updated 9/29/2010 4:17:14 PM ET 2010-09-29T20:17:14

TAMPA, Fla., Sept. 29, 2010 (GLOBE NEWSWIRE) -- Kforce Inc. (Nasdaq:KFRC), a provider of professional staffing services and solutions, has released its 2011 Salary & Employment Guides, with versions available for Finance & Accounting and Technology specialties. The 2011 guides feature an in-depth examination of the new "war for talent" created by the economy's emergence from recession, as well as salary information by job title for more than 40 major U.S. markets.

"In creating the 2011 Salary & Employment Guides, we leveraged the unique expertise of our staffing associates to provide an insightful representation of the salaries qualified professionals can expect to earn based on specific job descriptions and geographic market locations," said Randy Marmon, Chief Customer Development Officer, Kforce. "Their tenure, market and industry expertise also contributed to the Guides' examination of the economic forces that are shaping demand and the strategies employers can deploy to emerge victorious from the recession and the resulting war for talent."

In addition to salary trends, the 2011 Salary & Employment Guides examine how identifying and retaining resources is becoming increasingly challenging. Frustrated by several years of "carrying the load," employees are beginning to explore new job opportunities. Further, many Baby Boomers are reactivating the retirement plans they put on hold when the economy turned. Together, these trends are resulting in a talent drift that puts employers at risk of losing critical intellectual capital. Employers in the Finance & Accounting and Technology space also face another challenge. High demand for a dwindling supply of highly qualified, college educated professionals has kept unemployment rates low for those in these skilled areas, shrinking the talent pool employers are able to leverage when filling the gaps caused by talent drift.

"To win the war for talent, companies must understand current and future needs and take a strategic approach to retention and recruitment. It requires a multi-faceted strategy that includes re-recruiting existing employees, building a robust new talent pipeline, succession planning and reducing time-to-hire to ensure the best possible outcomes," said Marmon.

He continued: "During these times, while employers are facing uncertainty with immigration, healthcare and financial reform regulations, a contingent workforce can be an important element for any short- and long-term talent strategy. With more than 45 year experience, Kforce can assist organizations in formulating the plans that will help them navigate the shifting economic landscape. Our staffing professionals have the experience necessary to deliver human resource solutions that meet evolving talent needs and guide organizations to success."

New to the 2011 Salary & Employment Guides, is the added convenience of the Salary Guide Online Resource Center. This resource will complement the printed guide by providing online access to job descriptions, expanded articles on the war for talent and information on Kforce. Also featured on the site is the new Salary Search Tool, which provides market-specific salary information searchable by job title and location.

About Kforce

Kforce (Nasdaq:KFRC) is a professional staffing and solutions firm providing flexible and permanent staffing solutions in the skill areas of technology, finance & accounting, and health and life sciences. Backed by approximately 2,000 associates and approximately 8,800 consultants on assignment, Kforce is committed to "Great People = Great Results" for our valued clients and candidates. Kforce operates with 64 offices located throughout the United States and two offices in the Philippines. For more information, please visit our Web site at http://www.kforce.com/.

The Kforce Inc. logo is available at http://www.globenewswire.com/newsroom/prs/?pkgid=3749

Certain of the above statements contained in this press release are forward-looking statements that involve a number of risks and uncertainties. Such forward-looking statements are within the meaning of that term in Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Act of 1934, as amended. Factors that could cause actual results to differ materially include the following: business conditions and growth in the staffing industry and general economy; competitive factors, risks due to shifts in the market demand, including, without limitation, shifts in demand for our Technology, Finance and Accounting, Health and Life Sciences and Government Solutions segments, as well as the market for search and flexible staffing assignments; changes in the service mix; ability of the Firm to complete acquisitions; and the risk factors listed from time to time in the Firm's reports filed with the Securities and Exchange Commission, as well as assumptions regarding the foregoing. In particular, there can be no assurance that we will continue to increase our market share, successfully manage risks to our revenue stream and successfully put into place the people and processes that will create future success. The words "should," "believe," "estimate," "expect," "intend," "anticipate," "foresee," "plan" and similar expressions and variations thereof identify certain of such forward-looking statements, which speak only as of the dates on which they were made. The Firm undertakes no obligation to publicly update or revise any forward-looking statements. As a result, such forward looking statements are not guarantees of future performance and involve risks and uncertainties, and actual results may differ materially from those indicated in the forward-looking statements as a result of various factors. Readers are cautioned not to place undue reliance on these forward-looking statements.

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