional unless otherwise specified by company

Follow these steps and you should be on your path to a brighter more prosperous future.

Our Senior Staff

Our Senior Staff.

Lisa Poppel CEO
Lisa has a BS in business from Temple University.  Her minor is in insurance.  After years as an underwriter Lisa was a teacher in The Philadelphia School District.  She moved into the staffing field and her business skills with her underwriting background has been a major influence over all Supreme Staffing decisions.  Lisa continues to oversee growth as well as manage Supremes back end support.

Eric Poppel  President/VP Sales
Eric has 18 years of experience in the staffing industry.  He started his career working for a local staffing firm and grew the company from 4 offices to 13 in 4 years. Eric left with the vision to build a better mousetrap and opened Supreme Staffing in Aug of 2001 with his wife and partner Lisa and right hand man Greg.  Eric has a BA in communications from Temple University.  Through his strong work ethic and leadership Supreme has experienced 10 percent or greater revenue growth 11 of the 12 years in existence.  As acting President Eric trains and grooms the sales force and occasionally reaches out to some long term clients or helps build new strategic alliances.  He is still very involved in the day to day operations in large part because of his love of sales and relationship building.

Chris Melilli – Branch Manager / Sr Account Manager

Chris has been with Supreme for 8 years.  He handles growth, account management  and development throughout Pennsylvania and parts of New Jersey.  Chris has a proven track record of success.  There are few account managers that work as hard or care as much as Chris.  He is driven individual with the experience and knowledge to help any client with their most pressing needs.  Chris also happens to be an avid guitar player.

Kristie Gahagen Accounting Dept Manager
Kristie has been with Supreme for 3 years.  She comes to us after 10 years at home raising her children preceding by 11 years working as a senior accounting professional with CDI.  She has transformed our software and policies into the 21st century and beyond.  Kristie’s eye for detail and compliance has allowed Supreme to continue our steady growth. She is married to one of the most renowned bagpipe players in the country.

Brian Kruger – Sr Skilled Labor Recruiter
Brian has been with Supreme Staffing for 2 years.  He previously worked within the staffing and HR fields for 6 years.  Brian has an extensive background working with positions ranging from mechanics to quality and manufacturing.

Teddy Zhu – Sr Recruiter General Labor
Teddy has worked for Supreme for 5 years.  He has enabled us to grow our share of hands on general labor jobs by atleast 20 percent every year he’s been with us.  Prior to joining Supreme Teddy owned a highly successful bistro

Dot Osborne – AP/AR Manager
We are blessed to have Dot’s 45 years of AP/AR experience at Supreme Staffing.  Dot has been with us for 12 years and has been integral with several IT conversions over the years.  She oversees the day to day Payables and Receivables.  Dot has 4 sons and 7 beautiful grandchildren.

Eric Gordon – SR Account Manager
Eric has been with Supreme for 5 years.  He handles central and north jersey as well as national sales.  Eric started his career at a local real estate firm for 7 years.  He has a strong background wiring with but not limited to Pharmaceutical and Biotech firms.  Eric was an academic all American at Rutgers University.

Seth Rabin – Sr Technical Recruiter
Seth has been with Supreme Staffing for 2 years.  He handles most of our engineering and Technical related positions.  He has been with Supreme Staffing for 4 years.  Seth worked as an underwriter for 9 years prior to joining us.  He is an avid baseball player who excelled in California semi pro league  prior to focusing on his eventual career outside of sports.

Pay Scale For Your Experience

With years of experience in staffing and human resources solutions we firmly believe the most comprehensive accurate tool to get close to pinpointing your current market value is salary.com Visit this site and add all of your information to get a better handle on your current market value. Please consider no tool is perfect. Job stability or instability will bring your value up or down. There is also no substitute for a great personality and appearance. So use salary.com as a tool but remember to take the other factors into account as well.

Positions We Place


We offer candidates readily available for assignment for one week, one month and one year depending upon your needs. You will receive one rate that covers all associated costs of Employment. With health insurance on the rise, temps are often a more cost effective alternative to growing your company. These are pre-screened local candidates.


This is a terrific way to assess a candidate prior to committing to the person. They begin as a temp and over a period of time are converted to your payroll



Hire your next employee from us and we will source via the internet, our internal database, and headhunt directly from your competition. You hire the person after your interview process and they come on board with a 90 day guarantee.
Our fee for Permanent placements are 15% of 1st years salary

Resume Writing Tips


The key to writing a quality resume is the use of rich words to describe your experience as well as listing all of your skills.  Human Resources, recruiters and hiring managers tend to look for key words on a resume much like a keyword search on the internet.  Ex-An Engineer should not just list that they are an engineer but also list the skills they have.  Employers often make snap judgments when looking at your resume. If they see unrelated job titles or skills the likelihood is high that they will make an immediate assumption that you are not qualified for the job you want. Adding to this problem is the fact that employers don’t have the time to read through each of your job descriptions to determine if you have the skills they need.  For this reason try to keep the resume focused on the job you are applying for or want to obtain.  The best resume is one with the  experience the hiring manager is looking for.  By using the above tips it should help enable you the job seeker to illustrate all of your experience and ultimately find the best opportunity for you.

SSS Locations

View Supreme Locations in a larger map


340 East Maple Avenue Suite 205
Langhorne PA 19047   215-752-7555



EXTON, PA 19341 610-363-7033


PRINCETON, NJ. 08542 609-394-9990


Mt Laurel NJ 08054 856-222-1877


EDISON NJ 08817 732-748-9665


NEWARK NJ 07102 973-485-2279




Supreme Staffing Solutions

Supreme Staffing Services Inc.

We are a regional technical staffing firm with extensive experience
recruiting and placing top engineering and manufacturing talent
throughout the northeast region. We can assist with qualified local
candidates on a Temporary, Temp-To-Hire, or Direct-Day-One
basis. We have designed our fees to be the lowest in the market.
Watching your bottom line is our key concern.



All Supreme Staffing employees are hired solely on a temporary basis with no guarantee of going permanent with our client. Said employees are solely employed by Supreme Staffing and not by the client, thus are not eligible for any benefits, vacations or holidays offered by the client.. All employees are paid directly from Supreme Staffing on a weekly basis. Up to 40 hours in a week is paid at straight time and any hours exceeding 40 will be paid at time and a half.  Any payroll, scheduling, or employment related issue should be directed directly to Supreme Staffing.