How CareerBuilder’s Tech Team Drives Innovation

October 11th, 2016 Comments off
How CareerBuilder's Tech Team Drives Innovation

When you think of a recruitment-focused conference or customer event, images of employees talking one-on-one with customers and listening intently to their feedback — then hunkering down in a hotel room that night until 4 a.m., busily strategizing and coding and making immediate improvements to a product based on what they’ve heard, Hackathon-style — probably don’t immediately come to mind. But that’s exactly what members of the tech and product teams at CareerBuilder do each time they attend a customer event. After all, there’s no better way to instantly make changes and add the features our customers need most than by talking directly to the people using them each day.

I recently talked to Adam Parker, manager of consumer web applications at CareerBuilder, about how CareerBuilder’s technology and product teams quickly adapt to client feedback to make changes in our products – or create new products altogether.

 1How do the tech and product teams tap into what clients are asking for?
Trying to guess what a client is asking for is easy; actually knowing what they want is much harder. We have learned from experience that to truly know what a client needs you have to interact with them. You have to work alongside them and feel their pain. We are constantly gathering feedback from clients. Our sales and account management teams are a powerful first line in discovering those pain points. We have what we call “Cagility” (a term CareerBuilder CEO Matt Ferguson coined, fusing the values of candor and agility) calls and meetings with clients where we partner with them to find unique solutions. We use the feedback we get from every part of the business to make our products better. Our product and technology is structured in such a way that everyone is empowered to advocate for the best interests of our clients.

2. How was CareerBuilder’s Talent Gather product a result of quickly changing the business to meet clients’ needs?
Talent Gather is actually a product that was born from a client’s need. The entire premise of digital candidate capture started with clients wanting to get more value out of college recruiting events. During the course of a single 24-hour Hackathon, we were able to create a working prototype of what would soon evolve into Talent Gather. Since then we have continued to pursue a quick development cycle where small improvements combined with client feedback result in real gains in product value.

3. How do you decide when to make changes to a product based on outside feedback — and when not to?
Feedback is an essential part of product development. As a product gains more and more stakeholders, it becomes challenging to know how to prioritize that feedback. When we prioritize our work, we try to consider the following: 1) What will benefit the largest number of users, 2) What makes our product more reliable or easier to use? and 3) What additional technologies or practices can we incorporate to create value in our product? Features created in a vacuum cannot develop to their full potential. Only with the feedback of our users can we be assured the work we have done is truly valid.

4. You’ve been with CareerBuilder for a long time. What’s the biggest/most drastic change you have seen in the company or in the tech team since you started?
The technology industry has transformed into such an intelligence-driven field over the last 10 years. Watching CareerBuilder incorporate those changes has been amazing. Our industry, like many, used to rely on sheer volume and power to deliver value to our users. Today we have such an intelligent team using the most cutting-edge techniques and tools to help enrich every part of our business. Being able to instantly reveal insights to the customers using our products helps make them both more confident and more efficient. We constantly develop ways of working that make us wonder how we ever did things the old way. We’re just scratching the surface of what is possible.

5. What makes you want to get up and go to work every day?
Being able to solve problems and create value is the most rewarding part of my work. The power that technology has had on simplifying some of the hardest parts of our lives is amazing, and at CareerBuilder we have so many opportunities to do the same thing. From seeing a stack of resumes turn into instant value at a career fair, to helping employers discover new markets for amazing candidates, to showing job seekers the value of their resumes — every day brings new and rewarding challenges and opportunities.

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Make Social Recruiting a Snap With Our New, Free Tool

October 6th, 2016 Comments off
Make social recruiting a snap with our new email program


It’s clear job candidates want more of a personal connection with potential employers. In fact, before they decide whether or not to apply to a job, 72 percent of job seekers say they want to talk to a recruiter or hiring manager, according to CareerBuilder’s 2016 Candidate Behavior Study.

Luckily for you, it’s possible to be an amazing, busy recruiting professional and make personal connections with candidates – with our new social recruiting program, Candidate Connection Builder.

What is it?

Hand-picked, relevant content that’s interesting and informative for job seekers, packaged into weekly emails and delivered to your inbox. You can choose which content you want to share with the job seekers in your social networks – and post it instantly with one click.

  • Post more often on social media to connect with job seekers (without all the effort).
  • Grow your reputation to job seekers as a recruiting expert who’s in the know.
  • Don’t spend a dime (how often can you say that about a super-convenient recruiting tool?).


The alternative, my friends, is bleak: If job seekers can’t find the info they need about a potential employer, 37 percent of all candidates will just move on to the next company or job listing. Your company career site and social presence must be strong.


Sign up now and start building closer connections to potential candidates in your social networks.

CareerBuilder Nurse Recognition Contest Terms and Conditions

September 13th, 2016 Comments off


By entering CareerBuilder, LLC’s Nurse Recognition Contest (the “Contest”) entrants agree to be bound by these Official Contest Rules and Regulations (the “Rules”). The Contest commences at 12:00:01 a.m. Central Daylight Time (“CDT”) on September 25, 2016 and ends at 11:59 p.m. CDT on October 1, 2016 (the “Contest Period”).

  1. The Contest is sponsored by CareerBuilder, LLC (“Sponsor”), 200 N. LaSalle Street, 11th Floor, Chicago, IL 60601.
  2. The Contest is open to citizens of the fifty (50) United States plus the District of Columbia who are 18 years of age or older as of the date of entry and who have a valid E-mail address and a, Facebook and/or Instagram account. The Contest is not open to: (1) employees, independent contractors, officers, and/or directors of Sponsor, and Sponsor’s respective parent, related, affiliated and/or subsidiary companies, advertising, promotion and fulfillment agencies or legal advisors and their respective officers, directors, agents, employees and assigns (collectively, “Released Parties”) or (2) the immediate family members of, and persons living in the same household as, any of the Released Parties.  All federal, state and local laws apply.


How To Enter: No Purchase Necessary to Enter or Win. To be considered for the Contest, an entry must include the following: a ‘tag’ by and individual of an individual on either Instagram or Facebook who works as a registered nurse.  Only one (1) entry per individual Instagram or Facebook account will be considered for eligibility to win the prize during the Contest Period.  Multiple entries during the Contest Period will be accepted but entrants can only win one (1) time during the Contest Period.  Business entities are not eligible for entry in the Contest.  Sponsor reserves the right to repurpose photos and comments submitted to the Contest on Instagram, Tumblr, Facebook, Twitter, et al.   For valuable consideration, the receipt of which is hereby acknowledged, the entrant does hereby authorize Sponsor and its subsidiaries, successors and assignees and anyone authorized by them, to use, without limitation as to frequency or duration, the entrant’s (1) image and likeness (in both video and photographic form); (2) name and logo; (3) recordings of entrant’s voice; and (4) quotes or statements made to Sponsor, in any and all present and future media, all for the purposes of advertising, publicity and trade of Sponsor’s services.  In particular, the entrant grants to Sponsor a non-exclusive, non-sublicensable, non-transferable, worldwide, royalty-free license to use, transmit, reproduce, publicly perform, and publicly display the entrant’s voice, likeness and image (in both video and photographic form), name, and other identifiers on Sponsor’s website, located at www.careerbuilder.com, and in promotional materials to promote Sponsor’s services.  The entrant further irrevocably authorizes Sponsor, its respective successors and assignees and anyone authorized by them, to copyright the undersigned’s quotes or statements and to edit and combine the same for the purposes of advertising, publicity, and trade of Sponsor’s services.  The entrant hereby releases Sponsor and its successors and assignees and anyone authorized by them from all liability arising from the actions contemplated herein.  Entrant represents and affirms that he/she is of legal age and has every right to enter the Contest in he/she’s own name as of the date(s) of entry.  Entry is also available by writing your name, address, phone number, and valid E-mail address on a 3″x 5″ card and mailing it in an envelope addressed to “CareerBuilder, Marketing Department”, c/o Nurse Recognition Contest, 200 N La Salle, Suite 1100, Chicago, IL 60601 (“Official Entry Form” and together with a Instagram entry, collectively, an “Entry Form”). Everyone who submits an Entry Form during the Contest Period will be entered into the Contest. Entry Forms will be accepted only during the Contest Period. Sponsor is not responsible for lost, late, damaged, illegible, misdirected, incomplete or postage due mail/entries/requests. Sponsor will reimburse mail-in entrants for postage in states where required by law. Late entries, mechanically reproduced entries and facsimile entries are prohibited, and any use or submission of such entries will not be accepted. Entry Forms are the property of Sponsor and will not be returned or acknowledged. Use of automated devices is not valid for entry. The Official Entry Form must include a valid E-mail address for the entrant. By submitting an Entry Form, entrants warrant and represent that the entry is 100% theirs own and that the entry provided will not violate any law or infringe upon the rights, title, claim or interest of any third party. Sponsor and the Released Parties are not responsible for any problems or technical, hardware, or software malfunctions of any telephone network or telephone lines, failed, incorrect, inaccurate, incomplete, garbled or delayed electronic communications whether caused by the sender or by any of the equipment or programming associated with or utilized in this Contest, computer online systems, servers or providers, computer equipment, software, failure of any E-mail or entry to be received by the Sponsor due to technical problems, human error or traffic congestion, unavailable network connections on the Internet or at any website, or any combination thereof, including, without limitation, any injury or damage to entrant’s or any other person’s computer relating to or resulting from participating in this Contest or downloading any materials in this Contest. By submitting an entry, you agree to abide by the terms of these Official Rules, the terms of the CareerBuilder Terms and Conditions, and the CareerBuilder Privacy Policy.

Selection of Prize Winners:  A total of twenty-eight (28) prize winners will be selected as winners of the Contest (each, a “Prize Winner”), with four (4) Prize Winners being chosen per day during the Contest Period.  The Prize Winner will be chosen at random and will be contacted via Instagram Private Message or Facebook Comment on the day of selection as a Prize Winner during the Contest Period.  All entries must be posted to Instagram or Facebook to be considered a valid and eligible to win the Contest.  All eligible Contest entries received will be judged by a panel of qualified judges.  Sponsor reserves the right to reward additional entries and favorites at its discretion.  Sponsor reserves the right not to award all prizes, in its sole discretion. Prize awards are subject to verification of eligibility and compliance with these Official Rules. All decisions of the Sponsor and judges will be final and binding on all matters relating to this Contest. Prizes and Conditions. The Prize Winner will have until 11:59 p.m. CDT on the day of notification of selection as a winner to respond to initial outreach by Sponsor and if, for any reason, the Prize Winner is not available or unresponsive, a different Prize Winner will be chosen and the initial Prize Winner will be disqualified and unable to claim any prize.  The Prize Winner who claims their prize by the required time will receive a prize consisting of two (2) Starbucks gift cards valued at approximately $15.00 USD each, with one (1) gift card for the Prize Winner who tagged a nurse and one (1) gift card for the Prize Winner nurse who was tagged.  It will be the sole responsibility of the Prize Winner to deliver one (1) of the gift cards to the Prize Winner nurse who was tagged and Sponsor takes no responsibility and will not be liable to any Prize Winner for any failure of delivery.  Prizes will be sent to Prize Winner who tagged the nurse by the Sponsor via standard mail.  Contest prizes are not transferable. Federal, state and local taxes are the responsibility of the winner. Odds of winning a Contest prize depend on the number of eligible entries received. Any Contest prize that are unclaimed will not be awarded. Limit one (1) Contest prize per person (which includes two (2) Starbucks gift cards). No prize substitution allowed except at the sole discretion of the Sponsor who may substitute a prize of equal or greater value. By entering the Contest, entrants expressly agree to receive E-mail notifications from the Sponsor regarding the status of the Contest. Unless entrants indicate that they do not wish to receive newsletters and E-mail from the Sponsor, they may also receive Sponsor newsletters and E-mail regarding products and services and other information that might be of interest to entrants. Any expenses not stated herein (including, but not limited to, taxes or any other applicable fees or costs not expressly identified above that are related to the acceptance and/or use of the prize) are the sole responsibility of the Prize Winner.

Participation: Participation in the Contest constitutes an agreement by each entrant to comply with these Official Rules. These Official Rules will be posted at  between September 25, 2016 and October 1, 2016.  Sponsor reserves the right to, in its sole discretion, cancel, modify or suspend the Contest should any computer virus, bugs or other technical difficulty or other causes beyond the control of the Sponsor or Released Parties corrupt the administration, security or proper play of the Contest.

Limitations of Liability: By entering the Contest, you agree that: (1) any and all disputes, claims, and causes of action arising out of or in connection with the Contest, or any prize awarded, shall be resolved individually without resort to any form of class action; (2) any claims, judgments and awards shall be limited to actual out-of-pocket costs incurred, including costs associated with entering the Contest, but in no event attorney’s fees; and (3) under no circumstances will you be permitted to obtain any award for, and you hereby waive all rights to claim, punitive, incidental or consequential damages and any and all rights to have damages multiplied or otherwise increased and any other damages, other than damages for actual out-of-pocket expenses.

Warranty Disclaimer: Prizes are awarded “AS IS.” Except as otherwise provided in these Official Rules, Sponsor makes no warranties, representations or guarantees, express or implied, in fact or in law, respecting the performance or use of a prize, including, without limitation, quality, merchantability, and fitness for a particular purpose. Further, no responsibilities are accepted for any additional expenses, omissions, delays, re-routing, or acts of any government or authority.

Construction: All issues and questions concerning the construction, validity, interpretation and enforceability of these Official Rules, or the rights and obligations of any entrant vis-Ã-vis Sponsor, shall be governed by, and construed in accordance with the laws of the State of Illinois, without giving effect to any choice of law or conflict of law rules or provisions (whether of the State of Illinois, or any other jurisdiction) that would cause the application of the laws of any jurisdiction other than the State of Illinois. The invalidity or unenforceability of any provision of these Official Rules shall not affect the validity or enforceability of any other provision. In the event that any provision is determined to be invalid or otherwise unenforceable or illegal, these Official Rules shall otherwise remain in effect and be construed in accordance with their terms as if the invalid or illegal provision was not contained herein.

General Release: By entering the Contest, you release and discharge Sponsor, Released Parties, and Instagram from any liability whatsoever in connection with the Contest or with the acceptance, possession, use or misuse of any prize including, without limitation, legal claims, costs, injuries, losses or damages, demands or actions of any kind (including, without limitation: personal injuries; death; damage to, loss or destruction of property; rights of publicity or privacy; and defamation or portrayal in a false light). Sponsor and the Released Parties will not be responsible for typographical, printing or other inadvertent errors in these Official Rules or in other materials relating to the Contest. Additionally, you hereby agree to indemnify the Sponsor and the Related Parties from any and all losses, damages, costs, expenses, rights, claims, demands and actions (including attorney’s fees and expenses for litigation and settlement), which may be brought against any one or more of them by anyone claiming to have suffered loss or damage as a result of my participation in the Contest.

Official Rules/Winners List: To obtain a copy of these Official Rules, print them from the Internet at or send a self-addressed, stamped envelope to: “CareerBuilder, Marketing Department”, c/o Nurse Recognition Contest, 200 N La Salle, Suite 1100, Chicago, IL 60601. If you have any questions regarding this Contest or would like to obtain the names of the Prize Winners (available after October 1, 2016), send a self-addressed, stamped envelope to: “CareerBuilder, Marketing Department”, c/o Nurse Recognition Contest, 200 N La Salle, Suite 1100, Chicago, IL 60601. All requests for Official Rules and Prize Winners List must be received on or before October 1, 2016.


Categories: industry news Tags:

15 Reasons We Literally Couldn’t Live Without HR

September 1st, 2016 Comments off
14 Reasons We Literally Couldn't Live Without HR


In the spirit of Labor Day – a holiday dedicated to the labor movement that honors the social and economic achievements of American workers – we at CareerBuilder are taking the opportunity to thank those in human resources for all you do. You’re the people behind the people: The champions of labor. You make a tremendous impact not only on the workforce as a whole, but also on the lives of individuals and their families, by providing them with jobs. You’re the engine that drives the success of businesses everywhere and stocks them with the best talent. In short, businesses literally couldn’t run without you.

Here are 15 reasons we’re thankful for all of the amazing HR and talent acquisition people in our lives:

    1. You make sure hiring managers are in touch with the right talent.

2. You know compliance laws inside and out.

  1. You practically bought us that treadmill desk.

  1. (That may have been a mistake.)

  1. You know what to do when someone crosses the line.

6. You listen to our problems.

7. Three words: Employee review time.

8. You make it rain, ALL THE TIME.

9. You save us from even the messiest situations.

10. You know how to conduct a killer interview…

11. And you know when to shut one down.

12. You make sure being the “new kid” doesn’t feel so lonely.

13. You understand that sometimes, cupcakes are the only right answer.

14. You practically wrote the employee handbook.

15. You fight for what’s right.

Pay it forward this Labor Day: Share this with an HR or talent acquisition professional who’s helped you along the way.

Never miss a thing: Get CareerBuilder’s expert recruitment tips in your inbox. 

Did You Know? Our Labor Market Insights Cover Over 99% of the Workforce

August 22nd, 2016 Comments off

For the month of August, we’re taking over Talent Factor to look more closely at CareerBuilder’s recent acquisitions — and how they’re making a big impact on your business in 2016 and beyond.

We’ve seen time and again how labor market data, when used to inform decision-making, can change lives and improve economies. It was a natural decision back in 2012, then, for CareerBuilder to join forces with Economic Modeling Specialists Intl. (EMSI), an economic software firm that specializes in employment data and labor market analysis, to combine the companies’ strengths and passion for empowering employment. Emsi’s mission is to provide clients with a truly unique perspective on current and future employment trends, skills development and recruitment strategies — and actionable insights that cover over 99 percent of the workforce.

As CareerBuilder CEO Matt Ferguson has said, “No one else in the industry can offer this breadth of information that can make recruitment faster, easier and more cost-effective.”

What this means for you

Competition for qualified talent remains at an all-time high, so your organization needs to be strategic when recruiting. To succeed, you must better understand the changing labor market, which will shape your organization for years to come. Having access to the most compelling data will enable you to more confidently make important recruitment decisions, target relevant candidates and fill critical positions faster.

The right data will help you:

  • Effectively communicate expectations with hiring managers.
  • Prioritize your recruiting strategy efforts.
  • Understand industry competition.
  • Recruit college graduates and diverse candidates.
  • Understand the workforce and its diversity.


Emsi Analytics for Talent Acquisition compiles employment and economic data from over 90 data sources into a web-based portal, designed to produce detailed reports in as little as three clicks of a mouse. Emsi Analytics for Talent Acquisition crafts the data into meaningful reports, charts, maps and graphs that tell a consistent story about the labor market (down to the ZIP code level).

Our data helps students find the right career, colleges offer the right programs, employers hire the right talent, and economic and workforce developers see their communities prosper. In total, our labor market dataset compiles nearly 100 sources, including U.S. Department of Commerce, U.S. Department of Labor, and U.S. Department of Education National Center for Education Statistics.

Learn more about how Emsi Analyst for Talent Acquisition and Emsi Analyst for College Recruiting can help you start using data to make more knowledgeable recruitment decisions.


7 Things Giving Recruiters That #FridayFeeling

August 19th, 2016 Comments off
6 Things Giving Recruiters that #FridayFeeling

In the wise words of Loverboy, everybody’s working for the weekend. And whether you’re a recruiter lookin’ for a little romance or a second chance, here are 7 things to get you psyched that it’s FRIDAY:

  1. Suddenly remembering your next vacation is around the corner…

  1. Managing NOT to spill coffee on yourself this morning on the way to work, but knowing that if you do it’s NBD because you can stain treat that dress alllll weekend long if you like…

  1. Getting a job offer acceptance from your best candidate prospect…

  1. Discovering your recruitment emoji spirit animal and immediately mass sending it to all your co-workers…

  1. Peeking again at the latest job growth numbers (hint: they’re real, and they’re fabulous)…

  1. Finding out your job security is looking pretty, pretty, pretty good right now…


  1. Posting all your open positions before the clock hits 5…


What’s giving YOU that #FridayFeeling today at work?


Categories: industry news Tags:

New Webinar: Get Tips From a Compliance Expert (& Earn an HRCI Credit)

August 9th, 2016 Comments off

Knowing how to be compliant in your recruitment process should be at the top of your priority list – but for many companies, trying to make sense of the lengthy, complex and ever-changing rules of background screening compliance is a job in itself. When it comes to background screening, you can’t afford to make mistakes – which is why we’re here to help.

Join CareerBuilder and Pamela Devata on Tuesday, August 16 at 1 p.m. CST for a special webinar, “Background Screening Compliance: Keeping Your Company Out of the Litigation Fray.” Pamela will share her expert tips to being compliant as an employer when it comes to your background screening responsibilities. Oh, and did we mention that participating in this live webinar will also earn you 1 HRCI credit?

You will walk away knowing:

  • Your employer responsibilities under the FCRA.
  • Recent employer litigation around background screening compliance.
  • The impact of the recent Robins v. Spokeo decision.
  • Best practices to avoid litigation in your own organization.


Reserve your spot now: Register for the webinar.

90% of Companies Buy Background Checks — But Many Get a Bad Deal

August 1st, 2016 Comments off

For the month of August, we’re taking over Talent Factor to look more closely at CareerBuilder’s recent acquisitions — and how they’re making a big impact on your business in 2016 and beyond.

Did you know? A whopping 90 percent of companies buy background checks to vet potential or current employees, according to SHRM research — but many of them aren’t exactly getting what they signed up for. That is, unless what they signed up for was poor customer service, slow turnaround time, and paper-heavy onboarding processes.

That’s where Aurico is vastly different — and it’s a big reason why CareerBuilder and Aurico joined forces in 2016. Aurico provides a quick turnaround time – and, while you would be hard-pressed to hear someone say they have a close, trusting relationship with their onboarding provider – Aurico’s clients actually do. There’s a reason Aurico is No. 1 in customer service and quality: They offer a paperless system that integrates with most applicant tracking systems, real-time reporting, incredibly fast turnaround times, and very competitive pricing.

Why is background and drug screening so important?

Drug screening is a requirement for certain roles. Conducting thorough and timely drug screens keeps both the public and a company’s workers safe, especially when screened workers are operating machinery or heavy equipment. As you are hiring candidates who represent you and act as an extension of your company, accurate and thorough background checks are vital. Oh, and the cost of replacing an experienced worker who doesn’t work out can cost 50 percent or more of that individual’s salary.

2016 marks Aurico’s 25th anniversary, and they have a lot to show for it: The company is now a trusted partner of 4,500 clients, No. 1-ranked in HRO Today’s Baker’s Dozen, and listed on the Workforce Hot List. Aurico participates on the Inc. 5000 Honor Roll, and has earned both NAPBS accreditation and ISO 9001:2008 certification.

Through Aurico’s delivery of detailed background checks, companies are better armed with the information they need to make a character judgment on a candidate. Learn more about what Aurico can do for your business.  


Get the Latest Staffing and Recruiting Insights in This Webinar

July 7th, 2016 Comments off
Get the latest staffing and recruiting insights in this webinar

Did you know? Only 21 percent of staffing and recruiting firms feel they are doing “extremely well” when it comes to aligning their recruitment strategy with the behaviors of job seekers today – and nearly half of firms (44 percent) say they don’t believe the job search process is difficult for today’s job seekers, according to recent research from CareerBuilder.

Curious what else your peers and competitors are experiencing when it comes to their recruitment strategy in a hyper-competitive market? Want to know how you can stay ahead of the latest trends — and rise above the status quo? For staffing and recruitment professionals who want to stay at the top of their game, it’s vital to take stock of everything from your strategy and systems, to your clients, candidates and team members, on a quarterly basis. Doing so will ensure you’re operating at an optimal level.

Get timely research and insight to improve and expand your strategy during CareerBuilder’s Pulse of Recruitment webinar for staffing and recruiting businesses on Thurs., July 14 at 11 a.m. CT. Host Kassandra Barnes, director of product marketing and research, will review key findings and go into detail about how they can have an impact on your recruitment strategy.

Don’t miss it! Register to reserve your spot for “Staffing and Recruiting Pulse of Recruitment Insights.”


Stay Ahead of the Latest Recruitment Trends With a New Webinar

July 6th, 2016 Comments off
Stay Ahead of the Latest Recruitment Trends

Did you know? Only 8 percent of Enterprise organizations feel they are doing “extremely well” when it comes to aligning their recruitment strategies with the behaviors of job seekers today, according to recent CareerBuilder research. In addition, nearly half of organizations think their application processes are just “average.”

Curious what else your peers and competitors are experiencing when it comes to their recruitment strategy in a hyper-competitive market? Want to know how you can stay ahead of the latest trends — and rise above the status quo? For any recruitment professionals who want to stay at the top of their game, it’s vital to take stock of your strategy, systems and team members on a quarterly basis to ensure everything is running as smoothly as possible. Get timely research and insight to improve and expand your recruitment strategy during CareerBuilder’s Pulse of Recruitment webinar for Enterprise businesses on Thurs., July 14 at 12 noon CT. Host Kassandra Barnes, CareerBuilder’s director of product marketing and research, will review key findings and go into detail about how they can have an impact on your recruitment strategy.

Don’t miss this one — register to reserve your spot for “Pulse of Recruitment Insights.



Leave a Lasting Impression On Candidates

June 7th, 2016 Comments off
Leave a lasting impression with candidates

The old mentality of creating a long and alienating application process to weed out unqualified candidates is just that – old. It’s stopping candidates who could be a great fit for your company from giving you the time of day, and it’s showing in your time-to-hire: On average, companies say it takes anywhere from 26-34 days to fill an open position, according to CareerBuilder’s 2016 Candidate Behavior Study. A third of employers believe that’s too long.

Register now for our “How to Rethink the Candidate Experience and Make Better Hires” webinar on June 16.

How to Leave a Lasting Impression On Candidates

We’ve already talked about how important it is to be approachable before candidates apply to your positions, as well as accessible and transparent throughout the application process. This final step to creating a great application experience for candidates while shortening your time to hire involves improving your actual application – and adopting a more proactive hiring mentality. Currently, 80 percent of candidates say they actively searched and found a job themselves. What would happen if you got in front of some of these candidates first?

A short application process that contains more meaningful questions, along with proactively reaching out to candidates who fit your qualifications, will actually yield a much better result. Don’t be shy – make the first move.

Join CareerBuilder for our webinar, “How to Rethink the Candidate Experience and Make Better Hires,”  on June 16 at 12:00 Central to hear more about how to do this, as well as glean more insights from our Candidate Behavior study:



Proactively source candidates with the skills you need quickly and easily with Recruitment Edge. Search online professional hubs, social networks and CareerBuilder’s own Resume Database to uncover new candidates, all from one place.

Nearly 1 in 3 Industries Projected to Outpace National Job Growth Average

June 6th, 2016 Comments off

CareerBuilder just released a list of fast-growing industries with ample job prospects over the next five years. The study is based on data from Emsi, CareerBuilder’s labor market analysis arm that pulls data from over 90 national and state employment resources.

The U.S. is projected to create roughly 7.2 million jobs from 2016 to 2021 – a 4.6 percent increase — though many industries are projected to outpace the national average during this period.

Says Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation:

Based on historical trends and the current hiring situation, we can expect to see nearly 1 in 3 industries add jobs at a rate that exceeds the national average. The growth will be broad-based, covering everything from IT services and developmental therapies to conservation, investment management, online shopping and sports instruction. When growth extends across a wide variety of industries, it’s a good indicator of stability and strength in the labor market.”

What This Means For You

Close to one-third of all U.S. industries are expected to outperform the national average for employment growth over the next five years. Is yours one of them? EMSI’s data shows that the accumulation of new jobs will take place within a diverse mix of industries that require a broad range of skills and experience.

Finding out where your competition is advertising for your fast-growing positions will help you maximize your visibility – and get the best candidates. The Job Posting Analytics feature within Emsi Analyst helps you do this by comparing the volume of job postings for a particular position to the number of hires made, demonstrating how much effort other organizations are putting in to attracting candidates for a position. Based on this data, you can determine whether you need to step up your efforts and increase resources to source the right talent.

See a list of some of the industries projected to add at least 10,000 jobs and see at least 15 percent growth in employment over the next five years.