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GM Leader Shares Semantic Search Secrets to Up Your Talent Sourcing Game

February 28th, 2017 Comments off
GM Exec Shares Semantic Search Secrets to Up Your Talent Sourcing Game

A critical part of a winning recruitment strategy is being able to proactively source the right candidates at the right time. Do you or your team use semantic search or resume parsing techniques today as part of your talent sourcing efforts, or are you planning to in the near future? What should you know about and expect from semantic search efforts?

Get semantic search secrets from a pro. We asked Will Maurer, global sourcing manager at General Motors, for his insights.

CB: What is your perception of semantic search within recruiting today?

WM: I have observed a major increase in the implementation of semantic search technology within our industry. Of course it was initially greeted with a number of questions and a certain level of skepticism. As I grew to understand the methodology behind semantic search it really started to make sense.

For years, recruiting and sourcing professionals have relied on complex Boolean searches in order to extract information from databases and the open web. It only makes sense that at some point technological advancement would intervene and make this process simpler for the user.

While I think a lot of folks still have questions around the methodology, there is little doubt that semantic search can be a big time saver. This becomes increasingly important in a corporate recruiting function, where people are balancing a number of responsibilities and may not have the time to generate a number of complex search strings.

CB: Where do you see semantic search impacting recruitment in the future?

WM: I see semantic search ultimately being a large time saver as well as a useful tool for those folks who may not be well versed in traditional search syntax.

Search strings, as we traditionally know them, can be cumbersome to someone breaking into the industry and anyone who has limited knowledge of the various facets of the skill set that they are trying to recruit for.

In this way, I see semantic search as a way to alleviate issues and ultimately get talent acquisition professionals to the types of the candidates that they’re looking for faster.

CB: How do you see semantic search and Boolean interacting?

WM: The interaction between semantic search and Boolean is an interesting topic to me, and it’s [a subject] I’ve heard a number of people take different stances on.

For me, personally, there is room for both in a proper sourcing strategy.

The fact that semantic search can identify a large number of the relevant keywords surrounding a concept or notion simplifies the process for a lot of people. Some would argue that you no longer have to do exhaustive research identifying alternate keywords and all of the different ways potential candidates can express similar ideas on their resume. While that can be valuable, I think there is always a place for Boolean in a precise and “deep dive” search.

I appreciate the fact that semantic search can help formulate searches by making certain assumptions for me, but I also believe that it’s not safe to assume. At times variations on keywords or concepts that are brought in by semantic search are not actually what I’m looking for. With that said, I do believe that as semantic search continues to evolve, the ability to manipulate the search and truly hone in will increase and may eliminate the need for traditional Boolean.

Simplify your resume search and find candidates faster with CareerBuilder Search.

Provo, Utah Has Highest Share of Millennial Workers at 35%

February 6th, 2017 Comments off
Provo, Utah Has Highest Share of Millennial Workers at 35%

A new CareerBuilder study based on data from Emsi, CareerBuilder’s labor market analysis arm, explores the generational shifts and employment trends for the 100 most populous U.S. cities. It tracks how certain demographics — in particular, workers ages 22 to 34 as well as those ages 55 and older — have shifted from 2001 to 2016.

North Port, Fla. tops the list of the city aging the fastest since 2001, with a 1.5 percent change in share of workers ages 55-plus from 2001 to 2016. It also has the largest overall share of workers ages 55-plus (25.8 percent). Madison, Wisc. is the city growing the youngest the fastest since 2001, with a 3.1 percent change in share of workers ages 22-34. Provo, Utah has the highest overall share of millennial workers — 35.4 percent of its workforce was aged 22-34 in 2016.

What Does This Mean For You?

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

Whether they are motivated by financial reasons or personal choice, people are staying in the workforce longer. At some point those workers and their intellectual capital will retire, so a city with a workforce that is aging at a faster rate needs to ensure it is attracting an adequate supply of new talent to fill the gap and fuel economic growth. While big cities have broad appeal, younger generations are also gravitating toward second tier markets with diverse economies, a strong technology presence and affordable cost of living.

Understanding some of these complex generational trends in top cities around the country is crucial to your recruitment strategy. Instead of relying on a post-and-pray approach for your open positions, you can proactively utilize data and analytics to evaluate the constantly shifting changing demographics and adjust your search for top talent accordingly.

Take a look at CareerBuilder’s interactive map to learn more.

Get CareerBuilder’s expert recruiting tips and trends, right to your inbox.

5 Onboarding Tips For Remote Employees

January 13th, 2017 Comments off
5 Tips to Onboard Remote Employees Successfully

Onboarding employees is one of the most crucial tasks you can undertake as an employer. The first 90 days are crucial to increasing retention rates. Now that you’ve hired the best candidate, it’s time to not only get them set up logistically, but also to make them feel like an integral part of your organization. That’s a challenge — and perhaps even more so for employees who will be working remotely.

Equip yourself with these five tips to ensure that you’re setting your new employee up for long-term success.

1. Make sure paperwork and technology is ready to go before the start date. Oftentimes, the majority of a new employee’s first day is consumed with trivial technology roadblocks—obtaining a laptop, getting it set up, getting various programs installed, etc. Do yourself a favor and get them set up with IT and any other paperwork they need to dive right in on the first day. By preparing ahead of time, you can mitigate the time spent on administrative and logistical setup so you can focus on what really matters.

2. Communicate expectations. For instance, if you expect them to be online and available from 8 a.m. to 5 p.m., make sure you communicate that up front. It will help employees working remotely to better plan out their days, especially if they need to invest in a work station at home or a co-working space or find a quiet café where they can work from. If you aren’t a stickler for set hours and just care about the end result, then it doesn’t matter what hours they work as long as they have a deadline to turn in their work. Either way, expectations should be set at the outset to avoid assumptions and miscommunication. Keep the lines of communication open at all times.

3. Set clear and concise goals. There’s nothing worse than an employee logging in on Day 1 and not having an idea of what to do or what the big picture of the role is. To prevent this from happening, consider providing them with a written list of objectives, responsibilities and specific goals so they have a clear picture of how you will judge their performance and measure success. Setting goals, milestones and/or benchmarks can go a long way toward helping new employees understand what’s expected of them from a performance perspective.

4. Find ways to make them feel part of the team. Encouraging teamwork and collaboration can be more challenging with remote employees, but do what you can to make new employees feel like they fit in and build (virtual) relationships with the rest of the team. See if they can come into the office — even if it’s just for a day or two during the onboarding process — to meet the rest of the team. The occasional team outing can also boost team spirit and help build camaraderie. Additionally, make sure the new employee knows who to reach out to if questions arise or they need additional help.

5. Offer training and development. Employees entering your organization will need to be ramped up fairly quickly so they can hit the ground running. For remote employees who are not able to make it into the office during onboarding, make sure you have in place virtual training and/or workshops to get them up to speed as quickly and efficiently as possible. Whether it’s looping them in on HR protocols or ramping them up on the tools/technology your organization uses, having it readily available and on-demand is crucial.

Do you manage remote workers? What is your biggest challenge? Do you have a tip for other employers? Tweet your response and tag @CBforEmployers.

2 in 5 Employers Plan to Hire Full-time, Permanent Employees in 2017

January 9th, 2017 Comments off
2 in 5 Employers Plan to Hire Full-time, Permanent Employees in 2017

The hiring outlook for 2017 is the best the U.S. has seen in a decade, according to CareerBuilder’s annual job forecast.

As many as 2 in 5 employers (40 percent) say they will hire full-time, permanent employees this year, while 3 in 10 intend to hire part-time, permanent staff. Additionally, half of all employers say they plan to bring temporary or contract workers on board within the same time period.

What Does This Mean For You?

According to Matt Ferguson, CareerBuilder’s CEO and co-author of The Talent Equation:

Three in four employers reported that they are in a better financial position than they were a year ago, which is instilling more confidence in adding people to their payrolls. Following a divisive election season, employers are entering the New Year with a watchful, yet optimistic approach. One of the key challenges for employers will be bridging the talent gaps within their own organizations by either offering better wages or by helping to reskill and upskill workers.

Are you taking necessary steps to bridge the talent gap at your organization? For starters, focus on being competitive with wages. As many as 2 in 3 employers said they intend to increase salaries when extending initial job offers — nearly a third of them said it would increase by 5 percent or more.

Also, while you don’t necessarily have to overlook experience or “settle” for a less-than-perfect candidate, try to keep an open mind to training and developing workers who do not already have the breadth of skills your open positions require.

Learn more about CareerBuilder’s annual job forecast by downloading the full report.

Tweet at @CBforEmployers: Are you looking for a new job in 2017? Which of these trends do you find most useful to know going into your job search?

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

54% of Employers Plan to Offer Holiday Bonuses in 2016

December 12th, 2016 Comments off
54% of Employers Plan to Give Employees Holiday Bonuses in 2016

Just in time for the holidays, employers are rewarding their employees in a number of ways. According to a new CareerBuilder survey, 54 percent of employers plan to give employees holiday bonuses this year – the same as 2015 – but 15 percent say the bonus will be greater than last year.

In addition, 46 percent of employers plan to give their employees gifts this year – on par with last year, while 69 percent of employers say they will be throwing a holiday party for employees this year – up 3 percent from last year.

What Does This Mean For You?

More than half of your competitors are offering bonuses this holiday season, not to mention a percentage of them are raising the amount being offered. The competition to attract – but also retain – talent is as fierce as ever, and many companies are loosening the purse strings to show employees they matter in a variety of ways.

What are you doing to reward and retain your top talent? Will you be offering holiday bonuses? Are you going to discuss raises for the coming year? Holding on to your A-players is still as important as ever, so don’t let it take a back seat in terms of what your priorities are this year.

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

3 Things You Should Know From the November 2016 Jobs Report

December 2nd, 2016 Comments off
3 Things You Should Know From the November 2016 Jobs Report

The U.S. unemployment rate in November dropped to a nine-year low while wages took a tumble, according to the latest jobs report released by the BLS this morning.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. The jobless rate sits at a nine-year low. Wall Street was expecting an increase of about 180,000 jobs last month; in reality the U.S. economy added 178,000, which was not too far off the mark. The unemployment rate dropped from 4.9 percent last month to 4.6 percent, which is the lowest it has been since August 2007. According to The New York Times:

The official jobless rate is the lowest since August 2007. A broader measure of unemployment that includes part-time workers who would rather work full time or those too discouraged to keep looking also slipped down, to 9.3 percent from 9.5 percent.

According to CNN Money:

The drop in the unemployment rate was a bit mysterious. More people stopped looking for work in November compared to October, which sometimes explains why the unemployment rate drops. But such a large drop isn’t entirely explained by people leaving the workforce.

According to The Wall Street Journal:

Despite robust hiring, Friday’s report suggests there remains plenty of slack in the labor market. A broader measure of the unemployment rate, which counts part-time workers who would prefer a full-time job and marginally attached workers, remains elevated at 9.3%, although it has fallen in recent months.

2. Where are all the working people? Are baby boomers, in part, contributing to the decline in the labor force participation rate? According to Business Insider:

…[the] labor-force participation as a share of the working-age population declined to 62.7%, remaining near the lowest level since the 1970s. Fewer people are joining the labor force on net partly because baby boomers are retiring in droves.

According to Reuters:

The labor participation rate, or the share of working-age Americans who are employed or at least looking for a job, fell 0.1 percentage point to 62.7 percent last month, not too far from multi-decade lows, in part reflecting demographic changes.

3. Wage growth up year-over-year, down month-over-month. Even though wages were up from the same time last year, one big headline coming out of the latest jobs report is that wages dropped compared to last month.

According to Reuters:

A pullback in wage growth after two straight months of solid increases, however, put a wrinkle in the otherwise upbeat employment report. Average hourly earnings fell three cents, or 0.1 percent, after shooting up 0.4 percent in October.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month.

Did you miss the October jobs report breakdown? It’s never too late to catch up on some economy-related reading.

73% of Employers Would Negotiate Salary, 55% of Workers Don’t Ask

November 14th, 2016 Comments off
73% of Employers Willing to Negotiate Salary But 55% of Workers Don't Even Ask

“Show me the money!” is evidently NOT something a lot of job seekers are saying. According to new CareerBuilder research, a majority of employers in the U.S. (73 percent) say they would be willing to negotiate salary on an initial job offer. Still, more than half of workers (55 percent) do not even ask for a higher salary when offered a new position.

Employees who avoid the salary negotiation say they don’t even attempt it because they don’t feel comfortable asking for more money (53 percent), they are afraid the employer will decide not to hire them (48 percent), or they don’t want to appear greedy (38 percent).

In case you’re curious about the demographic breakdown, 48 percent of men said they would attempt salary negotiations with an employer versus 42 percent of women.

What Does This Mean For You?

Employers, don’t be afraid to have conversations about salary during a job interview —  even if it can be a bit awkward at times. Get comfortable with it! You don’t want to lose a great candidate because the topic of salary only came up at the last minute and you were nowhere near meeting their expectations.

Now, our survey showed that there are some occupations with notoriously higher turnover rates that rely on more part-time workers and are therefore less willing to negotiate than those that may require more education or experience. So for employers who are genuinely not in a position to offer a higher bid to the winning candidate, get creative about what else you can offer to round out the package.

For instance, you could consider offering one or more of the following perks or incentives in lieu of a higher salary to help you meet a candidate in the middle: vacation time, flexible work schedule, transportation allowance, tuition reimbursement, daycare reimbursement, a better title, a nicer office, etc.

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

3 Things You Should Know From the October 2016 Jobs Report

November 4th, 2016 Comments off
3 Things You Should Know From the October 2016 Jobs Report

Halloween may have come and gone, but the October jobs report – released this morning by the BLS – was by no means scary.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Numbers were slightly lower than expected, but the unemployment rate also dropped. Economists had predicted that today’s BLS job gains would be somewhere in the 170,000-plus range; but in reality the U.S. economy added 161,000 jobs in October.

Some reactions to the report: “Economists had forecast another report that was neither super-impressive nor terrible, and that’s what we got.”

However, it’s also worthwhile to note that an additional 44,000 jobs were added over the course of August and September, according to some new BLS revisions.

2. This is the last jobs report before the elections. So how might the candidates use this report to extract some talking points?

According to Business Insider:

As both presidential candidates make their final pitches to voters, they can pick data points in this report to advance their narratives. Hillary Clinton, the Democratic nominee, can point to the number of jobs that have been created during the recovery, the record 73 straight months of gains, and the drop in the unemployment rate to a postrecession low. Meanwhile, Donald Trump, the Republican nominee, can focus on the headline print that missed expectations and the 5.9 million people who still work part-time for economic reasons.

According to The New York Times:

While the final weeks of the presidential campaign seemed to be preoccupied with everything but the economy, Friday’s report from the Labor Department refocused attention – at least briefly – on the crucial bread-and-butter issue: jobs. For the candidates, the latest employment report …[allows] each side to offer its own distinctive narrative of the economy’s performance and prospects.

3. Wages appear to be stronger.

According to The New York Times:

Average hourly earnings rose 2.8 percent year over year, a level not reached since 2008.

According to The Wall Street Journal:

Hiring by U.S. employers remained healthy in October as wage growth accelerated to its strongest pace since the recession, signaling solid momentum in the labor market and broader economy just days before American voters elect a new president.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the September jobs report breakdown? It’s never too late to catch up on some economy-related reading.

What Job Seekers WISH You Knew About the Candidate Experience

November 2nd, 2016 Comments off
What Job Seekers WISH You Knew About the Candidate Experience

It’s no secret that attracting the right talent is hard, and the hiring landscape has grown increasingly competitive. You can stand out by providing a great candidate experience – but in order to do so, you need to understand and circumvent some of their biggest frustrations with the application process.

We wanted to take you inside the minds of today’s job seekers to give you an idea of what they expect of your company and the candidate experience you (knowingly or unknowingly) provide. So we asked real-life job seekers via our social channels: What part of the job search process do you wish you could change most?

Here’s what they said…and how you can do your part to bridge the divide:

They want you to keep an open mind instead of setting unrealistic expectations.

Joe Duhamel: Right out of college, I actually had a placement agency in Manhattan tell me to “come back when you have some experience.” I said, “When I get experience, I won’t need you.” And I never did.

Mary SaelensThe “relevant experience” is something that should be used in moderation though; people need jobs and if it’s [an] entry-level [position], let them get their feet wet.

Kristina RoepkeThey require years of experience when fresh graduates haven’t been alive long enough to fulfill the requirement. Also, no one hires you unless you have experience…[but] how do you get it? It is a logic loop.

Milap (@m3jstile): HR managers [must] be more willing to interview more people.

Adam Patrick: Wasting candidates’ time (and theirs) by posting a job when they already know whom they are hiring.

They want you to be more responsive.

Eddie Quinn: [I] hate spending so much time applying to a company (research company, customize resume, cover letter, create log in and re-enter entire resume into web form) and then never hearing back, even after attempts to follow up. Some decency would be nice. [I] once applied to [a company], and didn’t get a ‘We regret to inform you…’ email until six months after I applied and followed up three times.

Patrick BarnesI would push for an immediate decision. No waiting for a week [and] doing a follow-up call, only to find out the position has been filled…right before they hang up [on you].

They want you to NOT waste their time.

Career Break Site (@CareerBreakSite): Pretending to be enthusiastic when a recruitment agent has sent you to interview for some crappy job.

Adam Patrick: Asking for information on the online application that is the exact same information a resume contains (or should contain instead of extraction of keywords, info, reading it).

They want you to be fair — when it comes to pay, etc.

Adam Patrick: Requiring WAY TOO much education, TOO specific experience and they pay you in beans.

Chris PapaliaYou forgot to mention the start pay… $9.50 an hour.

They want you to be prepared and know what you’re looking for.

Kristy HughesNot nailing down the job description or team’s needs before starting the interview process, so interviews are a waste of time. Or interviewing for one position, hiring a candidate and then telling the candidate they are needed to do something else.

They want you to offer training because they’re willing to learn.

Misty TaylorAll the experience that is needed for the position [is there], yet no one seems to want to train. Think of the people that could learn what needs to be done.

The HR Tech Trends Everyone is Talking About

October 20th, 2016 Comments off
The HR Tech Trends Everyone is Talking About

We asked some of the leading HR technology influencers and experts who attended the 2016 HR Technology Conference and Expo to share what they see as the biggest topics and trends influencing the constantly evolving HR technology space right now.

Meet Our Experts

Tim Sackett is the president of HRU Technical Resources, a leading IT and engineering staffing firm, with more than 20 years of combined executive HR and talent acquisition experience. He’s also a speaker and writes for Fistful of Talent and The Tim Sackett Project. Jason Lauritsen, a former HR exec, is an employee engagement and workplace culture expert who also led the research team for Quantum Workplace’s Best Places to Work program. Neil Morrison is the director of strategy, culture and innovation at Penguin Random House U.K.

Here’s what you need to know right now, according to these industry leaders:

What are some of the biggest HR technology topics/trends you are seeing and hearing about right now?
Jason Lauritsen

Jason Lauritsen

JL: There is a lot of investment going into technology tools that claim to drive employee engagement. This suggests that organizations are searching for solutions to employee engagement, and they are hoping that the right technology mix will help.

NM: The major hot topic still seems to be data and analytics in any shape or form — how do we best obtain, analyze and use data to inform decision making and interventions? Beyond that, talent acquisition is still a big topic of conversation and a serious focus for the industry, combining smart attraction and selection with good candidate experience.

What are some of the most imminent hurdles those in the HR and talent acquisition space are faced with today? What keeps them up at night?

NM: Everyone I talk to is facing some sort of challenge from the increased digitalization of the workplace — whether it’s through consumer behavior, skills development or talent acquisition. We also have a specific challenge here in the U.K., based on our recent referendum vote which is causing a lot of thought, but without many answers.

Where do you see the industry going in the next six months or year?

NM: I think there has to be more consolidation in the HR technology space. At the moment, the number of providers sometimes feels greater than the number of procurers, which can’t be a sustainable model.

There was a lot of talk in the HR Tech sessions about employee experience. Tell us what that means to you and why it’s important. Also, do you think employers are paying sufficient attention to the candidate experience?

TS: Employee experience is about creating a culture and environment where every employee feels like they are valued and the organization is working to try and develop those things each employee is best at.

It’s not about ping pong tables and free snacks — it’s about providing a work experience where the employee feels what they do adds value to the organization and that value is recognized.

JL: Employee experience is about designing a work experience that feels good to employees while setting them up to succeed. Smart companies have been designing customer experience for years, and this thinking is finally making its way to employees and candidates. Employee experience design is where employee engagement meets performance.

Neil Morrison

Neil Morrison

NM: Candidate experience is an area that I believe is hugely overlooked in the talent acquisition space. I believe this is going to be one of the biggest differentiators of brands in the years to come. We have to start taking a more consumer-based approach and treat people less like fish in a barrel.

What tips do you have to help your peers strike the right balance between leveraging the right technology while also maintaining that human connection?

TS: Here’s my rule of thumb: Any time you’re using technology to do some part of your process and it would be equally as fast to stand up and walk over to another individual or pick up the phone to complete that part of the process, technology is working against you from the human connection side of the business. This happens constantly in organizations, and many times the technology takes longer than just having a simple conversation. Striking a balance between technology and human connection is all about allowing the technology to complete mass touches, while you complete individual touches. Don’t allow your tech to be you — allow it to be 100 and 1,000 of you, but not you individually.

JL: The most important — and often overlooked — step in identifying HR technology is to define exactly what you are trying to accomplish. If you are selecting a technology to increase employee engagement or candidate experience, what exactly does that mean? And how will you know that you’ve been successful?

NM: Ask yourself: ‘Does this make life better for employees? Does it make life simpler for managers? Does it add commercial value to the business?’ If you can’t answer ‘yes’ to at least two of these questions, you’re probably only making life easier for HR, which isn’t the goal.

Robots are not going to take over the world, right? Phew! But in all seriousness, how do you see the role of the talent acquisition and/or HR professional shifting and evolving with the introduction of overwhelming amounts of data and new technologies?
Tim Sackett

Tim Sackett

TS: HR and talent acquisition leaders are confused by artificial intelligence or A.I. They expect some Will Smith iRobots to show up and start doing their jobs and bake amazing pies. The reality of A.I. in a HR and talent acquisition sense is that it is much less sexy. Most A.I. that we’ll use in HR and talent acquisition is centered around ‘bots’ that will take over mass communication-type Q&A. Things like someone applying and having simple questions about a job description, interview directions and times, what they should expect from your process, etc. A.I. can now handle all of these types of communications pretty effectively and it helps to raise your candidate experience.

JL: As we face the reality that humans are really bad at assessing other humans — for performance, abilities or fit — due to inherent biases, there will be a rise of technology to do this more effectively for us. This will create more time to focus on things like experience design and engagement where we can drive performance and retention.

NM: We need to be combining the insight that we get from good data and analytics with the intuition that we get from good hiring managers. We need to listen to both and make informed decisions. For too long we’ve relied just on intuition and, whilst we don’t want to replace it, we do need to complement it.

9 GIFs That Perfectly Sum Up What Happens When a Candidate Rejects Your Offer

October 18th, 2016 Comments off
9 GIFs That Perfectly Sum Up What Happens When a Candidate Rejects Your Offer

If there’s anything that the cast-offs contestants on The Bachelor franchise have proven time and again, it’s that rejection can not only blindside you…but also straight-up feel like a punch in the face.

And recruiters and employers like you are no different when rejected. When your strongest candidate rejects your offer, you experience a flood of emotions, and then you go through the following phases…

First, you test them to see if they’re truly serious about saying “no”…

Then you go into a brief state of denial…

Once you realize you have to face reality, you experience a healthy amount of anger…

And a dose of grief that you weren’t expecting, so you throw yourself a little pity party…

But you try to play it cool…

You may even inadvertently take out your frustration on some innocent co-workers…

You tell the candidate to keep in touch, but you know that won’t happen…

Nevertheless, you mourn the end of an era and realize you have to stay strong and move on…

And just like that, you are ready to start searching again…

How do you react? Tweet your response GIFs and tag @CBforEmployers.

The Staffing Advantage Report: How to Get Your Staffing Firm to the Top

October 3rd, 2016 Comments off
The Staffing Advantage Report: How to Get Your Staffing Firm to the Top

Did you know that the average client works with three different staffing firms? The majority of them (59 percent) say it gives them better access to talent because if one firm can’t help them, they have other options, according to CareerBuilder and Inavero’s 2016 Staffing Advantage survey.

It’s safe to say the competition is fierce among staffing firms vying for business today.

That’s why CareerBuilder has partnered with Inavero to bring you exclusive market research and industry insights to help you go inside the minds of both candidates and clients to better understand the competitive staffing landscape.

The 2016 Staffing Advantage survey will also help you answer questions such as:

      • What are your competitors doing?
      • How can you outpace the best staffing firms out there?
      • How can you run your staffing firm the smartest way?
      • How can you win business?
      • How can you win over candidates?
      • How can you use technology as a competitive advantage?

 

Ready to find talent, win business and stay ahead of the competition? Download the Staffing Advantage Report now.

#SorryNotSorry: Resume Mistakes Employers Hate

September 22nd, 2016 Comments off
#SorryNotSorry: Resume Mistakes Employers Hate

Making one’s resume stand out in a pile of 250 others can be challenging, but some job applicants stand out for unintended reasons. From innocent typos to downright lies, some resume mistakes have cost candidates the job.

In a new CareerBuilder survey, hiring and HR managers shared some of the most outrageous resume mistakes of the year.

One applicant claimed he/she worked at a federal prison — which sounds noble — until a background check found that he was actually incarcerated at the prison during that time. (Such a minor detail — why bother sharing it?)

Another casually listed “smoking” under hobbies… because why not.

One applicant said he/she had great attention to detail, but “attention” was misspelled.

“I was a prince in another life,” claimed one. Welcome to adulthood as common folk, buddy.

One applicant thought it’d be a good idea to note that he/she would work harder if paid more.

We asked some of our Twitter followers to share their biggest resume turnoffs — here’s what they said:

Lots of text with little substance…

Typos…

Poor formatting and “interesting” tidbits…

What are your biggest resume turnoffs? Tweet your responses and tag @CBforEmployers.

Candidate Sourcing Secrets From GM’s Global Sourcing Manager

September 21st, 2016 Comments off
Sourcing Secrets From General Motors' Global Sourcing Manager

Ever wonder if there’s a more time- and cost-efficient way to source and screen candidates? To answer these important questions, we spoke to one of the best in the business: Will Maurer, global sourcing manager at General Motors. He offered up some real-life examples and insights on how to expand your sourcing skill set, work more effectively with hiring managers, get the most out of your database — and take your sourcing strategy to the next level.

How can sourcers/recruiters work with hiring managers to more effectively deliver better candidates? 

There are many skills that are required and many techniques that can be leveraged in order to increase your effectiveness when working with a hiring manager. It all starts with cultivating a strong partnership. I emphasize the word “partnership” because I think it’s imperative that you are seen as a trusted advisor and not simply an order-taker.

In order to be viewed as a partner, you need to gain credibility. One of the things that can help immensely is ensuring you are prepared for the initial intake session. Simply bringing the job description and checking off some boxes won’t get it done. One of the ways that we achieve this is by acquiring labor market data as it relates to the role and then studying it so we are able to speak to it. It helps establish you as a subject matter expert, shows that you’re prepared, and stimulates higher-level strategic conversations.

As W. Edwards Deming said, ‘without data you’re just another person with an opinion.’ Data can be very impactful. It brings validity to your insights, which is crucial when setting expectations or establishing an overall strategy.

I think you also need to bring what are commonly referred to as “calibration resumes.” These are resumes that you have identified as possible prospects based on the job description. Walking through these resumes opens a discussion regarding the role, the team, and the requirements and will help you hone in what the hiring manager is looking for. Again, the focus is to gain credibility because the most important thing you can do to work effectively with hiring managers is to ask them to be part of the process. Our goal is to turn everyone in our organization into recruiters, especially our hiring managers.

Will Maurer, Global Sourcing Manager, General Motors

Will Maurer, Global Sourcing Manager, General Motors

When you think about it, hiring managers are probably best positioned to fill their own roles. They will typically have a robust network of people that operate in their field if they have been doing it a while. They also have the ability to tell their story and share how working for their current organization has impacted their career. This is very powerful when talking to a potential candidate. Don’t assume that hiring managers automatically know how important they are in the process. Educate them. You can help them tap into their network and establish their own unique value proposition. Once they understand how impactful they can be in the process and how important their contributions are in today’s market, they can be a phenomenal resource.

Once you have established that partnership, it’s also important to note that you can’t stop there. Communication, accessibility and follow-through are key in keeping that relationship strong.

As a sourcer, how can you get the most out of your database and the tools you have at your fingertips?

It’s important to understand not just the tools at your disposal on a surface level, but also the nuances of each tool. This includes features that have been developed to improve your overall efficiency and effectiveness. We have created a scorecard to evaluate our various sourcing tools. Naturally we look at the number of results or candidate profiles that a tool can generate, but we also look at its efficacy within a particular set of skills and any features that streamline or simplify our processes.

The idea behind this is that we identify the tools that can have the greatest impact within each functional vertical. This is vital.

I think that tool selection and evaluation is an important concept that is often overlooked. It’s easy to get lost in the myriad of products available and find yourself in a situation where you are ‘dabbling’ with many potential solutions instead of maximizing your performance with the key tools at your disposal. I would never discourage trying different avenues and continuing to innovate but I think that you need to establish what tools are going to be at the foundation of your sourcing strategy.

Once those tools are identified, it really comes down to being committed to learning the tool and the vendor having the ability to provide continuous education. We put a lot of emphasis on our suppliers being accessible and providing training not just at the time of implementation, but throughout our relationship with that vendor. Having a competent and readily accessible support staff is very important.

For someone looking to become a more advanced “modern-day sourcer,” what would you recommend to help expand their skill set?

What prompted the “Modern Day Sourcer” were some observations I had made when attending various conferences that were tied to talent acquisition. It occurred to me that in some instances there was a gap between how companies defined a sourcing professional and what I believe is truly needed to be successful in this space.

There is no doubt that someone in a sourcing role needs to be a search expert, but I think there’s more than that. The labor market, candidate expectations, and how candidates select employers have evolved since I began in talent acquisition several years ago. Additional skills are required.

First of all, it’s important that you are a student of your craft. If at any point you think you have this business completely figured out, then you’re setting yourself up for failure.

There are so many resources out there to help keep you informed about our industry. There are websites, blogs, workshops, conferences, certifications, training curriculums, and more. Personally, I make it a goal to obtain a new certification each year. Make an effort to educate yourself and learn something new every day. I would start with your current organization. Educate yourself on how your business fits into the market, how the various business units interact, and how talent acquisition fits in the company as a whole. This goes a long way when trying to gain credibility and present yourself as an advisor.

Also, don’t forget about the skills outside of putting together Boolean searches or interviewing prospects. Presentation skills, overall communication skills, the ability to build and document a comprehensive strategy, and adopting a marketer’s mindset are some of the things that are important as you embark on your journey towards being a talent ambassador, educator and strategic partner.

When working on these other skills, you need to have the ability to humble yourself, put yourself out there and get feedback from your colleagues. Ask them to observe you. Then ask for feedback and look for common themes. Once you have identified potential areas of improvement, you can formulate a strategy to work on those areas and implement it accordingly. You can also look for special programs to help build these skills. If you’re struggling for an answer, go to your manager and ask for his or her insight. I am always thrilled when a team member comes to me looking for ways to better themselves and we can usually figure something out together.

Want to simplify your resume search and find candidates faster? See how CareerBuilder Search Pro can help.

3 Things You Should Know From the August 2016 Jobs Report

September 2nd, 2016 Comments off
3 Things You Should Know From the August 2016 Jobs Report

Like the weather in some parts of the country, U.S. payrolls cooled a bit in August as the new BLS jobs report numbers — released this morning — came in lower than economists were expecting.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Job gains slowed down in August. Economists had predicted that today’s BLS job gains would be somewhere in the 180,000 range. In reality, the 151,000 additional jobs came up short by about 29,000. To put that in context, more than 270,000 jobs were added in each of the prior two months. So what does this mean for the probability of a rate hike?

According to CNBC:

“We had a couple above numbers in the last two months. This is a below-average number,” said Jeff Kleintop, chief global investment strategist at Charles Schwab. “All that suggests the job market is OK, but it probably does put September off the table” for an interest rate hike.

2. What about wages? While there is progress being made on the wage front, the pace of growth has still been weaker than expected.

According to Business Insider:

Average hourly earnings rose 0.1% month-on-month, less than the 0.2% forecast, and increased by 2.4% year-on-year (versus 2.5% expected). Pantheon Macroeconomics’ Ian Shepherdson noted in a preview that when the survey week precedes the 15th of the month — payday for many people — some employers fail to report earnings.

According to The New York Times:

The jobless rate has been halved in the last seven years and consumer spending remains strong, but wages have only recently begun a slow climb.

According to The Wall Street Journal:

…annual growth slowed from 2.7% the prior month, the best gain in seven years. The slower growth could reflect the mix of hiring in August tilting toward typically lower-paying fields.

3. There’s just something about August. According to CNBC:

August has been a notoriously volatile month for the jobs numbers. The previous five reports have been revised upwards by an average of 71,000. In 2011, the initial report was zero, which later was revised up to 107,000. Goldman Sachs economists attribute the statistical noise to the start of the school year.

According to Bloomberg, which calls it the “August Curse”:

The payrolls data were contending with a pattern of August disappointment, with the survey median overshooting the first print for the month in each of the last five years, by an average 47,000. Low response rates in a popular vacation month and difficulty adjusting for seasonal effects at the start of the school year could be to blame.

 

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the MayJune and July jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

12 Recruiting Tweets That Are Just Too Real

August 24th, 2016 Comments off
12 Recruiting Tweets That Are Just Too Real

Being a recruiter can be a rewarding profession, but — let’s be honest — sometimes, you simply do not have time for people’s inefficiencies and downright stupidity.

We gathered these tweets that real-life recruiters posted to Twitter so you can commiserate.

When you just don’t have time for this sort of nonsense…

When you regret offering to do someone a favor…

When. you. just. need. a. job. description…

When you can’t even…

When you realize your entire day is going to be ruined by someone who probably stopped to pick up Starbucks…

When a candidate is desperate…not to mention, super creepy…

When your lips are movin’ and you’re trying to convince the candidate that the comp & ben package is pretty good…

When you think candidates should have *some* form of self-respect…

When you find out that a candidate has, err, “embellished” his resume…

When you acknowledge that there is a sort of organized chaos to what you do…

When you question humanity as a whole…

When you find out that someone like you may have something in common with the goddess of the universe…

Got a joke or a funny meme? Tweet us @CBforEmployers!

Millennials: They’re Just Like Us

August 12th, 2016 Comments off
Millennials: They're Just Like Us

There are so many stereotypes floating around about millennials — that they come off as needy, lazy and entitled, to name just a few. While many of these are rooted in fiction, what’s important to note is that at the end of the day, they have the same underlying values and crave the same need for acceptance and recognition as every other generation in the workplace.

Here are some gifs that prove that millennials are just like us.

They are not lazy (like some people think) — they just need the right motivation, just like anyone else. Yes, a paycheck is obviously important, but it’s not the only thing millennials look for; they want to be inspired and they want a sense of personal fulfillment in their careers.

millennials

They might seem like the kids who crash at mom and dad’s so they don’t have to pay rent, but millennials work hard and prioritize their education. In fact, more millennials have obtained college degrees than any other generation of young adults, according to this report. And they are are “sizing up to be the most educated generation in history,” according to this report.

millennials

They are on an ongoing journey of self-discovery and want to make an impact in the world (and who doesn’t!). According to a 2014 White House report:

Quality of life appears to be a focus of this generation: Millennials value staying close to family and friends, having free time for recreation, and working in creative jobs. However, they also want to make a positive social impact on their own children and communities, as well as on society as a whole.

millennials

They get their daily news first thing in the morning — just in a different way. According to research from the U.S. Chamber of Commerce Foundation: “Millennial’s main sources for news are television (65%) and the Internet (59%). Lagging behind are newspapers (24%) and radio (18%).”

millennials

They don’t want to simply coast through life — like many people assume — they want to do meaningful work that challenges them. “[Millennials] look for interesting and challenging work, personal development, a custom career plan, and an organization that reflects their values,” according to this report.

millennials

They may sometimes come off as entitled — but what they really want is to be recognized for putting in a hard day’s work just like everyone else and know that their efforts are going to be rewarded. They may just voice it more…

millennials

There is a sense of togetherness and camaraderie among millennials in the workplace, and they feel a strong sense of community — which some may find surprising. According to Forbes:

Millennials who stay at their jobs for more than five years are passionate about their work. Another reason Millennials stay? The bonds with their co-workers and the belief in their company’s mission and purpose. Millennials want to volunteer together and feel connected through a shared passion for their company’s cause work, ideally through initiatives that help their surrounding community.

Millennials have often been referred to as the generation that doesn’t live to work but works to live. But at the core, they want the same thing every other generation has also striven to: a healthy work-life balance to live a life outside the cubicles. According to a Washington Post report:

Survey after survey … show[s] that what millennials most want is flexibility in where, when and how they work. Millennials as well as men were most likely in the survey to say that they would take a pay cut, forgo a promotion or be willing to move to manage work-life demands better.

Tweet at @CBforEmployers: Do you agree that millennials are more similar to other generations that people give them credit for? What are some of the biggest misconceptions of this generation?

Millennials: They’re Just Like Us

August 12th, 2016 Comments off
Millennials: They're Just Like Us

There are so many stereotypes floating around about millennials — that they come off as needy, lazy and entitled, to name just a few. While many of these are rooted in fiction, what’s important to note is that at the end of the day, they have the same underlying values and crave the same need for acceptance and recognition as every other generation in the workplace.

Here are some gifs that prove that millennials are just like us.

They are not lazy (like some people think) — they just need the right motivation, just like anyone else. Yes, a paycheck is obviously important, but it’s not the only thing millennials look for; they want to be inspired and they want a sense of personal fulfillment in their careers.

millennials

They might seem like the kids who crash at mom and dad’s so they don’t have to pay rent, but millennials work hard and prioritize their education. In fact, more millennials have obtained college degrees than any other generation of young adults, according to this report. And they are are “sizing up to be the most educated generation in history,” according to this report.

millennials

They are on an ongoing journey of self-discovery and want to make an impact in the world (and who doesn’t!). According to a 2014 White House report:

Quality of life appears to be a focus of this generation: Millennials value staying close to family and friends, having free time for recreation, and working in creative jobs. However, they also want to make a positive social impact on their own children and communities, as well as on society as a whole.

millennials

They get their daily news first thing in the morning — just in a different way. According to research from the U.S. Chamber of Commerce Foundation: “Millennial’s main sources for news are television (65%) and the Internet (59%). Lagging behind are newspapers (24%) and radio (18%).”

millennials

They don’t want to simply coast through life — like many people assume — they want to do meaningful work that challenges them. “[Millennials] look for interesting and challenging work, personal development, a custom career plan, and an organization that reflects their values,” according to this report.

millennials

They may sometimes come off as entitled — but what they really want is to be recognized for putting in a hard day’s work just like everyone else and know that their efforts are going to be rewarded. They may just voice it more…

millennials

There is a sense of togetherness and camaraderie among millennials in the workplace, and they feel a strong sense of community — which some may find surprising. According to Forbes:

Millennials who stay at their jobs for more than five years are passionate about their work. Another reason Millennials stay? The bonds with their co-workers and the belief in their company’s mission and purpose. Millennials want to volunteer together and feel connected through a shared passion for their company’s cause work, ideally through initiatives that help their surrounding community.

Millennials have often been referred to as the generation that doesn’t live to work but works to live. But at the core, they want the same thing every other generation has also striven to: a healthy work-life balance to live a life outside the cubicles. According to a Washington Post report:

Survey after survey … show[s] that what millennials most want is flexibility in where, when and how they work. Millennials as well as men were most likely in the survey to say that they would take a pay cut, forgo a promotion or be willing to move to manage work-life demands better.

Tweet at @CBforEmployers: Do you agree that millennials are more similar to other generations that people give them credit for? What are some of the biggest misconceptions of this generation?

15 Recruitment Emojis That Don’t Exist — But Should

August 10th, 2016 Comments off
15 Recruitment Emojis That Don’t Exist — But Should

First there were Bitmojis, then there were Kimojisbut where are work-related emojis you can share (without getting in trouble with HR)? Fortunately for you, we created a brand new set of (totally SFW) recruitment emojis to share with colleagues on a variety of occasions.

So feel free to copy and paste the emoji that best suits your current mood and send it to your recruiter friends who can relate.

When you just need to vent…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you are experiencing a case of data overload…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you are on a budget…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you come back from a conference with all this swag feeling like a million bucks…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you realize there simply is not enough time in the day…

recruitment emojis

 

 

 

 

 

 

 

 

 

When all you want to do is take a nap…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you need a little bit of peace and quiet because you’re on a call…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you’re searching hard for the “purple squirrel” (a.k.a. a candidate who is seemingly impossible to find)…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you’re expected to be a sourcing wizard…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you’re on the lookout for a good ATS… (cough, Talentstream Recruit, cough…)

recruitment emojis

 

 

 

 

 

 

 

 

 

When you’ve got your stack of resumes handy and you’re ready to start perusing…

recruitment emojis

 

 

 

 

 

 

 

 

 

When a candidate you were excited about is no-call, no-show…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you’re trying to keep your hiring manager happy…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you want to give yourself a pat on the back because you just found the perfect candidate…

recruitment emojis

 

 

 

 

 

 

 

 

 

When you want to shout to the world that you just made a hire…

recruitment emojis

 

 

 

 

 

 

 

 

 

Did we miss any emojis you think should be on the list? Tweet your work emoji ideas to @CBforEmployers right now!

3 Things You Should Know From the July 2016 Jobs Report

August 5th, 2016 Comments off
3 Things You Should Know From the July 2016 Jobs Report

For the second month in a row, the BLS released a jobs report that exceeded expectations. The new July report, released this morning, showed a total of 75,000 more jobs than economists were expecting (255,000 vs. 180,000 expected).

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. What do today’s numbers mean in relation to the big economic picture? Here are some reactions from leading news outlets:

According to The Wall Street Journal:

The U.S. labor market in July capped off the best two-month stretch of hiring so far this year, a sign of strength for an economy that has been showing mixed growth signals in recent months.

According to CNBC:

“This was another strong report that checked most, if not all of the significant boxes,” said Curt Long, chief economist at the National Association of Federal Credit Unions. “The labor market should remain strong as long as consumers maintain their robust spending pace.”

Here are some reactions from Twitter:

2. The labor force participation has increased. But what does that mean?

According to Business Insider:

The labor-force participation rate rose to 62.8%. It was being closely watched again to gauge whether a record number of job openings drew people into the labor force. The rate has steadily declined in recent years, partly because of baby-boomer retirements. But at the same time, there are fewer people outside the labor market finding jobs — suggesting that the economy is near or at full employment.

3. What about wages and the Fed? Wages haven’t really been the bright spot in previous reports, but there has recently been slight progress on that front.

According to Marketwatch:

The much stronger than expected increase in new jobs also raises the odds that the Federal Reserve might raise interest rates as early as September. The central bank held off after job creation appeared to slow in May.

According to The New York Times:

June’s gains were revised upward by 5,000 jobs, and May by 13,000. The combination of better gains in the spring and July’s jump in hiring suggest that the Federal Reserve may take a fresh look at raising interest rates when it meets in September.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the AprilMay and June jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Compete in the 2016 Office Summer Games — And Win Prizes!

August 1st, 2016 Comments off
CareerBuilder 2016 Office Summer Games

With the 2016 Summer Olympics just around the corner, we wanted to expand the friendly competition to the workplace as well by officially kicking off CareerBuilder’s 2016 Office Summer Games.

And we want you and your entire team to join in!

Channel your inner Michael Phelps and go for the gold in our 2016 Office Summer Games contest — today and throughout the Olympic season. McKayla Maroney may not be impressed… but your co-workers sure will be. The best part is, in addition to bragging rights, you can also win actual prizes.

Here are 3 easy steps to enter:

Step 1: Pick one or all of the following challenges and invite your team or co-workers to compete.

Step 2: Share your pictures with us on Instagram – you have to use the hashtag #OfficeOlympics and tag @CareerBuilder in your photos to be eligible to win.

Step 3: There will be a daily chance to win and the lucky winners will walk away with official Olympics merchandise including t-shirts, track jackets and more.

What are you waiting for? With a little practice, you’ll be ready for the games…

The Caffeine Dash

Who doesn’t need coffee on a Monday morning (or really any morning), amirite? In this event, you and your co-workers will pull a Usain Bolt and test your speed to the finish line by making a 100-meter dash to your break room to fix a cup of coffee and run over to the boss’s desk to drop it off — all while trying not to spill the hot coffee all over yourself.

office summer games

The ID Card Toss

We’re bringing the simple fun of a good ol’ game of Cornhole to the office. Take aim at your competitors — and the target — and use your building IDs as the beanbags. This is one game that never gets old.

office summer games

Office Archery

Summer Office Games just wouldn’t be the same without a friendly game of archery. All you need for this contest is a set of sturdy rubber bands that will serve as arrows and a board or screen to use as the target. You can set the rules amongst yourselves — but no cheating!

office summer games

The Corporate Climb

In this event, instead of climbing up the corporate ladder, you and your co-workers will channel your inner Michael Phelps for speed and stamina and arrange for a race up a flight of stairs in your office building. Not only will you be better prepared for a fire drill in the future, but you will also have the sweet taste of victory when you beat your co-workers to the top. If you don’t win, you’ll just be out of luck and out of breath.

office summer games

The Desk Chair Sprint

Think of this as an obstacle course for teams of two to race. One member of each team will push his or her teammate through the course on a rolling desk chair. (If you’re lucky, you’ve probably already had some practice in this area from a slow day at the office.) No Tonya Harding-Nancy Kerrigan rivalries here — just some friendly competition!

office summer games

The Summer Games 2016 Awards Ceremony

Finally, the winners and runners-up can be crowned and awarded “medals” in a lunchtime awards ceremony. Even better, try to get lunch expensed as a thank you to everyone who participated!

Winners

 

Host your own Summer Games in your office! Share your #OfficeOlympics pics with us on Instagram for your chance to win fun swag and prizes! Be sure to use the hashtag #OfficeOlympics and tag @CareerBuilder in your photos to be eligible to win. Please read the terms and conditions here.

Pro Tips For Hiring in the Senior Care Space

July 27th, 2016 Comments off
Tips For Hiring in the Senior Care Space

There has been a lot of chatter about the nursing shortage and other issues faced by the health care recruitment community, but the opportunities and challenges of hiring in the senior care space are a bit unique. We wanted to know what it takes to work in this niche space and how to successfully identify and recruit individuals who will excel in this unique environment.

So we sat down with Sheryl Messenger — HR director at Sedgebrook Retirement Community in the Lincolnshire, IL location — and LauraAshley Parrish — director of HR at The Cypress of Charlotte, a retirement community in Charlotte, NC — to discuss their recruitment insights.

Here’s what they shared:

What are some of your top challenges recruiting within the senior care space?

Sheryl: One thing that differentiates us from other medical and health care fields is that we deal with seniors and, even for those who are in the non-direct care area, we need to have people who are comfortable working with the elderly and also being in a position of having relationships with people who when they leave our community, it is a permanent leave. The issue of dealing with death and being able to handle and cope with that as well as getting the right staff to be able to care for those who are very fragile. You can be a CNA in a hospital or a tech who does tests. [But] when you’re in the senior care field, [there needs to be a lot of] relationship building.

That’s one of the differences between dealing with most recruiting and having people who can handle that kind of emotional stress and still be able to go on and do their jobs every day.

Do you have personality tests to determine the type of individuals who can handle that?

LauraAshley: Our population here [at The Cypress of Charlotte] is very high with dementia and Alzheimer’s; we don’t [deal] as much with employees being able to handle the hospice piece and the lives [like Sheryl and her team] — it’s more about being able to handle the daily interactions with members due to things they say or do or repetition that can become very frustrating when you’re dealing with it for eight hours a day.

We have a few things in place regarding how we recruit: We have two heavily-populated hospitals here in Charlotte and so we don’t have a lot of people we select who have that background because they haven’t dealt with [the population we have to tend to] in a hospital [setting]. They’re typically in a little more fast-paced [environment], whereas we’re a little slower-paced and it’s an 8-hour versus 12-hour shift. So we tend to stay away from individuals who only have a hospital background and are looking [instead] for somebody who’s a newer grad and hasn’t developed what we call “bad habits,” as well as individuals who have worked in a home-care setting, long-term care that’s a little more similar to us.

We have an extensive behavioral interview process that goes through those situations and we throw out scenarios [such as]: “How would you handle it if someone one minute asks you this question and five minutes later you’re getting the same question?”

And we, on purpose, ask them the same question multiple times throughout the interview to see if they are going to get frustrated with that and to see how they handle it. We have a good measuring tool right then to see if they’re getting frustrated or staying relaxed because what they deal with on a daily basis with the members is going to be far worse than me asking the same question three times in an interview.

What are the key types of positions you’re hiring for? Within senior care space, are there any roles on the patient care side where you’re seeing shortages or have a hard time hiring for?

Sheryl: We hire everything from housekeepers and cooks to managers, maintenance, finance people, [etc.]. In our area, we’re having difficulty hiring CNAs primarily because in our immediate area we have probably 12 new communities that are going up — primarily rental and assisted living and dementia — and that workload is much lighter in terms of the physical workload compared to skilled nursing, so we lose some of our people to the lighter workload; and also there just aren’t enough to go around.

Have you found any good places to source CNAs?

Sheryl: We partner with College of Lake county and their CNA training program – their classes do clinicals in our community so that we actually have a chance to see them work and can pick the cream of the crop as they graduate. We’d like to have people with a little more experience, but if we can get them on the front-end and train them the way we want them to be trained, that’s a good thing, too.

LauraAshley: We have the opposite problem here. We can find CNAs all day long but finding RNs is hard.

[We find that] the new graduates who come in don’t want to work here because they hear long-term care or assisted living or skilled nursing and think it’s not going to be a skill set they’re going to want to work with. But once they come on board and see what we do and can [understand] the relationship they build with the members — versus in a hospital setting where, best case scenario, you have them for 21 days — the ones who are in it for the right reasons really want to have that relationship with the patients and see that this is a better opportunity for them than one of our hospital systems.

We’re doing the same thing as Sheryl [in terms of] partnering with the colleges and educating [them] on what we do versus what they think we do.

Talking about employer branding, what are some ways you try to attract new grads?

LauraAshley: We’ve taken the approach of a country club — instead of focusing on the fact that we are skilled nursing or home care, we focus more on the hospitality piece, the atmosphere, the environment. We have a gorgeous property here, so we’ve really played that up and tied it into the environment they’ll be working in. We started doing that about six months ago and we’ve seen some success with that.

Can you think of anything you did five years ago that wouldn’t work now to attract the right candidates?

Sheryl: We used to be able to do recruiting on a more personal level — we used to be able to post flyers in local grocery stores and in church bulletins [etc.]. We had a lot of ways to get to a person on a more direct level — those things have disappeared.

Our best source of recruiting are our current employees. From time to time, we run a special on referral bonuses because we need their help. We have longevity in terms of our employees [and] if they love working here and they’re doing a good job, then they’re our best source of the next good employee. Most CNAs and most nurses have more than one job in long-term care, so they’re working somewhere else [too] and they’ll [tell people there that they] should come work at Sedgebrook.

LauraAshley: I agree with everything Cheryl just said and will also add too that social media [is a] huge factor for us. We’ve gone from where I used to see people would apply to a job based on job title, [but it] has now gone to catchphrases — what is catching their attention either in a picture or the first three words and they don’t care about job title anymore. So it’s a marketing creativity session to see what we can put out there that will grab [their attention and draw] them to our website and get them to apply.

Want more health care insights? Put insight into action: Learn more about how you can find nurses right now to fill your open positions now.

1 in 6 Employers Plan to Hire More Recruiters in Next 6 Months

July 18th, 2016 Comments off
1 in 6 Employers Plan to Hire More Recruiters in Next 6 Months

One in 6 employers in the U.S. (16 percent) across all industries say they plan to hire more recruiters in the next six months to help bring new talent in the door, according to CareerBuilder’s 2016 Midyear Job Forecast.

Some of the in-demand roles employers said they will be recruiting for in the second half of the year are those tied to:

  • Cloud technology – 12 percent
  • Mobile technology – 11 percent
  • Social marketing – 11 percent
  • Providing a good user experience – 11 percent
  • Developing apps – 9 percent
  • Wellness – 9 percent
  • E-commerce – 9 percent
  • Financial regulation – 9 percent
  • Creating a digital strategy – 9 percent
  • Managing and interpreting big data – 8 percent
  • Cyber security – 8 percent

 

Among broader functional areas, employers will be hiring for:

  • Customer Service – 29 percent
  • Sales – 27 percent
  • Information Technology – 25 percent
  • Production – 20 percent
  • Accounting/Finance – 13 percent
  • Human Resources – 13 percent
  • Clinical – 12 percent
  • Business Development – 11 percent
  • Marketing – 11 percent
  • Research and Development – 11 percent

What Does This Mean For You?

Understanding what the U.S. hiring outlook will look like for the next six months can help you better plan and prepare for the road ahead, and adjust your talent acquisition strategy to land the talent you need.

We surveyed more than 2,100 hiring managers and HR managers to find out the latest and upcoming hiring trends and insights so you can stay in the know and remain a step ahead of the competition.

Get more highlights from CareerBuilder’s 2016 Midyear Job Forecast here.

The Newest Trends From SHRM 2016 You Need to Know About

July 12th, 2016 Comments off
Trends From SHRM 2016 You Need to Know About

You may recognize the names Steve Browne, Matt Stollak and Craig Fisher. Some of them led sessions at the SHRM 2016 Annual Conference and Expo in Washington D.C., and they are each innovating and shaking up the industry for the better.

Steve Browne, an HR professional for more than 25 years, is the executive director of human resources for LaRosa’s, Inc., a regional pizzeria restaurant chain in Southwest Ohio, Northern Kentucky and Southwest Indiana. Matt Stollak is an associate professor at St. Norbert College who teaches courses that cover all aspects of human resources, which includes his world-famous business statistics class. Craig Fisher, head of employer brand at CA Technologies, is the author of Inbound Recruiting, as well as a popular keynote speaker at tech, social media, HR/recruiting, and sales conferences worldwide.

We chatted with these HR heavyweights to understand the biggest takeaways from SHRM as well as get their take on where HR is headed and what you should be focusing on right now.

What are the biggest trends you noticed at SHRM?

Steve Browne: The biggest trend I noticed is that people want to know the purpose and mission of their work. They want to know the “why.” They get the “what” and “how,” but the “why” is missing. It’s missing in HR as a field and in organizations. However, the employees are seeking this context and expect it — especially from HR.

Matt Stollak: SHRM 2016 demonstrated that new HR is still the old HR. A significant amount of breakout session time was dedicated to the same subjects that could have been featured at a SHRM conference five years ago. At the same time, if you were able to escape the regular sessions and go to the SMART Stage or the pop up sessions at the Social Solutions booth, many of the SHRM bloggers and other speakers were providing cutting-edge ideas on both personal and professional development.

Craig Fisher: The focus this year seemed slightly less techy than in years past.

What surprised you the most — either from other sessions you attended or discussions that you had?

Steve Browne: I’m surprised by how HR continues to lag on some key issues. People are just starting to embrace looking at people as talent and also understanding that branding and engagement are a reality. HR practitioners want to be involved and lead efforts around these topics, but they’re still looking for mechanisms to do that consistently.

Matt Stollak: It was nice to see SHRM take a proactive stance toward Snapchat and podcasting. Given how hesitant SHRM was to embrace social several years ago, it was a welcome change. SHRM was looking to diversify how individuals consume the conference experience. For those HR professionals not able to attend, these options provide an opportunity for individuals to see what they might be missing and be enticed to attend in the future. For those in D.C., it enabled them to get a different perspective or catch up on a topic they might not have been able to fit in. It may also have convinced a few individuals to bring back that experience to their own workplace as a way to improve branding or look to capture a different audience for their organization.

What is one key takeaway from SHRM that HR professionals need to know about now?

Steve Browne: Employees want you to acknowledge them and what they do for your organization on a regular basis. This isn’t a generational issue — it’s a human issue. The days of waiting six months to a year to tell employees how they are performing are gone. HR has the chance to redefine this key aspect of the workplace, and I hope they do.

Matt Stollak: While the emphasis is often on learning and earning recertification credits, the real takeaway from SHRM is always the networking and reaffirmation of the friendships you’ve gained over the years of attending. Whether it is reconnecting or meeting someone in real life for the first time, the laughter and new insights gained from colleagues is the true value.

Craig Fisher: Although the footprint of HR tech at SHRM 2016 seemed a bit smaller this year, the indication is that there is some consolidation in that sector. The last couple of years has shown many smaller tech firms merging with larger ones to create a more robust offering. That’s good news for HR leaders hoping to create a great candidate experience for job seekers, and a smooth customer experience for internal employees and new hires.

Follow Steve Browne, Matt Stollak and Craig Fisher on Twitter for more HR news and insights. And if you’re looking to rethink your candidate experience and make better hires, this will help.

3 Things You Should Know From the June 2016 Jobs Report

July 8th, 2016 Comments off
3 Things You Should Know From the June 2016 Jobs Report

Following months of weak numbers  which prompted fears of an economic slowdown — the new June BLS jobs report, released this morning, exceeded everyone’s expectations.

CareerBuilder CEO Matt Ferguson discussed today’s jobs report with The New York Times this morning.

Matthew Ferguson, chief executive of the online job site CareerBuilder, which recently commissioned a survey of hiring managers and workers, said employers indicated they were being pressured to raise wages for skilled and semiskilled workers. Still, he has not seen any outsize bump or drop in hiring.

“We’ve just had a slow and steady labor market in the last couple years,” he said, “and I’m guessing that will continue for the next six months.”

Here’s what the numbers for 2016 look like when they’re averaged out.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Reason to celebrate? Here are a sampling of headlines from around the web: “Jobs Roar Back With Gain of 287,000 in June, Easing Worry” (The New York Times); “Jobs report suprises to the upside: U.S. added 287K jobs in June” (CBS); “US created 287K jobs in June vs. 175K expected” (CNBC); “June Jobs Report Blows Past Expectations” (Fortune); “Jobs report crushes expectations” (Business Insider).

According to CNBC:

Jobs watchers had been expecting Friday’s jobs report to show a substantial rebound from May’s unexpectedly weak growth, but the June number easily topped expectations.

According to Business Insider:

It was the biggest gain in eight months and was stronger than even the most optimistic forecasts among economists. Their median estimate was for a nonfarm-payroll gain of 180,000, according to Bloomberg.

2. Where were the biggest gains? Curious how various industries fared in June? According to Business Insider:

Factory jobs increased by 14,000 after a 16,000 drop in May as the manufacturing sector continues to recover from a slowdown triggered by the strong dollar and weak commodity prices. Big job gains were also recorded in leisure and hospitality, healthcare, and social assistance.

3. What about wages and the Fed? Wages haven’t really been the bright spot in previous reports, but there has recently been slight progress on that front.

But is it enough to impact interest rates?

According to CBS News:

Wage growth…rose a tepid 2 cents, or 0.1 percent, for the month, but the longer-term trend was positive, with wages up 2.6 percent from the year earlier. Wage growth during most of the recovery remained stagnant, so the recent uptick in pay suggests slack in the labor market is decreasing.

According to Fortune:

U.S. job growth surged in June as manufacturing employment increased, more evidence the economy has regained speed after a first-quarter lull, but tepid wage growth could see the Federal Reserve remaining cautious about hiking interest rates.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the MarchApril and May jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Get the Latest Health Care Insights in This New Webinar

July 6th, 2016 Comments off
Get the Latest Health Care Insights in This New Webinar

Did you know? Only 10 percent of health care firms feel they are doing “extremely well” when it comes to aligning their recruitment strategy with the behaviors of job seekers today — and more than half of firms (52 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 recruitment in a hyper-competitive market? Want to know how you can get up-to-the-minute trends — and stay a step ahead of the competition? For health care recruiting professionals who want to stay at the top of their game, it’s vital to take stock of everything you’re doing and view it in the context of what your peers and competitors are doing.

Get timely research and insight to improve and expand your recruitment strategy during CareerBuilder’s Pulse of Recruitment webinar for health care businesses on Thursday, July 14 at 1 p.m. CT. Host Kassandra Barnes, director of product marketing and research, will review key findings and go into detail about how these findings can have an impact on your recruitment strategy.

Don’t miss it! Register to reserve your spot for “Health Care Pulse of Recruitment Insights.”

REGISTER NOW

4 Best Practices From the Talent Acquisition Trenches

June 28th, 2016 Comments off
Reinventing Recruitment: Best Practices From the Talent Acquisition Trenches

Whether you are new to recruitment or a veteran in the industry, it’s interesting to see how your peers are helping to move the industry forward with innovative insights and practical recruitment wisdom. That’s why we got a panel of experts — those deep in the talent acquisition trenches — together at CareerBuilder’s Empower 2016 Roadshow in Philadelphia to talk about best practices.

Here are some of their top takeaways.

1. Step up your talent branding efforts.

People are talking a lot about “talent branding” right now — the who, what, where or how your company is perceived by potential candidates. If your brand doesn’t carry a strong reputation among job seekers, chances are you’ll be fighting an uphill battle to attract and recruit the talent you need.

Branding can either work for or against you, so it’s important to be proactive in terms of aligning your brand messaging with what the perception may be of your brand as an employer.

One way to do so is to equip your employees to become your advocates to the outside world.

Make it the responsibility of all 150,000 employees to tell their story and create their talent brand and what it is like to be an employee,” said Shelly Gross, senior director, talent acquisition at Comcast.

Some companies, however, may not have as much name recognition as Comcast. Take NFI Industries, a third-party supply chain solutions provider, for instance.

“NFI is unique because it has no [formal] brand recognition and only way people know who NFI is through seeing trucks [with the name on it], so people think it’s just a trucking company,” said Leslie Hafter, director of talent acquisition at NFI Industries. “But it is more.”

Hafter worked with CareerBuilder to create a survey on what NFI means to people both internally and externally and then created a career site based on the findings and how the company wanted to showcase their talent brand.

2. Go above and beyond what’s required of you.

Great talent acquisition professionals not only get the job done; they also go the extra mile.

It’s creating a really positive experience for each candidate and making each applicant feel important and that the application process is easy,” said Jamie Bannach, staffing specialist at Contemporary Staffing Solutions. “Or if you can’t help someone, give them the resources or point them in the right direction.”

Bannach said it’s also about building one’s personal reputation.

“As a staffing recruiter, I need to have personal brand as well since, at the end of the day, I am selling myself,” she said. “[It’s about] listening and coaching my candidates in order to help find a good fit for them [and being] genuine and honest. They are representing me, too, so I want to ensure my candidates are well prepared as they are a representation of how I have done my job for my client.”

3. Remember that technology can be a time saver, but it won’t solve all your problems.

Having the tools and technology you need is one thing, but it only does so much.

There needs to be a human element when it comes to implementing the technology.

“Our team has some of the tools that they need, but our ATS is less than ideal and it really eats into their ability to be efficient, so we’ve supplemented with other tools,” Gross said. “But it really comes down to a human factor — the technology is only as good as the person using it. I am a hawk when it comes to time and calendar management and organizational skills. If you aren’t doing a good job in these areas, you are never going to be successful regardless of what tools you have.”

According to Hilary Bailey, talent systems and operations manager at Santander Bank, the company is working to make sure that recruiters have the tools they need to be efficient — but she emphasized that communication is key to making the most of technology.

“When I came in, there were spreadsheets and an ATS, but now we are launching a new ATS and HRIS and taking advantage of the tools that were already in place,” Bailey said. “The biggest struggle we have now is ‘change fatigue’ since we are always changing [the tools we use]. I would encourage recruiters to communicate with the operations/ process person so that the technology and its uses are designed effectively and efficiently.”

4. Don’t ignore candidate experience.

Candidate experience matters! Only 31 percent of employers claim to have tried applying to one of their company’s open jobs to see what the process is like, according to CareerBuilder’s 2016 Candidate Behavior Study. If you don’t already, start testing your own process at regular intervals to pinpoint frustrations and make necessary changes.

“It took me three times to apply to my own job here,” Bailey said. “They would have lost me if I wasn’t as competitive and determined as I am.”

At the same time, keep the line of communication open with job seekers. Nearly half (45 percent) of job seekers say their biggest frustration is when employers don’t respond to them. In fact, job seekers say 4 out of 10 (38 percent) of their applications never receive a response or any type of communication. So if you want to stay a step ahead of your competition, do yourself a favor and avoid that dreaded black hole.

To learn more about what candidates expect from you during their job search, download CareerBuilder’s 2016 Candidate Behavior Study now.

Managing the Nursing Shortage: A Q&A With Signature Health’s VP of Talent Acquisition

June 22nd, 2016 Comments off
Managing the Nursing Shortage: A Q&A With Signature Health’s VP of Talent Acquisition

There are a combination of issues coming together to create the “perfect storm” in health care recruitment today and contribute to the growing nursing shortage, according to Jim D’Amico, ‎vice president of talent acquisition at ‎Signature Health.

Research shows that one of the most in-demand jobs today is for nursing positions, and a recent CareerBuilder survey showed that 46 percent of health care employers said the role they struggled to fill above all others was that of qualified registered nurses.

We sat down with D’Amico to find out how ‎Signature Health is dealing with the challenge.

CB: What’s contributing to the nursing shortage?

JD: We’re definitely seeing a nursing shortage in the industry. Everybody is very concerned about this because it’s not a short-term problem.

Because of how education and technology has changed, nurses are doing more on the care side and have more knowledge and skill than in the past — they are doing what in the past only doctors used to do.

CB: What are you doing differently to help fill nursing shortages?

JD: If you want to recruit nurses, you have got to be mobile. You have to give them the option of doing everything they need to apply via their phone — your open job listings, application process, career site, etc. has to be mobile-optimized.

We asked nurses how they look for jobs. Guess what? I have an office; they don’t. They don’t have a place with a desktop where they can sit down and look for jobs. They typically will get to their cars and pull out their phones — so you have to be ready for them to get the information they need to apply right there.

A lot of nurses may go home and may not have computers anymore; they’re on phones and tablets right now.

Jim D’Amico, ‎Vice President of Talent Acquisition at ‎Signature Health

Jim D’Amico, ‎VP of Talent Acquisition at ‎Signature Health

CB: How can joining together with educational institutions help to close the nursing gap?

JD: Well, the panic is increasing as people are doing the math and realizing that the number of people heading into nursing school is not enough.

That’s why we’re talking to people who are in middle school about careers in health care and why nursing is a good role. It helps to sell it early. Students are often coming from environments where they’re the first person to ever go to college, so a career in nursing can change their community.

Education requirements may get tougher, which further delays people from hitting the ground running.

Even if we had bigger classes of nurses, I don’t know that every geographic area would have enough clinicals for nurses. They’re feeding into each other. Some of the technologies accelerate the learnings in different ways. For instance, places like The Cleveland Clinic have really cool robots — they are leveraging more technology to prepare more nurses to be in the field.

CB: Can you give us an example of how you partnered with an educational institution?

JD: Davenport University in Grand Rapids, Michigan, developed a program we benefited from called a veteran’s degree in nursing. We could recruit folks who were corpsmen or medics (not nurses) and in two years you could go to Davenport and become an RN. I’d love to see more schools do that, and there is no cost because the initiative is supported by the U.S. Department of Health and Human Services. So we can hire them to work for us at a lower level while they’re going to school.

CB: What else are you doing differently to help fill the nursing shortage?

JD: We’re changing the way we post and advertise our jobs so it’s more about what we expect you to accomplish than what you’re expected to do every minute of the day. We are also tying it in with social media where people can share knowledge and opportunities.

We are also very aggressive about recruiting out of the military — there are a lot of clinical professionals. When you recruit them, a lot of them came from rural environments, so it’s a good opportunity to boomerang them because there is more of a willingness to go to rural areas. That’s a plus because it’s unlike in urban settings, where you have a bigger candidate pool and more sources to pull from.

CB: What other trends are you noticing?

JD: We’re seeing more of a focus on engagement in the nursing profession than in the past, where more active steps are being taken. Even two years ago, people weren’t doing as much with stay interviews. People are fighting more today to retain nurses when they turn in their two weeks’ notice.

There is also a focus on continued education, and talking to nursing professionals about career ladders when they weren’t there or visible before. All of this helps with retention.

We in the health care industry are not partnering with each other as much as we should; we’re too competitive. But we need to remember that it goes beyond our competitive needs — it’s the needs of our communities that need to be addressed.

Put insight into action: Learn more about how you can find nurses right now to fill your open positions.

The Job Search Costs 1 in 5 Workers Money

June 20th, 2016 Comments off
Job Search Costs 1 in 5 Workers Money — Provide a Good Candidate Experience

In many cases, it costs money to make money. Nearly 1 in 5 U.S. workers (19 percent) say that they have to pay up before they get paid, according to a new CareerBuilder survey. Of them, more than 1 in 4 (27 percent) said it cost them $200 or more.

So, what are they spending the most money on during their job search? Not surprisingly, purchasing a professional wardrobe topped the list, followed by transportation and travel:

  • Clothing: 39 percent
  • Transportation: 22 percent
  • Travel: 21 percent
  • Printing (resumes, cover letters, etc.): 7 percent
  • Recruiters: 1 percent
  • Computer hardware/software: 1 percent
  • Networking events: Less than 1 percent

What Does This Mean For You?

Many job seekers are putting their best foot forward — and, in some cases, opening up the purse strings to land a job, so understand that they are making a financial investment in you. Treating them with respect throughout the job search process and providing them with an optimal candidate experience is key to winning them over.

Wondering what exactly candidates are expecting from you during their job search? We surveyed 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. So stop guessing and get insider answers from CareerBuilder’s 2016 Candidate Behavior Study.

Download CareerBuilder’s 2016 Candidate Behavior Study here. And join the conversation on Twitter: #TalentFactor.

What Are Workers Wasting Time On? Top 10 Productivity Killers

June 9th, 2016 Comments off
What Are Workers Wasting Time On? Top 10 Productivity Killers

From texting to noisy co-workers, there are a seemingly unlimited number of distractions in the workplace today. In fact, 3 in 4 employers in the U.S. say two or more hours a day are lost in productivity because employees are distracted.

According to Rosemary Haefner, chief human resources officer at CareerBuilder:

While we need to be connected to devices for work, we’re also a click away from alluring distractions from our personal lives like social media and various other apps. The connectivity conundrum isn’t necessarily a bad thing, but it needs to be managed. Have an open dialogue with employees about tech distractions. Acknowledge their existence and discuss challenges/solutions to keeping productivity up.

Take a look at some of the biggest culprits in this handy infographic.

Productivity Killers

More than 3 in 4 employers (76 percent) have taken active measures to reduce productivity killers in the office — from blocking some internet sites (32 percent) to banning the use of cell phones (26 percent) to putting a limit on the number of meetings (17 percent).

Tweet at @CBforEmployers: What do YOU think are the biggest productivity killers in the office? Do you take any steps to mitigate such distractions?

3 Things You Should Know From the May 2016 Jobs Report

June 3rd, 2016 Comments off
3 Things You Should Know From the May 2016 Jobs Report

It may feel like summer, but the U.S. economy plunged into a deep freeze in May, according to the new BLS jobs report released this morning.

Reactions from news outlets have been strong, calling the report everything from “ugly” to “miserable” to “dismal” and more. Here’s a sampling of headlines from leading news outlets: “The Latest Jobs Report Badly Misses Estimates,” “U.S. job creation weak, even as unemployment rate falls to 4.7%” “Why the Disappointing May Jobs Report is So Important” and “May’s Jobs Report: Very Disappointing.”

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. May numbers weren’t even kind of close. While economists were expecting a modest 162,000 jobs to be added in May, the actual numbers were staggeringly lower at 38,000. That makes it the worst monthly job gain since 2010. It also means that job gains have dropped for the third month in a row.

According to CNN Money, external factors, such as Verizon’s strike may have contributed to the low numbers, but it still doesn’t explain it entirely.

About 36,000 Verizon employees went on strike for 6 weeks, demanding better pay and conditions. That had a negative impact on job gains. Still, the Verizon strike does not fully explain such weak job growth in May.

Here are some reactions via Twitter:

2. The unemployment rate is noteworthy. The unemployment rate ticked down to 4.7 percent in May, which is the lowest it has been since 2007, but take a look at the bigger picture. According to CNBC:

That rate does not include those who did not actively look for employment during the month or the underemployed who were working part-time for economic reasons. A more encompassing rate that includes those groups held steady at 9.7 percent.

3. What does this mean for interest-rate hikes? The bottom line is: It could certainly have an impact.

According to Time:

The case for the Federal Reserve raising interest rates just got a lot harder. For a second consecutive month employers added a disappointing number of new workers to their payrolls, the government reported on Friday. Now the Fed has to determine whether the economy is still strong enough to endure the first rate increase in six months when the central bank convenes in about two weeks.

According to The Wall Street Journal:

Federal Reserve officials have signaled that they would be ready to raise short-term interest rates again as soon as the June meeting if the U.S. economy continued to improve. Friday’s employment reportFriday’s employment report, which also showed employers added fewer jobs in April and March than previously estimated, doesn’t provide support for raising rates, analysts said.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the FebruaryMarch and April jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

How to Navigate Today’s Nursing Shortage: A Q&A With Scott Sell of Mercy

May 27th, 2016 Comments off
How to Navigate Today’s Nursing Shortage: A Q&A With Scott Sell of Mercy Hospital

It shouldn’t come as too much of a surprise that one of the most in-demand jobs today is for nursing positions. But a recent CareerBuilder survey showed that 46 percent of health care employers said the role they struggled to fill above all others was that of qualified registered nurses.

We wanted a practitioner’s perspective on creative recruitment strategies to help fill these open nursing positions. So we recently sat down with Scott Sell, vice president of talent selection and executive recruitment at Mercy, to find out how they are dealing with the challenge.

CB: Are you noticing a nursing shortage?

SS: There’s definitely a nursing shortage. You’ve got a market that’s high demand and limited supply. Nurses today can pick and choose where they want to go. It’s a candidate-driven market, especially on the nursing side.

The nursing shortage became apparent to us last summer. We were faced with a recruitment challenge of needing to fill positions at a faster rate than in previous years, but we were losing people faster than we were bringing them in. It’s an aggressive market out there and the competition is fierce, using things like sign-on bonuses to pay off student loans, etc.

CB: What are you doing differently to help fill nursing shortages?

SS: Going back to recruitment 101, you’ve got to recruit these candidates. You are no longer able to rely on just posting the position — you have to go out and start building networks and relationships with nurses. There’s now the mentality that it’s not just going to be a quick fill, but you’ve got to work on building a pipeline: today’s candidates will be tomorrow’s hires.

Scott Sell, VP of Talent Selection and Executive Recruitment at Mercy

Scott Sell, VP of Talent Selection and Executive Recruitment at Mercy

CB: Have you adapted any creative recruitment strategies that have helped fill nursing positions?

SS: We’re doing a trial with CareerBuilder’s Recruitment Edge. In addition to a standard team of recruiters, they’ve got talent scouts at Mercy whose job is to get out there and identify/find nurses who are not applying via traditional methods.

We use other tools — such as social media, etc. — to get out there and start networking and building relationships with these people, to understand their intent, what’s missing, what they’re looking for — and to convince them to join Mercy.

We receive about 20,000-plus applications a month, but the quality is still missing, so how do we get out there to find people to fill those positions — that’s why we’re doing a lot more proactive sourcing. Talent scouts don’t even go into the ATS; it’s a much more proactive strategy to go out there and create interest.

You still have to use the other tools — posting and pushing jobs out on social media, etc. — you don’t get away from that piece. It’s more about adopting a blended strategy of traditional and getting out there.

CB: How are you leveraging your own nurses to find the talent you need?

SS: We’ve had good success with taking nurses and converting them into recruiters or talent scouts. It’s advantageous to speak the language of a nurse — they know what hot button issues are. We’re wired to know enough about a position, but someone who has “been there done that” really resonates with candidates.

In each of our communities we’ve converted at least one nurse who’s a recruiter or scout now.

CB: Do you find that there’s more of a sense of urgency to find the right talent faster than before?

SS: You can’t have a long drawn-out interview process — once a candidate is engaged and interested, you have to move fast. We’ve even expanded the team so we’re not turning talent away. We have the same philosophy with our onboarding strategy; we don’t delay our new-hire class to the next month.

CB: How do you leverage employment branding in your organization?

SS: We like to highlight the fact that we’re a great place to work, a faith-based organization. We like to get out there and talk to nurses and ask them what keeps them here. In our job postings, we try to highlight the messaging that we serve a bigger purpose — we help to make the communities we serve better places to live. It’s about more than the quality of health care — it’s about helping those in need and making a difference.

We spend more time in the workplace than anywhere else, so there has to be a higher purpose and cause to what we’re doing — and we need to convey that to candidates. If we’re solely chasing the dollar, we’re going to lose them; there needs to be a sense of pride and purpose.

Put insight into action: Learn more about how you can find nurses right now to fill your open positions.

 

How to Stay Ahead of Salary Trends in Your Industry

May 24th, 2016 Comments off
Stay Ahead of Salary Trends in Your Industry

 You can’t step into a fancy steakhouse and expect to spend less than $10. You pay top dollar, expecting to get your money’s worth in quality. Similarly, you can’t attract a lot of people if you’re not willing to pay market price. Paying competitively not only helps you attract high quality candidates, but it can also help to reduce turnover among your existing workforce.

So do yourself a favor and get industry-specific data to help you stay a step ahead of salary trends in your industry with CareerBuilder’s 2016 Salary Trends Guide.

In this guide, you will find:

  • Salary trends for some foundational industries between 2010 and 2015.
  • The fastest- and slowest-growing sectors between 2010 and 2015.
  • The five top and bottom salary growth industries between 2010 and 2015.

 

Download CareerBuilder’s 2016 Salary Trends Guide here:

81% of Job Seekers Want Job Poster’s Contact Info Before Applying

May 16th, 2016 Comments off
81% of Job Seekers Want Job Poster’s Contact Info Before Applying

CareerBuilder’s recently-released 2016 Candidate Behavior Study confirms the fact that job seekers increasingly want a steady stream of communication — starting at the very beginning of the application/hiring process.

According to the study, 81 percent would like the contact information of the person who posted the job before applying, while 72 percent said they want to talk to a recruiter or hiring manager.

What Does This Mean For You?

You are competing with other companies for the attention and interest of the top candidates you’re trying to attract. For starters, that means saying goodbye to the dreaded black hole that job seekers experience when they apply and increasing the level of communication during the hiring process starting from the very beginning.

Hiring is a two-way street — and job seekers want to be able to ask questions, too. Allow them to communicate with you during the hiring process so you can both better assess whether they are a good match for your open position(s).

For more insights, download CareerBuilder’s 2016 Candidate Behavior Study here. And join the conversation on Twitter: #TalentFactor.

7 Candidate Behavior Memes That Are Too Real

May 13th, 2016 Comments off
CareerBuilder Candidate Behavior Memes

There are some things you simply can’t predict — such as how the season finale of “Scandal” will go down or what Kanye West will say when he goes up on stage to interrupt accept an award. But lucky for you, candidate behavior doesn’t need to be one of them.

CareerBuilder surveyed 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process — and we found out a LOT of interesting information that we compiled in CareerBuilder’s 2016 Candidate Behavior study.

Here, in random order, are some key findings.

Hiring managers and recruiters use an average of 15 resources to find the right candidate. However, what you may not have realized is that today’s “consumer candidates” are savvy and do their homework before applying.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

The one area employers may be lacking in, however, is testing their own process to pinpoint frustrations and make necessary changes. Only 31 percent of employers claim to have tried applying to one of their company’s open jobs to see what the process is like.

candidate behavior meme

 

 

 

 

 

 

 

 

 

Fifty-five percent of job seekers say it’s also difficult to understand what it would be like to work at a particular organization prior to interviewing with them.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

 

The willingness of job seekers to endure a lengthy application process decreases the longer it goes on. However, nearly 1 out of 10 job seekers say a company completely drops out of consideration if they can’t apply via a mobile device.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

 

Can you guess what employers’ biggest frustration is? Nearly 2 in 5 (39 percent) say it’s candidates who apply for positions they’re not qualified for.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

 

In fact, 70 percent of employers feel it would be helpful if candidates could directly contact them with questions about their postings to assess whether or not they are they right fit before applying.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

 

Want to know what a job seeker’s biggest frustration is? Nearly half (45 percent) say it’s when employers don’t respond to them. In fact, job seekers say 4 out of 10 (38 percent) of their applications never receive a response or any type of communication. So if you want to stay a step ahead of your competition, do yourself a favor and avoid that dreaded black hole.

CareerBuilder Candidate Behavior Memes

 

 

 

 

 

 

 

 

 

Get more tips on how to impress attract top candidates — and keep them engaged during the hiring process: See more findings from CareerBuilder’s 2016 Candidate Behavior Study.

 

Check Out These Salary Trends That May Surprise You

May 11th, 2016 Comments off
Check Out These Salary Trends That May Surprise You

Like man buns and raindrop cakes, there are some trends that have taken the nation by storm yet no one could have predicted them. Similarly, there are surprising salary trends that have taken place between 2010 and 2015 that talent acquisition pros like yourself probably couldn’t have predicted.

So settle in and take a look at some of these surprising salary trends that have taken place between 2010 and 2015 that you probably didn’t know about. And while you’re at it, get your hands on noteworthy salary trends as well as industry — and location — specific data so you can stay a step ahead of the competition.

Download CareerBuilder’s 2016 Salary Trends Guide right here.

3 Things You Should Know From the April 2016 Jobs Report

May 6th, 2016 Comments off
3 Things You Should Know From the April 2016 Jobs Report

Like the fashion at the 2016 Met Gala, the April jobs report — which was released this morning — didn’t live up to expectations.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Economists are probably not having the best day. While the April jobs report failed to live up to economists’ expectations, some people had mixed reactions on Twitter.

But some headlines didn’t appear as optimistic:

 

2. This report could have some ripple effects. According to Forbes:

The latest labor market snapshot came in below expectations, leaving the policy makers at the Federal Reserve to grapple with whether the market is in decline or circling full employment.

According to Business Insider, don’t hold your breath waiting for the unemployment rate to get significantly lower.

As the economy approaches full employment — meaning pretty much everyone willing to work and looking for a job has one — the unemployment rate is not expected to plunge that much further from its current level, which is near an eight-year low.

3. The silver lining was wages. The not-so-welcome news was that February’s numbers were revised down from 245,000 to 233,000 and March’s numbers were revised down from 215,000 to 208,000 for a total of 19,000 fewer jobs than were previously reported. But the silver lining in this report was wages.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the JanuaryFebruary and March jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Your Guide to Understanding 2016 Salary Trends

April 26th, 2016 Comments off
Your Guide to Understanding 2016 Salary Trends

It’s 2016 — whether you’re buying a new car or booking a flight, you can compare prices with a simple click. You should be able to make the same easy comparisons and glean the necessary data when it comes to salary decisions in recruiting and retaining top talent.

Why is it important?

More than 3 in 4 full-time employed workers (76 percent) are either actively looking or open to new job opportunities, according to CareerBuilder’s 2016 Candidate Behavior Study. Half of them are doing so because they want a higher base salary. And of those who aren’t looking, the majority (59 percent) say that a higher base salary would make them look.

Salary matters!

Check out some of the biggest salary trends that have taken place between 2010 and 2015 — including ones that may surprise you.

76% of Full-Time Employed Workers Are Open to New Job Opportunities

April 25th, 2016 Comments off
76% of Full-Time Employed Workers Are Open to New Job Opportunities

More than 3 in 4 (76 percent of) full-time employed workers are actively looking or open to new job opportunities, according to CareerBuilder’s Pulse of Recruitment survey.

The research also shows that job seekers use an average of about 16 resources throughout each new job search. That’s a lot of resources, and only further proves the idea of today’s consumer candidate. Meanwhile, employers are doing their homework as well, using an average of 15 different resources to find candidates.

What Does This Mean For You?

This might not come as a huge surprise, but a higher base salary is the No. 1 reason candidates are looking for a new job.

With the vast majority of today’s workforce seemingly ready and willing to “jump ship” at a moment’s notice, it’s important for both employers and recruiters to understand what drives these candidates, so that they’re not just attracting them in the short term, but they also have an eye on retaining them in the long term. That means paying closer attention to things such as improved work-life balance, better advancement opportunities and improved benefits.

Follow the hashtag #PulseofRecruitment on Twitter for more stats and insights.

Join the conversation on Twitter: #TalentFactor.

New Guide: What Recruiters Can Learn from Email Marketers

March 30th, 2016 Comments off
New Guide: What Recruiters Can Learn from Email Marketers

Quick, how many emails have you received within the last 24 hours? If it seems like a countless number, you’re not alone — job seekers get bombarded with emails on a daily basis as well, so chances are your recruitment emails are going unnoticed.

The good news: There are a number of simple yet powerful best practices you can glean from email marketers to achieve your goal of getting job seekers to take action. For example:

  • Instead of “Dear Job Seeker,” get personal and use the person’s first name.
  • Include an introduction that states your purpose. For example: “I’d like to invite you to explore an opportunity with us,” “I came across your profile and you seem like a great fit” or “We are looking for someone with your background.”
  • Test out sending your email on weekends when other businesses tend to take a break from email campaigns and inboxes are less full than during the week.
  • Use helpful phrases such as, “Let’s schedule a meeting within the next week” or “Interviews are available on a first-come, first-serve basis.”

Try these and other proven tips and tricks to to make your recruitment emails stand out from the pack and get job seekers to take action.

Ready to elevate your email strategy? FILL OUT THE FORM BELOW and download the guide now!

10 Things That Happen When Workers Are Sleep Deprived

March 10th, 2016 Comments off
10 Things That Happen When Workers Are Sleep Deprived

Losing sleep isn’t out of the ordinary for workers in the U.S. Nearly 3 in 5 (58 percent) of them say they are not getting the sleep they need, while more than 3 in 5 (61 percent) can see the toll sleep deprivation takes on their performance in the workplace, according to a new CareerBuilder survey.

Very few (16 percent) actually get the recommended dose of 8 hours. Most workers (63 percent), however, have to settle for an average of six or seven hours of sleep a night.

10 Things That Happen When Workers Are Sleep Deprived

And then there are those robots unfortunate souls (21 percent) who average just five hours (or less) of sleep on weeknights.

10 Things That Happen When Workers Are Sleep Deprived

So what keeps them up at night — literally? Nearly half of workers (44 percent) say they can’t fall asleep because they’re thinking about work.

10 Things That Happen When Workers Are Sleep Deprived

2 in 5 workers (43 percent) have caught someone catching up on some zzz’s at work.

10 Things That Happen When Workers Are Sleep Deprived

When Sleeping is the Enemy…

More than 3 in 5 workers (61 percent) say lack of sleep has negatively impacted their work. How? Nearly 1 in 3, for instance, say it makes the day seem a lot longer.

10 Things That Happen When Workers Are Sleep Deprived

Nearly 1 in 4 say it makes them less productive.

10 Things That Happen When Workers Are Sleep Deprived

17 percent say it affects their memory.

10 Things That Happen When Workers Are Sleep Deprived

More than 1 in 4 (27 percent) say it makes them less motivated.

10 Things That Happen When Workers Are Sleep Deprived

13 percent say it makes them make mistakes.

10 Things That Happen When Workers Are Sleep Deprived

13 percent say it makes them more irritable with their co-workers.

10 Things That Happen When Workers Are Sleep Deprived

Tell us in the comments below or tweet at @CBforEmployers: How many hours of sleep do you get on average on weeknights? Does a lack of sleep make you less productive?

3 Things the Best Staffing Firms Do Differently

March 8th, 2016 Comments off
3 Things the Best Staffing Firms Do Differently

Hollywood’s awards season may have officially come to an end, but awards in the staffing industry are heating up with Inavero’s 2016 Best of Staffing Awards, sponsored by CareerBuilder.

After looking at the data and comments from real-life clients, Inavero compiled a list of the top three things that make Inavero’s 2016 Best of Staffing Award winners stand out from the crowd.

1. Winners save their clients’ time and act quickly.

Reliability and timeliness is of the utmost importance for staffing clients. They need to be confident that they can count on you to deliver what they need when they need it — even if it’s a tight turnaround. Then they will gain your trust and turn to you for their staffing needs.

Our staffing firm found candidates for our position within 24 hours and kept me in the loop throughout the process. My e-mails and phone calls were always taken or responded to very quickly. They also did a great job of checking in with me to make sure the candidate was meeting our needs.

 

They met our needs quickly and provided a perfect candidate without overloading me with candidates to interview.

 

I rely on them because I know they can meet my needs and do it quickly.

2. Winners hire proactive, engaged and empathetic recruiters.

It’s not enough to have just any recruiter work with clients — you need to hire recruiters who not only get the job done efficiently, but who also act as a client’s trusted partner. You should be confident that everything they do and every decision they make is in the client’s best interest and in alignment with the client’s goals.

Their recruiter and sales rep worked very closely with me, and I felt like the recruiter was a member of my own team, not someone working with an outside agency. He made me feel like my open positions were a priority.

 

They were proactive in meeting with me when we had an opening that they could help us fill, and they shared salary info for the industry with us. They were very eager to please, and I am confident their candidates would have been a good fit for us.

3. Winners ignite rapid referrals.

Would your clients be ready and willing to refer your firm to others who are looking for help? Just as restaurants and hair salons rely on customers to promote their business, staffing firms rely on clients. Clients have the power to give a thumbs up or thumbs down to any recruiting firm they have worked with, so pay attention to what they’re saying about your firm —  it will affect not only your reputation, but also your future business.

When I have a good experience with a recruiting firm, I have no problem recommending them to someone who asks me for a referral.

 

If a friend or colleague was looking for a job, I would be very willing to give them names of recruiters I felt were better than others.

Learn more about the latest staffing trends and how they affect you! Download CareerBuilder’s Q1 2016 Staffing & Recruiting Guidebook for exclusive industry research and expert recommendations for overcoming your biggest staffing challenges.

3 Things You Should Know From the February 2016 Jobs Report

March 4th, 2016 Comments off
3 Things You Should Know From the February 2016 Jobs Report

Unlike Netflix’s cringe-worthy “Fuller House” revival, the February jobs report — released by the BLS this morning — exceeded expectations.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. The economy took a leap forward. The better-than-expected February jobs report points to the U.S. labor market rebounding following last month’s slowdown, as employers added 242,000 jobs (which is nearly 50,000 more than economists were initially predicting). This figure puts the monthly job gains average of the past three months at 228,000.

Here are some initial reactions to today’s report from around the Web.

According to USA Today:

…the February jobs report came in stronger than expected, signaling that the economy continues to grow despite slowing growth overseas and early-year financial turbulence.

According to Forbes:

The latest labor market reckoning out from the Bureau of Labor Statistics Friday showed stronger than anticipated job growth and signs that discouraged workers are not only jumping back in the game, but also finding work quickly when they do.

2. We saw some notable revisions. December and January’s numbers were revised up by 9,000 and 21,000 respectively, for a total of 30,000 more jobs than the BLS had initially reported.

3. Where are we with wage growth? The reaction to the latest jobs report has been largely positive; still wages were the weak point. Here are some reactions to the fact that wages still aren’t where they need to be.

According to Marketwatch:

The report showed a drop in hourly wages and in the number of hours worked, which might give the Federal Reserve sufficient cause to hold off on raising rates in this month, after starting to normalize monetary policy back in December.

According to The New York Times:

Wages fell by 0.1 percent in February, a disappointing showing after the 0.5 percent increase in January, resulting in a 2.2 percent bump in the yearly rise.

And here’s a sampling of Twitter reactions — ranging from discontentment to hope.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the NovemberDecember and January jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

6 of the Top 10 Hardest-to-Fill Positions Are in Health Care

February 29th, 2016 Comments off
retention

It’s no secret that open positions in some occupations are a LOT harder to fill than others — and, evidently, health care is high on that list. As many as 6 out of the top 10 hardest-to-fill positions are in the health care industry, according to the latest ASA Skills Gap Index release.

Take a look at the chart below to get an idea of the average change in salary for some of the hardest-to-fill occupations in the U.S. between the second and third quarters of 2015. The difficulty to hire these positions has caused 6 in 10 of these occupations to increase compensation rates. You’ll notice a particularly noteworthy wage increase for podiatrists with 1.29 percent. If you think about it, that’s a significant raise given it’s over a 3-month period.

ASA skills gap nationwide

What does this mean for you?

First and foremost, take a look at the data to determine what the average compensation is for your open positions. While money isn’t the sole consideration for candidates, it does help to make you’re offering competitive salaries and benefits — especially for hard-to-fill positions like these.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

7 Great Pieces of Leadership Advice From Oscar Speeches

February 25th, 2016 Comments off
7 Great Pieces of Leadership Advice From Oscar Speeches

The Oscars are just around the corner, and one of the highlights — besides watching Leonardo DiCaprio hopefully take home his first golden statue — will be the good, the bad and the ugly acceptance speeches.

To commemorate Hollywood’s biggest night, we took a walk down memory lane and rounded up the most inspiring acceptance speeches from the Oscar Awards in recent years. We gleaned some pretty valuable leadership lessons along the way — and these seven pieces of advice topped the list:

1. Don’t be afraid to speak out against inequality.

To every woman who gave birth, to every taxpayer and citizen of this nation, we have fought for everybody else’s equal rights, it’s our time to have wage equality once and for all, and equal rights for women in the United States of America.” — Patricia Arquette, Best Supporting Actress, 2015

2. Find and bring out the best in everyone — especially those who are “different.”

When I was 16 years old, I tried to kill myself because I felt weird and I felt different and I felt like I did not belong. And now I’m standing here, so I would like this moment to be for that kid out there who feels like she’s weird or she’s different or she doesn’t fit in anywhere. Yes, you do. I promise you do. You do. Stay weird. Stay different.” — Graham Moore, Best Adapted Screenplay, 2015

3. Use your platform to stand up for others.

This moment is so much bigger than me. This moment is for Dorothy Dandridge, Lena Horne, Diahann Carroll. It’s for the women that stand beside me, Jada Pinkett, Angela Bassett, Vivica Fox. And it’s for every nameless, faceless woman of color that now has a chance because this door tonight has been opened.” — Halle Berry, Actress in a Leading Role, 2002

4. Give credit where credit is due — acknowledge those who have helped you along the way.

In 1971, Bossier City, Louisiana, there was a teenage girl who was pregnant with her second child. She was a high school dropout and a single mom, but somehow she managed to make a better life for herself and her children. She encouraged her kids to be creative, to work hard and to do something special. That girl is my mother and she’s here tonight. And I just want to say, I love you, Mom. Thank you for teaching me to dream.” — Jared Leto, Best Supporting Actor, 2014

5. Stand up and speak up for what you believe in.

We know that right now the struggle for freedom and justice is real. We live in the most incarcerated country in the world. There are more black men under correctional control today than were under slavery in 1850. When people are marching with our song, we want to tell you that we are with you, we see you, we love you, and march on.” — John Legend, Best Original Song, 2015

6. Teach others to never stop dreaming — and dream big.

When I look down at this golden statue, may it remind me and every little child that no matter where you’re from, your dreams are valid.” — Lupita Nyong’o, Best Supporting Actress, 2014

7. People thrive on recognition and respect — make it a part of your process.

I haven’t had an orthodox career and I’ve wanted more than anything to have your respect. The first time I didn’t feel it, but this time I feel it. And I can’t deny the fact that you like me. Right now, you like me!” – Sally Field, Actress in a Leading Role, 1985

How to Juggle Work and Family Like a Boss

February 17th, 2016 Comments off
How to Juggle Work and Family Like a Boss

Sticking to a routine, meticulous planning and delegating responsibilities are just a few of the secrets one busy executive offers up to maintain a healthy work-life balance. Get a glimpse into the personal life of Jason Lovelace, president of Hub Sales at CareerBuilder, who juggles a high-powered corporate role while prioritizing the needs of his family.

Take a page out of the playbook of this busy executive who feels he achieves work-life balance all the time. Here’s our Q&A with Jason.

CB: What does your morning routine typically consist of?

JL: I get up between 4:20 and 4:30 a.m. I usually work out from 4:45 till 5:30 or so. I then have breakfast, shower and drive to the office. It takes me about 40 minutes to get to work, and I’m usually in the office about 7:15 or so and then my day begins.

CB: Do you maintain a rigid schedule every day in terms of when you leave the house and when you get back to force you to balance work and life better?

Yes, I have to maintain a rigid schedule. I have 4 kids, so even when I’m home I have things to deal with. Typically, mornings are my time — I’ll catch up on the news in the morning, whether it’s on television or reading what’s in my newsfeeds. I listen to News Radio during my car ride every morning to make sure I’m staying up to speed on what’s happening. Also, CBNC is always on in my office so I can stay current on what’s going on in the world.

CB: What does work-life balance mean to you? What does it look like in your world?

JL: I think the word “balance” is what work-life balance means — it’s equal balance. You have to fill your tank — meaning your personal tank — whether that be spiritually or through knowledge or whatever support you need. In my world, it’s exercise. I make sure I carve out time for myself.

It’s also about eating right, taking care of yourself and [the most important thing for me] would be making sure I have time for my family. My kids are older now, so they’re independent even though they still live with me. But I need to make sure I’m there for them with their academics, with their life decisions, with their sporting events — and with four children, that can take up a lot of time. I have a senior in high school, a junior in high school, an eighth-grader who are all boys, and then a daughter in fourth grade.

CB: Was there ever a time in your life when you felt like you achieved work-life balance? Do you feel like you have it now?

JL: I think I achieve work-life balance all the time. It’s about sacrifice.

A lot of times I’ll find myself putting too much emphasis toward work and try to shut it off, which as we all know is impossible. I think the beauty of technology is that it’s the dual-edged sword — you can always check in, but because you can always check in, you can stay current on things that are happening and then shut down and come back to it quickly to get what you need.

Do I get reprimanded for that from time to time? Yep, I do! But with this job comes responsibility — not only for individuals, but also revenue accountability and business issues, so I’ve got to make sure I’m on top of things.

CB: Did you take any time off in terms of paternity leave after your children were born?

JL: I took off the week they were born, but I was still dialed in to work.

Did your wife get more time off?
JL: She wasn’t working at the time — we have 4 kids and she was a stay-at-home mom, but now she’s back to work.

If your babysitter/daycare option unexpectedly falls through as you’re walking out the door to work, what would you do?
I’d stay home and get my daughter off to school. My two older boys drive and can babysit, so I have live-in babysitters. My wife is a registered nurse, so sometimes she works the night shift. If she does and can’t get home in the morning, then sometimes I’m expected to make sure my daughter gets to school, but that’s only on a rare occasion.

CB: When you travel for work, does your wife have to adjust her schedule?

JL: Yes, and I travel every week. We have to take into account all the kids’ schedules and everything that goes on at school to make sure we have appropriate coverage. They’re all in sports and my daughter is in dance, so they are always busy and all over the place. That’s why we do Sunday planning. Every Sunday night, we sit down and plan out the week. We have a huge calendar on the wall, which looks like the matrix.

I’ve never heard of that activity, but that makes sense because it keeps the family on schedule for the rest of the week.
We have to figure out. For example, my oldest son has to be home for my daughter, who gets done at 3:30, but he has to take her to dance at 5, and my other son has to pick her up from dance at 6:45, and somebody has to make her dinner, etc.

CB: Do you plan for backups just in case?

JL: No, they’re really good about it. If anything were to fall through, we have some people we can call and we figure it out together.

CB: What tips do you have for other working parents who are also trying to maintain a healthy work-life balance, and who may find it hard to shut off when they leave the office at the end of the day?

JL: There’s never a good time to shut off. When we were having our fourth child, I was traveling and doing my MBA. At the end of the day, it’s all about sacrifice and making decisions on what you’re going to do because you can’t do everything. As an executive, you need to be able to delegate — not only making sure you’re assigning projects out, but also following up on those projects.

CB: Do you think you’d be able to survive without your phone for a day?

JL: No! Was that a quick enough response?

Should I be able to survive? Yes. Could I? Probably not.

I did have to though when we were on a family vacation for spring break last year and my phone went kaput. I was able to get my iPad to least allow me to text, but I had to go four days without the actual phone.

CB: So…not by choice!

JL: No!

CB: Do you feel pressure to always be “on” 24/7 thanks to technology?

JL: No. Because I have a routine, I get up fairly early and I check emails when I get up right away.

The pressure for this role is you’re always “on stage.” Anything I do, any action I take, I’m always being watched. And so you have to make sure you’re always living and breathing the values and goals of the organization because what you do becomes acceptable for everyone else – and that’s true in parenting, too. I’m interacting with people and I’m “on.” They’re looking at me and if I do something, they’ll say “Oh, that’s OK to do.”

This is the fourth in a series of blog posts featuring CareerBuilder executives discussing everyday topics to help you live a better life both at and outside of work. Topics range from work-life balance tips to productivity hacks. You can read about secrets to a productive day heresecrets to work-life balance here and secrets to a great morning routine here.

14 Best Things About Having a Work Spouse

February 8th, 2016 Comments off
14 Best Things About Having a Work Spouse

Every Valentine’s Day we celebrate the love between partners who are romantically involved — either dating or married. But there’s one bond that isn’t as widely celebrated: the relationship between work spouses.

Whether in or outside of your department, your work spouse is a co-worker you’ve become so close to that you’re practically inseparable within the confines of the workplace. Work spouses are basically office BFFs, regardless of whether they’re members of the same or opposite sex.

Here, in random order, are the top reasons why you should give your work spouse a shout-out this Valentine’s Day.

1. You don’t have to text your work spouse to save you a seat at the next meeting — they will do so on their own and guard it with their life. During meetings, you know what the other is thinking … because you’re always on the same page and are probably even thinking the same thing.

2. You are obsessed with the same TV shows — whether it’s a classic like Friends or a current buzzworthy series like Making a Murderer.

3. The best part of having a work spouse is that you never have to eat alone ever again. You’re so close to your work spouse that manners don’t even matter — they won’t wait until your food arrives to start eating and they will leave and tell you to box your lunch even though you aren’t even halfway through your meal. But you wouldn’t have it any other way.

4. You trust their opinion. Whether it’s a trivial decision like what to eat or wear or a more serious work-related one, you turn to your work spouse for direction and know you can always count on them to be there for you.

5. You have developed a language of your own with your work spouse that probably no one else understands. This includes words, acronyms, sayings, movie quotes, gestures, glances, texts, emojis and so much more.

6. Your work spouse is just an IM away when you need a quick break to discuss urgent matters — like the latest Making a Murderer conspiracy theory.


7. It’s the worst when your work spouse has the day off or, heaven forbid, is on vacation for a week. What are you supposed to do while they’re away? What is there to look forward to when you’re taking midday breaks?

8. Traveling for work is a lot more fun if you’ve got your work spouse to keep you company. You will even make the sacrifice of squeezing into a tiny middle seat next to questionable people — just so you can sit next to and keep chatting with your work spouse.

9. On the days you’re forced to stay at work after hours to wrap up an important assignment, you try to bribe or threaten convince your work spouse to stay late with you.

10. You act like your goofy self around your work spouse because you’re free to be yourself. You don’t hide a lot from this person — even if you watch shows like Vanderpump Rules or The Bachelor, your work spouse will never judge you (or they’ll judge you but love you anyway).

11. You tend to get along with similar types of people — and you also tend to have issues dealing with similar people. If your work spouse has a nemesis, that person becomes your nemesis, too. Whatever the situation, you know they always have your back.

12. You will get texts or Facebook alerts from your work spouse at any hour of the day or night or weekend because if something is funny or interesting right now, you can’t wait until the next morning at work to share it.

13. You will never, ever participate in or spread gossip about your work spouse or air any of their dirty laundry — even though you know more of it than anyone else in the office.

14. If you’re feeling stressed or just having a bad day, the first person you turn to is your work spouse. Chances are your work spouse will not only sense that right away, but he/she will also do whatever it takes — from making a coffee run to telling bad dad jokes — to make you feel better.

Share this article on social media and tag your work spouse in it!

3 Things You Should Know From the January 2016 Jobs Report

February 5th, 2016 Comments off
3 Things You Should Know From the January 2016 Jobs Report

January was a bit cooler than expected — and we’re not talking about the weather. The latest BLS jobs report, which was released this morning, came in short of expectations following a strong close to 2015.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Slow start to 2016. U.S. payrolls increased by 151,000 in the first month of 2016, which came in well below the 190,000 or more jobs that economists were expecting. Also, compare that to the 262,000 jobs added in December. The unemployment rate dropped to a number we haven’t seen in eight years.

2. Will the “weak” jobs report have broader repercussions? Here are some initial reactions to today’s report from around the web.

According to USA Today:

Stocks were lower in morning trading Friday after the release of a weak January jobs report, a key data point that shows a downshift in the U.S. economy amid global economic turbulence and which adds further uncertainty to Federal Reserve interest rate policy.

According to Reuters:

The dollar rose against a basket of currencies on Friday along with Treasury yields, but global stocks fell after a key U.S. jobs report painted a mixed picture of the labor market and left investors with a muddled view on rate hike prospects.

According to CNBC:

The job market has been a pillar of strength for the U.S. economy and a key reason that the Federal Reserve was able to hike interest rates, so January’s employment report has become even more critical amid new signs the economy has hit a soft patch.

3. An update on wages. We’ve been talking about wages remaining stagnant for months, but the bright spot in the January jobs report was wages.

And as The New York Times pointed out:

The American economy’s jobs machine cooled in January, but still performed well enough to push unemployment to an eight-year low and deliver some much-needed wage gains for ordinary workers.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the OctoberNovember and December jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Infographic: The Anatomy of a Powerful Job Posting

January 29th, 2016 Comments off
Anatomy of a Powerful Job Posting

A job posting can make or break a job seeker’s view of your company, so you’ve got to make sure you get it right the first time, every time. There are numerous features that go into the creation of a winning job posting. So before you hastily dash off that next one, read up on how to make your job postings stand out from the competition.

Should you keep your job title simple and to the point or be creative with it? Should you keep your job description brief or dive into the details? Should you distinguish between must-have skills and preferred skills?

We put together this handy infographic, which draws from CareerBuilder’s 20 years of research on job seeker behavior, to help you answer these questions and more.

Anatomy of a job posting

 

FILL OUT THE FORM TO DOWNLOAD THE INFOGRAPHIC NOW

The Academy Awards of Learning and Talent: And the Winner Is…

January 21st, 2016 Comments off
The Academy Awards of Learning and Talent: And the Winner Is…

We’ve just kicked off the official Hollywood awards season with January’s Golden Globes (and February’s Oscars right around the corner); in the meantime — and just as exciting — the learning and talent industry recently celebrated its very own “Academy Awards.”

For small business and big business alike, award contests can be a great way to showcase credibility to partners, clients and investors. In the HR space, the Brandon Hall Group HCM Excellence Awards are a great way to benchmark yourself against other organizations as these globally recognized awards have been around for 21 years.

Now entering its 21st year, the Brandon Hall Group Excellence Awards is the most prestigious awards program in the industry. Often called the “Academy Awards” by Learning, Talent and Business Executives, the program was one of the first of its kind when it debuted in 1994. The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results.

CareerBuilder was proud to take home the Silver for Best Advance in Unique Talent Acquisition Technology.

See how other 2015 winners have successfully deployed programs, strategies, modalities, processes, systems and tools that have achieved measurable results.

What is Broadbean Analytics Suite?

Simply put, Broadbean Analytics Suite (formerly Big Data Analytics Suite or BDAS) is a software that compiles data from your sourcing and recruiting systems to empower talent acquisition by bringing together multiple metrics into a single dashboard to provide a complete view of the recruitment strategy.

It provides an end-to-end solution for the entire recruitment chain, and is designed around conversations held every day between recruiters and hiring managers to make sure every recruiting dollar is spent effectively.

Because companies rely on multiple candidate sources in conjunction with an ATS or HRIS to gain insights and make decisions, too much of a recruiter’s day is spent on administrative tasks instead of building relationships with candidates.

While 22 percent of HR managers say it takes at least half a work day to pull their recruitment data, with Broadbean Analytics Suite, it takes seconds to combine real-time data inputs from each and every source of information relevant to the pre-hire process.

LEARN ABOUT THIS AWARD-WINNING SOFTWARE

Guide: 7 Keys to Writing Effective Recruitment Emails

January 14th, 2016 Comments off
Free Guide: 7 Keys to Writing Effective Recruitment Emails

You’re swamped, and finding the time to sit down and craft a compelling recruitment email can be elusive. That’s why our experts have put together a handy guide to help you get the job done in less time than you may have thought possible.

Why is it important to re-think how you write recruitment emails?

Just think — like you, candidates get bombarded with emails and virtual messages all day, and it’s hard to sift through all the clutter. And you can’t risk your messages failing to reach the most in-demand candidates. That’s why you need to make yours stand out so they read it and take action.

The guide is filled with practical tips and advice including:

    • Attention-grabbing subject lines
    • Personalized messaging
    • Clear call-to-action

So block off 30 minutes on the calendar, and use these proven tips and tricks to create better recruitment emails.

Ready to elevate your email strategy? FILL OUT THE FORM BELOW and download the guide now!

3 Things You Should Know From the December 2015 Jobs Report

January 8th, 2016 Comments off
3 Things You Should Know From the November 2015 Jobs Report

The new year kicked off on a positive note, keeping up the steady pace with today’s December jobs report release, which exceeded expectations and closed out the year strong.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Strong way to close out the year. As a headline from The Wall Street Journal points out: “The U.S. added 292,000 jobs in December, capping [the] second best year since 1999.” With the addition of 292,000 workers to the U.S. workforce in December — which exceeded the 200,000 that economists were predicting — 2015 ended on a solid note. Here’s an official tweet from the U.S. Department of Labor:

2. Previous months were revised up. October and November jobs report numbers were a bit better than we thought they were. 

3. Wages still aren’t where they need to be. Despite December’s — and the year’s — solid economic performance, wages is an area that continues to lag behind.

According to The New York Times:

Despite the improving job market, sluggish wage growth remains a persistent thorn. Wages remained flat in December.

What does that mean for 2016? We’ll just have to wait and see.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the SeptemberOctober and November jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

What Top Companies Are Doing to Recruit Tech Talent

December 15th, 2015 Comments off
What Top Companies Are Doing to Recruit Tech Talent

Vince Vaughn and Owen Wilson have taught us so much more than how to crash a wedding — their 2013 comedy “The Internship” offered a comedic take on how finding the best tech talent isn’t easy, even for a giant like Google. From household names such as Apple and Twitter to lesser-known ones such as Riot Games and Concur, competition for talent in the booming tech industry is fierce and the pressure is on to step up your game if you’re looking to recruit top tech talent.

The tech industry is saturated with great places to work, and today it takes a lot more than just offering competitive pay to keep employees satisfied and attract fresh new talent.

Here’s what some of today’s leading tech companies are doing to attract A-players.

Evernote.

Imagine never having to yell for your significant other to clean up their disgusting messes ever again! The digital workspace company offers a fabulous cleaning service perk to its employees.

According to CNBC:

In-home perks — like the free house-cleaning services Evernote employees enjoy twice a month — are designed to reduce employee stress and enhance productivity.

Netflix.

Apparently something as seemingly crazy as an unlimited vacation policy wasn’t enough for Netflix to offer its employees.

According to Silicon Valley Business Journal:

People are encouraged to take really great vacations,” said Anne Marie Squeo, director of corporate communications at Netflix. “If you exercise your mind in a different culture, that’s all positive energy you bring back to the company.

The streaming-service giant also recently announced a move to offer many of its employees who are new parents unlimited paid parental leave of up to one year.

Facebook and Apple.

The Silicon Valley giants are not strangers to offering over-the-top perks to its employees. But you may remember that this year it started offering up to $20,000 worth of procedures to that end.

According to NPR:

The addition of egg-freezing to the benefits plan comes as tech companies face mounting pressure to hire more women. And it’s a perk that some women may find attractive.

And one source in the article is quoted as saying:

By offering to pay for women to freeze their eggs, I think Silicon Valley is responding to what some of the young, talented women in their workforce want.

Kik and Pinterest.

By offering better equity options, tech companies such as Kik and Pinterest are standing out from the competition to offer value to potential and existing employees.

According to Fast Company:

In 2013, Kik changed its policy so employees could hold onto their stock options even after they leave. In doing so, it started a small trend: Pinterest followed suit the next year to much fanfare, giving employees seven years to exercise their options. … Ultimately, it’s baffling that more tech startups don’t do this. It’s a huge recruiting advantage to offer a higher-quality form of equity, but it’s also a win for the company.

Airbnb.

Giving the gift of traveling seems like an appropriate perk for a leading worldwide accommodations site. That’s why Airbnb encourages its employees to go out and explore the world with this perk.

According to Business.com:

In addition to some other cool perks like a pet-friendly office and daily meals and snacks, Airbnb’s lucky employees get a $2,000 travel credit to explore the world as they see fit.

Tell us in the comments below or tweet us at @CBforEmployers: What is your company doing to attract and recruit today’s top tech talent?

A Busy Executive Reveals Her Work-Life Balance Secrets

December 8th, 2015 Comments off
A Busy Executive Reveals Her Work-Life Balance Secrets

Juggling a high-ranking corporate leadership job while raising two young children is all in a day’s work for Hope Gurion, CareerBuilder’s chief product officer — but she doesn’t do it alone. 

Read on as Hope dishes on work-life balance, leadership, productivity and more.

CB: What does your morning routine consist of?

HG: My morning routine involves getting on a conference call relatively early — because the people I work with are either on Central or East Coast — or occasionally doing international calls. On the days I’m fortunate enough not to have an early phone call, I’ll try to exercise — those are the two things you’ll most likely find me doing early in the morning.

I work from home, and we have a live-in au pair because both my husband and I work intense jobs, and we have two young children who need to get to school in the morning and we need to make sure they’ve got their homework and lunches and all that. She’s a dream helping us with that. Having people you can rely on both at work and to help you manage at home has certainly been helpful for us.

CB: What does work-life balance look like in your world?

HG: One of the things I really appreciate working at CareerBuilder is that people tend to stick to working during the week. Any time it’s bleeding outside of work it’s largely initiated by the individual. I think that has a major impact on making work-life balance achievable.

There are certain days or times that are busier than others, but as a company when we’re on vacation or when work is done, there’s not an expectation of emails being answered within an hour or anything crazy like that. That’s a great thing and I try to make sure that if I’m sending emails, I don’t expect that my team will answer immediately.

For me personally, my days might be jam-packed with meetings and discussions but I try to keep it within the work day and that enables me to spend time outside of work doing the things that I love with the people I love.

CB: You bring up an interesting point that, as a leader, if you set the example of ‘I’m not going to be responding to emails at all odd hours of the day’ and set the expectation for my team to do that, that’s huge. If you feel like your boss is online the entire time, there’s a certain amount of pressure you feel to respond in a timely fashion.

HG: I actually am online a lot largely because I don’t ever want to be a bottleneck. I want to be able to respond to people quickly, but I don’t think there’s ever been a time ever where I’ve said, ‘I can’t believe you didn’t respond to my email in an hour’ or whatever. I’m just a terrible sleeper because I start the day early so I do check and respond to emails at all crazy hours.

CB: We live in a 24/7 technology-driven, plugged-in world where you have your phone handy even on an airplane, for example, which was inconceivable even a few years ago. Do you feel even more pressure to be connected (“I have to be on because everyone else is”) or is it something you take on by choice?

HG: I think it’s a good thing. I work from home, which is not usual, so it’s important for me to be accessible to other people. There are video chats and many other options that enable people to live where they want to live and [still attend] parent-teacher conferences or doctors’ appointments or whatever. I don’t think that’s nearly as disruptive because of all the capabilities that our connected technology affords.

CB: Did you take time off (maternity leave) after your children were born?

HG: Oh sure, the full maternity leave [available].

CB: What was your life like during that transition coming back? What’s your advice to other women taking time off and transitioning back into the workforce?

HG: I think it’s important to take the time if your company offers it. Some people feel they have to come back in six weeks, but if you’re known for creating value, people can tolerate you being gone for the full 12 weeks of maternity leave [that CareerBuilder offers] because they know that when you get back — even if it’s different projects because certain things happened while you were gone on maternity leave — they know you’re going to come back and add value with whatever the next important thing to accomplish is.

The other thing about being a leader, and this is also a secret to productivity, is you’ve got to have a team of people that can rely on one another and cover for one another because everyone is going to have situations — whether it’s maternity leave, a health issue, a parent issue — there’s always the potential for something to be disruptive in your life that’s going to take you away from work. But if you have a team of people that’s supportive and capable, it doesn’t matter and it’s not that disruptive.

CB: That’s a good point about teamwork and having each other’s back. Do you have any other productivity tips that have worked well for you?

HG: I used to do one-hour one-on-ones with my direct reports and that was our time to catch up with issues, make sure we were communicating what was most important and I actually cut that back to 30 minutes and I have found that time restricting it to 30 minutes forces both of us to focus on the most important things.

I’m also a stickler for agendas. I think that anybody requesting a meeting or hosting a regular meeting without a clear agenda — what’s intended to be accomplished or decisions that have to be made during that window — I find it disrespectful if they don’t have that, so that’s something I try to model and I expect from my team. I make a point of mentioning it every time there’s a meeting requested if there’s no agenda. That’s the only way everybody has a chance to be productive and have their time used in the best possible way and for people to opt out and say, ‘You’ve got this covered.’

Sometimes there are people who want senior people in the meeting maybe because it’s an important decision or they don’t want decisions to be second guessed. But if it’s not critical for me to be in the meeting, I have enough trust and confidence in the decision-making capabilities of my team that if they need to need to loop me in after the fact because there is an unresolved issue that they will do that, and that I don’t have to be present in every single meeting.

You only have 40 hours in the week — you’ve got to make sure you’re making the best use of that time.

CB: Some CEOs are taking steps to ensure that their workforce sticks to a 40-hour work week — that will assist with work-life balance and being more productive during the 40 hours.

I think it’s good; it helps people to hold each other accountable — let’s make our working time as efficient and productive as possible and then have a life outside of work. I’m also an avid reader, so having the time outside of work to read things that are inspirational to you personally or that give you the opportunity to learn how things are working in other companies and other businesses — that’s a very valuable use of time, and it’s hard to make time for that within the 40-hour work week, but then you could be bringing those ideas into the next 40-hour work week.

CB: What tips do you have to help other working parents maintain a healthy work-life balance?

HG: This is not a revolutionary tip, but it’s one that rings true for me: I make sure that everything I’m going to do during the day is in my calendar. [For example, if] I’m going to go to my son’s school for an event in his classroom, I’ll block out that time; I’ll block out the travel time. I want to make sure that I’m really intentional and [outlining] the day in the calendar helps me do that.

This is the third in a series of blog posts featuring CareerBuilder executives discussing everyday topics to help you live a better life both at and outside of work. Topics range from work-life balance tips to productivity hacks. You can read about secrets to a productive day here and secrets to a great morning routine here.

3 Things You Should Know From the November 2015 Jobs Report

December 4th, 2015 Comments off
3 Things You Should Know From the November 2015 Jobs Report

Like NBC’s star-studded live musical “The Wiz Live” that aired last night to rave reviews, the November jobs report — which was released this morning — delivered a solid performance and beat expectations.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Another month of strong growth. The U.S. economy added 211,000 jobs in November, keeping the streak of “solid” and “stronger than expected” jobs reports alive.

Meanwhile, the unemployment rate held relatively steady at 5 percent. But take a look at how it has changed over time.

2. Will they or won’t they? We are of course referring to the Federal Reserve. If you’re wondering whether the outcome of today’s jobs report will lead the Fed to raise interest rates, you’re not alone and, while there isn’t a guarantee, signs appear to be pointing in that direction. According to The New York Times:

The American economy created 211,000 jobs in November, the government reported Friday, a robust showing that all but guarantees policy makers at the Federal Reserve will raise interest rates for the first time in nearly a decade when they meet this month.

According to Forbes:

The Bureau of Labor Statistics released a somewhat stronger than expected November jobs report Friday, with numbers more than solid enough to support a interest rate hike from Federal Reserve later this month.

According to Business Insider:

On Friday morning, the November jobs report paved the way for the Federal Reserve to raise its benchmark interest rate in two weeks.

According to Marketwatch:

The economy produced another sturdy gain in new jobs in November, all but guaranteeing the Federal Reserve will raise U.S. interest rates later this month in response to a tightening labor market.

3. Winners and losers. Some industries fared better than others in November.

And speaking of winners, job gains for both September and October were stronger than was previously reported. October’s jobs numbers were revised up by 27,000 (from +271,000 to +298,000), while September’s gains were revised up by 8,000 (from +137,000 to +145,000). That’s a combined total of 35,000 more jobs than previously stated.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the AugustSeptember and October jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Half of U.S. Workers Will Spend Work Time Holiday Shopping

November 30th, 2015 Comments off
Half of U.S. Workers Will Spend Work Time Holiday Shopping

As many as half of U.S. workers plan to spend some time at work doing some holiday shopping online, a number that’s up 3 percent from last year, according to a new CareerBuilder Cyber Monday survey.

The question is: Do employers really care if employees are spending a portion of their time on the clock purchasing holiday gifts, or are they more concerned with said employee’s performance? As it turns out, more than 1 in 3 employers (35 percent) admit that even if an employee’s performance is not affected by non-work related emails and websites, they don’t want them doing so on company time.

What does this mean for you?

Interestingly, a growing number of employers (12 percent, compared to last year’s 8 percent) say they’ve fired someone for holiday shopping online while at work. Whereas a much greater number (56 percent) admit that their organization resorts to restricting certain websites so employees won’t even have the temptation.

Is that the right course of action for employers? According to Rosemary Haefner, chief human resources officer at CareerBuilder:

In a world where the lines between the professional and personal are becoming more and more blurred every day, it’s not surprising that more employees are bringing personal activities to the workplace. Employees should follow the rules, but employers should be careful not to micromanage. The issue should be more about performance than about what employees are doing with their time.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

4 Key Takeaways From TechServe Alliance 2015

November 24th, 2015 Comments off
4 Key Takeaways From TechServe Alliance 2015

While the sun was shining in Palm Springs, executives and sales and recruiting teams also basked in the spotlight at the annual TechServe Alliance conference. The 2015 TechServe Alliance IT and Engineering Staffing Conference and Tradeshow provided many great takeaways, and our team was there to cover it.

Here, in random order, are four key takeaways we walked away with:

1. Don’t share data — share a story.

During his keynote, Paul DePodesta — vice president of player development for the New York Mets — talked about the true story behind “Moneyball,” the best-selling book that was turned into a major motion picture. And while a data-driven management approach has the power to transform businesses, DePodesta says it’s crucial to remember to tell stories when communicating with both clients and candidates. So do yourself a favor and take a page out of his playbook:

We didn’t walk around with reports and ask players to take a look. We told them a story and gave them an example they could connect with and spoke in their language. We rarely, if ever, talked about the data in front of them. We used stories instead. This is how you can change the story in terms of using data with your clients and candidates.

2. Learn the secrets to an exceptional client and candidate experience.

 Eric Gregg, CEO of Inavero, discussed how  some of the top IT and engineering staffing firms are winning the war for talent. Citing findings from the 10th annual Opportunities in Staffing research study as well as anecdotes from some top staffing firms, Gregg explained that the war for IT and engineering talent doesn’t stop once a placement has been made; in fact, it is just beginning.

These are the three tests of a remarkable client and candidate experience:
1. Was it unexpected?
2. Was it sincere?
3. Did it show empathy?

Don’t confuse your brand with your marketing; your brand is the aggregate of your customer experiences, Gregg explained. Think of your brand as the culmination of millions of little wins. “Our brand is the stories that people are telling about us,” he said.  So how can you differentiate your firm? Ensure something in your process is surprising and unexpected — but in a good way. A remarkable experience comes from those who care more and try harder, and it shows.

3. Educate your clients on current market realities.

 More than 4 in 5 (86 percent) staffing employees use data to help recruit top talent, but 1 in 3 staffing employees are not comfortable using recruitment technology, according to the 2015 Opportunities in Staffing study. However, adapting to new technology is a key factor that sets the best staffing firms apart.

As a staffing firm, you should make sure your sales team is comfortable and equipped to use data to help clients make better decisions, says Chris Skerrett, director of sales at CareerBuilder. The study also shows that clients are most satisfied when they select a firm that helps them improve their own recruiting.

These are the key types of data that clients want:

  • Industry data and trends
  • Data that save their recruiters time
  • Compensation and competitive data

4. Look to top recruiters for new and innovative tactics in order to thrive.

Here are some tips from the top if you are looking for innovative recruiting tactics for a talent-driven market.

According to Priya Sunil, senior recruiting lead for Denver & Houston at Harvey Nash:

If you’re looking for the right resume, you’ve passed up the best candidate. When you present an opportunity to a candidate, act as their advocate, be honest, let them know if a role is not a good fit for them, stay with them through the process, give them options, keep following up with any new information you have about the client. Work on resume prep, especially technical candidates — sometimes you need to help them reform their resume into a more rounded version that your clients would like to see.

According to Chris Thrall, director of recruiting at Swoon Technology Resources:

Happy placed candidates give referrals — get good at consultant/contractor care. Continue to follow up with them while on the job. Remember that they are your future managers that could be working with you down the road. Also, go on site and meet or visit your candidates.

According to Janet Chung, recruiting manager at Outsource Technical LLC:

Remember to take a long term approach. The most successful recruiters are networkers; they don’t treat candidates as a commodity. They set up happy hours, foster relationships and keep open dialogues with their candidates.

For more tips and strategies to take your staffing firm to the next level, don’t miss the 2015 Opportunities in Staffing study, which will help you move the needle with your clients, candidates and internal staff.

31% of Employed Veterans Are Underemployed Or in Low-Paying Jobs

November 16th, 2015 Comments off
31% of Employed Veterans Are Underemployed Or in a Low-Paying Job

Even as veteran hiring in the U.S. continues to rise, veteran workers continue to feel underemployed or they are stuck in low-paying jobs.

Nearly half of U.S. employers (47 percent) have hired a veteran in the last year, compared to 44 percent in 2014, and 31 percent have hired a veteran who recently returned from duty. However, nearly 1 in 3 employed veterans (31 percent) say they are underemployed or in a low-paying job — a number that’s up from 23 percent last year, according to CareerBuilder Veterans Day Job Forecast.

What does this mean for you?

According to Rosemary Haefner, chief human resource officer at CareerBuilder:

Employers may still not understand the skills veterans had in the military, which may land them in positions that don’t use all their skills and not get them the higher salary levels that they deserve.

Case in point: We recently interviewed Ben Keen, a real-life veteran and successful IT professional who was named American Staffing Association’s 2016 National Staffing Employee of the Year. Keen recalled a staffing professional calling to ask if Keen would be interested in a job as a call center representative for $12 an hour.

“I was thinking if [she] actually read my resume, [she’d] know I’m not a call center representative,” Keen said. “I wrote back to her: Ma’am with all due respect, I highly recommend you go back and re-read my resume and email me again to [let me know] if you still think I’m qualified.”

This is an opportunity for employers NOT to pigeonhole veterans, but instead to take a good look at their skill sets. Every veteran has a story, so take the time and effort to find out why they were successful in the military and then connect that back to their skill sets.

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How Staffing Firms Can (Better) Work With Veterans

November 11th, 2015 Comments off
How Staffing Firms Can (Better) Work With Veterans

Veterans are the backbone of this nation, yet too frequently they are overlooked in the workforce. So this Veterans Day, get practical and effective tips to see how your staffing firm can maximize its relationship with this demographic looking to enter or re-enter the workforce.

But first, here’s the inspiring story of Ben Keen, a real-life veteran, and his journey to becoming a successful IT professional who was named American Staffing Association’s 2016 National Staffing Employee of the Year.

The Personal Struggles and Triumphs of A Veteran

Ben Keen

Ben Keen

After receiving his honorable discharge in January 2008, Keen relocated to the Pittsburgh area and started his transition to the corporate IT environment and would go on to gain much success in his field — but none of it would come easy.

After being diagnosed with post-traumatic stress disorder, or PTSD, Keen went down a path where heavy drinking at the time seemed to be the quick cure to his problems.

“Combat changes you — whether it’s combat or any traumatic event in your life, you always come out somewhat different,” he said. My marriage was already going downhill and I ended up drinking a lot — more than any person should ever drink in their life.”

It was in October 2010 around his 30th birthday when Keen found himself drunk and on the brink of blackout on his couch, when his then-4-year-old daughter asked him to play, to which he found himself responding, “Daddy’s too drunk to play.”

“She just got this look of devastation across her face and I [heard] those words come out of my mouth and did a 180 — it was like a slap across the face, and that’s when I realized that what I was doing wasn’t the way to go.”

With a tremendous amount of effort, Keen not only pulled himself up professionally, but he went on to found Steel City Vets, a veteran support group designed and run by veterans. Steel City Vets works with various locally- and nationally-based groups to help provide returning veterans with the support they need.

We talked to Keen, who offered up some simple yet powerful suggestions for how staffing firms can interact with veterans and empower them to enter and succeed in the workplace.

Tips to Partner With Veterans

1. Don’t just find ANY fit; find the right fit. Take the time to actually read the resume. Some won’t even take the time to properly read a veteran’s resume and offer him or her a job commensurate with their level of expertise.

Describing an example of what not to do, Keen recalls a staffing professional calling to ask if Keen would be interested in a job as a call center representative for $12 an hour.

“I was thinking if [she] actually read my resume, [she’d] know I’m not a call center representative,” Keen said. “I wrote back to her: Ma’am with all due respect, I highly recommend you go back and re-read my resume and email me again to [let me know] if you still think I’m qualified.”

That’s a good lesson to learn: Don’t pigeonhole veterans — take a good look at their skill sets. Every veteran has a story, so take the time and effort to find out why they were successful in the military and then connect that back to their skill sets.

Staffing firms working with veterans to identify what they’re best at and then finding them jobs that suit those qualifications is a recipe for success.

2. Take the time to talk to veterans and really get to know them. Go beyond what may be the scope of your job if that’s what is required. They will go the extra mile for you, so return the favor.

Keen said his first experience working with a staffing agency was when he was looking for a job during the week of Christmas in 2007, and it was the staffing professional, a retired marine, who casually reached out to him who ended up making an indelible impact on his life with a simple act. But he went out of his way to spend some quality time with Keen — something that impacted his life on a deep level.

“He sat down with me for a couple hours one-on-one the week of Christmas while everyone else was enjoying their dinners,” Keen recalls. “That single gesture was amazing, and that’s why I am where I am today. I feel compelled to give back. It’s one thing to take that assistance and bask in my successes; it’s another to take that success and be an example to others and try to help them.”

And that’s precisely what Keen has set out to do.

Referring to program that he has set up, he says: “We leverage things like that to get the veteran up and off the couch because once we do that and get the veteran engaged, we can start talking to him or her like, ‘Where are you at? Where’s your transition at? Where’s your head at? What do you need? What questions do you have?’”

3. Know that veterans are a resilient group looking for a chance. BE that chance. Veterans are actually one of the most dependable groups in the workforce, Keen explains. After all, consider their background in the military. If given a chance, they will show up ready and willing to do the work.

“Veterans aren’t looking for handouts — they’re a very resilient group of people and they’re not going to fail you,” he says. “Veterans aren’t looking for handouts. While we have our shortcomings, the one thing a veteran never does is fail. … All we’re looking for is that one chance to succeed. What we need — and what the staffing industry can do — is be that chance.”

By working with veterans to give them a shot at success in the workforce and then showcasing their successes, the staffing industry can set an example for other industries by dispelling the false notions and stigmas surrounding veterans in the workforce.

4. Be an example and fight the good fight against veteran joblessness. The staffing industry is at the forefront on the war on joblessness, and can do even more to set an example to show the success of veterans in their fields.

“A lot of veterans get out but they don’t understand resume writing; they don’t understand interview prepping; they don’t understand how to dress for success; they don’t understand how to present themselves,” Keen says.

While Keen has made it his mission to help bridge that gap, it’s an opportunity for the staffing industry to step in and step up their game to another level.

5. Teach veterans to speak the language of the business when applying. There needs to be a synergy between veterans and the staffing industry.

“As a veteran, I come and say, ‘Here are my skills; I can talk about these skills.’ The staffing industry [should] come back and say, ‘We understand the line of business and how to speak to the business, so let’s look at your skills and translate these into terms that businesses will understand,’” Keen explained.

For example, Keen said, if he walks into a job interview and states that he has experience as a multi-channel transmission operator maintainer for 8 and a half years, he might be met with blank stares. That’s why it’s important to translate what that would mean to the employer in tangible terms — and that’s where staffing professionals can help.

“If [instead] I said, ‘I set the voice and data communications that led to the successful operation of forward combat operations, now we’re talking business. We’re talking switches, routers, [etc.] — now we’re talking apples to apples,” he said.

Another example Keen cites is when veterans list medals they may have received while on active duty — not that employers aren’t appreciative of it, but there isn’t a direct relation to their business.

“Quite frankly, you don’t care about the what; you care about the why. Why did you get that award? Did you figure out some type of process that saved the unit x amount of man hours or x amount of dollars? Because now we’re talking business.”

Once again, that’s where the expertise of the staffing firm comes in in terms of coaching them on how to translate their awards into the language an employer would understand.

For more tips and strategies to take your staffing firm to the top, don’t miss out on the 2015 Opportunities in Staffing study, which will help you move the needle with your clients, candidates and internal staff.

5 Lessons From Staffing World 2015

November 6th, 2015 Comments off
5 Lessons From Staffing World 2015

Move over, country stars! The talk of the town around Nashville last week wasn’t country stars (sorry, Taylor Swift, hope you can shake it off) — it was staffing professionals who descended upon Music City for the annual Staffing World 2015 ASA Convention and Expo. And we were there to cover it all.

Here, in random order, are some takeaways we walked away with:

1. Use good data to solve business problems. Stephen J. Dubner — award-winning author, journalist, and radio and TV personality and co-author of Freakonomics — discussed how to retrain your business brain. We’re good at using data that confirms our prior beliefs and ignoring everything else, but you can’t do that if you want to solve business problems, he said. Data may not be the best way to understand the world, but it’s impossible to understand the world without data. His advice is to get data that shows revealed preferences, or what people actually do, and not what people say they do. Predicting what incentives will work is hard. But you can use data to create incentives to change behaviors. … First redefine the problem you’re trying to solve by taking a step back and looking at it from a diff perspective your peers haven’t tried. Don’t pay attention to artificial barriers. Identify any artificial mental barriers to the problems you’re trying to solve and stop them from limiting you.

2. Don’t underestimate the power of engaged employees. Jim Clifton, chairman and CEO of Gallup and best-selling author, discussed how to achieve sustainable organic growth through engaged client relationships if you want to move the needle on client relationships to become a trusted partner. In today’s ever-changing world, a one-size-fits-all cannot work. For instance, when millennials walk into your clients’ workplace, they have different motivations from previous generations. They want to be valued and they want to make a difference. According to Clifton, millennials’ mantra can be summed up as: “If my job doesn’t have meaning, my life doesn’t have meaning.” They want purpose, not a paycheck. So it’s important to consider their strengths and place them in roles where they can make a difference. It’s important to be able to show all employees that you care about their development, Clifton said. But too often, we approach development by fixing people’s weaknesses instead of building on their strengths. What we need instead of bosses are coaches. How is it possible that as many as 50 percent of employees don’t even know what is expected of them at work? Supervisors need to give people jobs that they have the capacity to do and ask how they can add value to the work they are doing.

3. Explore exciting new technologies that will help you do your job better. We attended a session on hot technology to hit the staffing industry – and we’re proud to tell you all about Textkernel, a CareerBuilder company, that was featured. What is Textkernel, you ask? It’s a leading-edge software company that provides semantic recruitment technology to the global market. … and delivers powerful, multilingual semantic search and matching technologies to recruiters.

Textkernel provides semantic search and matching technology to automatically suggest the most relevant profiles in a client’s resume/CV database based on a job description. It also offers highly accurate multilingual resume/CV parsing. Combined with Textkernel’s candidate routing workflow, it can convert any resume/CV or social media profile into a complete and searchable database record in any system. Textkernel’s HR modules are customizable, and can be integrated as building blocks into any process, platform (such as CareerBuilder’s pre-hire platform) or HR system.

So if you want to get the most out of your recruitment process, look into Textkernel — it can give you smarter data on people and jobs and bridges the information gap between employers and candidates.

4. Stand out from the pack by understanding your clients, candidates and the landscape. The search is always on! Did you know that 75 percent of full-time employed workers are actively looking for or open to new job opportunities? Jon Maly, a national account director at CareerBuilder, discussed the importance of having a great brand — not only do clients and candidates need to experience what makes your firm better than the rest, they need to experience it through the marketing and branding of your firm and they also must hear about it from others. Want to provide more client service? Discuss current hiring trends and respond to requests within two hours. Want to provide more candidate service? Offer coaching and additional resources during the job search. From more personalized communications with candidates to ensuring your website is mobile-optimized and easy to use, do what it takes to stand out! Differentiating client and candidate experience will sustain a brand, so don’t let negative interactions define yours.

5. Stay on top of the latest industry research to learn from the best staffing firms. If you aren’t already keeping up with the latest staffing research, it’s time to start. Find out what the fastest-growing staffing firms are doing differently. Have you heard about CareerBuilder and Inavero’s annual Opportunities in Staffing Study? It’s one of the longest-running and most comprehensive studies on the staffing industry and it’s released annually. Eric Gregg, CEO of Inavero Inc., discussed how important it is to work on your brand. If you don’t take care of what your brand means, your brand will become meaningless, he said. We live in an era of transparency, and it’s more crucial than ever to DO what you say and be authentic.

For more tips and strategies to take your staffing firm to the top, don’t miss out on the 2015 Opportunities in Staffing study.

Want to understand what truly drives satisfaction and loyalty? The 2015 Opportunities in Staffing study will help you move the needle with your clients, candidates and internal staff.

3 Things You Should Know From the October 2015 Jobs Report

November 6th, 2015 Comments off
3 Things You Should Know From the October 2015 Jobs Report

We may be headed into winter, but today’s jobs report indicates the U.S. economy is heating up. On the heels of a relatively lackluster September, job growth in October surprised almost everyone — including economists — with nearly 100,000 more jobs than initially forecast and is thus far the best month for job growth in 2015.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Everyone was pleasantly surprised by October’s strong job growth. U.S. employers added 271,000 jobs in October, basically crushing initial expectations of 182,000. According to Business Insider:

The October jobs report was a blowout. Data out Friday morning showed that the US economy added 271,000 jobs in October. It was the strongest pace of employment growth this year, and nearly 100,000 jobs more than the consensus forecast for 182,000.

Headlines from leading news outlets — “Stellar October Jobs Report Blows Expectations Away,” “Jobs Report Crushes Expectations” — had similar sentiments, as did people’s reactions on Twitter.

 

What does this mean for the Federal Reserve and possible interest rate hikes? That remains to be seen.

2. More good news. The unemployment rate dropped slightly from 5.1 percent to an even 5 percent, which can be considered a milestone. According to The New York Times:

At 5 percent, the unemployment rate is very close to what would normally be considered the threshold for full employment by the Fed and many private economists.

Meanwhile, the combined total of August and September revisions takes the previously reported numbers up by 12,000.

3. We’re finally moving the needle on wages. Is it monumental growth? Absolutely not. But is it improvement and are we headed in the right direction? Certainly. According to Business Insider:

Wages grew at the fastest pace since mid-2009, as average hourly earnings rose 0.4% month-on-month, better than forecast.

And according to Fortune:

Average hourly earnings surged 9 cents per hour, much faster than economists were expecting. Over the past year, average hourly earnings have risen 2.5%, keeping ahead of inflation.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the JulyAugust and September jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

A C-Suite Exec Spills Her Morning Routine Secrets

November 3rd, 2015 Comments off
A C-Suite Exec Spills Her Morning Routine Secrets

How you wake up in the morning can often set the tone for the rest of your day. And for one HR executive with a built-in alarm clock, that means taking care of business before even setting foot in the office.

Get a glimpse into the personal life of Rosemary Haefner, CareerBuilder’s chief human resources officer, who dishes on her morning routine and spills secrets on how she keeps herself — and her family — on the go.

Here’s our Q&A with Rosemary.

CB: What time do you wake up? How many times do you snooze your alarm?

RH: I don’t use an alarm! I’ve always detested the sound of an alarm — it’s really jarring to me. I will use one from time to time if I have to get up early… like if there’s a really early flight that I’m afraid I might not wake up for, I’ll set an alarm, but that’s only like twice a month. In general, I just wake up when I need to. I’m not a very good sleeper so I wake up a lot during the night. Everybody in my house will still be sleeping and I don’t want to wake them up, so I do email quietly lying in bed under the covers trying to hide the light from my iPhone until it’s time to get up and go.

CB: Would you consider yourself to be a morning person?

RH: I’m more of a morning person than a night person. I know I’ve got to get up and it’s time to go. My husband sometimes lays there pretending he doesn’t hear my daughter crying, and I’m like, “Who are you trying to fool?”

CB: Briefly describe your daily morning routine.

RH: Usually when I get up, the sun’s not up and everybody is still sleeping. I usually check email for about an hour or so, and sometimes I have early calls with my team in Europe or Asia. Then I have morning duty with my daughter. I get her up and try to get her to put her clothes on. She likes to read books in the morning and ease into the day. So I get her ready and then there’s the mad dash for me to get ready and get out the door.

CB: Are you one of those people who has the phone right by the bed or are you against that?

RH: Some people are like, ‘Oh I don’t want to be disturbed, so I don’t have my phone by me.’ But I have it next to my bed every day — for me, it causes less stress than if I come into the office and don’t know what’s greeting me… and with the time differences! My role is global, so if I wait three hours until I get in to work to check my email, sometimes I’ll lose the ability to respond that day to somebody.

CB: What do you typically eat for breakfast? Do you skip it or is it sit-down or do you just fly out with breakfast in your hand?

RH: I’m not a good breakfast person. I’m go-go-go and I forget breakfast. This spring I tried to change that and I noticed a difference. Over the last three weeks, I’ve gotten back to old habits and haven’t had anything for breakfast — the difference is so noticeable. When I usually have breakfast, it’s smoothies or yogurt.

CB: What is one thing you’d turn around and go back to your house to get once you realize you forgot it?

RH: Definitely my phone. Anything else is replaceable — I’ll be fine or I can buy it. If I was headed for a flight but and forgot my toothbrush, I can always buy one.”

CB: How do you get your news in the morning? Newspaper? Local news? Morning shows? Twitter? Other?

I have definitely moved away from the newspaper. I do feel like in the morning and even throughout the day, it’s about getting information in bursts — and the digital culture makes it easier to do that. It’s little bursts: apps, blogs, the TV monitor in the elevator, etc.

When I watch the news, it’s usually BBC World. I like more world news versus local news because it has a broader perspective. And have you heard of Sonos? It’s a streaming service and when you get the speakers, you can get access to 200,000 radio stations from around the world. It’s so easy to [consume news that way] in this day and age.

CB: What’s on your playlist in the a.m.?

RH: ‘Wheels on the Bus!’ It’s so embarrassing! People are like, “Did you listen to this or download that?” And I’m like, I have four versions of ‘Mary Had a Little Lamb.’ My daughter loves music, so she’s belting it out. She wants to do duets. My sister is a music professor and she said it’s good to expose her to all kinds of music as early as possible, so we always have music on. Also, we’re just lazy at this point. It’s like there are only so many things I can handle, and I would love to know that new song, but [it’s easier to have] Spotify or Pandora serve it up to me and she’ll listen to that.

CB: Are you a coffee or tea person?

RH: Coffee! I like tea, too, but I like coffee better in the morning. I actually gave up coffee for a while and I just missed it. I was OK for a while, but then I was like ‘I give up, I can’t, I just like it too much and I have headaches.’ I definitely love my coffee.

CB: Do you have any tips for others to kick-start their morning?

RH: I feel like you’re born [a morning person] or you’re not. Somebody once told me about an alarm clock that you put under your pillow that doesn’t just make a sound — it vibrates and the whole bed starts to shake. I’ve also heard of adjusting the temperature a certain way… but at the end of the day, you just have to do it. You just have to keep at it for about a month or so to try to get into a routine.

This is the second in a series of blog posts featuring CareerBuilder executives discussing everyday topics to help you live a better life both at and outside of work. Topics range from work-life balance tips to productivity hacks. You can read the first post here.

New Webinar: Why Can’t All My Recruiting Tools Get Along?

October 26th, 2015 Comments off
CareerBuilder webinar with Tim Sackett and Kris Dunn

Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along…like bratty children?  Don’t worry, we’ve got the cure.

Join Kris Dunn — CHRO at Kinetix and founder of HR Capitalist and Fistful of Talent — and Tim Sackett — HR pro and Fistful of Talent blogger — for a brand new CareerBuilder webinar where they will cover all of your most common headaches when it comes to HR technology and show you how all your recruiting tools can get along.

JOIN CAREERBUILDER AND HR ROCKSTARS KRIS DUNN AND TIM SACKETT FOR A COMPLIMENTARY WEBINAR ON TUESDAY, NOV. 3 AT 12:00 P.M. CENTRAL. CLICK HERE TO ADD IT TO YOUR CALENDAR.

Why Can’t All My Recruiting Tools Get Along?

In this webinar, Tim and Kris will be talking about some of the most common headaches that stem from HR technology.

They will also answer your questions, so this is your chance to ask some of the biggest names in HR technology your burning recruitment tech questions. Simply join the discussion on Twitter during the webinar and use the hashtag #HRheadaches in your tweet to submit your questions or comments. We’ll be monitoring the stream to address and bring your questions to life as we go along.

Date: Tuesday, Nov. 3, 2015

Time: 12:00 p.m. Central

Please complete the form below to register

Click here to add it to your calendar

7 Highlights From HR Tech 2015

October 23rd, 2015 Comments off
7 Highlights From HR Tech 2015

What happens in Vegas…doesn’t always stay there. We were excited to be back for the annual HR Tech conference this week, and not even scary airplane seatmates or hour-long cab lines could curb our enthusiasm. From great keynotes to fun Expo Hall activities, HR Tech delivered and we wanted to share some of our top HR Tech moments with you.

Here, in random order, are seven highlights from HR Tech 2015:

  1. The funniest guys in HR tech. Forget about aspirin — Tim Sackett and Kris Dunn were at CareerBuilder’s booth to cure people’s biggest HR headaches and add some much-needed humor to the mix, and the A-list HR Tech crowd showed up for it.

2. We need more leaders, not more managers. Leadership was a big theme at this year’s conference and one of my new favorite speakers is keynoter Jim Whitehurst, president and CEO at Red Hat. Unlike traditional management philosophy dictates, today’s employees are not merely cogs in a machine, and their needs go beyond just a paycheck, he said. As a leader, you need to be able to get people to buy into what your company is doing on an emotional level. Managers should strive to be good leaders. He added: It is the manager’s job to see how their people’s work fits into the overall goal of the company, and they should be motivating people to go above and beyond by showing how their work contributes to the overall success of the company.

 

3. Teamwork takes effort — and managers need to get on board. Marcus Buckingham, founder of The Marcus Buckingham Company and New York Times best-selling author, kicked off HR Tech with a keynote on team leaders. His philosophy: If you want to build a great organization, you need to start by building the best teams. Managers should ask these three questions about their team members: 1) What are they doing? 2) What are their strengths? 3) How are they feeling? He also suggested that we need to build tools that serve the team leader because that’s the way the future of work is going.

4. A novel way to interact with attendees. Video responses via Twitter. You know, just in case you thought regular tweet copy was boring or anything, we decided to spice things up. Rosemary Haefner, CareerBuilder’s chief human resources officer, PERSONALLY hand-crafted video responses to conference attendees. And people took notice! Check out these tweets:

5. Focus on employment branding. I attended a great session on how to tap employees as social ambassadors to grow the workforce. The speakers advocated for employers to use social media as a way for employees to engage with them as well as showcase their company culture for future potential candidates. Not that it doesn’t come with its own set of challenges, but engaged employees talking about your company on social media is great from a recruiting and employment brand perspective. One important thing to keep in mind though:

Don’t force employees to be your ambassadors on social — find people who WANT to do it and empower those who don’t know how.

6. Contest and prizes! Forget about the tchotchkes — we took our swag up a notch by handing out CareerBuilder-branded hoodies at our booth this year (which, if you were in the freezing-cold convention center, was not only fashionable but also invaluable). We also handed out fancy prizes — think Beats headphones and Ray-Ban Aviators — to our #HRheadaches Twitter contest winners.

7. Um, hello? Great HR technology. The need for revolutionary recruitment software is greater than ever, as conference attendees made their way around the expo hall to check out demos and determine which recruitment technology is right for them. Mary Delaney, president of recruitment software at CareerBuilder, was at our booth answering the tough questions and offering up expert advice on what to consider when purchasing recruitment software.

Whether you were at HR Tech or not, Mary has some simple and practical tips on what to look for in a technology partner and a talent acquisition solution. Check it out here.

Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

October 16th, 2015 Comments off
Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

If your current relationship status to your HR technology is “It’s complicated” and big data is giving you BIG headaches, then you won’t want to miss all the activities going on at CareerBuilder’s booth (no. 1311) at HR Tech in Las Vegas next week.

For starters, you are probably suffering from these legitimate HR headaches:

  • “Why do my recruitment tools act like bratty children who refuse to speak to each other and why can’t they just get along?”
  • “I need more candidates, like, yesterday!”
  • “I seriously can’t right now with this outdated technology.”
  • “When you go to log in to your 10th recruitment tool and you can’t remember your password.”

That’s why we are having a contest at HR Tech where you get to submit your biggest #HRheadaches via Twitter using that hashtag and be entered to win fabulous prizes! (Read the terms & conditions here first.) You can also come to our booth 1311 to vote for your biggest #HRheadaches to help us select winners each day.

Meet HR technology rock stars — in the flesh!

Post and pray is so 1995! Welcome to 2015 — it’s a new era in recruitment technology. If you’re one of those people who would swipe left on your HR technology, you may not know where to start and how to choose the right technology partner. Fortunately, there’s a cure for that HR headache — and many more.

Stop by CareerBuilder’s booth (no. 1311) on Oct. 19 and 20 at 10:15 a.m., where Mary Delaney — CareerBuilder’s president of recruitment technology — will offer up some real talk on what you should look for. Reserve a spot now at http://cb.com/HRTechMary

And we are SO excited to have the famous Tim Sackett and Kris Dunn — recruitment experts (and closeted comedians) — for a fun and interactive presentation at HR Tech.

Check out this preview video of Tim and Kris below — it will make you want to reserve your spot right now at: http://cb.com/KrisTimHRTech. They will be at CareerBuilder’s booth (no.1311) on Oct. 18 at 5:30 p.m. or Oct. 19 at 4:45 p.m. to present about their biggest HR headaches.

And of course we have a fabulous prize waiting for you … a brand new CareerBuilder hoodie! (Trust us, you’ll probably need it when you find yourself freezing indoors during the conference.)

And check out our activity schedule to see what else is going at CareerBuilder’s booth. Don’t miss it — see you in Vegas!

A Busy Executive’s Secrets to a Productive Day

October 7th, 2015 Comments off
A Busy Executive's Secrets to a Productive Day

We’ve all been there: You walk into the office on a Monday morning to find your to-do list for the day is longer than the stream of comments on a new One Direction video. (They’re still a thing, right?) The struggle is especially real around mid-afternoon when the caffeine in your bloodstream has run dry and the thought of watching yet another clip of Kendall Jenner at Paris Fashion Week cat video on YouTube doesn’t seem half bad.

So how can you keep your productivity levels up on a hectic day in the office?

Get some inspiration from CareerBuilder executive Scott Helmes, who dishes on his morning routine and spills the secrets to staying productive even in a slump.

Here’s our Q&A with Scott, managing director at CareerBuilder.
How do you stay productive throughout the day? What are your top 3 productivity tips?
1. Coffee
2. Todoist.com (or the app)
3. I get up and take a walk over lunch. Get out of the office and get some fresh air.

How much caffeine do you consume on a daily basis?
Two coffees, then nothing but water.

Are you a morning person or do you not speak to anyone until you’ve had your coffee?
Three questions in, and I’m mentioning coffee for the third time. I’m definitely better after 9:30 a.m.

You have a big day — starting with a presentation at 9 a.m. What would be on your playlist that morning?
I am all podcasts all the time. While getting ready in the morning, I stream on the NPROne app. My commute is usually yesterday’s Fresh Air podcast, This American Life, Planet Money or, my latest obsession, Switched on Pop.

What do you do to get your energy levels up and stay focused?
I try to take a break and get a quick walk in — even if it is just to get a glass of water once an hour.

If I don’t make time to stop and clear my head, my energy will definitely fall.

If you haven’t started your day off on the right foot, what do you do to turn it around?
I’ll change the scenery. I will simply pack up my laptop and move to a new location — either a common area in the office or a coffee shop.

What can you not go without saying or doing for even a day?
Checking something off my to-do list.

Sometimes work is unpredictable — your day can quickly get away from you, and soon it is the end of the day and you haven’t gotten to the work you need to complete. Rather than head home, I’ll tack on 10-15 minutes to at least get through one or two items from my to-do list. It’s amazing how much better I feel knowing I at least got one thing done!

Do you think you could survive without your phone for a day? Would it improve or decrease your productivity?
Absolutely not! It’s my book, assistant, entertainment and computer. Before there were smartphones, I used a palm pilot — so we’re talking about 15-plus years of connectivity here.

How do you get your daily news? Newspaper? Local news? Morning shows? Twitter? Other?
Podcasts and social media. Before I’m even out of bed, I am streaming news to see what happened the night before. Twitter and Facebook definitely provide a quick snapshot of what’s controversial or new in the worId. After working abroad for seven years, I have a fairly geographically diverse social media group spread across the U.S., Asia and Europe — so you definitely want me on your pub quiz team.

What are your hours typically like? Are you more 9-to-5 or are you always on? Do you have the mentality that work/life is constantly blended? How do you shut off over the weekend?
Unfortunately, I’m always on Monday through Friday, but I really try to unplug over the weekend and while on holiday. I don’t think work/life has to blend for everyone — and don’t expect it to do so for my colleagues. However, with global teams I do try to take advantage of being able to connect with my colleagues during their work day to keep projects moving forward smoothly.

That said, I always remind myself: We’re not doctors. We’re not saving lives. You have to draw the line somewhere.

This is the first in a series of blog posts featuring CareerBuilder executives discussing everyday topics to help you live a better life both at and outside of work. Topics range from work-life balance tips to productivity hacks.

3 Highlights From the September 2015 Jobs Report

October 2nd, 2015 Comments off
jobs report

Like Kanye West’s last-minute surprise show at New York Fashion Week, the September jobs report released this morning turned out to be lackluster. U.S. employers only added 142,000 jobs even as the unemployment rate remained at a steady 5.1 percent, prompting discussions of an economic slowdown.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Economists — and the economy — aren’t having a great day. If you want to increase the odds of winning the lottery, you might not want to take an economist’s advice. That’s because they were predicting there would be more than 200,000 new jobs added to the U.S. economy in September, but the actual number came in at just 142,000. (Womp, womp.)

Here are a few reactions to today’s report.

From the New York Times:

“There’s nothing good in this morning’s report. We had very low levels of job creation, wage growth isn’t budging, and the unemployment rate would have risen if the labor force participation rate hadn’t fallen.” – Carl Tannenbaum, chief economist at Northern Trust in Chicago

From CNN Money:

“It’s a very disappointing report across the board. The U.S. economy is really buckling under the pressure of a global economic slowdown.” – Sung Sohn, an economics professor at California State University, Channel Islands

From CBS News:

“Ugly, really ugly, it’s just hard to find anything good in the report. After last month we could all point to jobs, and say at least they are holding in there. The report is telling us the domestic economy is slowing.” – JJ Kinahan, chief strategist at TD Ameritrade

2. Is this going to have a domino effect? The question on everyone’s minds today is: What does this say about the global economy and will this impact interest rates? The easy answer is: No one knows … yet. But it is looking a little less likely that the Fed will start raising interest rates in the near future, as was previously anticipated. They may just decide to push it off until next year, according to this report. Either way, we’ll just have to wait and see.

3. Even more bad news (sorry). When it rains, it pours.The August jobs report numbers that were initially reported last month (173,000) turned out to be quite inflated; that number was revised down to just 136,000 jobs. And to add just a little more salt to the wound, July’s numbers were also revised down, though not as drastically.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the June and July and August jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

3 Ways to Keep Learning After Empower 2015

September 23rd, 2015 Comments off
post-Empower 2015

You know what it’s like when you leave a conference — you’re bursting with new ideas; you’re excited about all the new contacts you’ve made; and you’re ready to hit the ground running as soon as you get back into the office. Then when you finally step foot in the office, there are piles of paperwork and countless emails and voicemails waiting for you, and you quickly go from being excited to overwhelmed.

We know that feeling!

And we know you’ll regret it if you don’t take a few minutes here and there to follow up on all the great information and announcements you heard at Empower 2015.

Now that a few weeks have passed since the conference, we want you to keep the learning going — and here are the top three ways to do that from the comfort of your office:

1. Stay educated with the talent advisor team. From insights on the hottest recruitment trends and technology to discussing the importance of work-life balance to finding out how to be the next CHRO, who better than the smartest and friendliest group of influencers in the talent acquisition/HR space to keep you in the loop?

Join our experts Laurie Ruettimann, Jennifer McClure, Tim Sackett, Matthew Stollack and Steve Browne to enter the next generation of HR leadership. Subscribe to the Talent Advisor portal, an online hub of exclusive content to empower you with the insight necessary to go from HR professional to talent advisor. You can also follow the #TalentAdvisor hashtag on Twitter.

2. Continue networking in the Empower LinkedIn group. If you haven’t already, be sure to join our Empower LinkedIn group, a networking group for attendees of CareerBuilder’s Empower 2015 customer event where you will get to connect with some of the leading talent acquisition professionals in the country.

This is a safe space to ask questions, discuss challenges and bond with other leaders in the talent acquisition space just like you.

3. Sign up to stay up to date on the latest products. If you were at Empower 2015, you may have heard about a little something called Talentstream Technologies, CareerBuilder’s latest major product announcement of our pre-hire technology suite.

Our good friend and talent advisor Tim Sackett just wrote about Talentstream Technologies in his blog The Tim Sackett Project — you can check that out here and share it with your peers. Trust us, you will seem like the knowledgeable one.

Sign up now to stay connected and you’ll be the first to know about any product announcements or updates.

In case you missed our Empower 2015 recap, you can catch it here and don’t forget that you can also look back at our #CBEmpower15 hashtag for great quotes, insights and more.

10 Highlights From Empower 2015

September 14th, 2015 Comments off
10 Highlights From Empower 2015

The Windy City is not only one of the biggest tourist destinations in the world — it was also recently the host city to Empower 2015, CareerBuilder’s annual customer event and the talent acquisition event of the year.

If you were one of the lucky ones who made it out to Chicago this year, you’re probably still rockin’ out to Zac Brown Band beats catching up on some sleep and trying to connect with the new friends you made, but we wanted to share a few highlights. Here, in random order, are some of the best moments from Empower 2015.

1. Coach K’s life lessons. Even if you’re not a fan of college basketball, it’s impossible not to be mesmerized by the living legend that is Coach K. He said it’s OK to call him that, by the way. He also goes by “Mike,” but you’re out of luck if you thought of any other nicknames because he’s not cool with that. He took time out from hanging with the president of the United States and the biggest NBA stars (such a name dropper!) to offer up lessons on teamwork like these gems:

2. Spankin’ new CareerBuilder hoodies. If you were lucky enough to attend Empower 2015, you walked away with what some people are calling the best swag ever: a free hoodie! If you were in the freezing cold ballroom, you probably appreciated it even more.

3. Condi’s pearls of wisdom — and unexpected prior professional aspirations. First off, our guest speaker Dr. Condoleezza Rice, who happens to be the former U.S. Secretary of State and one of the brightest human beings on the planet, is cool going by “Condi.”

Condi had so many great tips on leadership and professional development, like these gems:

  • While you have your sights set on where you want to go, be good at what you’re doing now instead of only looking ahead.
  • Take opportunities to invest in other people’s skills and help others find their leadership potential.
  • Be careful who wish to empower you don’t disempower you instead. Learn to fend for yourself.
  • Never put yourself in the position where someone else’s reaction to you determine your inner reaction to yourself.
  • You do need mentors and role models, but they don’t have to look like you. Don’t be afraid to be the first.

You knew she’d have great advice … but did you know that she used to be a competitive figure skater and actually studied to be a professional pianist?!

Is there anything she can’t do?

4. Connecting with niche groups. Whether you’re a staffing and recruiting professional, health care professional or you work at a large corporation, there was a tailored agenda just for you. CareerBuilder specifically designed niche sessions and panel discussions to hone in on particular areas of expertise. We hope those of you who attended took advantage of networking and making connections there with professionals around the country who are facing the similar issues.

5. MAJOR announcements. It was hard to keep it under wraps leading up to Empower 2015, but we were thrilled to make some big product announcements that are guaranteed to revolutionize the way you recruit, like Talentstream Technologies, the world’s first and only pre-hire platform that will take care of all your needs from acquire to hire.

6. Lessons from leading practitioners. Attendees had the good fortune of learning first-hand from fellow practitioners like Wynn Las Vegas’ Carrie Messina discussing the importance of culture…

…or Dominion’s Melodie Albert sharing best practices on an effective hiring process.

7. Talent Advisors take over the live stream — and our Twitter account. Everybody knows it ain’t a party until the talent advisor crew shows up! A big thank you to Laurie Ruettimann, Jennifer McClure and Matt Stollack for flying in. And, of course, our friend Tim Sackett did a terrific job of hosting the Empower 2015 live stream…

Others agreed!

…and Laurie Ruettimann tried to capture a golden moment while temporarily taking the reins of our official Twitter account.

8. Dishing on data. Is this how you feel each time you’re asked to gather data?

You’re not alone! HR/talent acquisition has access to more data than many functions and our executives want us to SHOW THEM THE DATA,” says Chris Hoyt, former exec at PepsiCo. The problem is that the more data we give executives, the less they look at it; sort of like analysis paralysis. Lucky for you, CareerBuilder and Broadbean, a CareerBuilder company, offers a suite of products to help you make strategic recruitment decisions without making you want to pull your hair out. Imagine that.

9. After-hours entertainment. There was plenty of dancing and mingling at Empower 2015 after the sun went down. Move over, Dancing With the Stars, because we caught a glimpse of HR folks gettin’ down to the nae nae at our Chicago street festival complete with food trucks and a DJ.

10. Zac Brown Band. Empower 2015 attendees got to kick back with three-time Grammy winners and multi-platinum artists Zac Brown Band at a private concert just for them at the Lincoln Park Zoo, a Chicago landmark. Not a bad way to close out an event.

Nearly 3 in 4 Employers Look Internally Before Posting a Job

September 14th, 2015 Comments off
72% of Employers Look Internally First Before Posting a Job

You know how in cheesy rom-coms the guy usually chases after the wrong girls — only to find that his true love was right in front of him the whole time and he didn’t even know it? That’s sometimes true in recruiting, too. Sometimes, when a position opens up, you go chasing after candidates before taking a moment to see whether the candidate of your dreams is actually right under your nose.

When a position opens up, most employers (72 percent) say they first look at internal resources — including ATS, talent community/network, and referrals — before posting a job, according to CareerBuilder’s 2015 Candidate Behavior Study. Contrast that with just 28 percent who directly post open positions externally.

What does this mean for you?

What is your process when a position opens up at your organization? If you have never been one to capitalize on the opportunity to look internally as well as externally, it may be time to give it a try.

A great place to start is to create a talent network, otherwise known as a community of candidates interested in your organization, and automatically re-engage them when new and relevant positions open up.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

3 Highlights From the August 2015 Jobs Report

September 4th, 2015 Comments off
3 Highlights From the August 2015 Jobs Report

Like President Obama taking selfies and busting some new dance moves during his recent trip to Alaska, the August 2015 jobs report released this morning was unpredictable and got mixed reactions. The U.S. economy added 173,000 jobs in August, which was below expectations, but at the same time the unemployment rate dropped to a 7-year low.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Let’s celebrate the unemployment rate. No, seriously — the unemployment rate has been slowly but surely moving in the right direction lately, and we hit quite a milestone in August: It’s now sitting at a 7-year low.

2. August numbers were lower than expected and June/July numbers were higher than reported. August numbers — 173,000 — came in lower than the 220,000 that economists were expecting, but as The New York Times puts it:

Although hiring in August was well below the 220,000-job gain that economists had expected, the unemployment rate fell to 5.1 percent from 5.3 percent, the lowest since early 2008. At that level, joblessness is nearing the level that economists and the Fed consider close to full employment…

And as Forbes puts it:

Just 173,000 jobs were added to the U.S. economy in August, according to the latest release from the Bureau of Labor Statistics out Friday morning. That’s well below market expectations as well as the 12-month average. However, with the unemployment rate coming in at its lowest level since April 2008, seemingly for the right reasons, and solid revisions to prior months’ payroll count the situation may not be as lackluster as the August figure suggests.

Additionally, June and July numbers were revised up by a total of 44,000 more jobs than were initially reported.

3. Wages went up a little. U.S. hourly wages ticked up in August and showed overall year-over-year growth, which is a positive sign especially given how wages remained stagnant for awhile earlier in the year. According to Business Insider:

We … got some wage growth, with average hourly earnings rising 0.3% month-over-month and 2.5% year-on-year.

And even though there’s more to be desired on the wage front,

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the May and June and July jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

3 in 4 Workers Witness Adolescent Behaviors at Work

August 24th, 2015 Comments off
Real-Life Incidents of adolescent behaviors in the workplace

Move over, Real Housewives — adolescent behaviors appear to be rampant in corporate America as well. According to a new CareerBuilder survey, a whopping 77 percent of employees admitted they have witnessed childishness in action while on the job.

What constitutes adolescent behavior, you ask? Here are the top five most commonly cited offenses:

  1. Whine (55 percent)
  2. Pout over something that didn’t go his/her way (46 percent)
  3. Tattle on another co-worker (44 percent)
  4. Play a prank on another co-worker (36 percent)
  5. Make a face behind someone’s back (35 percent)

 

What are we, 12? Believe it or not, these are real-life instances of childishness employees have come across. As you might imagine, some of these behaviors are particularly repulsive to employers and can even hinder promotion decisions.

For example, more than 3 in 5 (62 percent) of employers are less likely to promote employees with a negative or pessimistic attitude; more than half of employers (51 percent) take a similar approach with employees who use vulgar language; and nearly half of employers (44 percent) think twice before promoting the office gossip machines.

What does this mean for you?

As Rosemary Haefner, chief human resources officer of CareerBuilder, says:

“Some degree of what we may consider ‘adolescent’ conduct can be harmless, enabling employees to let off some steam and even promote a sense of camaraderie in the office. But there’s a fine line between innocent fun and inappropriate behavior. Actions like spreading rumors, ‘tattling,’ and forming cliques to exclude others can be perceived as mean-spirited, bullying and even harassment.”

Not that it’s your job to babysit employees, but it might be a good idea to do quick pulse checks with employees at regular intervals to determine if there are multiple complaints of inappropriate work behaviors. In some cases, managers may need to step in and ensure that more serious behaviors, such as bullying, aren’t impacting the team.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

BDAS: A Big Data Analytics Suite Like No Other

August 14th, 2015 Comments off
BDAS: A Big Data Analytics Suite Like NO OTHER

Get this: The vast majority of CEOs (90 percent) say it’s important for HR leaders to be proficient in workforce analytics. But you already knew that was important to your CEO, right? The problem is that when your company uses multiple candidate sources, it can be very time consuming to aggregate the data and often impossible to extract consistent, accurate insights. And who has time to waste these days? NOT YOU!

That’s why CareerBuilder and Broadbean have just unveiled a groundbreaking big data analytics suite, called BDAS, to help you drive better recruitment strategies.

BDAS is the first and ONLY solution to merge data from multiple job boards, company career sites, applicant tracking systems, HR information systems and more in one, holistic view of your recruitment operation. Read more in InformationWeek and automatically share this news with your Twitter followers.

What does BDAS do, exactly?

Glad you asked! BDAS will help you to:

1. VISUALIZE: With all of your data pulled together and visualized in key graphics, you can tell the full story and make an impactful case to change behaviors.

2. MEASURE: Measure critical business performance with accurate, real-time data that gives complete transparency — all in one place.

3. DECIDE: Identify which components of your recruitment strategy are producing the best ROI in terms of applicants and hires.

No one else in the industry is doing this

While 22 percent of HR managers say it takes at least half a work day to pull their recruitment data, with BDAS, it takes just seconds to combine real-time data inputs from each and every source of information relevant to the pre-hire process. Hear that? Imagine what you could do with the amount of time you would save with BDAS!

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

“Even though many solutions provide basic analytics tools, those solutions don’t really ‘speak’ to each other – so when all of this intricate data is cobbled together, it paints a picture that is blurry at best. With BDAS, we provide a holistic view of the client’s recruitment operation, revealing what’s working well and where there are problems. Time and time again, we saw our customers struggling to extract actionable insights, so we worked hand-in-hand with them to find a solution that would illuminate data that’s already there and maximize the investment they’ve already made. No one else in the industry is doing what the engineers at Broadbean and CareerBuilder have brought to market.”

Want to see how BDAS visualizes your recruitment metrics all in one screen? REQUEST A DEMO 

3 Highlights From the July 2015 Jobs Report

August 7th, 2015 Comments off
July 2015 jobs report BLS data economy

Unlike some of the unique personalities battling it out in this presidential campaign (we won’t mention any names), the July 2015 jobs report released this morning was steady, void of drama and in line with expectations.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Jobs numbers were solid, but some say “so-so.” U.S. employers added 215,000 jobs in July, which is a little lower than the 225,000 that economists were expecting but still a solid number. The unemployment rate held steady at a seven-year low of 5.3 percent.

Here’s what some experts on Twitter had to say:

Well, OK then.

2. Wage growth? Yes please! According to Business Insider:

Wages grew a bit in July after coming in flat in the prior period. Average hourly earnings grew 0.2% month-over-month (+0.2% expected) and 2.1% (+2.3% expected) year-over-year in July.

Granted the increase isn’t something to be jumping up and down about, but we’ll take any increase we can get.

3. These industries came out on top. There are no winners and losers in life… just kidding! As Forbes reported, here are some industries that are winning at adding more jobs than others:

The sectors that added the most jobs were: retail trade (36,000), health care (28,000) and professional and technical services (27,000). Mining was the only major industry to lose jobs, cutting 5,000.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the April, May and June jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

3 in 4 Full-Time Employed Workers Are Open to New Jobs

July 27th, 2015 Comments off
3 in 4 Full-Time Employed Workers Are Open to New Jobs

Think all your employees are perfectly happy working for your company and don’t have a roaming eye for other jobs? Think again. CareerBuilder’s 2015 Candidate Behavior Study shows that as many as 3 in 4 full-time employed workers are open to or actively looking for new job opportunities.

It isn’t just the unemployed who are putting themselves out there and competing for jobs; it’s likely some of the people sitting in your cubicles are also looking for greener pastures. And today, it’s easier than ever before for employees to build a personal brand online and for your competitors to like what they see and approach them.

You are probably aware that there has been a recruitment power shift — the power has shifted from the employer to the candidate — and it is candidates who are now powering the economy.

What does this mean for you?

This finding doesn’t mean you should brace your company for a mass exodus any time soon, but it should be a sign for you to begin to invest in your employees right now, if you aren’t already.

Conduct stay interviews, make sure they’re being compensated fairly, mentor them, offer them opportunities to advance their careers, provide feedback and recognize them regularly for their efforts. These are all simple but powerful ways you can communicate to your employees that you value them and want them to stay.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

 

9 Highlights From SHRM 2015

July 2nd, 2015 Comments off
7 Highlights From SHRM 2015

Las Vegas was HOT – not only because of the 114-degree “dry heat,” but also because 15,000-plus of HR’s best and brightest descended on Sin City for the annual SHRM 2015 conference.

If you were one of the lucky ones who made it out this year, you’re probably still recovering from all the late-night partying research, but as you reflect on your time in sweltering Vegas, we wanted to share a few of our trip highlights. Here, in random order, are some of the best moments from SHRM this year.

1. Cupcakes!!! The only thing better than cupcakes is CareerBuilder cupcakes. To celebrate our 20th anniversary this year, CareerBuilder’s CEO and leadership *personally* handed out cupcakes to people standing in line at our booth. It’s not a big deal or anything, but seriously…HOW COOL IS THAT?!

2. Unlimited tchotchkes. From t-shirts to pens to stuffed animals, this year’s Expo Hall didn’t disappoint – there were plenty of conference swag (or, ahem, stuff we all get) to go around. I actually saw a guy walk out of the convention center carrying three bags overflowing with tchotchkes — like, foam fingers were actually falling out. My question has always been: How do these people have all this extra space in their bags when they fly home?     

3. Female empowerment. To be honest, I had no idea what to expect from keynote speaker Mika Brzezinski, co-host of MSNBC’S Morning Joe. But she had some great pearls of wisdom on female empowerment. After citing a few amusing anecdotes about how she tried — and failed — to be “one of the guys” to show her power in the workplace, she decided that she needed to forge her own path to success. “Women should get over being grateful — THEY’RE lucky to have US,” she said. You go, girl!

4. Gettin’ SaaSy with CB. In case you hadn’t heard, CareerBuilder has evolved into a global software-as-a-service (SaaS) company … and we weren’t afraid to show off our SaaS with a little help from you. We issued a #SaaSyCB photo challenge to SHRM attendees. The result? We had a bunch of very happy (and SaaSy) winners … like these lovely ladies.

5. Chocolate-covered spoons. The boxed lunches weren’t anything to write home about, but there were actually chocolate-covered spoons to dip in your coffee during one of the refreshment breaks. It was so good that I even Snapchatted it to all my friends to make them jealous.  

6. Talent Advisors do SHRM! If you’ve never heard of the Talent Advisor portal, you reeeeeally have some catching up to do. Meet the Talent Advisor team and become part of the HR evolution. Here are some highlights from some of our favorite sessions by Jennifer McClure, Tim Sackett and Steve Browne.

7. The weather. I know, I know, most of you don’t agree with me, but I absolutely loved the Vegas heat. Did I almost get a heat stroke and pass out a few times while waiting in the cab line? Sure. But that didn’t stop me from trying to catch some rays during breaks just to warm up from the igloo-like temps indoors.

8. Understanding what CEOs think about today’s workforce issues. Who better to tell you what CEOs think than… a CEO! Matt Ferguson, CareerBuilder’s CEO, was back at SHRM this year. In addition to handing out celebratory cupcakes to the masses, he also gave a riveting presentation on how to address talent acquisition, compensation, development and retention more effectively in an era of abundant human capital data and technologies. Lucky for you, the entire presentation is below for your viewing pleasure. Check it out!

9. Iced coffee vending machines. Any coffee lover who’s been to SHRM knows that the *only* lines longer than those for the women’s restrooms are the Starbucks lines. That’s why it was refreshing to learn that there were vending machines that dispensed iced coffee — with no lines — for those of us who need a quick pick-me-up before rushing in for the morning keynotes.

We want to hear from you: Comment below or tweet us at @CBforEmployers: What were YOUR biggest SHRM highlights?

Workforce Analytics: Turn Meaningless Data Into Meaningful Insight

June 25th, 2015 Comments off
Workforce Analytics: Turn Meaningless Data Into Meaningful Insight

Fact: Data plays a crucial role in finding the right people for the right jobs at the right time. The truth is, you’re sitting on mountains of big data, but that data is totally useless if you don’t know how to analyze and apply it.

What you need is a holistic workforce analytics solution to provide you with intelligence from labor market data so you can actually make sense of it and apply it to your business.

Good thing there’s a tool that does just that!

Introducing CareerBuilder’s Workforce Analytics suite

Our suite brings your data together in an easy-to-use, intuitive tool. We do all the work of taking raw — seemingly meaningless — data and presenting it to you in a meaningful, digestible format so that you are empowered to take action immediately.

Workforce Analytics is the only data solutions suite of its kind in the marketplace that converts relevant, real-time data into meaningful insight so you can hire smarter, better and faster.

Workforce Analytics empowers you to:

Set expectations with hiring managers: Understand supply and demand, compensation trends and who your competition is. LEARN MORE

Focus on diversity recruiting: Get a comprehensive breakdown of talent by gender, age, race/ethnicity and more. LEARN MORE

Recruit college graduates: Get insights on where to recruit college grads and how effective your strategy is so you can target better. LEARN MORE

Understand industry competition: Get historical and projected trends in the region and find out which organizations you’re competing with for top talent. LEARN MORE

Prioritize recruiting efforts: Find out optimal locations to find the candidates you’re looking for and get data to understand supply and demand in the markets you’re recruiting. LEARN MORE

Don’t wait — REQUEST A DEMO today and learn more about how Workforce Analytics can solve your biggest recruitment challenges.

How TV Stars Deal With Sexism at Work

June 16th, 2015 Comments off
How TV Stars Deal With Sexism at Work

As glamorous as Hollywood appears, it’s no escape from the reality of subtle or blatant sexism in the workplace. The differences in the treatment of women versus men by the media is nothing new. Entertainment reporters ask men about their movies and women about their hair and makeup and gowns. They ask men about their movies and women about work-life balance. They ask men about their movies and women about dieting.

Check out this assortment of examples of sexism to get a feel for what many women have to put up with on an ongoing basis.

But perhaps one of the most bad-ass responses I’ve heard so far is that of Marta Kauffman, showrunner of my favorite TV sitcom in the world, “Friends.” She recalls one of the heads of the network acting less-than-graciously to a scene when Monica, one of the lead characters, slept with someone on the first date. You can read the full encounter here.

This was apparently one of numerous instances of what Kauffman described as misogynistic behavior perpetrated by the executive. As The Huffington Post quotes her from a recent panel:

“He was a little hurt by something I said once,” she remembered. “So, I sent him a basket of pantyhose, tampons, lip stick and nail polish.”

Sexism: 0. Kauffman: 1.

You’ll be interested to read this gem from our archives: How the Emmys Reinforced Workplace Gender Stereotypes

This type of double standard is actually commonplace in entertainment circles. Just take a look at some of the ridiculous questions successful professional women get asked — on the red carpet, in interviews, online, and elsewhere — while their male counterparts are asked to tackle the more cerebral questions about their work and what inspires them.

Mindy Kaling, creator and star of my other favorite comedy show The Mindy Project, recently tweeted her frustration:

Kaling is not afraid to point out blatantly unfair questions directed at her solely because of her race/ethnicity/gender.

And that’s why we love her even more.

 

Tell us in the comments below or tweet at @CBforEmployers: Have you had to deal with any form of sexism in the workplace? How did you handle it, and what advice would you give to other women?

Recruitment Gems From CareerBuilder’s Empower Atlanta Roadshow

June 12th, 2015 Comments off
Empower 2015

What do you get when you put together renowned speakers, ample networking opportunities, excellent food and swag (obviously!), cutting-edge product demos, and satisfied customers sharing their stories with other practitioners? CareerBuilder’s first Empower Roadshow event leading up to Empower 2015.

What is Empower 2015, you ask? Great question!

Empower 2015 is CareerBuilder’s annual customer event, which is scheduled to take place in Chicago from Sept. 8-11, 2015. In addition to getting insights from world-renowned speakers and thought leaders, you will be able to network with leading practitioners from around the country. You will have an opportunity to attend sessions designed for practitioners and led by talent acquisition leaders, and can bring back to your team fresh insights on how to elevate your company’s talent strategy. You will also learn about how CareerBuilder’s evolving product suite will position you to win in the marketplace.

Our first ever Empower Roadshow took place in Atlanta on Thursday, June 11, and had an impressive lineup of speakers including CareerBuilder’s very own Jamie Womack and our resident talent advisor Tim Sackett, an HR pro and Fistful of Talent blogger.

Recruitment Pearls of Wisdom

We live tweeted the entire event, which you can follow on Twitter using the hashtag #CBEmpower15. But to save you some trouble, here are some highlights from today’s event:

Why You Should Go to Empower 2015 in Chicago

Trust us – you will definitely want to get a front-row seat to the hottest event in town: Empower 2015, which takes place from Sept. 8-11, 2015 in Chicago. We’ll share the journey of CareerBuilder’s amazing evolution — and how we’re positioning you to win in the marketplace. You won’t want to miss it! Watch the video below to get a sneak preview of what you’ll see, and register for Empower 2015 right now.

Empower 2015 WILL sell out! Reserve your seat now.

What is Big Data Analytics Suite — And Why Do You Need It?

June 10th, 2015 Comments off
What is Big Data Analytics Suite — And Why Do You Need It?

We don’t have to tell you why you need big data to power your recruitment strategy forward, but in case you’re still on the fence, these stats based on CareerBuilder research may help: 65 percent of employers who use big data in recruitment said it lowered their cost per hire, and 66 percent said it shortened their time-to-hire.

For more than a decade, we have been making sense of data by integrating more than 7,000 HR-related data feeds for job boards, social media channels and applicant tracking systems. We have partnered with numerous employers, so we understand your recruitment analytics headaches firsthand — that’s why we built a Big Data Analytics Suite, or BDAS, to fix it.

BDAS helps you to:

1. VISUALIZE: With all of your data pulled together and visualized in key graphics, you can tell the full story and make an impactful case to change behaviors.

2. MEASURE: Measure critical business performance with accurate, real-time data that gives complete transparency — all in one place.

3. DECIDE: Identify which components of your recruitment strategy are producing the best ROI in terms of applicants and hires.

See how BDAS can solve your big data problems. Find out more and REQUEST A DEMO HERE.

Want a holistic view of your entire recruitment funnel? Get accurate and actionable insight like you’ve never had before. Now you can visualize all of your critical data all at once and in one place so you can make strategic decisions to move your business forward. Watch the video below to find out how.

Bringing recruitment data together is hard, but that’s our core business. We ask what conversation you want to have and pull all the data together based on that. Don’t wait another minute — see how BDAS can bring together the data you need to make strategic decisions right now.

Want to see how BDAS visualizes your recruitment metrics all in one screen? REQUEST A DEMO 

3 Highlights From the May 2015 Jobs Report

June 5th, 2015 Comments off
3 Highlights From the May 2015 Jobs Report

It’s as if the economy knew it was National Donut Day and wanted to join the celebrations by delivering a strong May jobs report this morning.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Jobs numbers FAR exceeded expectations. U.S. employers added 280,000 jobs in May, which is the biggest job gain since the end of 2014 and much higher than the 225,000 jobs economists were expecting.

That’s especially good news if you look back at some of the numbers from earlier this year.

2. The unemployment rate rose to 5.5 percent, but that’s not bad. Yes, the unemployment rate ticked up slightly from 5.4 percent in April, but there’s a good reason for it. As Reuters puts it:

While the unemployment rate rose to 5.5 percent from a near seven-year low of 5.4 percent in April that was because more people, likely new college graduates, entered the labor force, indicating confidence in the jobs market.

3. Where are we with wages? If you’ve been following our monthly jobs report recaps, you’ll know that we’ve been keeping an eye on wages, as they appeared to be stagnating for quite a while. But that may slowly but surely be changing. As Business Insider puts it:

The report … showed that wages rose faster than expected, with wages rising 0.3% over the prior month and 2.3% over the prior year.

And that’s not something to be taken lightly. After all, average hourly earnings have risen to its highest level since mid-2013 — and that’s certainly something to eat a donut about.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the FebruaryMarch and April jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

7 Do’s and Don’ts of Networking at SHRM

June 1st, 2015 Comments off
7 Do's and Don'ts of Networking at SHRM

It can be awkward and intimidating to be a guest at a party … especially if it’s a party of 15,000-plus in Vegas. Oh, and did we mention these are some of the smartest people in the entire world?

Lucky for you, we put together a handy list of do’s and don’ts to up your networking game — while avoiding awkwardness — at SHRM. So read up before you pack your bags.

1. DO study the agenda ahead of time so you can pick and choose your social events to make the most out of your time at SHRM. A little homework can go a long way.

2. DON’T ever think you’re too young or inexperienced to make a good impression and have a great time. Even if you’re a SHRM newbie, don’t be afraid to strut your stuff.

3. The number of unfamiliar faces you see can be overwhelming. When you walk into a room, DO find at least one of two friendly faces and approach them and just start talking.

4. DO walk around the exhibit floor during your breaks — not only will you have a chance to mingle with other attendees, but you can also win big. Come spin the wheel at CareerBuilder’s booth for a chance to win fabulous prizes and make some new friends!

5. DO plan your meals in groups. There are countless opportunities to dine out while networking, so please resist the temptation to curl up under the covers and settle for a TV dinner or spend time on your phone the whole time.

6. If you’re the outgoing type or you’re a SHRM pro, that can certainly work in your favor … but DON’T go all Kanye on everyone and try to steal the spotlight or someone else’s thunder.

7. DO make the most of social media at SHRM. Tweet/post/snap and connect with other attendees on Twitter, Instagram and other social media channels using the official SHRM hashtag.

Follow us on Twitter at @CBforEmployers as we bring you live coverage from SHRM. And keep an eye on the hashtag #SaaSyCB in the coming weeks as we’ll give you details to enter our t-shirt contest at SHRM – trust us, you won’t want to miss it!

7 Do’s and Don’ts of Networking at SHRM

June 1st, 2015 Comments off
7 Do's and Don'ts of Networking at SHRM

It can be awkward and intimidating to be a guest at a party … especially if it’s a party of 15,000-plus in Vegas. Oh, and did we mention these are some of the smartest people in the entire world?

Lucky for you, we put together a handy list of do’s and don’ts to up your networking game — while avoiding awkwardness — at SHRM. So read up before you pack your bags.

1. DO study the agenda ahead of time so you can pick and choose your social events to make the most out of your time at SHRM. A little homework can go a long way.

2. DON’T ever think you’re too young or inexperienced to make a good impression and have a great time. Even if you’re a SHRM newbie, don’t be afraid to strut your stuff.

3. The number of unfamiliar faces you see can be overwhelming. When you walk into a room, DO find at least one of two friendly faces and approach them and just start talking.

4. DO walk around the exhibit floor during your breaks — not only will you have a chance to mingle with other attendees, but you can also win big. Come spin the wheel at CareerBuilder’s booth for a chance to win fabulous prizes and make some new friends!

5. DO plan your meals in groups. There are countless opportunities to dine out while networking, so please resist the temptation to curl up under the covers and settle for a TV dinner or spend time on your phone the whole time.

6. If you’re the outgoing type or you’re a SHRM pro, that can certainly work in your favor … but DON’T go all Kanye on everyone and try to steal the spotlight or someone else’s thunder.

7. DO make the most of social media at SHRM. Tweet/post/snap and connect with other attendees on Twitter, Instagram and other social media channels using the official SHRM hashtag.

Follow us on Twitter at @CBforEmployers as we bring you live coverage from SHRM. And keep an eye on the hashtag #SaaSyCB in the coming weeks as we’ll give you details to enter our t-shirt contest at SHRM – trust us, you won’t want to miss it!

3 Highlights From The April 2015 Jobs Report

May 8th, 2015 Comments off
3 Highlights From The April 2015 Jobs Report

The U.S. economy, like the weather, has been somewhat unpredictable over the past few months. But just as Mother Nature shook off winter and spring finally emerged in many parts of the country, the U.S. economy rebounded after shaking off a disappointing month, according to the April jobs report released by the BLS this morning.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. The April jobs report numbers were pretty much in line with expectations. The April jobs report released this morning has been described as “pretty decent” and “boring,” which isn’t altogether a bad thing. After March’s disappointing numbers, we were hoping for a break — and got one. In fact, the unemployment rate fell from 5.5 percent to 5.4 percent, registering an almost seven-year low.

2. March numbers were revised wayyy down. While there typically are revisions, what stands out about March’s revisions is that it dropped from a slow 126,000 additional jobs to an even-more-dismal 85,000 jobs. Wage gains in March were also over-estimated — it has been revised down from a 0.3 percent increase to a 0.2 increase. All things considered, 2015 hasn’t been off to an ideal start. According to The New York Times:

Other recent reports have revealed a disappointing start to 2015, including new numbers out this week suggesting that the economy might have actually shrunk in the first quarter.

3. Wages are still not that impressive. Yes, we’ve made some strides in terms of wage growth over the past year, but the improvements are so slight that it’s nothing to write home about. According to Business Insider:

Solid wage growth is seen as one missing piece to creating a picture of full employment. This month’s wage growth was expected to be slightly higher than it has been over the past few months.

In the April jobs report, we saw average hourly earnings increase by 0.1 percent compared to March compared to the 0.2 percent economists were expecting. We also saw 2.2 percent annual growth in wages compared to the 2.3 percent that was expected.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the JanuaryFebruary and March jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

More than 3 in 5 Workers Choose Not to Access Wellness Benefits

May 4th, 2015 Comments off
More than 3 in 5 Workers Choose Not to Access Wellness Benefits

More than 1 in 4 U.S. workers (27 percent) have access to employer sponsored wellness benefits, including onsite workout facilities and gym passes, but 63 percent of this group does not take advantage of them, according to a new CareerBuilder survey.

But in order to be fully engaged and productive, employees need to pay attention to their health and wellness — and, as employers, you can help.

Of the employees surveyed, a majority (56 percent) pointed to sedentary behavior as the main culprit they felt contributed to their weight gain at their current job. On the other hand, workers who say they’ve lost weight at their current job tend to exercise more and take advantage of their employers’ wellness benefits.

What does this mean for you?

Offering robust wellness benefits can give you a competitive advantage when extending job offers to candidates. If you can effectively communicate the value of the benefits you offer, you can use this as a key selling point to land in-demand candidates.

As Rosemary Haefner, chief human resources officer at CareerBuilder, says:

There’s a clear incentive to make wellness and work-life balance a focus of organizational culture, and we’re encouraged to see many companies making them a priority year-after-year.

Are you?

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

1 in 5 Employers Has Unknowingly Asked Illegal Interview Questions

April 13th, 2015 Comments off

The job interview is a crucial component of the hiring process. Chances are you’ve asked unusual — even eccentric — questions to assess a candidate’s competencies and gauge cultural fit, but have you ever asked something illegal? 1 in 5 employers admits to asking a question during a job interview — only to find out later that it was illegal to ask.

A new CareerBuilder survey of more than 2,100 hiring and HR managers across the U.S. shows that the boundaries aren’t clear when it comes to what’s OK to ask versus what’s off limits from a legal perspective when it comes to interview questions.

1 in 5 Employers Has Unknowingly Asked Illegal Interview Questions
Even something as simple as “How old are you?” or “What is your political affiliation?” could land an employer in hot water.

So would questions like these:
• What is your religious affiliation?
• Are you pregnant?
• Are you disabled?
• Do you have children or plan to?
• Are you in debt?
• Do you drink or smoke socially?

What does this mean for you?

As Rosemary Haefner, chief human resources officer at CareerBuilder, puts it:

“It’s important for both interviewer and interviewee to understand what employers do and don’t have a legal right to ask in a job interview — for both parties’ protection. Though their intentions may be harmless, hiring managers could unknowingly be putting themselves at risk for legal action, as a job candidate could argue that certain questions were used to discriminate against him or her.”

That’s why you should take extra precaution when formulating interview questions to assess whether or not a candidate will be a good fit for your organization.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

What Is a Pre-Hire Platform — And Why Do You Need One?

April 7th, 2015 Comments off
What Is a Pre-Hire Platform — And Why Do You Need One?

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? You can start by figuring out how you can streamline your recruitment activities. A pre-hire platform can get the job done — quickly and effectively.

Here are five reasons why you need a pre-hire platform to solve your most pressing recruitment needs.

1. You need to align your candidate experience with the way job seekers are looking today.

Did you know that as many as 65 percent of job seekers said they would rarely return to a job on their desktop after trying to apply via mobile? And 29 percent said they only sometimes do, which means a mere 5 percent of all potential candidates always consider it worthwhile to re-visit a job on their desktop.

Meanwhile, only 38 percent of employers say their company offers the ability for candidates to apply using a mobile device.

Interestingly, employers don’t seem to be aware of just how many potential applicants they may be missing out on by failing to offer a mobile experience. When employers were asked if they believe they are losing out on potential applicants because they don’t have a mobile process, only 10 percent said “yes” while 90 percent said “no”.

Today’s job seekers are searching via their mobile devices, and assume they can apply to your open position at any time and from any device — phone, tablet, laptop or desktop — so you need to be where the candidates are.

2. You must think long-term and create a strong talent pipeline that you can tap into down the road.

Not every job seeker is looking to apply right away; some want the power to apply on their own time. In fact, nearly 2 in 5 job seekers say it’s important to be able to come back at a later time to apply to a job. But unfortunately, not many organizations offer the ability to do so.

Today fewer than 1 in 4 (23 percent of) employers use a shortened lead form or application that enable job seekers to do this.

Consider the fact that as many as 85 percent of candidates would be willing to join a talent network even if they weren’t ready to apply. That’s huge! Think of all the potential A-players you might be missing out on without this capability. You need automated candidate remarketing to keep candidates engaged and informed so that when the right roles pop up in the future, you can easily re-engage them.

3. You will to be able to source and manage your entire candidate pool from ONE database.

Nearly a third of employers say they do not re-engage candidates who have not been offered a job — because they don’t have the time to do so, plus they have already moved on to the most current applicants.

But imagine if you could manage all of your candidates from a single dashboard. That’s what many of your peers are looking for. Most (69 percent of) employers say they need to able to quickly find and rearrange current applicants in their system.

Now, candidate management has never been easier. With intuitive search, you can quickly and easily search the databases you already have, and leverage all of your existing candidate pools to make your next great hire.

4. You will have the power to post to all of your recruitment advertising channels in a few clicks.

Nearly 4 in 5 (78 percent of) employers say they prefer to have one overall platform solution from one HR software systems vendor because it’s more convenient.

Save time and keep your workflow simple by posting to more than 6,000 job boards around the world in just a few clicks. Now you can finally have everything you need in one place — so you can post, source, manage and onboard from ONE platform.

5. You can build a requisition strategy in seconds and measure the ROI of your recruiting efforts.

Only a quarter of employers say they use external labor market data to inform their recruitment decisions, while 18 percent admit they don’t use any data to inform their recruitment strategy. As many as 21 percent of employers don’t even know what their average cost per hire is, and only three-fourths currently track the source of hire.

Still, nearly 2 in 3 (64 percent of) employers agreed that they need to have accurate source of hire data to do their job most effectively.

You need one dashboard to see how all of your sources are performing. Get access to a robust suite of real-time data and analytics so you can evaluate the effectiveness of your talent strategy and sources as well as the efficiency of your recruiters.

From Acquire to Hire — All in ONE Platform

CareerBuilder is making recruitment easier and more efficient to enable you to hire more candidates faster … with CareerBuilder1.

CareerBuilder1 is an HR software solution that brings advertising, data and technology into one pre-hire platform.

It delivers candidate experience, recruiter efficiency, and intuitive data and analytics in a single platform. Now you can maximize your sourcing investment with a premier mobile, career site and reengagement tool that retains more talent than any other in the industry.

LEARN MORE ABOUT CAREERBUILDER1

3 Highlights From the March 2015 Jobs Report

April 3rd, 2015 Comments off
3 Highlights From the March 2015 Jobs Report

Like a model accidentally giving away a $22,000 car on “The Price Is Right,” the March jobs report — released this morning — was an epic fail. The final count of jobs added in March didn’t come anywhere close to what economists were expecting.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Not-so-good jobs report on Good Friday. Headlines today are screaming everything from “ugly” to “abysmal” to describe the March jobs report — and with good reason. Economists were expecting 248,000 jobs to be added in March, but the dismal number we all woke up to was 126,000. That’s a difference of 122,000, in case you were wondering. That amounts to the weakest job gains number since December 2013. According to The New York Times:

Analysts blamed the plunge in oil prices as well as the punishing weather in the Northeast, a combination that put a crimp on investment in the energy patch and construction and retail sales more broadly. But many still expect the economy to regain at least some of its momentum later this year.

2. January and February numbers were revised down. Some revisions were made to previous jobs reports from what was initially reported. January’s employment gains were revised down from 239,000 to 201,000 — a drop of 38,000 — while February’s numbers were revised down from 295,000 to 264,000 — a drop of 31,000. Combined, that’s a difference of 69,000. 

3. Wages are the silver lining. There has been increased scrutiny on wages in recent jobs reports and, while we still have a ways to go, there is ever-so-slight progress being made. According to Forbes

In March average hourly earnings rose by 7 cents to $24.86. The 12-month wage growth rate ticked up to 2.1%.

And Business Insider:

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the DecemberJanuary and February jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

3 Highlights From the March 2015 Jobs Report

April 3rd, 2015 Comments off
3 Highlights From the March 2015 Jobs Report

Like a model accidentally giving away a $22,000 car on “The Price Is Right,” the March jobs report — released this morning — was an epic fail. The final count of jobs added in March didn’t come anywhere close to what economists were expecting.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Not-so-good jobs report on Good Friday. Headlines today are screaming everything from “ugly” to “abysmal” to describe the March jobs report — and with good reason. Economists were expecting 248,000 jobs to be added in March, but the dismal number we all woke up to was 126,000. That’s a difference of 122,000, in case you were wondering. That amounts to the weakest job gains number since December 2013. According to The New York Times:

Analysts blamed the plunge in oil prices as well as the punishing weather in the Northeast, a combination that put a crimp on investment in the energy patch and construction and retail sales more broadly. But many still expect the economy to regain at least some of its momentum later this year.

2. January and February numbers were revised down. Some revisions were made to previous jobs reports from what was initially reported. January’s employment gains were revised down from 239,000 to 201,000 — a drop of 38,000 — while February’s numbers were revised down from 295,000 to 264,000 — a drop of 31,000. Combined, that’s a difference of 69,000. 

3. Wages are the silver lining. There has been increased scrutiny on wages in recent jobs reports and, while we still have a ways to go, there is ever-so-slight progress being made. According to Forbes

In March average hourly earnings rose by 7 cents to $24.86. The 12-month wage growth rate ticked up to 2.1%.

And Business Insider:

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the DecemberJanuary and February jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

March Twitter Video Chat: Master Your Recruitment Data

March 30th, 2015 Comments off
New Twitter Video Chat: Master Your Recruitment Data

As an HR professional, you need to unlock the full potential of all the recruitment and workforce data available to you. As a talent advisor, you hold a powerful position in your organization, so you should learn how to gain mastery of your recruitment data — and understand how that will affect your organization’s bottom line.

Our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClureTim Sackett, Steve Browne and special guest Neil Morrison — got together to discuss this topic in our monthly Talent Advisor Twitter video chat. Take a look at the video below to hear what they had to say:

Watch the Twitter Video Chat

>> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett @sbrownehr @akabruno @neilmorrison

We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Miss last month’s Talent Advisor Twitter chat? Here’s a recap so you can get up to speed. Join us for a brand new Twitter video chat at 2 p.m. Central on Tuesday, April 28. And follow us on Storify for regular updates.

Join 1,000+ Talent Acquisition Pros Following Us on LinkedIn

March 24th, 2015 Comments off
Join 1,000+ Talent Acquisition Pros Following Us on LinkedIn

We’re months away from Thanksgiving, but we couldn’t wait to tell you what we’re thankful for this year: CareerBuilder’s LinkedIn page for employers recently garnered more than 1,000 followers, and our community of professionals continues to expand rapidly.

So THANK YOU to the 1,000-plus professionals who get a daily dose of HR and talent acquisition news and trends by following us on LinkedIn!

CareerBuilder for Employers on LinkedIn is your daily destination for the hottest HR and workplace news from around the web. Get your hands on cutting-edge talent acquisition news, trends and data so you can stay a step ahead of the competition. Click “Follow” to join.

If you’re not following us on LinkedIn yet, here are 3 reasons you should right now:

You’re a busy professional and need to see your daily recruitment news in one great feed.

It’s a great way to find like-minded professionals to connect with.

(Uh, we did say “professionals,” right…?)

With all the hand-selected news and exclusive content, you’ll never be out of the loop again.

So take 30 seconds to check us out.

Take me to CareerBuilder for Employers on LinkedIn. From there, just hit “Follow,” and BAM — the latest news and insights we gather from The Hiring Site and around the web will automatically show up in your feed.

Temporary Jobs Will Grow 13% Over the Next 5 Years

March 9th, 2015 Comments off
temp jobs

Temporary employment is expected to increase by 3 percent (75,384 jobs) from 2014 to 2015 and 13 percent (354,877 jobs) from 2014 to 2019, according to a new CareerBuilder study based on data from Economic Modeling Specialists Intl, CareerBuilder’s labor market analysis arm.

That’s good news for anyone in or looking to fill temporary jobs because the number of people employed in such positions today is almost 3 million, and is expected to grow.

Some of the fast-growing occupations expected to add temporary jobs from 2014 to 2019 include home health aides, gaming dealers, childcare workers, cooks/restaurant and substitute teachers.

Eric Gilpin, president of vertical sales, CareerBuilder, outlined the significance of this trend:

“Temporary employment will continue on an upward trajectory as companies look for ways to quickly adapt to market dynamics. Two in five U.S. employers expect to hire temporary or contract workers this year, which opens new doors for workers who want to build relationships with different organizations and explore career options.”

What does this mean for you?

Temporary help services was one of the leading sectors to add jobs once the recession was behind us and will continue to be a significant source of employment in the years to come.

Some employers are still exercising caution when it comes to full-time permanent hiring, and use temporary employment as a way to “test before they buy.” If you’re hiring in an industry that’s in constant flux or you’re unsure about your company’s long-term employment needs, take a look at temporary workers to see how they can help meet your company’s strategic and financial goals.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

3 Highlights From the February 2015 Jobs Report

March 6th, 2015 Comments off
3 Highlights From the February 2015 Jobs Report

Americans may have been divided on what color the dress was, but we can all agree that the February 2015 jobs report — which was released this morning — was a win. The U.S. economy added a whopping 295,000 jobs in February, while the unemployment rate dipped from 5.7 percent in January to 5.5 percent.

In case you’re looking for handy, easily digestible charts from the just-released jobs report, Quartz has some with highlights.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Overall the jobs report was pretty solid. U.S. employers added 295,000 new jobs in February, beating the 240,000 that economists were expecting. The unemployment rate also dropped to 5.5 percent (economists were expecting 5.6 percent) — and just so you know, that’s the lowest the unemployment rate has been in nearly seven years (since May 2008, when it was 5.4 percent).

2. We’re moving in the right direction. OK, so there are a lot of bumps along the way. In terms of revisions, December’s numbers remained unchanged at 329,000 while January was revised down 18,000 (257,000 to 239,000). No one’s saying the economy is anywhere close to perfect, but given recent trends we at least appear to be headed in the right direction, so let’s take a moment to savor a few facts:

Job gains have averaged 288,000 a month the past three months.

And…

February marks the 12th straight month of jobs gains over 200,000.

slow cap for jobs report

3. Wages still need some work. Remember how we said a few months ago that there would be increased scrutiny on wages in upcoming jobs reports? Well, there has been … and, unfortunately, it’s one of the areas that could use significant improvement. As Fortune puts it:

Hourly wages advanced 2%, falling short of the 2.2% gains logged in January. Those two months still fall short of the 3% annual wage growth seen prior to 2007. While employers have picked up their hiring, they’ve been less apt to boost pay. Economists and regulators have been anxiously waiting for wages to pickup, a key indicator for when the Federal Reserve may raise interest rates.

4. Bonus insight: Despite what the “evidence” says, the dress is without a shadow of a doubt white and gold.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the NovemberDecember and January jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Twitter Video Chat Recap: How and Why to Invest in Your Talent

February 27th, 2015 Comments off
Twitter Video Chat Recap: How and Why to Invest in Your Talent

You focus a LOT of your effort on hiring and onboarding, but what about investing in your talent to empower them to contribute to the best of their ability? Don’t ever think of employee investment as an afterthought: Reskilling current employees should be front and center for every talent advisor, and there are ways to make it a priority even when resources are scarce.

As talent advisor Matthew Stollak said in a recent post:

Many organizations fear that employees will leave, and with them will go the investment made in them. As the adage goes, though, “What if you don’t train those employees, and they stay?” For the talent advisor, investing in training is not a luxury, but a necessary component of a well-thought-out business strategy.

Watch the TWITTER VIDEO CHAT

Our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClure and Tim Sackett — got together to discuss this topic in our monthly Talent Advisor Twitter video chat. Take a look at the video below to hear what they had to say:

>> Follow our talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett

We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Workers Spill the Biggest Secrets They’ve Overheard at Work

February 26th, 2015 Comments off
Workers Spill the Biggest Secrets They’ve Overheard at Work

Drama isn’t just present on the set of the Real Housewives anymore; it has made its way into the workplace. More than half (53 percent) of support staff workers in the U.S. — including administrative assistants, receptionists, security guards, janitors and more — have overheard private conversations in the workplace, while more than 1 in 10 (11 percent) say they know enough to get someone fired, according to a new CareerBuilder study.

From finding out about NSFW behavior to stumbling upon damning evidence in the trash, these folks are speaking out about the most…ahem…interesting things they’ve seen and heard when no one was looking. And they’re not afraid to air the dirty laundry — compiled in the infographic below.

eyes and ears at work - secrets

As you can gather from the information above, it’s hard to know when no one’s looking. Advise your employees to act in a professional manner in the workplace at all times — even during off hours.

Tell us in the comments below or tweet at @CBforEmployers: Have you ever been in a tricky situation where you’ve seen or heard something in the workplace you shouldn’t have? If so, how did you handle it — or how would you advise others to do so?

Energy and Manufacturing Metros Lead in Well-Paying New Jobs

February 16th, 2015 Comments off
Energy, Manufacturing Metros Have Highest Share of Well-Paying New Jobs

Energy and manufacturing metro areas in the U.S. have the highest share of solid-paying new jobs, according to the first ever Labor Market 150 Index.

The Index — a new quarterly ranking that assesses the labor market performance of the 150 largest metro areas in the U.S. — was recently released by CareerBuilder and Economic Modeling Specialists Intl. (EMSI).

The Labor Market 150 Index took a close look at new jobs in growing occupations that pay above the living wage between 2010 and 2014. The data revealed that Beaumont-Port Arthur, Texas — an energy-driven metro — ranked at the top of this list, with as many as 71 percent of well-paying new jobs. This metro has seen a significant rise in welders, industrial machinery mechanics, chemical plant operators and other skilled occupations that pay above the metro’s living wage.

The other top metros on the list for this category are strongly concentrated in the manufacturing sector:

  • Reading, Pennsylvania, with 66.2% percent of well-paying new jobs.
  • Detroit, with 64.6% of well-paying new jobs.
  • Peoria, Illinois, with 63.6% of well-paying new jobs.
  • Rockford, Illinois, with 63.0% of well-paying new jobs.

What does this mean for you?

It’s not just important to know where to look for qualified talent, but also what the price for such talent is on the open market. Don’t play a guessing game when it comes to offering the right compensation range for your open jobs. Do you know how much YOU should be willing to pay to remain competitive when hiring for various occupations in various locations around the country?

Using data to understand and analyze job trends around the U.S. can help you make educated decisions when looking for candidates with certain skill sets in certain markets. Learn more by accessing the complete Labor Market 150 Index.

Want to receive Talent Factor by email? Subscribe here and get a brand new recruiting industry statistic delivered to your inbox every Monday. Join the conversation on Twitter: #TalentFactor.

New Webinar: How to Make Employee Investment a Reality

February 9th, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

Talent Advisors are typically concerned with the “front end” of the employee life cycle — to identify, secure, hire and on-board talent. But guess what? You are responsible for their ENTIRE life cycle — from hire to retire, so it’s time to dive fully into the lives of your employees.

Join Steve Browne — an HR practitioner and noted influencer in talent acquisition and HR circles — for CareerBuilder’s Talent Advisor webinar where you’ll learn practical and tangible ways to consistently develop your employees’ skills, even if you don’t have adequate resources at your fingertips.

Join CareerBuilder and Steve Browne for a complimentary webinar on Thursday, Feb. 19 at 2:00 p.m. Central:

Wake Up! It’s 2015 — Time to Make Employee Investment a Reality

In this webinar, Steve will discuss how to:

  • Nurture supervisors who will invest in their direct reports.
  • Teach executives to understand the value of investing in people.
  • Partner with executives and find ways to engage in meaningful conversations about developing talent.
  • Invest when you may not have adequate resources at your fingertips.
  • And much more.

what you’ll learn

Join this webinar to learn practical and tangible ways to consistently develop your employees’ skills, even if you don’t have adequate resources at your fingertips.

Register for the webinar Now

Date: Thursday, Feb. 19, 2015

Time: 2:00 p.m. Central

Share this with friends or colleagues: TWEET IT

Throughout the month of February, the Talent Advisor Portal will be featuring HR leaders who will help you learn why and how and why to invest in talent in 2015 — even on a shoestring budget — and why it’s about more than making them love you. New to Talent Advisor? Sign up here to get new articles delivered to your email inbox.

 

3 Highlights From the January 2015 Jobs Report

February 6th, 2015 Comments off
3 talking points from the January 2015 jobs report

U.S. employers came out swinging in the New Year with a strong January 2015 jobs report, which was released this morning. The U.S. economy added 257,000 jobs in January — more than economists had been expecting — and there were also a few other positive surprises sprinkled throughout the report.

Here are a few of today’s headlines so you can get a sense of the reaction to the report: “Jobs Report Crushes Expectations,” “This Is a Great Jobs Report Across the Board,” “Good Jobs Report Is Good News for Stocks” and “It’s Raining Jobs!

In case you’re looking for handy, easily digestible charts from the just-released jobs report, Quartz has some with highlights.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Solid numbers all around — and labor force participation increased. U.S. employers added 257,000 jobs in January, beating expectations. And even though the unemployment rate ticked up slightly from 5.6 percent to 5.7 percent, it’s not necessarily bad news because in this case the labor force participation rate increased, which means a greater number of Americans entered the labor force. As The New York Times explained:

That uptick in the unemployment rate? It happened not because fewer people had jobs, but because the size of the labor force rose by a whopping 703,000 in January after annual population adjustments.

2. Everyone’s buzzing about November and December revisions. And you should, too. Both months posted massive gains compared to what was previously reported. The BLS revised November’s numbers up by a whopping 70,000 (from 353,000 to 423,000), while December’s numbers were revised up by 77,000 (from 252,000 to 329,000). That’s a total of 147,000 additional jobs. Significant? Yes. As The Wall Street Journal reported:

November’s overall job gain — 423,000, revised up from the prior 353,000 figure — was the biggest since May 2010, when the government was hiring Census workers. November private-sector hiring was the most since September 1997.

3. Wages are slowly picking up. Remember how we talked about the stagnation of wages last month? (Here’s last month’s recap, if you want to refresh your memory.) Average hourly earnings in January, however, took a slight turn for the better increasing by 12 cents to $24.75. That’s a 2.2 percent jump from last January. Will the upward trend continue in the months to come? With talk about wages heating up across the country, you can expect this topic to continue to be front and center for months to come.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the OctoberNovember and December jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

5 Lessons From Bad HR and Management Behaviors

February 5th, 2015 Comments off
5 Lessons From Bad HR and Management Behaviors

I have a friend who works in HR. Let’s call him Joe. Joe was so excited to join a new company last year, but today he’s trying to quit. How did things go so terribly wrong in a matter of months?

Here are some reasons that could serve as a warning for others. Take a step back and ask yourself: Could any of these bad HR and management behaviors be eating away at employees in my organization?

1. Broken promises/lack of transparency.

Joe had a certain set of expectations of what his job role would look like when he agreed to join the company last year. Since then, as it turned out, most of the responsibilities given to him were outside the scope of what was initially discussed when he interviewed.

THE LESSON: Make sure you are transparent and honest from the very beginning, and specify up front what your expectations for the role are so that candidates don’t feel duped when they begin working.

2. Bad management.

We’ve all heard that one of the primary reasons employees quit their jobs is because of bad managers. Joe points to his incompetent boss as one of the main reasons for wanting to resign. He says his manager is not only clueless about what team members are doing day to day, but she also doesn’t touch base with them regularly. Questions from the team are usually met with a condescending response, which dissuades anyone from approaching her.

THE LESSON: Make sure that managers are trained to bring out the very best in their people. It isn’t about appearing intelligent — it’s about being approachable and supportive so team members know someone’s got their back.

You might like to read: 4 bad leadership behaviors every leader should blast in 2015.

3. Micro-management/lack of trust.

Unfortunately, Joe wasn’t given the liberty to make even relatively small decisions without running it up the chain first. This not only caused tremendous inefficiencies, but also demonstrated to him that if he couldn’t be trusted with minor decisions, his career couldn’t conceivably progress at the company.

THE LESSON: When you hire candidates, there’s some amount of inherent trust that they know what they’re doing, right? Give them opportunities to prove themselves — and watch them step up to the plate, without looking over their shoulders every two minutes.

4. Toxic culture.

Employees on Joe’s team started quitting one after the other — some without even having a backup job lined up — because they said they couldn’t handle the pressure of a poisonous culture anymore without any hope that something might change. That sent a loud message to the rest of the team about how toxic the culture really was.

THE LESSON: One of the best things you can do to gauge whether you have a healthy corporate culture is to ask your employees about it. Do pulse checks and engagement surveys regularly. Also consider doing exit interviews when employees leave — sometimes these can produce more candid answers. Then actually *do* something with the results — communicate it to the executive team and put programs or policies in place aimed at rectifying the situation.

5. Zero flexibility.

The head of HR reiterated to Joe’s team that a strict 8-5 or 9-6 workday policy was in place for anyone who chose to take a lunch break. There was also mention of cutting back on work-from-home days, and calling people out for experiencing public transportation delays in the morning. The person actually said something along the lines of how it was up to HR to set the standard for the rest of the company. (Wonder what the rest of the company thinks when HR is a revolving door for employees.)

THE LESSON: If employees are doing exceptional work and completing all of their assignments, do you really care if they leave early to make their kids’ baseball games or hit the gym in the middle of the day? Stringent anti-work/life policies won’t keep employees in line — they’ll simply push them away.

Which of these bad HR and management behaviors stood out to you as needing to be eliminated ASAP? Tell us in the comments below or tweet at us @CBforEmployers.

Late-to-Work Excuses: The Lazy and the Crazy

January 29th, 2015 Comments off
Late-to-Work Excuses: The Lazy and the Crazy

Forget about kids — employees say the darndest things (when they’re running late to work). More than 1 in 5 U.S. workers (23 percent) admit to tardiness once a month on average, while as many as 14 percent do so on a weekly basis. While we can all admit to running behind schedule every now and then because of traffic delays or late trains and buses, how often have you had to wait for a judge to set bail or power through a deer herd so you could make it to the office on time?

Those are just some of the most unusual late-to-work excuses employees have concocted provided, according to a recent CareerBuilder survey.

Craziest Late-to-Work Excuses Employees Make (Up)

Check out some of these gems:

  • I knocked myself out in the shower.
  • I was drunk and forgot which Waffle House I parked my car next to.
  • I discovered my spouse was having an affair, so I followed him this morning to find out who he was having an affair with.
  • Someone robbed the gas station I was at, and I didn’t have enough gas to get to another station.
  • There was a stranger sleeping in my car.
  • I’m not late. I was thinking about work on the way in.
  • I dreamed that I got fired.
  • I went out to my car to drive to work, and the trunk had been stolen out of it.

How flexible are employees really?

Think these are just a bunch of (creative) lies? You could be right.

3 in 10 (30 percent) of employees who have been tardy confessed that their excuses were fake.

Why the lies? Either these employees REALLY wanted to make it on to our list or they felt like a lazy excuse would get them in deep trouble.

Did you know, for example, that more than 4 in 10 (41 percent of) U.S. employers have actually given employees the ax for being late?

On the other end of the spectrum, 16 percent of employers say they’re more concerned with results, and don’t mind if employees are late as long as the job gets done at the end of the day.

Here are some of the most common late-to-work excuses that actually sound legitimate:

IFO-LateExcuses2015_Stat4

Tell us in the comments below or tweet at @CBforEmployers: What’s the most bizarre excuse you’ve ever heard — or a funny excuse you’ve used? I’ll kick us off. One day I realized while on the train halfway in to work that I had inadvertently put on one black boot and one brown. Mortified when I realized it, I decided to make a run to the nearest shoe store and wait for it to open before buying a new pair of color-coordinated boots. Thankfully, I got in an hour early or I’d have been really late to work that day. Your turn!

Twitter Chat Recap: See How Technology is Evolving Recruitment

January 28th, 2015 Comments off
See How Technology is Evolving Recruitment

In CareerBuilder’s monthly #TalentAdvisor Twitter chat, which took place on Tuesday, we discussed how technology is redefining the recruitment landscape — and what that means for talent advisors moving forward.

What is a talent advisor, you ask? It’s someone who takes a proactive, strategic role in their organization’s talent management needs. More about that here. And mark your calendars: Our community gets together from 2-3 p.m. Central time on the last Tuesday of every month for a Twitter chat.

Here are highlights from January’s #TalentAdvisor Twitter chat.

Missed last month’s Talent Advisor Twitter chat? Here’s a recap so you can get up to speed.

Special shout-out to our amazing  team:  and  for the work they do to evolve the profession. They rock! We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox, and while you’re at it, be sure to check out this treasure trove of recent Talent Advisor content.

Webinar Recap: Recruiting Silver Bullets for 2015

January 27th, 2015 Comments off
Webinar Recap: Recruiting Silver Bullets for 2015

How can you use technology to solve today’s biggest HR and recruiting problems and debunk myths? HR and recruiting pro and noted influencer Tim Sackett hosted a webinar last Thursday to help talent acquisition professionals understand which tools to embrace and how to stay ahead of the competition by getting in front of the latest recruitment trends — from predictive analytics to employment branding, and everything in between.

Get your hands on CareerBuilder’s Talent Advisor webinar with Tim Sackett now.

Here are a few highlights from the webinar:

Metrics: If you’re still making recruitment decisions based on gut feelings, Sackett says you’re missing out. His advice? Get away from subjective metrics and work with hard metrics by measuring talent acquisition in 2015.

HR influencer and talent advisor Laurie Ruettimann, who hosted the webinar, cautioned:

Employer branding: According to Sackett, you will *always* have people who love your work environment and those who hate it, but the key is to just be you! The key to employment branding, he says, is not to mimic other brands. Be transparent, embrace your own brand and find others who will embrace your brand.

Candidate experience: How many of you have applied to your own company within the last six or 12 months? Sackett says it’s important to test your own process from time to time to see what it’s like.

Another recruiting silver bullet is to use mobile recruitment. Sackett mentioned the fact that 65 percent of candidates say they’ll rarely return to a job after failing to apply to a job via mobile.

Want to learn more?

Take a look at the webinar slides and keep them handy.

#TalentAdvisor Chat: How Is Technology Redefining Recruitment?

January 21st, 2015 Comments off
Talent Advisor Twitter chat with Tim Sackett

It’s no secret that in this day and age, it’s nearly impossible to imagine living without technology. But what about recruiters and HR professionals – can they live without HR technology? Does recruitment technology make them more efficient and productive, or is there too much distracting technology noise out there? How have talent acquisition processes changed over time with the evolution of technology?

Let’s find out answers to your most pressing questions in our upcoming #TalentAdvisor Twitter chat on Jan. 27 at 2 p.m. Central time. Go ahead and add it to your calendar right now.

In this chat, we’ll talk about predictive analytics, candidate expectations, employer branding and other hot recruiting trends that you need to stay on top of this year – and how technology can help you do just that. We’ll discuss how HR technology can help you do your job better, what has changed with the influx of technology, and much more. If you’re looking for someone to tell it like it is when it comes to the latest technology trends, look no further than our talented team of talent advisors.

JOIN OUR TWITTER CHAT

Please join @cbforemployers and @lruettimann at 2 p.m. CT on Tuesday, Jan. 27, for our monthly #TalentAdvisor Twitter chat to discuss the ways technology is redefining the recruitment landscape.

>> Add the #TalentAdvisor Chat to Your Calendar.

Join @akabruno @jennifermcclure @timsackett and @sbrownehr to discuss how how HR technology is impacting your job. We will address the following questions:

  • Q1. How is HR technology helping you to be a better and more efficient recruiter or HR professional?
  • Q2. How have you changed your onboarding or offboarding practices due to technology?
  • Q3. With the influx of employee devices and tablets, has training and development changed in your company?
  • Q4. What’s the ROI of not investing in technology? Who has old-school recruiting horror stories?
  • Q5. How are candidates interacting differently with you now that they have access to smartphones and better technology?
  • Q6. Time is money. How do you avoid drowning in all the HR and social tech out there?

 

>> Add the #TalentAdvisor Chat to Your Calendar.

We welcome all HR professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Miss our last #TalentAdvisor Twitter chat on generational diversity? Here’s a recap so you can get up to speed.

Employers Spill on the Most Memorable Job Interview Fails

January 15th, 2015 Comments off
employers spill job interview fails

In the same way it doesn’t take long for the fashion police to hunt down a fashion faux pas on the red carpet — sorry but you can’t make white gloves happen, Amal Clooney — it doesn’t take long for employers to find out if candidates are the right fit during a job interview.

Nearly half (49 percent) of employers say they can tell within the first five minutes of interviewing a candidate if he or she will make the cut, according to a new CareerBuilder survey of more than 2,000 HR and hiring managers. And a whopping 9 in 10 (90 percent) of employers say their minds are made up by the 15-minute mark. TWEET THIS

How long into an interview does it typically take YOU to make a call on a candidate? Tell us in the comments below or tweet at @CBforEmployers.

What Were They Thinking?

Here’s a sampling of job interview candidates who turned out to be the hottest of messes.

One candidate thought it appropriate to sit in a yoga pose during the interview.

Bringing a big duffel bag to an interview is already a red flag. Bringing a dog inside the duffel bag, you have to admit, is priceless.

One candidate decided to dial up the crazy clear the air by inquiring if his wife — who was employed by the company — was secretly cheating on him.

It wasn’t just bizarre behaviors that landed some candidates on the chopping block. Some candidates’ body language blunders left employers with a less-than-favorable impression.

For instance, playing with their hair or touching their face.

Having a handshake that’s too strong or too weak.

Awkward!

What candidate behaviors turn you off during a job interview? Sound off in the comments below or tweet at @CBforEmployers. And check out the full results of the survey here.

3 Talking Points From the December 2014 Jobs Report

January 9th, 2015 Comments off
highlights from the BLS report

While temperatures plunged and a deep freeze gripped much of the U.S., job creation thankfully continued to thaw. According to the December 2014 jobs report released this morning, U.S. employers added 252,000 jobs in December, which exceeded the 240,000 that economists were expecting, while the unemployment rate dropped to 5.6 percent (the lowest it’s been since June 2008). Also, if you look at the past year, more than 2.95 million jobs were created in 2014, which signals the strongest year of job growth in 15 years.

That’s great news, right? Absolutely — but let’s look at the whole picture.

In case you’re looking for handy, easily digestible charts from the just-released jobs report, Quartz has some with highlights.

As you may know, following each month’s jobs report, we read dozens of news reports, scour the Web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

HERE’S THE NEWS YOU CAN USE FROM TODAY’S RELEASE:

1. Job creation stays (relatively) strong … but there are caveats. U.S. employers added 252,000 jobs in December, beating the 240,000 that many economists were expecting. Meanwhile, the unemployment rate dropped to 5.6 percent, the lowest level since the recession. Numerous news outlets touted 2014 as the best year for job growth in 15 years (since 1999).

Hold the celebrations though because there’s still a lot of work to be done. For starters, consider the labor force participation rate that hasn’t been impressive and dropped 0.2 percent (to 62.7 percent) in December. Also, the number of long-term unemployed individuals, or those who have been out of work for more than 27 weeks, is nowhere near where it should be.

2. There were significant positive revisions. The already-glowing November jobs report — which the BLS had initially reported had added 321,000 jobs — was given even more of a boost when that number was revised up to 353,000. That’s a 32,000 difference, in case you were wondering. The BLS also revised up the October numbers from 243,000 to 261,000 (a difference of 18,000). For the two months, that amounts to a 50,000 increase than was previously estimated.

3. What’s up with wages? Possibly the most unsatisfactory part of today’s jobs report was the underwhelming average hourly earnings, which have remained relatively stagnant over the past five years. After some glimmering hope emerged when it increased by 0.4 percent in November, everyone was hoping the upward wage trend would continue. But nope. Hopes were dashed when it dropped 0.2 percent in December.

You may not have seen this wage stagnation dominating headlines in the past, but many experts say this piece is integral to a successful and sustained economic recovery moving forward. So watch for more of a focus on wages in upcoming labor market reports and analysis.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the SeptemberOctober and November jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Take a Look at the Magic of Making Data Actionable

January 8th, 2015 Comments off
magic of making data actionable

You’ve heard about the fun corporate culture at CareerBuilder that we like to brag about and about all of our innovative technology, but did you know that CareerBuilder also has the most up-to-date and comprehensive workforce data in the nation?

You heard that right! We’ve spent the past two decades collecting more data than you can imagine so we can help people make smarter decisions.

There’s a lot about us you probably don’t know, and we want to fix that. Check out this third installment in our #ihadnoidea series, where we give you behind-the-scenes access to our most senior leaders and the real people behind our products. It’ll have you saying: “I had no idea CareerBuilder’s data could guide me to make the right decisions — it’s like a GPS for recruitment!”

Get to know us better through never-before-seen footage of our people.

The Magic of Making Data Actionable

How do you take mountains of data, a group of really smart people and turn it into a powerful strategic product suite? Ellen Silva — who’s been with us for 15 years — describes her childhood aspiration of being a radio DJ, and how she ended up becoming our director of workforce analytics. Now instead of wowing people with tunes, she wows them with data.

No Duds On This Data Team

Contrary to what you may have assumed, people who work with data all day long can actually be a lot of fun. Our team includes someone who used to be a professional online poker player, someone who laughs like a guinea pig and a tiny mother bear. Watch the video and be amazed at their shenanigans.

Revolutionize Your Strategy With a Click

Take the guesswork out of your recruitment strategy. Instead of taking a shot in the dark, gain confidence knowing that your decisions are backed by the most authoritative workforce data in the nation. Put your requisition strategy in place with a click using our Supply & Demand Portal.

See how our story evolves. SIGN UP FOR MONTHLY “I HAD NO IDEA” UPDATES.

Surprised? Tell us why. Join the conversation on Twitter using the hashtag #ihadnoidea