54% know how much they need for a comfortable retirement

54% know how much they need for a comfortable retirement54% know how much they need for a comfortable retirementRecent data from Schwab Retirement Plan Services shows that only 54% of Americans know how much they need to save for a comfortable retirement.To do the study,Logica Research surveyed 1,000 American workers between 25 and 70, who are putting money away for retirement using 401(k)s. They are all employed at places with 25+ employees that have 401(k) plans.Americans know about unterstellung numbers - see how they compareThey are likely to know what these values should beCredit score 91%Weight 88%Blood pressure 76%Percentage of salary should save in 401(k) 73%Cholesterol 67%How much should have saved for a comfortable retirement 54%These things stress Americans outPeople say that these are significant sources of financial stressSaving enough money for a comfortable retirement 40%Paying off credit card debt 25%Keeping up with monthly expenses 24%Job security 21%Saving/paying f or childrens education 17%Taking care of aging parents 17%Medical expenses 15%Paying off student loans 11%None of the above 19%People think that this will be their biggest source of income in retirement 62% said their 401(k), 21% said savings and investments outside my 401(k), 10% said their Social Security, 6% said their pension and 1% chose none of these options.But while 70% of Americans think their quality of life in retirement will be better than their parents was, 30% think itll be worse. A whopping 70% also think that their quality of life in retirement will be better than the next generations, while 30% think theirs wont measure up.More surprisingly, 28% agreed with the statement, Id rather live well now than save for an uncertain future, while 72% agreed with the idea that its more important to live frugally now to save more for retirement.Heres how much Americans want retirement plansThe breakdown shows what they say they cant live without in a new positionHealth insurance 92%401(k) plan 88%2 or more weeks of vacation or PTO 88%Life insurance 54%Disability insurance 52%Health savings account (HSA) 33%Ability to work from home 32%Flexible health spending account (FSA) 29%Equity compensation/stock options/stock awards 27%Financial wellness program 16%Financial advice services 13%Gym membership or onsite gym 12%Onsite daycare/childcare 9%

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5 Tips for Recruiting a Headhunter

5 Tips for Recruiting a Headhunter5 Tips for Recruiting a HeadhunterWe are now in a job-rich, applicant-poor environment, according to David Schueneman, senior partner at CPS Inc., an Illinois-based recruiting company. He says the recruiting industry is thriving as 65 million baby boomers are in the midst of retiring and leaving the workforce, with Gen Xers anxious to take their places. Even in the best of economic times, only a small percent of overall hires come about through headhunters. But the fact that they are in high demand, and that client companies are willing to pay their typical fees ranging from 20 to 33 percent of a placed candidates first year salary, is a great sign for the economy as a whole and for individuals looking for career advancement. Below, Schueneman offered insights about how recruiters find the candidates they want to work with, as well as advice for getting on a recruiters radargert and partnering with him or her.1. Work with recruiters who specialize in your role, industry and skill set. Most often, a recruiter will work only in a single discipline, such as human resources, finance, engineering and so on. Schueneman suggests that, in order to gain traction, people need to find recruiters who specialize in their own aspect of the marketplace. 2. Build an open and transparent relationship. While it can sometimes be beneficial to work with multiple recruiters at the same time, you dont want to have more than one submitting yourrsumto the same company. Before submitting a candidate to a client company, a solid recruiter will take the time to do a careful interview. He or she will probe to learn your skill sets, why you want to leave a current sttte and what kind of role will make sense for you going forward.Take the time to interview a recruiter who wants to work with you,Schueneman says.Has this recruiter placed candidates with your background and experience level? What openings is his or her firm currently working to fill? It i s fair to ask a recruiter How much time do you think you need to place me? And after that, do you mind if I work with another recruiter? 3. Understand how headhunters hunt, and make yourself findable. Every recruiting companys stock in trade is their proprietary internal database of connections they build and nurture over the years. When they take on a new search assignment, this the first place they go to find appropriate candidates. When you learn about a recruiter you may want to work with, reach out directly to him or her. I love a phone call, because it shows that a candidate is truly motivated,Schueneman says.We cant want it more for them than theywant it for themselves. Beyond that, LinkedIn is everything today, Schueneman says. Recruiters are constantly searching for good profiles and reaching out to candidates through InMail messages.Recruiters also attend networking, alumni and professional events to meet both clients and potential candidates. If you want to be found, y ou need to show up Another key is whatSchuenemancalls the family tree. If you are speaking with a recruiter and arent the right fit or arent interested in the position on the table, you are likely to be asked Who do you know at such and such level? When you help a recruiter now, he or she is more than likely to show appreciation by considering you for future opportunities.4. Yourrsumis key. Writing a standoutrsumis an art,Schueneman says.It is a skill. He counsels job seekers toconsult with someone who can help in that regard. On the one hand, yourrsummust be limited in length and be able to be understood very quickly by any reader. Yet,on the other hand, the reader wants to see your whole story in a robust fashion. Recruiters will often help, to some degree, to pare down yourrsumbefore submitting it to their clients. The days of writing a singlersumand submitting it to a wide range of employers are long gone. It mustcontinually change to meet the expectations of each hiring mana ger for every position to which you apply. At the same time, it must also be an entirely honest document.5. Old red flags might not be so red if you deal with them up front. Conventional wisdom is for recruiters to stay away from candidates with significant gaps in employment, but at this point, the candidate shortage is causing us to go back and re-evaluate that,Schueneman says.If there is transparency between the recruiter and the applicant, we are better able to tell that story. For example, if an individual has had a death in the family and has had to take off time surrounding that, its understandable when appropriately explained. Left unexplained, it can be a big problem. But if you tell a recruiter the whole story, he or she will then be able to defuse the red flag on your behalf.People often view recruiters as transactional, seeking quick turnover and fast profits. But success in recruiting is derived from building strong relationships with both client companies and a very l arge pool of potential candidates.If youre the right kind of candidate, building bridges to recruiters in your field can make a big difference in your career advancement. Happy huntingArnie Fertig, MPA, is passionate about helping hisJobhuntercoachclients advance their careers by transforming frantic Ill apply to anything searches into focused hunts for great fit opportunities. He brings to each client the extensive knowledge he gained when working in HR staffing and managing his boutique recruiting firm.