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8 Questions and Complaints You Hear When Onboarding a New Hire

April 5th, 2017 Comments off
new hire onboarding

You know the importance of having a good onboarding experience. A structured, technology-driven onboarding process can not only make your job easier, but it can have a big impact on the perception a new hire has of your company.

Having said all that, you may have the best onboarding process in the biz, but that doesn’t mean you might not occasionally get some, er, interesting questions and complaints from new hires.

Here are eight gifs to describe what you wish you could say – or do – in response to those questions you may get when onboarding a new hire:

1. My office is so small, what’s the process for getting a new one?

office

2. OMG there’s so much free food, I may never have to bring in a lunch!

share food

3. I thought my first paycheck would be bigger.

paycheck

4. Oops, I forgot I was supposed to fill out my paperwork before I started.

paperwork

5. Are there good restaurants around here?

priorities

6. Where can I pick up my personal packages?

packages

7. Oh you were serious about me bringing in my IDs?

ids

8. I didn’t know I only have 31 days to complete my benefits.

benefits

Learn How to Use Technology During the Onboarding Process

It’s Not Too Late: Sign Up to Host #FindYourCallingDay Event

March 2nd, 2017 Comments off
#FindYourCallingDay event

When thinking about their future, students look to parents, teachers and advisers for guidance and inspiration.

That’s why we’re asking for your help during Find Your Calling Month, a special time when students across the U.S. come together and use the Find Your Calling assessment to discover careers they love and plan the necessary education.

Host a #FindYourCallingDay Event
Here’s how you can help: Host a #FindYourCallingDay event any day this month at your place of business, your children’s school or another similar location.

During the one- to two-hour event, you’ll speak with students about the importance of discovering the careers they love through programs like Find Your Calling. Then, you’ll invite students to take the Find Your Calling questionnaire, explore relevant careers and identify schools with programs that align with their interests.

Read about how one host made an impact during his #FindYourCallingDay event

Sound Complicated? It’s Not!
Hosting a #FindYourCallingDay gathering is super easy – we promise. Once you sign up, you’ll receive a link to a free training webinar, along with all of the promotional materials you’ll need to prep for, promote and execute a successful event.

Learn more or simply sign up now to host a #FindYourCallingDay event in your area.

83% of Women Over 25 are Postponing Family to Focus on Career

February 27th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

Can you truly have it all – a successful career and a family? For many women the answer may be yes, but with a caveat. They are concentrating first on building successful careers before starting their families.

According to a new CareerBuilder survey, 83 percent of women over the age of 25 who plan to have children are postponing starting a family to focus on their careers. This is compared to 79 percent of men who say the same.

Wanting to earn and save enough money to provide for their families was the top reason given by both women and men who plan to have children (50 percent and 53 percent, respectively), followed by the desire to become more established and get ahead in their careers (28 percent and 33 percent, respectively).

Fifteen percent of women who plan to have children say they are waiting until at least age 35 to start a family, while 63 percent are waiting until at least age 30.

What Does This Mean For You?

Women and men may be more comfortable starting families if they know they have the support of their employers. That’s why companies with paid leave policies for new mothers and fathers are highly attractive to workers in this competitive job market. While paid maternity and paternity leave may not be an option for every company, having an inclusive, flexible work culture can still go a long way toward helping employees achieve success both professionally and personally.

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

Help Narrow the Skills Gap: Host a #FindYourCallingDay This March

February 3rd, 2017 Comments off
#findyourcallingday

Companies are struggling to find workers to fill in-demand positions. Students are struggling to determine their best career options. How can both employers and students work together to narrow the skills gap while helping the future generation find meaningful careers?

The answer is through the second annual Find Your Calling Month created by CareerBuilder and Emsi, a special month when students across the U.S. come together and use the Find Your Calling assessment to discover careers they love and plan the necessary education.

How Do I Get Involved?

In order for Find Your Calling Month to be a success, we are asking you to host a #FindYourCallingDay event in March at your place of business, your children’s school, or another similar location.

During the one- to two- hour event, you’ll speak with students about the importance of discovering the careers they love through programs like Find Your Calling. Then, you’ll invite students to take the Find Your Calling questionnaire, explore relevant careers and identify schools with programs that align with their interests.

What Do I Do Next?

Learn more or simply sign up now to host a #FindYourCallingDay event in your area. We’ll supply you with everything you need to execute the event, from presentations to fliers to videos.

With your help, we can change the futures of our future generation.

4 in 10 Employers Have Fired an Employee for Being Late

January 30th, 2017 Comments off
workplace flexibility

Thanks to technology, long gone are the days when employees needed to physically be in the office in order to communicate with co-workers or complete tasks. As a result, many companies now allow for more flexibility when it comes to working remotely and logging hours.

In fact, a new CareerBuilder survey found that nearly 2 in 3 employers (64 percent) and employees (64 percent) believe the concept of “working 9 to 5” is an antiquated practice. Yet, more than half of employers (53 percent) still expect employees to be on time every day, and 4 in 10 (41 percent) have fired someone for being late.

What Does This Mean For You?

It is important to be clear on your policies when it comes to timeliness – and tardiness. If your company believes in allowing for more flexible schedules, you should outline specifically what that means so employees don’t misunderstand or take advantage of the increased flexibility. If your company enforces strict start and end times to the day, be transparent with these policies and equip managers with messaging to ensure they are communicating these guidelines appropriately.

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

Recruiting Through RightSkill: Q&A with President and CEO of Clinical Resources

January 20th, 2017 Comments off
RightSkill Q&A

Jennifer Scully understands the importance of having a strong recruiting team. As President and CEO of Atlanta-based executive staffing firm Clinical Resources, her company is charged with placing professionals in long-term care, skilled nursing facilities, assisted living facilities, hospitals and health care systems, nationwide.

Since their time and resources are dedicated to helping fill their clients’ talent gaps, when it came to filling their own recruiting vacancies, they needed some outside help. That is why Scully turned to RightSkill, a partnership between CareerBuilder and Capella Learning Solutions, that expands the talent pool by finding, developing, assessing and delivering job-ready candidates. Scully specifically utilized the RightSkill Recruiter Program, developed in collaboration with the American Staffing Association, to find entry-level recruiter candidates.

“They are taking some of the [candidate sourcing] off of us, which is huge, since my team needs to use their time to fill our clients’ needs,” Scully says. “We are focusing on what’s most important – placing nurses. I take it very seriously when we are unable to fill a position because it may impact people’s lives.”

We chatted with Scully to learn more about her experience with RightSkill and the importance of programs like these in helping to narrow the skills gap.

CB: Given the growing skills gap in the U.S., how important do you think it is for companies to invest in re-skilling and up-skilling workers?
JS:
I don’t think you can even describe how critical it is. There is a huge skills gap between potential and available candidates and what we need as an employer.

What we are finding is there is a void in good written, verbal and nonverbal communication skills; computer skills; as well as knowing how to work in a corporate environment, whether it is professional presentation skills, punctuality, attention to detail, commitment, growth, working as a team, being more efficient, or cultivating new ideas.

All of those skills are really important in a productive team, so it is critical that employers invest in our people, not only with role modeling, but also through the systems we operationalize.

CB: What drew you to RightSkill? What made you want to hire candidates from this program?
JS: We always struggle to find good recruiters and staffing coordinators, and we are not alone with this challenge. I think the fact that CareerBuilder has recognized what their customers need – that their biggest need right now is for internal talent to service their clients – the fact that they have recognized this … is remarkable! [The RightSkill program] is very intuitive on the part of CareerBuilder and Capella Learning Solutions; I think it shows how progressive they are, how proactive they are, and how they really partner with their clients in so many ways. They truly look at their clients and say, ‘What can we do to help you?’ That to me is really outstanding – I tell everyone about it.

Once we heard about the program, we decided to engage. They have done a great job in submitting candidates to us. We have already hired two candidates from the program, and they are doing well!

They also do a good job at the initial screening. The best part of working with the folks at RightSkill is that they’ve been very open and responsive to suggestions on how to do things differently and better.  They are also meticulous in their follow up.

They have the candidates complete the program before they present them to us. We are open to hiring people that have never worked in staffing and recruiting. The program they go through really entices them to see that it is a career – it is not a job – and it really gives them a flavor of what that career can look like and how their own skills and attributes can be replicated into a career in staffing and recruiting.

So, for example, they may have a background in customer service, call centers, hospitality or retail, and they may be realizing for the first time that they have skills in their toolbox right now that can be transferred into a successful career in the recruiting and staffing industry – and that is what the RightSkill program does for them.

CB: How would you describe the performance of RightSkill workers on the job?
JS:
Both of them so far are doing really well. I think they came with job-ready interests, excitement and understanding that they would have a career, not a job. I think the fact that RightSkill introduces them to the expectations of the positions so they know going into it what is required and expected is a key to their success.

CB: When you see a candidate take the initiative to go through a program like RightSkill, what does that tell you about the person?
JS:
Anybody who is willing to invest in going through the program on their own time and taking the test – that tells me they have initiative and drive. That is admirable to me – I am looking for people with initiative, and taking the program shows me they have it.

CB: What do you like best about the RightSkill program? What surprised you?
JS:
What I like the best about the program is that it really helps people recognize and consider a career in the staffing and recruiting world … people are introduced to great options. There are thousands of talented individuals in this space and yet there are great opportunities for those who take the initiative and do better tomorrow than they are today.

CB: Describe the feeling you have as an employer when you can give someone a good job that enables them to provide for themselves and their families.
JS:
You know you are making a difference. They join us, work with a great team, have fun, and we watch them grow. Their personal lives improve and you see it happening. It plain feels good!

CB: Would you recommend RightSkill to other businesses? Why?
JS:
I frequently recommend RightSkill to others. At industry conferences, the common thread everyone is challenged with is finding and keeping high-performing recruiters. Every company would use it; I just know they would!

Jennifer Scully is President and CEO of Clinical Resources, LLC, a JCAHO Accredited health care staffing company and executive search firm, specializing in the senior care market. Operating nationwide, Clinical Resources places experienced nurses and health care professionals in permanent and interim positions in LTACH’s, skilled nursing, assisted living facilities and affiliate organizations. Scully launched Clinical Resources in 2007 to address the critical shortage of nurses and other health care professionals through a unique talent management approach to meet the need for qualified personnel in health care settings nationwide. She is committed to recognizing and supporting nurses and the nursing profession through her efforts to encourage “back to work” opportunities for nurses and other health care professionals. Clinical Resources’ many achievements include receiving the Best of Talent and Best of Client Award in 2016 and 2017, two years in a row, an INC 500/5000 Fastest Growing Privately Held U.S. company for seven consecutive years as well as a SIA Fastest Growing Healthcare Staffing Firm for two years.

Learn more about the RightSkill program now.  
Categories: industry news Tags:

9 New Toolkits With Salary and Skills Data to Focus Recruiting Efforts

January 9th, 2017 Comments off
candidate search

Whether you’re a recruiting novice or a seasoned sourcing pro, starting a new candidate search can be overwhelming. You want to be targeted with your search, yet you don’t always have the time or resources to spend on pulling data or perfecting your sourcing techniques. But if you go into a search unprepared, you may end up spinning your wheels – and taking a long time to fill the position.

So, how can you better focus your recruiting efforts? By starting your candidate search with a few key insights and shortcuts:

  • Average earnings data: It’s not enough to just know what your company has historically offered in terms of compensation for the open position. By having median earnings data for the specific occupation as well as other similar occupations, you’ll get a better sense of what your competitors are paying and how your compensation compares.
  • Top skills: What are the hard and soft skills to look for in a candidate for your open jobs? Having a list of desired skills on-hand while sourcing candidates will help you more easily narrow down your pool of prospects.
  • Boolean search basics: If you want to quickly and effectively source candidates for your open positions, you need to know how to perform a Boolean search.

New Industry-Specific Hiring Toolkits Available Now

Here is the good news: CareerBuilder has done a lot of this legwork for you. We have created nine industry-specific hiring toolkits filled with key earnings and skills data and Boolean shortcuts to save you time and help you hire the best talent more effectively. You’ll find toolkits for the following industries: sales, retail, light industrial, IT, insurance, hospitality, health care, engineering and transportation.

Download your industry-specific toolkit today

34% of Employers Cite Manually Posting Jobs to Sites as Top Recruitment Technology Challenge

December 26th, 2016 Comments off
recruitment technology challenges

When you have a job opening, you want to get it in front of as many potential candidates as possible, through as many different mediums as possible. Yet the process of posting jobs to various job boards and social media channels is time-consuming and takes up precious resources that could be better allocated toward engaging with candidates.

In fact, according to CareerBuilder research, 34 percent of employers say having to manually post jobs to several sites is one of the biggest challenges their organization is facing in terms of its recruitment technology. What’s more, 15 percent say their recruitment technology is outdated or limited in what it can do, and 14 percent say their technology isn’t efficient, and it takes too long to find and engage candidates.

What does this mean for you?

Time is valuable, so consider investing in recruitment technology that can give you time back in your day by posting jobs for you. Broadbean Job Distribution is an easy-to-use tool which distributes your open positions to relevant job sites and social media channels. Using a tool like this ensures you’re posting jobs more efficiently while also getting in front of candidates wherever they may be searching for jobs.

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

 

 

8 Last-Minute Holiday Gifts for Employees

December 16th, 2016 Comments off
gifts for employees

While many would agree this has been a looong year (#goodriddance2016), the holidays still crept up rather quickly. If you panicked when you saw that wrapped gift on your desk because you realized you have yet to purchase holiday presents, here’s a quick and dirty guide to some easy-to-buy – but also universally loved – holiday gifts for employees.

  1. Subscription box: Who doesn’t enjoy getting a gift in the mail every month? That’s what’s so great about subscription boxes – it’s the gift that keeps on giving. There is a subscription box for everything these days, from beauty supplies to pet toys. And the best part is you can purchase these online in a matter of minutes.
  2. Gift cards: While this might not be the most original idea, let’s be honest, most people would prefer to receive gift cards (over, say, a company-branded mug). The effort here is being thoughtful about the type of gift card each of your employees would appreciate based on their interests.
  3. Day or half day PTO: While every company has different policies about this, giving your team the gift of a “free” day or half day off of work is sure to surprise and delight them. You may want to request that they give you an advance heads up to ensure they aren’t all taking the same days off and you’ll have adequate support in the office.
  4. Wine: Not much explanation needed here. While you’re at it, throw in a cool bottle stopper or a cheese board to complete the gift.
  5. Travel accessories: Is most of your team heading out for the holidays? Make traveling a little easier by getting them some travel accessories, such as a fun luggage tag, a unique passport holder or a stylish neck pillow.
  6. Streaming stick: Show your employees you’re not a regular boss, you’re a cool boss, by giving them a streaming media player, such as the ones from Roku or Amazon Fire. Since more people have started moving away from standard cable and toward internet TV, this is sure to be a hit.
  7. Insulated bottle: While on the surface this may seem like one of the more boring gifts for employees, these days insulated bottles have become almost a fashion accessory. Consider the ones by S’well, for example, which come in a variety of cool designs.
  8. Grocery or restaurant delivery: You can’t go wrong with giving the gift of food delivery, but it’ll be especially appreciated during the winter months when going outside is avoided as much as possible. More and more of these grocery and restaurant delivery services are offering gift cards, so it should be pretty easy to find ones that deliver to your employees.

 

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Don’t Forget: Subscribe to CareerBuilder’s New RSS Feed

November 18th, 2016 Comments off
RSS feed reminder

If you haven’t already, subscribe to CareerBuilder’s NEW RSS Feed for easy access to all of our content. This is replacing our current feed, which will stop updating as of today (Friday, Nov. 18).

 Also, check out CareerBuilder’s Employer Resource Center, resources.careerbuilder.com, for insights and trends, best practices, product news and more from CareerBuilder experts.

And if you want recruitment and talent management tips delivered straight to your inbox, be sure to sign up for our newsletter.

2 Ways to Get Easy Access to CareerBuilder Content

November 14th, 2016 Comments off
CareerBuilder content

We are making it easier than ever to access our content – from blog posts and exclusive research to product information and guides. Here’s how:

1. Subscribe to our NEW RSS feed: Add our new RSS feed for real-time alerts when our latest articles, videos and flipbooks become available. This will be replacing our current feed, so make sure to update your subscription with the new link.

2. Subscribe to our newsletter: You can also get our expert recruitment and talent management tips delivered straight to your inbox by subscribing to our newsletter.

Have any content suggestions for us? Tweet us at @CBforEmployers.

3 in 10 Employers Have Argued With a Co-Worker Over a Political Candidate

November 7th, 2016 Comments off
political debates

It’s hard to believe this election season is about to come to an end. It’s been contentious, to say the least, with supporters on both sides of the aisle having strong opinions about their own candidate – and the opposition.

It’s not surprising then that political debates have spilled over to the office: 3 in 10 employers (30 percent) and nearly 1 in 5 employees (17 percent) have argued with a co-worker over a particular candidate this election season, according to a recent CareerBuilder survey.

This brings up the overall issue of political correctness in the workplace, with many workers feeling that their freedom of speech is stifled. The survey found that half of workers and nearly 6 in 10 employers believe the workplace has become too politically correct in America, and 33 percent of employees are afraid to voice certain opinions because they feel they may not be considered politically correct.

What Does This Mean For You?

While there will be a new president-elect this week, political discussions – and disagreements – won’t likely disappear any time soon. So, it’s essential to have guidelines in place to keep workplace debates healthy. CareerBuilder’s Chief Human Resources Officer Rosemary Haefner suggests providing respect and dignity behavioral training to all employees, while emphasizing tolerance for different ideas, beliefs and needs. Haefner also says to ensure your harassment policies and harassment complaint system are made publicly available and that employees are trained in the process.

And remember that employees will follow leadership’s lead, so model the right behavior by creating a culture of open dialogue and mutual respect.

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

Categories: industry news Tags:

What Do You Do When Your Best Employee Leaves?

October 25th, 2016 Comments off
employee leaves

Every team or department is made up of individuals who have their own unique strengths and weaknesses. Yet there’s usually one or two workers who rise to the top; their work – and work ethic – stand out from the rest.

So, what do you do when your star employee announces he or she is leaving for another opportunity?

You knew deep down it was likely to happen – in today’s market, top talent is in high demand. Do you find a way to try and make the person stay? Or do you focus on recruiting another stand out? Here are some options to consider when your best worker leaves.

Contemplate a Counteroffer

If you believe the employee is worth fighting for, work with HR to put together a counteroffer. Consider the reasons your employee might be leaving, and develop a strategy to convince the person it’s worth it to stay. While this may include higher compensation or more appealing benefits, be sure to address the other factors in play – such as the employee no longer feeling challenged in his or her role.

If you go this route, do so with caution. Remember that there’s a reason the employee invested time into finding a new job, so chances are anything you offer the employee may just act as a Band-Aid instead of a permanent fix. And consider how you will feel about the employee if he or she stays – will your relationship be different? Will the trust disappear? If the dynamics are going to change, it may not end up being worth the work.

Take the Exit Interview Seriously

If the counteroffer is a no-go, or you decide it’s better to just let go, it’s still important to get to the root of why your employee wants to leave. While exit interviews can sometimes be an afterthought, why not take advantage of an opportunity to get real (or as real as possible) feedback on some of the grievances this employee – and likely other employees – have about the team or the company?

Encourage the employee to be candid with HR, and let them know you truly value his or her feedback and plan to put it into action. And don’t just pay the employee lip service – if there are valuable insights gleaned from the conversation, find ways you can apply those lessons to your current employees to hopefully prevent another top worker from leaving.

Talk to Your Team

Losing a star employee isn’t just a blow to you – it’s a blow to your whole team. Not only will they worry their workload is going to increase or the team dynamic will shift, it also may make them question their own situations – and whether they should be looking elsewhere, too.

Instead of brushing the departure under the rug, meet with your team and reassure them that everything will be operating as normal and you’re working to replace the ex-employee as quickly as possible. And considering that morale might be down, it might be a good time to plan an outing or activity that could help rally the team together.

Look Internally to Fill the Position

While it may seem like no one else on your team compares to your No. 1 worker, and your first instinct may be to look externally to fill the role, consider first looking internally. Perhaps there’s someone who has the potential to really shine but was never given the platform to do so. This could be your chance to nurture that person’s career while also saving time and money on recruiting an external candidate.

Consider the Positives

It may be hard to say goodbye to your star employee, but it may end up being a blessing in disguise. No manager wants someone on their team who doesn’t want to be there. Even if the person is a top employee, sooner or later his or her unhappiness will start to show in his or her work.

When your best worker leaves, consider it an opportunity to start fresh and build an even stronger team.

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68% of Employers to Increase Wages for Full-Time Workers in Q4

October 17th, 2016 Comments off
increasing salaries

While the economy has bounced back from the Great Recession, wage growth has continued to remain stagnant. Yet, CareerBuilder’s latest hiring forecast shows that paychecks may soon get a much-needed boost.

According to the survey, 68 percent of employers plan to increase salaries for full-time, permanent workers in Q4, with 28 percent anticipating an average pay increase of 5 percent or more.

Employers also plan to offer bigger paychecks to seasonal workers. Forty-seven percent expect to increase pay for seasonal workers during the fourth quarter. Of those hiring seasonal employees, 75 percent will pay $10 or more per hour, up from 72 percent last year, and nearly 3 in 10 (28 percent) expect to pay $16 or more per hour, up from 19 percent last year.

What Does This Mean for You?

Matt Ferguson, CEO of CareerBuilder and co-author of “The Talent Equation,” says that various factors are influencing rising wages. “… campaigns for a higher minimum wage, paired with a tighter labor market for lower-skill and semi-skill jobs, is giving job seekers more of an edge when it comes to compensation. Wage growth, while still a serious concern, will likely see a lift in the coming months.”

As the competition for candidates intensifies, especially for hard-to-fill jobs, you may need to re-evaluate your compensation strategy if you want to entice new hires to join your company and keep employees from leaving for a higher-paying job. Using analytics to compare your compensation rates with your competitors’ salaries can help you make the case for raising wages.

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The ‘Dream Team’ of TV Employees

September 30th, 2016 Comments off
Dream team

Do you ever watch one of your favorite TV shows and wish your employees showed as much leadership, dedication or innovative thinking as some of the characters on those shows? Sure, those characters aren’t always the most realistic portrayals of the roles they depict, but what if you could assemble them to make up one super-sized team of employees?

Here’s who we would draft for our dream team, based on specific attributes they could bring to the office:

The Level-Headed Peace Keeper: Jim Halpert, “The Office”

The employees who worked at fictional paper company Dunder Mifflin were an interesting, over-the-top bunch. But within that crazy crew, there was one worker who was always calm, cool and collected, no matter what antics his fellow co-workers were up to. When your team is full of strong personalities, it’s refreshing to have someone like Jim who is level-headed, focused and can rein everyone else in.

The Creative Entrepreneur: Tom Haverford, “Parks and Recreation”

Sure, Tom wasn’t the hardest worker or the smartest member of Leslie Knope’s team, but he certainly was confident and had a creative, entrepreneurial spirit. When he had a vision, he wasn’t afraid to try and achieve it, even if it didn’t work out so well in the end. A team member like Tom who takes risks can help push the rest of your team to think bigger.

The Fixer: Olivia Pope, “Scandal”

A major crisis can sink a company if it’s not handled properly. Olivia, known as “The Fixer,” is a pro at making any type of scandal disappear. While you’ll want someone with more moral integrity on your team than Olivia – who has plenty of skeletons in her own closet – a skilled crisis communicator is a key person to have on your team, should a crisis arise.

The No-Nonsense Outsider: Rosa Diaz, “Brooklyn Nine-Nine”

Rosa is known around the Brooklyn Nine-Nine precinct as the tough, smart, intimidating and slightly scary detective. While she may not win points for friendliness, she is no-frills, no-nonsense and extremely intelligent. She just comes in and gets her job done without any hand holding or need for recognition. While there may be some challenges with having a team member like Rosa who doesn’t always want to be a part of the team, you also know she’ll do great work and will be there for the team when push comes to shove.

The Dedicated Leader: Meredith Grey, “Grey’s Anatomy”

It’s the understatement of the year to say Meredith Grey has dealt with A LOT in her 13 years at Grey Sloan Memorial Hospital (her sister’s and husband’s deaths, being a victim of both a ferry and plane crash, having a bomb almost explode in her hands…). Yet she has remained a dedicated, loyal employee and is considered a mentor by the hospital’s residents and interns. In today’s workforce where job hopping is the norm, it’s rare to find someone like Meredith who shows loyalty to her employer, no matter WHAT is thrown her way.

What TV show character would you put on your dream team? Tweet us @CBforEmployers

66% of Candidates Wait Less Than 2 Weeks Before Moving On

September 19th, 2016 Comments off
candidate behavior

Think you can take your time filling that open position? Think again.

According to CareerBuilder’s 2016 Candidate Behavior study, 66 percent of job seekers say they’ll wait less than two weeks to hear back from an employer before considering the opportunity a lost cause and moving on to another. What’s more, 45 percent of job seekers say their biggest frustration is when employers don’t respond to them.

What Does This Mean For You?

In today’s candidate-centric world, you can’t afford to have an inefficient, slow-moving hiring process that leaves candidates in the dark. The best talent will have multiple opportunities or offers to consider, so you need to move fast in order to beat out the competition.

Investing in the right technology can help you recruit faster, easier and more transparently to ensure you don’t miss out on top candidates.

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

6 #MondayMotivation Tips to Get You Through the Week

August 29th, 2016 Comments off
#MondayMotivation

Did you wake up this morning in a panicked sweat because you realized the weekend is officially over?

Mondays ain’t easy, but with a little #MondayMotivation, it may just become your favorite workday of the week (after Friday, Thursday, Wednesday and Tuesday of course).

Here are 6 pieces of oh so sage #MondayMotivation advice to get you through to the weekend:

  1. As long as you start your day with a strong cup (or several cups) of coffee, you’ll be unstoppable.

lotsofwork

  1. Tune into a podcast or listen to music on the way to work to help clear your mind.

MUSIC

  1. Challenge yourself to save money all week by only eating meeting leftovers. (Hold your head up high while you shove your co-workers out of the way for that everything bagel.)

FOOD

  1. Reimagine that daunting stack of resumes as a juicy novel you just can’t wait to read.

RESUME

  1. Have a meeting you’re dreading (like, say, that one about recruitment budget)? Just power pose your way through it.

POWER POSE

  1. The sooner you accept the fact that Mondays are here to stay, the easier it will be to handle them.
MON DAY
What gives you #MondayMotivation?

Highlights From the Spring 2016 Health Care Guide

May 4th, 2016 Comments off
Highlights from CareerBuilder's Spring 2016 Health Care Guide

Spring has sprung, and while the weather continues to warm up, hiring is already hot for those in health care.

According to CareerBuilder’s Q2 2016 U.S. Job Forecast, 44 percent of health care organizations are planning to add full-time, permanent headcount in the second quarter — exceeding the national average by 10 percentage points.

If you’re a recruiter or hiring manager in the health care industry, you’ve got to stay on your toes and at the top of your game if you want to woo the best talent to your organization.

Never fear, we’ve pulled together exclusive market research, industry insights and tools of the trade into one handy guide to help you remove your biggest recruitment hurdles and come out ahead of the competition.

Here’s a look at what you’ll find in the Spring 2016 Health Care Guide:

  • Takeaways from CareerBuilder’s latest Pulse of Recruitment survey, including what’s preventing health care organizations from overcoming hiring challenges.
  • A look at the latest ASA Skills Gap study and how health care jobs rank when it comes to hardest-to-fill positions.
  • Ways data can solve your hiring problems and get you the best candidates faster and more efficiently.

 

Ready to win the race for top talent? Download the Spring 2016 Health Care Guide now.

 

Highlights From the Spring 2016 Staffing and Recruiting Guide

May 3rd, 2016 Comments off
Highlights from the Staffing and Recruiting Spring Guide

As a recruiter at a staffing firm, you’ve likely had a pretty busy start to the year, with no signs of it slowing. According to CareerBuilder’s Q2 2016 U.S. Job Forecast, 34 percent of employers plan to add full-time, permanent employees in the second quarter, with 37 percent expecting to bring temporary or contract workers on board.

With your clients tapping you to fulfill their immediate staffing needs, while also helping them with future recruitment plans, the pressure is on to deliver — and do so quickly and efficiently.

Never fear, we’ve pulled together exclusive market research, industry insights and tools of the trade into one handy guide to help you solve your — and your clients’ — biggest staffing hurdles and come out ahead of the competition.

Here’s a sneak peek at what you’ll find in the Spring 2016 Staffing and Recruiting Guide:

  • Takeaways from CareerBuilder’s latest Pulse of Recruitment survey, including the surprising answer to the question, “What are the biggest barriers staffing and recruiting firms face?”
  • Results from our Q2 2016 U.S. Job Forecast, including which industries are expected to match or exceed the national average for adding full-time, permanent headcount in the second quarter.
  • A look at the latest ASA Skills Gap study, and how you can use the findings to gain a competitive advantage.
  • Strategies for overcoming the biggest staffing firm challenges, from sourcing better talent for your clients to recruiting more efficiently.
  • Secrets of the best staffing firms — and how to apply those learnings to your own organization.

 

Ready to win the race for top talent? Download the Spring 2016 Staffing and Recruiting Guide now.

 

50% of Employers List Retention as Top Business Priority

April 18th, 2016 Comments off
retention

In a perfect world, if you were given unlimited resources, what business challenges would you prioritize first?

That’s the question both staffing firms and staffing firm clients were asked in CareerBuilder’s latest Pulse of Recruitment survey. What’s interesting is that while staffing firms would ideally like to balance their time among hiring, retention, using data and implementing new technology, employers chose retention as their top priority.

Top priorities

Green – top staffing priorities; Blue – top client priorities

What Does This Mean For You?

If you’re a recruiter at a staffing firm, it’s important to understand your clients’ top priorities. Given today’s competitive job market, it’s clear employers would like to devote more resources to retaining their best employees. By demonstrating how you can assist them with their hiring needs, they can then focus more time on overcoming their other business challenges – including keeping top talent.

44% of Workers Have Gained Weight at Their Current Job

April 11th, 2016 Comments off
weight gain

The office candy bowl. The free after-meeting leftovers. The inactivity of sitting behind a desk for eight hours. It’s no surprise that workers across the U.S. feel like they’re packing on the pounds on the job.

According to a new CareerBuilder survey, 55 percent of U.S. workers believe they are overweight, and more than 2 in 5 say they have gained weight at their present job.

Workers say the top contributors of their workplace weight gain include:

  • Sitting at the desk most of the day – 53 percent
  • Being too tired from work to exercise – 45 percent
  • Eating because of stress – 36 percent

 

Some employers have taken notice and have put wellness initiatives in place to promote healthy office living. Still, while a quarter of employees (25 percent) have access to such employer-sponsored wellness benefits, including onsite workout facilities and gym passes, 55 percent of this group does not take advantage of them.

What Does This Mean For You?

Rosemary Haefner, chief human resources officer for CareerBuilder, says that while workers are becoming more health conscious, high-stress work environments and longer workdays make it difficult for employees to find time to act on their wellness goals. So, the onus is on employers to encourage workers in their pursuit of a healthier lifestyle. “To make wellness at work a priority, companies should emphasize its importance from top leadership down and focus on engagement, motivation, support and strategy when implementing new programs,” Haefner says.

Doing so will only lead to better employee morale – and give workers more of a reason to stick with your company in this increasingly competitive market.

 

The Importance of a Defined Talent Strategy: Q and A with Talent Strategy Institute Founder Al Adamsen

April 5th, 2016 Comments off
Defined talent strategy

“Talent strategy” might not be a four letter word, yet many organizations are still afraid to use the term, according to Al Adamsen, founder and executive director of Talent Strategy Institute. That may stem from the inability to define what it truly means and understand how it fits into a company’s overall business strategy. Yet having a clear game plan for acquiring and keeping top talent is crucial to a company’s success.

We interviewed Adamsen to gain insight on how organizations can build a winning talent strategy and the key role workforce analytics plays in its development and execution.

CB: Companies that want to stay ahead of the competition need a talent strategy in addition to other key business strategies. Where do you see data coming into play within a company’s talent strategy?

AA: When talking to business leaders and HR executives, ask them, “Do you regard people as a key asset? Do you have a people strategy? Can you share with me how you formulate, manage and message?” It’s likely that no one will share this information because they don’t have it.

Let’s talk about how to do this – how to consciously create the candidate and employee experience. Some of the questions you need to ask include:

  • Where do analytics come in to play? You have to know what is and isn’t already in place.
  • Who are your high performers and how are they identified? No one is happy with their performance benchmarks.
  • How do you understand what is keeping people at your company? Historical measures might not be appropriate. Let’s track this through the life cycle.
  • What is the best source for this data – internal, external or both? How would you value each of these sources?

 

When it comes to turn around, think about what your leaders want or need to know. Some might be focused on the wrong things, so you need to prioritize and then find out what data you need.

CB: Why is it so important for organizations to understand what a talent strategy is?

AA: I often cite the quote, “The beginning of wisdom is starting with the right terms.” “Talent strategy” is rarely used as a term by an organization. Really defining what a talent strategy is and how it fits into your business planning cycle is crucial. The organizations that are creating workforces well are measuring and finding ways to manage the success of the process. Organizations must focus on data, technology and people – if you only focus on one of these pillars, the boat is not going to float.

CB: Do you think companies should be establishing workforce analytics teams within HR, or should HR teams skill up to do more data analysis for talent forecasting?

AA: In today’s market, not many truly get this and fewer are addressing it. It’s one of the reasons why our discipline hasn’t matured. The person doing this work needs to have the internal cache to say, stop – we need to take a look at our performance management.

HR teams need to hire someone responsible for all four buckets of workforce intelligence capability: HR metrics, surveys, analytics and workforce planning. You need all four buckets funneling through one person, otherwise you’re just creating a lot of noise. This person shouldn’t be too senior or too junior. If they are too high level, they might not be willing to get into the “weeds.” If they are too junior, they may not have the ability to tell the story with the data.

CB: You mentioned that while workforce analytics is a hot topic, only about 20-25 percent of all companies are actually using workforce analytics data to drive decisions. What holds those other organizations back?

AA: Two things hold them back. The first is leadership involvement, and a leader’s decision to do the work. Many sit back and ask for insight, but they don’t support HR or the owner of the process with the right resources. Leaders have to make a conscious decision to make it a priority.

Also, organizations need someone to focus on this effort. Creating a story around the data is a full-time job – not a part-time one. If you are a large enterprise, five key roles are needed to be committed to it.

CB: Why would a company want to consider using a partner for external workforce analytics data vs. having an internal team do the work?

AA: Even if you are large company, this might be too much for one person. It might make sense to ask for help from an external team with more expertise. Smaller companies should really consider going externally. For this to take hold, there needs to be a reoccurring event where this data is displayed, whether that’s through a quarterly meeting, event, etc. If you use an external partner, it’s still important to have someone internally to lead and manage the process.

CB: How do you recommend telling a story with data, and how can this practice help HR when having conversations with key stakeholders who don’t understand workforce planning?

AA: When telling a story with data to stakeholders, it should come from an advisor who can build trust by offering ideas based on insights that have been empirically derived. Leaders often don’t know what questions to ask, so analysts need to do the work for them. It’s an analyst’s job to test new hypotheses and either validate facts or bust myths.

Al Adamsen is a globally recognized thought leader, advisor and educator in the areas of Talent Strategy, Workforce Planning and Analytics, Talent Measurement and Organizational Change. He’s the founder and executive director of the Talent Strategy Institute, a global association committed to expanding the production and use of meaningful workforce insight. For more on Adamsen, check out his LinkedIn profile.

Ready to build or revamp your recruitment plan? Download “How to Create a Winning Recruitment Strategy” today. 

61 Percent of Workers Say Lack of Sleep Negatively Impacts Their Job

March 14th, 2016 Comments off

 Have you noticed some of your employees showing up to the office with bags under their eyes? Do you see them fighting to stay awake during meetings? Have you overheard them bragging about the all-nighter they pulled binge-watching “House of Cards”?

It’s true – workers just aren’t catching enough zzz’s these days. According to a new CareerBuilder survey, nearly 3 in 5 workers feel they don’t get enough sleep and 44 percent say thinking about work keeps them up at night.

What’s more, 61 percent say lack of sleep has had an impact on their work in some way, including the following:

  • It makes the day go by slower: 30 percent
  • It makes me less motivated: 27 percent
  • It makes me less productive: 24 percent
  • It affects my memory: 17 percent
  • It makes me crabby with co-workers: 13 percent
  • It takes me longer to complete tasks: 13 percent
  • It makes me make mistakes: 13 percent

What does this mean for you?

If workers aren’t getting enough shut eye, it can impact the work produced – and your bottom line. While you can’t really go to their houses in the middle of the night and pry the TV remote from their sleep-deprived hands, you can take steps to encourage work-life balance.

According to Rosemary Haefner, chief human resources officer at CareerBuilder, “We see more and more workers check into the office at all hours of the day, give up vacation time and work even when they’re sick. Yet, it’s not necessarily making us more productive, and companies are starting to recognize that.”

Haefner says organizations are seeing the benefit of employee wellness and work-life balance, and are providing employee “perks” such as designated nap rooms, encouraging them to take advantage of their vacation time or just allowing for more flexible work schedules.

By promoting mental breaks during office hours and the shutting off of work email after office hours, your employees will get a better night’s sleep – and have a more productive workday.

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 Ways Data Can Help You Overcome Health Care Hiring Challenges

January 26th, 2016 Comments off
HiringChallengesinHealthcareUsingEMSI

If you’re a hiring manager in the health care industry, you don’t have to be told that it’s a challenging time to make new hires. You’re faced with a candidate-centric economy and an ongoing skills gap issue, while at the same time you’re busier than ever and often have less resources available to help you do your job.

While every open position has its own set of obstacles, one that likely keeps many health care hiring managers up at night is that of the registered nurse. Considering there are more than 200,000 registered nurse job postings in the U.S.*, competition for the best candidates is steep (to say the least).

So, how do you overcome the challenges that come with hiring for RNs? We’ll show you how using the right data solutions can make your life easier and get you those top candidates faster and more efficiently – whether you’re searching for RNs or another tough-to-fill position.

1. Use Data to Target the Right Markets

If you’re only searching for RNs in your backyard, you could be making a critical mistake. While on paper it might seem easier to recruit local nurses, if supply is low and you’re surrounded by health care organizations hungry for these hires, you’ll end up wasting more time and money than if you were to look beyond your location.

With Talentstream Supply & Demand, you can easily determine which locations have a higher supply than demand, enabling you to better target your recruitment efforts. The Hiring Indicator within the Supply & Demand portal tells you how easy or difficult it will be to source your positions based on marketplace trends. The Hiring Indicator score shows a number between 1 and 100, with a lower score revealing a more challenging position in that market.

Looking at Texas, for example, Austin has a score of 30, meaning it’s more challenging to hire for RNs in the Austin market. Yet the city of San Antonio, with a high volume of candidates and a score of 41, makes it an attractive alternative option to seek out RN candidates. To find the right people, you’ll either need to invest more resources in the Austin market or identify another city like San Antonio, which has a higher Hiring Indicator score.

Hc post - hiring indicator

Screenshot of Talentstream Supply & Demand Hiring Indicator scores, active candidates, job postings and compensation ranges for registered nurses in Texas markets

2. Use Data to Advertise Better

We’ve already told you why your business needs job postings in 2016. Not only is having job postings important, but it’s just as crucial to think about the exposure of your postings and the content included within them.

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

You also must think about what you’re putting into your job posting. If you’re trying to stand out by giving your open positions unique or complicated names, you may be missing out on candidates who wouldn’t know to search for those names when looking for jobs. The Talentstream Supply & Demand portal leverages candidate profiles to show you the most common job titles used, so you can tailor expectations to what’s available in the marketplace.

Screenshot in Talentstream Supply & Demand of the top 10 recommended job titles that closely match the keywords candidates have on their resumes

Screenshot in Talentstream Supply & Demand of the top 10 recommended job titles that closely match the keywords candidates have on their resumes

3. Use Data to Predict a Market’s Hiring Trends

It’s hard enough to find time to devote to your current job openings, so thinking about future hiring plans might be low on your priority list. Yet understanding the changing labor market is crucial to your organization’s long-term success.

Emsi Analyst allows you to identify key economic trends and plan strategically for future opportunities with 10-year projections. For instance, you can see the projected health of nursing jobs in a particular market, which will help inform your talent acquisition strategy in that market and determine whether new markets for sourcing talent should be identified.

Analyzing data can seem scary – but not finding candidates to fill open health care positions can be scarier. With Talentstream Supply & Demand and Emsi Analyst, you have access to key recruitment analytics at your fingertips, allowing you to focus more of your time on winning over those top candidates.

*Based on demand data from Talentstream Supply & Demand

Learn more about how Talentstream Supply & Demand can help you fill your hard-to-fill positions now.

 

47% of Employers Plan to Add Temporary or Contract Workers in 2016

January 25th, 2016 Comments off

While certain trends are decidedly “out” for 2016, temporary and contract hiring is most definitely still “in.”

According to CareerBuilder’s 2016 job forecast, 47 percent of employers report they will add temporary or contract workers this year, up slightly from 46 percent last year. Of these employers, 58 percent plan to transition some temporary or contract workers into permanent roles in 2016.

WHAT DOES THIS MEAN FOR YOU?

In this recovering yet still delicate economy, many employers have been relying on temporary hiring, which allows for a more flexible workforce — one that can be staffed up or staffed down depending on the state of the business.

If you’ve ramped up your temporary or contract hiring recently with the goal of eventually hiring some of those workers full time, be sure to think long term when screening candidates. Look for candidates who are not only “Mr. Right Now” but could eventually be “Mr. Right.” And make sure to ask them about their employment goals. If they aren’t looking for anything other than a temporary position, you should know that upfront so you don’t invest in someone who doesn’t have long-term potential.

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.

Hiring Tips From Famous CEOs

December 31st, 2015 Comments off
Hiring tips

Lately, we’ve all been oohing and ahhing over Mark Zuckerberg’s photos of his new, adorbs baby; applauding him for taking two months of paternity leave; and lauding his decision to give away most of his Facebook stock to charitable causes.

Beyond sharing his sweet new fatherhood moments with us, he’s also recently shared insight into what he looks for in a hire. According to “Time” magazine, Zuckerberg revealed his one rule for hiring a new employee: “I will only hire someone to work directly for me if I would work for that person.”

While a simple notion, it makes a lot of sense. When hiring people to work on your team, you want those who you admire and respect and who you could see becoming leaders themselves one day.

He’s not the only high-profile CEO to have shared his or her words of wisdom on hiring. Here are additional hiring tips from some of the world’s most famous company leaders.

  • Get the CEO more involved: Yahoo’s Chief Executive Marissa Mayer has been said to personally review every serious candidate’s resume to ensure that they meet her high standards of what a Yahoo employee should be. While this practice has been met with mixed reviews, it helps to have a leader who is more closely involved in hiring decisions because they’ll likely be more understanding of the challenges hiring managers and recruiters face and more receptive to investing in ways to fix them.

 

  • Ask these three questions: Jeff Bezos, Amazon’s founder and CEO, challenges his hiring managers to ask themselves these three questions before they make a hire: 1. Will you admire this person? 2. Will this person raise the average level of effectiveness of the group they’re entering? 3. Along what dimensions might this person be a superstar? These considerations speak to the core of what makes an employee successful — their fit within the company culture, their ability to challenge and push their team, and their potential to lead.

 

  • Strive for diversity of thought and style: Diversity can mean different things, according to Apple’s CEO Tim Cook. He told “Inc.” that when looking for talent, “We want diversity of thought. We want diversity of style. We want people to be themselves. It’s this great thing about Apple. You don’t have to be somebody else. You don’t have to put on a face when you go to work and be something different. But the thing that ties us all is we’re brought together by values.”

 

  • Hire optimists. Disney’s Chief Executive Bob Iger told the “Harvard Business Review” that optimism is a trait his leaders need to have. That means hiring people who won’t be afraid to take risks and see failures as opportunities. “You’ve got to be an optimist. You can’t be a pessimist. When you come to work, you’ve got to show enthusiasm and spirit. You can’t let people see you brought down by the experience of failure. You don’t have that luxury. I believe in taking big risks creatively. If you fail, don’t do it with mediocrity — do it with something that was truly original, truly a risk.”

 

  • Think beyond recruiting. PepsiCo’s CEO Indra Nooyi says that hiring people is the easy part; it’s developing and retaining those hires that often proves the most difficult. And so it’s important to continue to invest in hires — both personally and professionally — once they become employees. “The only way we will hold on to the best and brightest is to grasp them emotionally. No one may feel excluded. It’s our job to draw the best out of everyone. That means employees must be able to immerse their whole selves in a work environment in which they can develop their careers, families and philanthropy, and truly believe they are cared for.”

 

Building your talent acquisition strategy for the New Year? Check out “Top 4 Ways Recruiters Will Find Talent in 2016.”

How Companies are Rewarding Their Workers This Holiday Season

December 10th, 2015 Comments off
Holidays in the office

It looks like most employers are choosing nice over naughty when it comes to thanking their employees this holiday season. According to a new CareerBuilder survey, more employers plan to offer holiday perks in the form of parties, bonuses and gifts this year than in years’ past.

Rewarding Employees with Revelry

A holiday party is a common way for companies to celebrate the end of the year, but over the past few years, many employers have cut back to save money. The good news is 66 percent of employers surveyed say they plan to throw company holiday parties this season, up from 63 percent in 2014 and 59 percent in 2013.

holiday party

The not so good news? Employees may be attending these festivities begrudgingly – if at all. Just 38 percent of workers say they plan to attend the office holiday party. The overwhelming majority (93 percent) say they would favor a “thank you” in the form of a holiday bonus or time off, while only 1 percent prefer a party and 6 percent have no preference.

Doling out the Dollar Bills

Workers wishing for more money in their pockets are in luck: More than half of employers (54 percent) plan to give employees a holiday bonus this year, up from 47 percent in 2014. And some of those bonuses may be bigger than expected: 14 percent of employers say they will give a larger bonus than last year.

Making it rain

Giving the Gift of … Duct Tape?

Many employers also plan to show their appreciation for their employees’ hard work with presents. Forty-five percent of employers will give employees gifts this year – up from 40 percent in 2014 – and 47 percent will give charitable donations.

Employees are planning to get in on the gift giving action as well: 21 percent of workers say they intend to buy holiday gifts for co-workers (the same proportion as last year), and nearly the same amount (20 percent) plan to buy a gift for the boss.

While most workers usually stick to more traditional holiday presents, others like to grab things from their junk drawer on the way to work get a little more creative with their definition of the word “gift.” Some actual gifts workers have received include:

  • A squirrel toilet seat decal.
  • A pair of Christmas socks that look like elf feet.
  • A roll of duct tape.
  • A bell on a string.
  • A mystery bag with a coat in it.
  • A giant heart shaped box of candy … from Valentine’s Day.
  • A picture of a bear.
  • A bowling ball.
  • Homemade sausages.
  • A ceramic sheep you can dress up seasonally.

Gift giving

What are you doing to reward your employees this holiday season? Let us know in the comments!

 

Giving Thanks: How to Show Your Appreciation to Employees

November 25th, 2015 Comments off
Giving thanks

Thanksgiving is all about giving thanks (to the people you love, to the makers of stretchy pants). So there’s no better time to show your employees just how much you appreciate them.

While the jury is still out on whether hugs in the office are appropriate, we’ve rounded up a few of our favorite articles on employee recognition to inspire you to give thanks to your employees this holiday season.

Wear Your Thanks on Your Sleeve

Want the world to know just how much you appreciate a certain employee? Try making a custom “Employee of the Month/Week” t-shirt and wearing it around the office. For more on that fun (albeit potentially creepy?) idea, plus four other ways to show your appreciation, check out 5 Fun Ways Supervisors Can Recognize Employees.”

Spread the Love

Showing your appreciation should go beyond saying thank you – it should be engrained in your day-to-day interactions with your employees. This not only means connecting with your employees on a professional level, but on a personal one as well. Find out more in 6 Ways to Get Employees to Love You as a Leader.”

Help Them Grow

To truly show your employees that you care, invest time in their professional growth. And just remember, there’s no “one-size-fits-all” approach to developing your team members. Learn the best ways to support your employees (and enjoy some awesome farming analogies) in Fertilize the Soil: 3 Ways to Nurture Your Employees.”

Use Technology to Say Thanks

While credit should still be given in person, you can rely on technology to help you track data associated with your company’s rewards and recognition practices and identify ways to improve upon your culture of recognition. Read more in It Shouldn’t Be This Hard to Say Thank You at Work.”

Give Them a ‘Fun’ Break

Sometimes, all it takes to show employees that they’re appreciated is to give them a break from their work and have a little fun as a team. And really, who doesn’t love an office potluck? For more ideas, check out “Want More Fun at Work? 10 Things Your Company Can Do Right Now.”

How do you show your employees how much you appreciate them? Tell us in the comments section below.

68% of Employers Plan to Increase Compensation Levels for Current Employees

November 9th, 2015 Comments off
wage growth

While the economy has been slowly improving since the end of the Great Recession, the recovery hasn’t been perfect. One major setback has been wage growth, but a new study from CareerBuilder and Economic Modeling Specialists Intl. shows that some industries have indeed seen a noticeable increase in wages over the past several years.

From 2005 to 2015, the national average growth rate for earnings across industries was 2.1 percent, with most of the growth taking place between 2006 and 2007.

Many of the industries that have experienced wage growth have been high paying ($75,000 or more). These include:

  • Scheduled air transportation (16.7 percent change in earnings from 2010-2015)
  • Scientific research and development (9.6 percent change)
  • Pharmaceutical and medicine manufacturing (7.8 percent change)

 

Yet while higher-paying industries are producing the most wage growth, industries with average earnings of less than $50,000 are also seeing larger paychecks. Examples include:

  • Consumer goods rental (12.9 percent change in earnings from 2010-2015)
  • Specialized freight trucking (5.4 percent change)
  • Residential building construction (3.1 percent change)

 

What’s also encouraging is that employers are predicting they’ll increase wages, according to a separate CareerBuilder study. Sixty-eight percent of employers plan to increase compensation levels for current employees, and 46 percent planning to increase starting salaries for new employees.

What this means for you

If employers in your industry are increasing wages, it means you’ll face tougher competition for high-quality talent. That’s why it’s important to know which industries are raising wages and by how much.

In order to retain your best workers, and hire the best candidates, you’ll need to be able to compete from a compensation perspective. If salary can’t be increased, consider other ways – benefits, flexible work arrangements, unique corporate culture – to differentiate yourself from the competition.

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.  

Categories: industry news Tags: ,

How to Train Vets to Succeed in Civilian Jobs

October 23rd, 2015 Comments off
Training Veterans

Editor’s note: This is part two of a two-part series exploring how health care companies are finding creative, effective ways to address the skills gap.  

The experience, qualities and skills that our military veterans possess make them of great value to employers. Yet many former service members struggle to transition from the military to civilian jobs.

Leah Nicholls, talent acquisition manager and veteran liaison, Epic Health Services

Leah Nicholls, talent acquisition manager and veteran liaison, Epic Health Services

At the same time, health care organizations are struggling to find talent with the right combination of hard and soft skills to fill their open positions. Recognizing the value veterans can bring to organizations like theirs, Epic Health Services runs a Veteran Recruiting Program, led by Leah Nicholls, talent acquisition manager and veteran liaison, to provide specialized training to help military veterans achieve success in their civilian careers.

We interviewed Nicholls to learn more about the program and how it’s not only making an impact on the lives of veterans, but on Epic Health Services as well.

CB: Tell me about your role as a veteran liaison at Epic Health Services.
LN: My role as a Veteran Liaison is to first and foremost provide resources and support to our veterans within the organization and to make sure that they are being retained through proper backing as needed. I am also in charge of our veteran recruiting program, EVE, or Epic Veteran Employment. I find, screen and recruit veterans and their close family members such as spouses and children into our company to provide jobs and a stable, safe, friendly work environment where they are appreciated and well taken care of. Lastly, I participate in any event, planning or program that benefits veterans and their transition. Epic Health Services as a whole is dedicated to our military service members and their families, past and present, and we are involved in all levels to make sure that they know the appreciation and gratitude we have for their actions and sacrifice.

CB: How is your program benefiting veterans?
LN: We are trying to get rid of stigmas and the bad raps that some service members have within the civilian sector. We want them to have a sense of normalcy and again express our deepest gratitude for all that they have done. This is not about meeting quotas or the tax write offs, because if it was we would just throw numbers out and I’d just be a “veteran recruiter” for our organization. We pride ourselves on the fact that we help people, because we genuinely care and are in fact invested in our employees. We want to make sure that not only are we offering our veteran community and their families job opportunities but also the care that comes with a transition, help for specific issues and overall support for our employees as a whole.

CB: What are some of the skills veterans possess that you find to be of great value to your organization?
LN: Some of the skills that we find to be very useful within the civilian sector – and specifically with our organization being in the home health industry – are selfless service, willing to go above and beyond, integrity, honor, commitment and sacrifice. Discipline is also a huge factor, since the military instills these core values within service members, and we are actively seeking out similar traits in our employees, so the match is a no brainer for us. Our slogan is, “Seeking Smart, Nice, Driven Talent” and the military sure knows how to make smart, nice, driven people.

It’s not hard to train on our process, software or anything as far as the job goes. It is hard to teach those ideals; why not find the people who already possess them and have proven that they uphold those standards? Hiring veterans is not a tough decision on our part; we know what we are looking for and we have found a group of people that holds the same ethics we do in most aspects of our work.

CB: What are the preliminary results you have seen to date related to the program?
LN: At the beginning of this year, I did not imagine this program taking off quite as quickly as it did. I had no idea that we as a company would have grown and allowed such a delicate thing to blossom as much as it has. I made notes, took constructive criticism and over the past few months began developing a nationwide platform that allows me to plug into various states and capitals, and provide the proper sustenance for our military members. In the first stages we were just networking and seeking out different assets to help us get started, and now we are involved in 20 states’ worth of our network.

CB: What were the key factors to getting this program implemented?
LN: Some of the key factors that were put into place to help us launch EVE were first and foremost coming up with a veteran to head up the project. That individual being myself, I took the knowledge I had from my own service and transition to the civilian sector and put it to use. Using my experience has helped mold things like our new military-specific marketing materials, the website change that has a tab for the military recruiting efforts, and building relationships with other veteran liaisons in different companies.

CB: What information did you provide to those who approved the program?
LN: I originally put together a PowerPoint for my own leadership within my current department to which it was then forwarded up to our senior executive leaders who endorsed and blessed me with the opportunity to move forward. I worked closely with our marketing director, Rachel Russell, and our CEO, Chris Roussos, who helped me to begin interacting and developing different processes, materials and ways of communication to launch and take off with it. I just had a vision that I brought to them with multiple ideas and scenarios; it turned into a ladder for a program that revolutionized our business and the way some of our employees past and current think, sending us to the top. Overall, I would say that even the “bumps” along the way have been nothing but successful in helping us build this, and each bump proved to be a stepping stone for our ladder to success.

CB: How do you see this program evolving over the next five years?
LN: I see this program taking off and not stopping. I see it picking up speed and winning over everyone. One thing I tell all of my candidates as a recruiter and what I mention to anyone I meet in dealings with Epic: “We are taking over the world with exceptional care and service, and we want leaders with us who share the vision of making that happen.” We are not slowing down – we are only continuing to make and clear headway for more. We have hired 300 vets since we started, and next year we are going to hire 800. The only way is up in my eyes, and I am grateful that I get to be a part of the dream that will impact our service members, their families and our community for the better.

 

Finding a Cure for the Health Care Skills Gap

October 20th, 2015 Comments off
Health care skills gap part 1

Editor’s note: This is part one of a two-part series exploring how health care companies are finding creative, effective ways to address the skills gap.  

skills gap

Tony Pentangelo, executive vice president of managed services, Parallon Workforce Solutions

Hospitals across the U.S. are facing an all-too-common recruitment roadblock: They’re struggling to find qualified nurses to fill their open positions. Yet the problem isn’t a shortage of applications from licensed nurses; it’s that these nurses don’t yet have the clinical experience the hospitals are seeking in a candidate.

Knowing this was a pressing issue that needed to be solved, Parallon Workforce Solutions created StaRN – Specialty Training Apprenticeship for Registered Nurses – a program designed to tackle this skills gap head on. We recently interviewed Tony Pentangelo, executive vice president of managed services, to learn more about this award-winning program.

CB: Tell us about how the StaRN program started. What was the major pain point the creation of the program addressed?
TP: The StaRN program started in the southeast Florida market. At that time, there was an interesting dynamic there in that many hospitals were competing for specialty trained nurses and offering significant financial incentives to entice nurses to their organizations. At the same time, there were many new licensed nurses in the market that were unable to get work in hospitals, simply because they didn’t have the clinical experience and the hospitals couldn’t commit the time and resources needed to get them ready to work. The StaRN program helps bridge that skills gap and prepares newly licensed nurses to be productive on the job on day one.

CB: What does the StaRN program entail?
TP: The program is designed for newly licensed nurses – so these are people that have just graduated and passed their NCLEX Exam. The training is 13 weeks long, and during the first six to seven weeks [the length varies depending on what units they’re going to], the program is based on the AACN’s core curriculum, which is the essentials of critical care orientation. Then, our educators meet with the client facilities to customize the additional content based on their individual hospital requirements – but every program contains the ECCO Module, BLS certification, ALS certification, stroke scale certification and EKG certification. In addition, there is a fair amount of skills training with experienced nurses, and simulations covering four to five different clinical scenarios each day.

In summary, the first six or seven weeks is a combination of home study, classroom, skills and simulation. And once they complete that successfully, they will rotate to the hospital that they are going to be working in and spend the remaining number of weeks in a clinical preceptorship – one-on-one with a facility preceptor at the hospital.

CB: How did you gain buy-in across the organization in order to launch the program? What type of information was provided to the decision makers?
TP: Our east Florida division had significant success with StaRN, and the program began to garner some attention and support in other markets. The Parallon team revamped the EFL curriculum and presented the concept to the various clinical, operational and human resource leaders across the company. Today, the program is highly regarded and gaining national momentum.

CB: What impact has the StaRN program had on your organization overall?
TP: The StaRN program has resulted in an improvement in vacancy rates by providing better prepared nurses to work in the facility. The nurses are much more confident and are better able to deal with the challenges of a new graduate nurse. Facilities that have implemented the program have seen a significant improvement in vacancy rates and 0-12 month turnover. In addition, in those markets where graduates of the program are replacing contract labor FTEs, they are experiencing more than $100,000 in savings over the two-year commitment period of the nurse.

CB: What are the plans for the program going forward? What does StaRN look like in five years?
TP: StaRN will continue to expand geographically for all of our current specialty areas including Med-Surg, Telemetry and Critical Care. We are also developing an ED specific program that will be available in early 2016. From there, we have had interest from clients in Operating Room, Mother/Baby and Behavioral Health. I would see us adding additional specialties to further enhance our unit-specific content and coverage.

CB: What advice do you have for other organizations looking to implement similar programs to strengthen their candidate pipeline?
TP: Focus on quality, and evaluate your content and delivery methodology. The newly licensed nurses have expectations of their training that are important to understand and meet. If you can’t design a program that satisfies all your constituencies, identify a partner that can help build a turnkey program with you.

CB: Anything else you’d like to share?
TP: We always talk about the Catch-22 of not being able to hire new graduates en masse because the hospitals can’t afford to train them.

The advantage of this type of training is that, although they don’t have on-the-floor nursing experience, they’re still going through clinical situations and simulations that mirror real life. That gets them some additional skill that they wouldn’t ordinarily have, even if they may be working in the unit for a year, because they don’t see those types of patients all of the time.

10 Absurd Excuses Workers Have Used to Call in Sick

October 15th, 2015 Comments off
10 Absurd Excuses Workers Have Used to Call in Sick

Let’s be real – we’ve all toyed with the idea of (or actually gone through with) taking a “mental health” day before. In fact, according to a new CareerBuilder survey, 38 percent of employees have called in to work sick when they were actually feeling perfectly fine, up from 28 percent last year.

Maybe work was overly stressful and they needed a break to clear their heads … or maybe they just wanted to lay in bed all day covered in snacks while watching Netflix.

According to the survey, of the workers who’ve called in sick when feeling well in the past year, 27 percent said they had a doctor’s appointment, the same percentage said they just didn’t feel like going, 26 percent said they needed to relax, 21 percent said they needed to catch up on sleep and 12 percent blamed bad weather.

The Most Memorable Excuses

When you were taking a mental health day, some workers use perfectly normal excuses — for example, they might blame migraines, nasty colds or attribute it to something bad they may have eaten the night before. But compared to some of the excuses in CareerBuilder’s survey, those sick day explanations are just amateur hour.

Here are some of the most memorable, real-life examples employers have heard for workplace absences:

1. Employee claimed his grandmother poisoned him with ham.

2. Employee was stuck under the bed.

3. Employee broke his arm reaching to grab a falling sandwich.

4. Employee said the universe was telling him to take a day off.

5. Employee’s wife found out he was cheating. He had to spend the day retrieving his belongings from the dumpster.

6. Employee poked herself in the eye while combing her hair.

7. Employee said his wife put all his underwear in the washer.

8. Employee said the meal he cooked for a department potluck didn’t turn out well.

9. Employee was going to the beach because the doctor said she needed more vitamin D.

10. Employee said her cat was stuck inside the dashboard of her car.

Tweet us at @CBforEmployers: What is the most interesting excuse you have ever heard from one of your workers?

48% of Health Care Workers Would Opt Not to Get Care at Employer

October 12th, 2015 Comments off
Talent Factor

Employees can be an organization’s biggest advocates – or adversaries. An unhappy employee may discourage their peers from applying to their organization, thus impacting the talent pipeline, or may be less likely to be a consumer of their company’s products or services.

According to the 2015 Health Care Workforce Study, 48 percent of health care employees who haven’t already received care at their organizations would choose not to. What’s more, only 2 in 5 employees have referred someone to receive care at their employer in the past six months.

What does this mean for you?
As a health care employer, you know that your employees are a trusted, qualified source when it comes to patient referrals.

If they aren’t choosing to receive care at your organization, or aren’t referring others do so, it’s important to understand their motivation. Is it because they don’t trust the quality of care? They don’t think your organization is staffed up enough to handle the patient load? Or are they just not satisfied with their jobs and therefore have a negative opinion of your organization?

By getting to the root of the issue – and finding ways to address their concerns – you’ll help to improve your employees’ perceptions of your organization, and ultimately the perceptions of potential patients.

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.  

Empower 2015 Recap: 6 Ways to Strengthen Communication With the C-Suite

September 30th, 2015 Comments off
Blank white speech bubbles

One of the biggest challenges many HR professionals face is communicating effectively with their organization’s C-suite. This is especially true for those in health care, as the industry landscape continues to evolve, putting increased pressure on the workforce.

To explore this issue and discuss real solutions to overcoming it, CareerBuilder invited Dawn Rose, JD, PHR, executive director of the American Society for Healthcare Human Resources Administration, to moderate a panel of HR leaders at Empower 2015, CareerBuilder’s annual customer event.

The session, entitled “Opening the Lines of Communication Between Human Resources and the C-Suite,” included the following panelists:

Here are six takeaways from the session about how to better communicate with the C-suite, navigate the changing environment and become a more effective HR leader:

1. Build a culture of communication. When asked what their CEO does to reinforce the value of HR, a common theme was to build a strong culture based on communication. For example, the CEO of Brookdale Senior Living hosts town hall meetings with employees across its 1,160 communities as a way to connect with them. According to Swatzell, the further away you get from the “front lines,” the bigger the gap becomes between the C-suite and the rest of the organization, so you need to find a way to bridge that gap.

2. Become a subject matter expert. To get the attention of the C-suite, the HR team should be perceived as subject matter experts and constantly find ways to share their knowledge of the market with their senior leaders, according to Miron. While Miron notes she isn’t always confident that what she’s sending will resonate with the C-suite, it’s still important to take those risks.

3. Speak their language. HR managers are often dealing with a less than approachable C-suite, so in order to break through, Saavedra says they need to “learn to speak the language of the individual you’re going to be presenting what your needs are [to].” For example, he says that if you’re speaking to the CFO or the finance group, you must do your research and come to them with numbers, such as showing them how much it costs every time there is turnover. You’ll not only get their attention, but you’ll more effectively communicate with them, leading to better results.

4. Take a fully integrated approach to talent acquisition. During this time of rapid change in health care, recruiters must think ahead to how they’re going to approach recruiting for roles that are coming down the pike – or may not yet exist. At Presence Health, where they are doing a complete rebuild of their Centers of Excellence from a talent perspective, they are taking this opportunity to rethink not only how they recruit, but also whether they have the right programs in place from a retention and employee engagement perspective.

“What we’re doing differently is more of a fully integrated approach to talent and making sure that we think about all of the stages in the lifecycle and help make sure that we identify the right capabilities – and that we’re putting programs in place to not only bring people in but to really develop and keep them,” Sternburgh says.

5. Embrace the right technology. Technology has done much to advance medicine, but at the same time it can get in the way of the personal connection that’s so important to patient care. The key to finding the right balance is utilizing technology that’s right for your organization – whether it’s providing tablets to all of your caregivers or leveraging ratings-type websites to help boost your employer brand.

6. Be bold. Health care human resources is a tough business, and it can be easy to get discouraged or frustrated when you’re trying to move your initiatives forward within the organization. To overcome this, it’s important to stay connected to a purpose, Saavedra says. “Stay strong, be bold, and don’t give up on your ideas, even if they are met with silence. Be your best champion … and just push forward.”

Want the truth about what’s happening in health care recruitment today? Check out “Empower 2015 Recap: ‘The State of the Health Care Workforce’”.  

Empower 2015 Recap: ‘The State of the Health Care Workforce’

September 25th, 2015 Comments off
State of the HC Workforce

HR professionals in the health care industry recently joined Inavero’s Founder and CEO Eric Gregg at Empower 2015 for a breakout session about the findings from CareerBuilder’s 2015 Health Care Workforce Study.

The goal of the session was to uncover the truth about what’s happening in health care recruitment today, provide best practices to apply to talent acquisition and retention strategies and demonstrate how to create a better candidate and employee experience.

If you missed the session, never fear. Here are five key takeaways you can start using today:

No. 1: Find Candidates Who Love What You Offer

Gregg started off by sharing a visual example of Girl Scouts selling cookies in front of a marijuana dispensary. His point? Just like these smart, savvy girls did, you have to identify who are the most likely candidates to love what you offer and find a way to get to them.

And considering the complexity of the job search today, targeting them can prove to be a challenge. The typical health care candidate utilizes between three to four different types of resources during their job search, according to the study. So if you want to recruit top talent, you need to reach them with consistent messages of differentiation and employment branding across multiple platforms.

No. 2: Put More Emphasis on Mobile

Eighty-six percent of the health care workforce has a smartphone, and they’re using it in their job search. They’re researching companies, searching for jobs and communicating with employers. So not only should your organization’s career site be mobile-optimized, you need to consider whether your emails are mobile-friendly as well.

Health care workers have an expectation that your communication channels will be mobile-optimized. In fact, when coming across a health care provider’s website that is not, half of employees believe your organization is behind the times. As Gregg pointed out, this leaves a bad taste in their mouth if they try to visit your site or engage with your email in a mobile environment and it doesn’t work. And the last thing you want to do is give potential employees a bad impression.

No. 3: Understand the Candidate’s Mindset

As Gregg reminded the audience, when people are job hunting, they are at one of the most stressful points of their lives. Gregg referenced a study conducted a few years back that asked respondents what life events they considered to be more stressful than their current job search. Fifty-seven percent said they think that a family sickness or illness is less stressful than their search. That just goes to show what state of mind a candidate is in when they’re looking for a new opportunity.

So, when a candidate is interacting with an employer, the employer can either make things less or more stressful. And people always remember the things that lead to more stress. That creates a huge responsibility – and opportunity – for employers, because they’re laying the foundation as an employer of choice. If you provide candidates with a positive hiring experience, and show them you have what they want, you’ll become that employer of choice.

No. 4: Invest in Training for New and Seasoned Employees

The study showed just how big of an impact training has on employee satisfaction and engagement. When it comes to both onboarding and ongoing training, the more extensive the training, the more likely the employee is to recommend the organization as an exceptional place to work.

Professional development – typically delivered through some type of formal training – is a critical driver of overall loyalty to an organization. So, while it may take some investment upfront, it will pay off in more satisfied employees and a strong employer reputation.

No. 5: Reinforce the ‘Why’

When asked what the most rewarding aspects of their job are, “helping people” was far and away the top answer (36 percent; the next highest on the list was “growing your skills/learning” at 12 percent).

It’s so easy to get into the minutia of the job that employees forget the big picture, or why they got into health care in the first place. As an employer, you should reinforce this “Why” to your staff. Do this by telling stories of how a department or individual impacted someone’s lives. By reminding them about their role in helping others, it will ultimately help with retention.

In Conclusion: A Marathon, Not a Sprint

Gregg’s parting thought was that making changes to processes takes time and experimentation – some things will work, and others won’t. Progress isn’t always going to be pretty, but there will be big lessons in both your successes and failures that you can apply the next time around. He also stressed that employers have a huge responsibility because they’re involved in hiring/the job search, which is one of the most personally defining parts of a candidate’s life. So as an employer, you owe it to candidates to improve the process.

Want even more insights from the 2015 Health Care Workforce Study? 

Best Practices for Rehiring Former Employees

September 4th, 2015 Comments off
Best-Practices-For-HiringNew-Employees-9.4

“Grey’s Anatomy” has been on air for 11 seasons, and it’s had its share of cast shakeups. (Yes, “Grey’s Anatomy” is still on TV, and yes, I still watch it – deal with it, haters.) Perhaps the most notable (well, after McDreamy’s tragic exit, of course) was when Isaiah Washington departed the show after using an anti-gay slur toward another cast member. Seven years after that incident, he was rehired by the show for a guest appearance. The show’s producer, Shonda Rhimes, spoke about his return, saying, “…I feel very strongly and fully believe in people’s ability to grow and change and learn from their mistakes and when they know better, to do better.”

The takeaway here is that rehiring former employees can be a sticky and sensitive situation (although hopefully not to the extreme of what happened on the best show on TV “Grey’s Anatomy.”) Even if the circumstances around why the employee left were vanilla, there still are considerations that need to be made before saying, “You’re hired…again.”

Here are some best practices to follow when rehiring a former employee:

Understand Why They Left in the First Place

If the employee’s departure was by choice, it’s important to determine why he left, and whether he’ll still have the same grievances once he returns. Tom Gimbel, founder and CEO of recruiting and staffing firm LaSalle Network, suggests reviewing their exit interview for clues. “If there was an exit interview, look at those notes to understand why they left, and address those reasons during the interview,” he says. “Ask if they have the same hesitations, or if the reasons listed on the exit interview still hold true.”

Follow Standard Hiring Procedures

When considering a former employee for a new position, it might be tempting to speed up the hiring process (because if there’s a way to cut corners and save time, why wouldn’t you?) Yet, it’s important to practice due diligence and treat the employee like it’s her first rodeo.

“During the hiring process, be selective, thorough—and make sure that bringing back a former employee is in fact the best course of action,” says Michael Lan, senior resume consultant at Resume Writer Direct. “Go through the same procedure as you would for a brand new candidate in terms of the interview, asking for and checking references, and doing all the necessary research on their background and work history.”

Consider Other Employees’ Reactions

“Hiring managers need to think about the effect hiring a former employee may have on current employees,” Gimbel notes. “Were there any issues between that person and their team members before? Be sure to evaluate the impact rehiring a former employee will have on the morale and motivation of current employees.”

Gimbel also suggests being as upfront as possible with employees once decisions have been made. “As soon as the decision is made to rehire a former employee, communicate it with current staff, and meet separately with the team they will be joining. Allow them to voice opinions and concerns.” He says while it’s important to be firm about the decision, you should still outline the reasons for bringing the employee back on board.

Rehiring Means Retraining

Even if the employee has been gone a short time, chances are that certain procedures and ways of doing business have changed at your organization. Also, consider that the employee has likely changed as well, and there may be more of a learning curve for him than you might expect. “Past performance is not always an indication of the future, and just because they were a top producer previously doesn’t guarantee they will be again,” Gimbel says. “They should still go through the full onboarding and training process that every new hire does.”

Monitor Their Progress

“Since boomerang employees are more likely to have a better understanding of what needs to be done to get the job done, they probably won’t need to ask for advice or guidance as much as brand new employees,” Lan says. “Either that, or they might think asking questions demonstrates an inadequacy in their ability to do their job well. With that in mind, make sure that you keep a close eye on their progress in terms of job performance as well as their transition back into the organization.”

One way to encourage former employees to come back? Through a corporate alumni program.

 

 

 

 

32% of High School Students Expect to Work at 10-Plus Companies in Their Careers

August 31st, 2015 Comments off
Generational differences

The last thing you may want to do is look back through your high school memories. But high school students aren’t afraid to look ahead and imagine what their future might be like once they join the workforce.

According to a new CareerBuilder survey, high school seniors have already formed solid opinions around life in the working world. Their work life expectations were compared with those current workers, and some of their responses may be surprising.

For starters, current and future workers have different ideas of what salary they feel they need to earn to be successful. Twenty-five percent of current workers believe they would be successful making less than $50,000 a year, compared with just 18 percent of high school students. In fact, high school students are nearly three times as likely as current workers to say they need to make $200,000 or more to feel like they’ve made it (13 percent versus 5 percent).

High schoolers are also more aspirational when it comes to their nonmonetary definition of success: They were more than twice as likely as current workers to define success as “making a mark on this world” (54 percent versus 22 percent).

While job hopping has become much more of the norm, especially for the younger workforce, high school students aren’t expecting to jump ship so quickly. Just 16 percent of future workers believe one should only stay in a job for a year or two before moving on to better things, similar to 15 percent of current workers. Yet, when it really comes down to it, they don’t believe they’ll be loyal to just one company for the entirety of their careers. Thirty-two percent expect they will work for 10 or more companies, similar to 28 percent of current workers who say the same.

What does this mean for you?

Rosemary Haefner, chief human resources officer of CareerBuilder, says,

“With the next generation of workers preparing to enter the workforce, now is the time for companies to adjust their recruitment and retention strategies to guarantee the success of all workers and strengthen the bottom line.”

Haefner notes that while workplace expectations can vary widely among different generations, one thing they have in common is their desire to be successful. She suggests introducing programs that promote learning and collaboration – such as mentoring – which can help workers of all generations achieve their 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.

77% of Candidates will Accept a Lower Salary After a Positive Hiring Experience

July 20th, 2015 Comments off
Talent Factor

It’s no secret that salary is often one of the biggest drivers of a candidate’s decision to accept a job offer. Who wouldn’t want to make more money, right? Well, according to CareerBuilder’s 2015 Candidate Behavior Study, the highest salary isn’t always the highest priority for a candidate.

The study found that more than 3 in 4 candidates (77 percent) are willing to accept a salary that is 5 percent lower than their expected offer if the employer created a great impression through the hiring process; even more (83 percent) would do the same if the company had a reputation as a great employer. Candidates would also accept a lower salary if the company had a lot of positive press recently (69 percent) and had great online reviews (73 percent).

Those are some high numbers.

What does this mean for you?

As this increasingly becomes a candidate-powered economy, the battle for the best talent will only heat up. While it’s still important to offer compensation in line with market value, these findings underscore that sometimes salary isn’t enough. You must build a strong, authentic employment brand and make sure those who touch the hiring process are ambassadors of that brand.

This also emphasizes the ripple effect employee satisfaction can have on recruitment. If employees are happy, they’ll spread that message, strengthening your organization’s reputation and allowing you to capture in-demand candidates at competitive prices.

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.

 

How to Infuse Some Fun Into Your Office this Summer

July 16th, 2015 Comments off
summer employee activities

When the sun is shining, the birds are chirping, and the street festivals are in full swing, the only place workers want to be is in their overly air conditioned office … right?!? Not so much. Now that the warmer weather months are upon us, expect potentially less motivation and lower productivity out of your employees, as they daydream about being at the beach instead of sitting around a conference table.

But if they can’t be out enjoying the summer, why not bring some summer fun to them?

Here are five ideas for summer workplace activities that can help your employees stay happy, focused and productive.

1. Plan a summer outing

This is a popular, classic approach to getting away from work for a few hours and building camaraderie amongst your team.

If you’re going for more of a teambuilding environment, you can work with corporate event planners to coordinate a scavenger hunt across your city or a field day full of grade-school style relay races and tug-of-war. Or, if you want to have a more relaxed outing where your employees can let loose (hopefully, not too much), then consider a boat tour or a mixology class.

Ask for employee volunteers to help plan the outing, too – they’ll appreciate that you want their opinion, and if they’re involved in the planning, they’ll get even more out of it.

2. Initiate a volunteer day

Organize a volunteer day (or half day) where you go out into your local community and help paint a school or clean up a playground. Not only will your employees get to soak up some sun, they’ll do some good while they’re at it. Plus, helping others has a way a boosting one’s own positivity, which can give employees a brighter outlook once they’re back in the office.

3. hire a food truck

Food trucks are becoming a mainstay in cities across the U.S., and they can often be found parked outside of busy downtown locations serving hungry workers during their lunch breaks. Score some points with your employees by renting a food truck – or trucks – and having them cater your next team lunch or happy hour. Sites such as Roaming Hunger offer to help coordinate the logistics.

4. Take meetings outside

It’s a simple concept, but one that isn’t often implemented in traditional offices. Instead of having your next meeting in a conference room, let the outdoors serve as your meeting space. Plan ahead, and find an area close to your office with space to fit your team comfortably. A shaded area is ideal to avoid sweating and discomfort (which will take away from the fun of being outside).

It may not be possible for larger groups or for more important discussions, but it could be a nice change of pace for a general team update meeting.

5. consider flexible hours

This may be more of a long-term goal, but it’s been shown that flexible summer hours can boost employee morale. Whether it’s letting your employees leave at noon on Fridays (like CareerBuilder does, yay, us!) or offering flex days throughout the summer months, employees will appreciate the benefit of being able to enjoy more time off and will – hopefully – repay you with enhanced productivity while they’re at work.

What are you doing for fun this summer at your organization? Let us know by leaving a comment!

Need to engage employees on limited resources? Check out, “3 Ways to Engage Employees Without Spending a Dime.”

How to Infuse Some Fun Into Your Office this Summer

July 16th, 2015 Comments off
summer employee activities

When the sun is shining, the birds are chirping, and the street festivals are in full swing, the only place workers want to be is in their overly air conditioned office … right?!? Not so much. Now that the warmer weather months are upon us, expect potentially less motivation and lower productivity out of your employees, as they daydream about being at the beach instead of sitting around a conference table.

But if they can’t be out enjoying the summer, why not bring some summer fun to them?

Here are five ideas for summer workplace activities that can help your employees stay happy, focused and productive.

1. Plan a summer outing

This is a popular, classic approach to getting away from work for a few hours and building camaraderie amongst your team.

If you’re going for more of a teambuilding environment, you can work with corporate event planners to coordinate a scavenger hunt across your city or a field day full of grade-school style relay races and tug-of-war. Or, if you want to have a more relaxed outing where your employees can let loose (hopefully, not too much), then consider a boat tour or a mixology class.

Ask for employee volunteers to help plan the outing, too – they’ll appreciate that you want their opinion, and if they’re involved in the planning, they’ll get even more out of it.

2. Initiate a volunteer day

Organize a volunteer day (or half day) where you go out into your local community and help paint a school or clean up a playground. Not only will your employees get to soak up some sun, they’ll do some good while they’re at it. Plus, helping others has a way a boosting one’s own positivity, which can give employees a brighter outlook once they’re back in the office.

3. hire a food truck

Food trucks are becoming a mainstay in cities across the U.S., and they can often be found parked outside of busy downtown locations serving hungry workers during their lunch breaks. Score some points with your employees by renting a food truck – or trucks – and having them cater your next team lunch or happy hour. Sites such as Roaming Hunger offer to help coordinate the logistics.

4. Take meetings outside

It’s a simple concept, but one that isn’t often implemented in traditional offices. Instead of having your next meeting in a conference room, let the outdoors serve as your meeting space. Plan ahead, and find an area close to your office with space to fit your team comfortably. A shaded area is ideal to avoid sweating and discomfort (which will take away from the fun of being outside).

It may not be possible for larger groups or for more important discussions, but it could be a nice change of pace for a general team update meeting.

5. consider flexible hours

This may be more of a long-term goal, but it’s been shown that flexible summer hours can boost employee morale. Whether it’s letting your employees leave at noon on Fridays (like CareerBuilder does, yay, us!) or offering flex days throughout the summer months, employees will appreciate the benefit of being able to enjoy more time off and will – hopefully – repay you with enhanced productivity while they’re at work.

What are you doing for fun this summer at your organization? Let us know by leaving a comment!

Need to engage employees on limited resources? Check out, “3 Ways to Engage Employees Without Spending a Dime.”

What Health Care Candidates Want Out of Their Next Employer

July 9th, 2015 Comments off
health care employment

When filling an open position, you have an ideal candidate in mind, and the qualities, education and skills the candidate should possess are detailed in the job description. While you may be looking for that perfect fit, don’t forget that the candidates themselves have their own wish lists of what their desired position and the company they’d work for can offer them.

And in this candidate-centric economy, candidates can be picky.

A new CareerBuilder survey provides insight into what today’s health care candidates want out of an employer, what roadblocks they face when it comes to locating that perfect employment match – and the implications these findings have on your recruitment strategy.

Cultural Connection

Factors such as salary and benefits will always be important to most candidates when it comes to a job opportunity, but fitting in continues to be more and more vital to a health care candidate’s decision to pursue a company.

When asked which attributes where most important to pursuing a new health care position, 62 percent of respondents named “company culture,” up considerably from 32 percent in 2013. It’s clear that candidates are looking for companies that they can identify with and can see themselves working for.

chart 1

Conversely, when asked what factors would be considered grounds for eliminating a potential employer, “Not a fit with company culture” ranked high on the list, increasing significantly from two years prior (55 percent in 2015 compared with 31 percent in 2013).

Why it matters: It’s more crucial than ever to have a strong employment brand, one that tells the authentic story of what it’s like to work for your company. Shout these messages from the rooftops – starting with a robust career site and including an engaging social media presence. And the emphasis here is on authentic – if candidates don’t feel like what they’re seeing and hearing from your company is accurate, they won’t be afraid to eliminate themselves from the running.

Challenge Accepted

Click to see larger image

Click to see larger image

One of the biggest indicators that health care organizations are living in a candidate-powered world is the perceived ease in which some candidates find the hiring process. The number of respondents who didn’t encounter any roadblocks when applying for a health care position, while still relatively low, doubled from 10 percent in 2013 to 21 percent in 2015.

Why it matters: This once again reinforces the intensely competitive environment health care organizations are facing due to high demand and low supply of qualified talent. Candidates are finding it easier to land their desired job, which makes it your job to provide a hiring experience that stands out from the rest of the competition. It also means you need to know where your candidates are looking and make sure you’re in front of them so you don’t miss any opportunities to interact with your next potential employees.

Training Days

While some candidates say they are breezing through the hiring process, others are still facing hurdles to their happy employment ending. “I don’t have the proper education/training/degree” was one of the top answers to, “What are the biggest challenges you encounter when applying for a health care position?”

Why it matters: Your organization may be struggling to find qualified talent to fill open positions, and that could in part be because you’re overlooking candidates who don’t – on paper – have all of the qualifications necessary to fill your open positions. But with a little extra training or reskilling, they could be a great fit.

Considering that 71 percent of respondents have increasingly seen the negative impact that extended vacancies can have on employee morale – and in turn – patient care, there’s merit to providing on-the-job training to help close the skills gap. It may be an investment – but it’s worth it if it means filling positions more quickly and efficiently and avoiding the cost of turnover caused by low employee morale.

What do candidates really think about you when they’re going through the hiring process? Find out in “4 FACTS ABOUT HEALTH CARE CANDIDATES TO REVIVE YOUR RECRUITMENT STRATEGY.”

 

 

 

 

 

 

 

 

 

 

 

 

Bring on Big Data: Q&A with Correct Care Solutions’ SVP of HR

July 8th, 2015 Comments off
big data

Big data is more than just a buzzword, and the HR team at Correct Care Solutions, the nation’s premier correctional health care management company, knows it. CareerBuilder interviewed Scott Pustizzi, senior vice president of human resources at CCS, to learn more about why the organization invested in CareerBuilder’s Big Data Analytics Suite, or BDAS, to help strengthen their recruitment strategy.

CB: Tell us a little about your history and current partnership with CareerBuilder.

SP: I have successfully partnered with CareerBuilder over the past several years to develop and enhance an employment brand as well as a diversified presence online. CareerBuilder has become a valuable source in connecting qualified candidates to our open jobs.

A significant percentage of our placements are sourced through CareerBuilder, and our Talent Network continues to grow at a fast pace. The Talent Network allows us to keep candidates engaged with our opportunities across our system. Supply & Demand reporting has been a valuable tool in our labor pricing for our proposals when we go into new markets.

CB: Why did your organization decide to invest in BDAS?

SP: Workforce analytics is so important in our business. CCS is a private provider of public health care services to the government sector, and our staffing decisions are constantly under a microscope. CCS is usually contracted out by state, county or municipal governmental agencies to manage various correctional health care services within a unit of a prison or jail or within secure hospital settings. As a steward of taxpayer dollars, CCS must show efficient and effective staffing plans that are established to provide quality patient care.

BDAS will provide CCS with timely metrics associated with the talent acquisition process, as well as in-depth statistics on recruiter efficiencies, measures of success with candidate sources and return on investment information for managing a diversified recruitment plan.

CB: How are you planning on rolling BDAS out to your HR/talent acquisition team?

SP: BDAS will be a valuable tool for managing the talent acquisition team and telling our story to the senior leadership team. Along with job distribution, BDAS will be part of the recruiter’s day-to-day responsibility. Productivity metrics will allow our mangers to work closely with each recruiter to ensure that appropriate transactions and interactions occur daily. The recruitment team communicates with our hiring managers several times each day. It is important for them to convey activities associated with their critical openings and to give them a sense of ease that there is meaningful activity associated with the open position.

CB: Once implemented, what impact do you hope BDAS will have on your organization’s recruitment strategy?

SP: Staffing is a primary component of our overall business. Clients come to us to resolve their challenges as it relates to the management of their health care operations. It is important to have the right people in the right position at the right time.

BDAS will help us achieve this and will further strengthen our value proposition to our clients. CCS will continue to grow at a substantial rate if we are able to retain current clients and continue to acquire new clients. BDAS will also be valuable to our business development team in showing prospective clients the activities associated with talent acquisition and CCS’ ability to do it better than its competitors and, in most cases, the clients themselves.

CB: When previously discussing BDAS, you said that you had “foresight and vision about what this means to the organization;” can you expand upon that comment?

SP: As I mentioned above, I truly feel that BDAS will end up being a valuable tool throughout the organization at all levels and not just within talent acquisition. CCS is a public health care provider and competes for talent across all disciplines of providers. Our business can’t succeed if we are not acquiring qualified talent across the system in the most efficient manner. BDAS will help us drive day-to-day decisions on the best sources for talent and allocating resources to the most productive people searching for that talent.

BDAS will not only be prevalent in reports, but also in real time via television monitors displayed proudly on the walls within the recruitment department. Touch screen monitors will be available for hiring managers, executives and clients touring the facility to pull up real-time information and candidate data within seconds.

Find out how BDAS can help make sense of your recruitment data:

 BDAS landing page image

Empower 2015 Sneak Peek: Health Care Sessions

June 25th, 2015 Comments off
Empower_Blog_Header

Do you often experience communication breakdowns between the HR team and the C-suite?

Do you wish you could get inside the minds of today’s health care employees and candidates?

If you answered “yes” to these questions, you’ll want to join us at Empower 2015 (Sept. 8-11, 2015 in Chicago), CareerBuilder’s conference for talent acquisition leaders. We’ve put together two breakout sessions designed to address the unique recruitment challenges of the health care industry.

Session No. 1: Opening the Lines of Communication Between Human Resources and the C-Suite

Date/time: Thursday, Sept. 10; 10:15-11:30 a.m.

Description: As the health care industry landscape evolves and there is increased pressure on our workforce, it’s imperative that clear and direct paths of communication exist between these groups. Dawn Rose, executive director of the American Society for Healthcare Human Resources Administration, will lead this thought-provoking discussion with HR leaders from hospitals, long-term care, home health and senior living about the challenges they face when communicating with the C-Suite and how they’ve overcome them.

Panelists:

  • Angela Sternburgh, Ph.D., system director, talent acquisition and management at Presence Health
  • John Saavedra, vice president of human resources at Easter Seals Southern California
  • Ray Swatzell, director, talent recruiting and systems, at Brookdale Senior Living
  • Michele Miron, recruiting director at BAYADA Home Health Care

Session No. 2: State of the Health Care Workforce Study Findings

Date/time: Thursday, Sept. 10; 2:15-3:30 p.m.

Description: Eric Gregg, founder and CEO of Inavero Inc., will highlight key findings of the latest Health Care Workforce Research Study, including:

  • How the satisfaction of your workforce directly impacts patient referrals
  • What employees are looking for when it comes to recognition, feedback and training
  • How candidates feel about the overall application and interview process, and how that perception impacts their feelings toward your organization
  • The impact of mobile on your recruitment strategy and why the health care industry can’t keep up with other industries without an effective mobile strategy

Recertification credits

The above breakout sessions have been approved for 2.75 recertification credit hours toward California, GPHR, HRBP, HRMP, PHR and SPHR recertification through the HR Certification Institute. Please visit www.HRCI.org to find out more about certification or recertification.

For more information or to register for Empower 2015, visit: CareerBuilder.com/Empower2015.

4 Facts About Health Care Candidates to Revive Your Recruitment Strategy

May 28th, 2015 Comments off
Group of health care workers

If you’re like many health care employers, you’re under increased pressure to hire more efficiently, with less resources to get the job done. Yet at the same time, you’re facing an uphill battle to find qualified talent to fill your open positions. How do you meet your talent acquisition needs, while also giving candidates what they want – and expect – out of a recruitment experience?

CareerBuilder’s 2015 Candidate Behavior Study provides a behind-the-scenes look at the expectations and frustrations of today’s health care candidate, to help arm you with the knowledge needed to recruit smarter in the ever-changing health care landscape.

Here are four facts about health care candidate behavior, and how you can align your recruitment strategy to meet their needs:

1. Health care candidates are savvy searchers

According to the study, U.S. job seekers use up to 18 resources when searching for a job. Looking specifically at health care candidates, 71 percent will use Google search and 52 percent will use job boards when researching job opportunities.

What this means for you: Increased access to technology and resources have created savvier and more sophisticated job searchers. They’re utilizing all tools available to help them find their future career. If you aren’t where the health care candidates are when they’re searching, you could be missing out on opportunities to connect with your next potential employee.

2. Health care candidates want to interact with you before applying

What will the work culture be like at this company? Does the organization make an effort to interact with current and future employees? These are the types of questions health care candidates may be asking as they near the application stage of their job search. They’ve identified the organizations they’d potentially like to work for and are finding ways to connect with them: 82 percent of health care job seekers use a career site and 66 percent use social media to discover more information about an organization.

What this means for you: Health care candidates want to know if they’ll fit in with an organization before applying, and they’ll look to an organization’s career site and social media pages for clues. If they can’t find the answers they’re searching for, or if what they find doesn’t seem authentic, they may move on. That’s why it’s important to have a robust career site that gives candidates a taste of what it’s truly like to work at your organization, as well as an active presence on social media that provides a more transparent view of your company.

3. Health care candidates give you an “F” for responsiveness

According to the study, more than half of employers across all industries say they respond to less than half of the candidates who apply. It’s no wonder then that just 19 percent of health care candidates consider employers to be responsive throughout the application process.

What this means for you: If you’re already facing a lack of resources, the idea of responding to every candidate who applies can seem unrealistic. Yet if job seekers have a bad experience throughout the hiring process, it may dissuade them from applying again in the future or recommending your organization to their peers. By taking small steps to increase responsiveness, you can help build a network of talent that you can tap into down the line – and that will be happy to hear from you when you do.

4. Health care candidates are looking for more than just money

If a candidate has made it to the job offer phase and has had positive interactions along the way, they’ll be more enthusiastic about joining that organization, even if it means accepting a lower salary. The study found that 69 percent of health care candidates would compromise on salary for a good experience.

What this means for you: This finding further reinforces the importance of a strong employment brand, which is built from the moment the job seeker starts searching. By investing a little more to improve candidate experience throughout the hiring process, you could end up saving your organization money, while at the same time hiring workers who believe in your brand.

For more insights on candidate behavior, including customized data on specific job types such as nursing and allied health care, view the full 2015 Candidate Behavior Study.

53% of employers offering summer jobs have roles that pay $15 an hour-plus

May 25th, 2015 Comments off
More than 3 in 5 Workers Choose Not to Access Wellness Benefits

The improving economy and continued spotlight on minimum wage have caused many employers to increase the pay of their seasonal positions this summer, with some well beyond the federal minimum wage of $7.25.

According to CareerBuilder’s annual summer forecast, 53 percent of employers offering summer jobs have roles that pay $15 or more per hour on average. Seventy-two percent of employers will pay their summer hires $10 or more an hour on average – up from 64 percent in 2014.

“The growing number of employers adding seasonal help in good-paying jobs this summer is a strong indicator of labor market momentum,” says Matt Ferguson, CEO of CareerBuilder and author of “The Talent Equation.” “Many summer jobs went away completely during the recession as companies eliminated internship programs and as households cut back on vacation and recreation spending. We expect this year’s positive outlook to carry over into full-time hiring across industries and job types.”

WHAT DOES THIS MEAN FOR YOU?

If you’re searching for seasonal workers this summer, you may be facing heightened competition for talent, not only because there are more jobs available, but because many of those jobs are high-paying. Increasing salary for your open positions is one way of enticing candidates.

If that’s not a possibility, play up your unique benefits instead. Or, if the position has potential to become full time/permanent, shout that from the rooftops. If a candidate knows there’s a chance for long-term employment, that could be the hook that lures them in to your company.

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.

Taking the Pulse of Your Talent Acquisition Strategy

May 6th, 2015 Comments off
nurses

National Nurses Week (May 6-12, 2015) was created as a way to thank nurses for the vital part they play in delivering the best care to their patients. “The 2015 National Nurses Week theme ‘Ethical Practice. Quality Care.’ recognizes the importance of ethics in nursing and acknowledges the strong commitment, compassion and care nurses display in their practice and profession,” according to the American Nurses Association.

Employing the type of nurses who exemplify these values is a testament to an organization’s recruiting strategy – by hiring the best talent, and providing training opportunities to sharpen their skills, it creates a positive work environment, which ultimately leads to successful nurses.

Yet, we know it isn’t always so easy to recruit top talent. So we conducted a survey to hear what some of those challenges are – directly from you. Here are six survey findings that diagnose the pain points you feel when recruiting nurses – and some prescriptions for a better talent acquisition strategy.

No. 1: What do we need? Nurses! When do we need them? Now!

A whopping 81 percent of respondents say their organization currently has open nursing positions. Of those with open jobs, 23 percent have more than 20 openings.

No. 2: Put your boxing gloves on – it’s going to be another competitive year

When asked how they anticipate the number of nursing jobs in their organization will change in 2015 compared to 2014, more than half (53 percent) believe they’ll increase, while 46 percent say they’ll stay the same. With virtually no respondents anticipating a reduction in number of hires, the competition for talent won’t be easing up anytime soon.

No. 3: Registering the hardest-to-fill nursing positions

Fifty-one percent of respondents say it typically takes them four to six weeks to fill an open nursing position, with 23 percent lamenting it takes seven weeks-plus. The toughest position to fill? Registered nurses, with 46 percent struggling to find qualified candidates for this in-demand role.

No. 4: No quick apply? Candidates may be saying “goodbye”

Seventy-five percent of respondents say their organization doesn’t offer a “quick apply” – or shortened version of the application process – for nursing positions. In a separate CareerBuilder study, 3 in 5 job seekers who’ve begun an application say they didn’t finish it because there were too many steps or it was too complex. With the amount of open nursing positions needing to be filled, the odds of candidates expressing interest increase when they can quickly leave key information that determines if they qualify for the job prior to going through a lengthy application process.

No. 5: To make a long (application) story short…

According to the study, 11-15 minutes is the most common length of the application process for a nursing position, with 36 percent of respondents citing this time. However, 14 percent say it takes more than 30 minutes to complete a nursing application at their organization. To avoid frustrated candidates dropping off before they press “submit,” consider shortening the length of your application, and instead, saving some of the more in-depth questions for the interview.

No. 6: Not interested in recruiting new blood

Fifty-one percent of respondents say their organization does not actively recruit new/recent graduates for their open positions. When asked why not, 79 percent cite that recent grads lack the proper experience/skills needed. Forty-four percent say that, on average, just 5-24 percent of nursing new hires are recent grads. There’s a potentially huge, untapped market of candidates, who, with some on-the-job training, could be the answer to your organization’s talent shortage prayers.

The CareerBuilder Q1 Nursing Pulse Survey was conducted from March 4 – 15, 2015 among a sample of 156 employers of nurses or those responsible for their recruitment.  

For more health care insights and trends, check out the Spring 2015 CareerBuilder Health Care Insights Guide

90 Percent of the Highest-paying Non-desk Jobs are in Health Care

April 20th, 2015 Comments off

While the U.S. workforce may be gradually shifting toward office-based jobs, hundreds of non-desk occupations are still thriving, according to a new CareerBuilder/Economic Specialists Intl. study.

A variety of industries boast non-desk jobs that are experiencing growth, yet when it comes to the highest-paying occupations, health care is the clear leader. Ninety percent of the 20 highest-paying non-desk jobs are in health care, according to the analysis.

While most of these health care jobs require a doctoral or professional degree, there are still several others that are well-paying and don’t necessitate a four-year degree for a typical entry-level position. The top-paying non-desk health care occupations that don’t require an advanced degree include:

Median hourly earnings 2010-2014 job growth
Dental hygienists $34.19 9%
Diagnostic medical sonographers $31.93 15%
Occupational therapy assistants $26.57 14%

What does this mean for you?

Whether you’re an HR professional in health care or you’re in another industry, arming yourself with data on industry trends such as occupation growth and average earnings will ensure that you have the information you need to make the smartest hiring decisions for your organization and stay ahead of the competition. For more on how to do that, check out the following articles:

 

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.

A Doctor’s Perspective: Why Support Staff are the Unsung Heroes of the Office

March 30th, 2015 Comments off
Group Of Happy Doctors

 March 30 marks National Doctors’ Day, a time to honor physicians for the care they provide to their patients. Yet, if you were to ask any physician what helps them to be the best doctor they can be, they’d likely say the support they receive from their staff.

From the nurses who work with patients, to the administrators working behind-the-scenes coordinating medical services, each support staff member plays his or her own part to ensure the success of a health care practice, which ultimately means patients receive the highest quality of care.

“The most significant team members in the practice of medicine, whether it be office or hospital, remain the medical staff involved in direct patient care. They include registered nurses, licensed practical nurses, clinical nurse assistants and office medical assistants,” says Dr. Bruce Parisi, a family practitioner at Horizon Healthcare Associates in Calumet City and Flossmoor, Ill.

“Becoming ever more significant due to the mounting pressure from the insurance industry and governmental oversight agencies, however, are the activities of our care managers, care coordinators, social services and clinical documentation specialists,” Parisi adds. “Information technologists are also an integral part of the medical spectrum today.”

The skills needed to succeed

While there are certain hard skills that support staff need to possess in order to get a job, it’s the soft skills that are crucial to doing their jobs effectively – especially for those working directly with patients.

“[Support staff members] all need to have the appropriate skills associated with their respective specialty roles but additionally should have good medical knowledge/training, good medical terminology skills, good communication skills both with patients and physician medical staff, and should be [culturally] sensitive to patient needs,” Parisi says. “They should also be highly organized individuals with the ability to multitask.”

Parisi also believes support staff could benefit from additional training around clinical guidelines and hospital-delivered care. “They should exhibit some knowledge of and/or willingness to explore clinical documentation requirements needed to justify hospital-rendered care where appropriate,” he says.

What to look for when hiring support staff

Hiring managers in need of adding medical support staff to their teams can find value in getting a doctor’s perspective on what would make the perfect candidate.

“Medical team members – in addition to their respective medical skills – should be flexible regarding schedules, have IT capabilities and be able to function efficiently within the increasingly complex medical management quagmire that now exists,” Parisi recommends. “Medical coding skills will also become increasingly important in the next few years due to changes in the ICD coding structure.”

Support staff are the beating heart of a physician’s office, keeping the office operating at its highest potential. Hiring support staff with the right hard and soft skills and the willingness to continue their education and training will provide doctors with the true support they need so they can focus on the No. 1 priority – patient care.

So this Doctors’ Day, as we thank physicians for all that they do to ensure good outcomes for their patients, let’s also thank their support staff.

How is your organization celebrating National Doctors’ Day? Tell us in the comments section. 

10 metros with a temp workforce 45-150% larger than the US average

March 23rd, 2015 Comments off
temp jobs

A recent CareerBuilder study predicts that temporary employment will continue on an upward trajectory as it has been since the end of the recession. While companies across the U.S. are employing this hiring strategy to allow for staffing flexibility, some metro areas have a greater volume of temporary jobs than others.

According to the study, 10 metros have a concentration of temporary jobs 45-150 percent larger than the national average of 2 percent, with major manufacturing cities leading the way.

The top 10 metros with the highest percentage of temporary jobs in relation to overall employment in those metros include:

  1. Memphis, TN-MS-AR; 5 percent
  2. Grand Rapids-Wyoming, MI; 4.7 percent
  3. Indianapolis-Carmel-Anderson, IN; 3.9 percent
  4. Chicago-Naperville-Elgin, IL-IN-WI; 3.4 percent
  5. Nashville-Davidson-Murfreesboro-Franklin, TN; 3.4 percent
  6. Atlanta-Sandy Springs-Roswell, GA; 3.2 percent
  7. Louisville/Jefferson County, KY-IN; 3.1 percent
  8. Dallas-Fort Worth-Arlington, TX; 3 percent
  9. Columbus, OH; 3 percent
  10. Milwaukee-Waukesha-West Allis, WI; 2.9 percent

What does this mean for you?

If you’re a recruiter, knowing where there is a high demand for temporary workers can help inform your recruiting strategy. Clients in the above metro areas are likely looking to increase temporary staffing in the near future, so knowing this, you can better focus your efforts and look for opportunities where there is the most need.

 

 

 

Like a Boss: Study Reveals Common Characteristics of Senior Management

March 12th, 2015 Comments off
I'm the boss

If your CEO wants to apply to be the next “Undercover Boss,” he or she may not need to wear a disguise in order to fool your employees. 

According to a new CareerBuilder study, 26 percent of workers surveyed say they don’t even know what their CEO looks like, while 55 percent have never had a conversation with the head honcho.

The less your employees know about your CEO or other senior leadership, the more unapproachable or intimidating they may seem to be. Yet as the survey results show, the personalities and preferences of senior executives may not be as unlike the average worker as one may think.

Dressing to impress?

Many offices have been transitioning to a more lax dress code over the past several years, and executives are following (without a) suit. According to the survey, only 1 in 5 executives (20 percent) consider a business suit typical office attire. Most (57 percent) outfit themselves in business casual clothing, while 18 percent usually wear jeans or shorts to work.

When it comes to clothing color, black is the most popular choice, with 32 percent of top leadership donning the dark hue. Navy blue is the second most popular color (31 percent) followed by grey (10 percent).

Commonplace commutes

When it comes to commuting, most top dogs prefer cars – but not the chauffeured kind. Seventy-nine percent take themselves to work in an automobile, with 1 in 4 driving an SUV, 1 in 5 opting for a mid-sized sedan and 1 in 10 cruising around in a luxury sedan.

Eighteen percent use more environmentally friendly modes of transport, with 9 percent taking public transportation, 4 percent driving hybrids, 4 percent walking and 1 percent riding their bikes.

Sober hour

While executives may relax a little bit more than usual during office happy hours, you don’t have to worry about them getting a little too loose. More than half of senior management (62 percent) abstain from drinking alcoholic beverages at company happy hours. Instead, they choose soda (23 percent), water (19 percent), coffee (13 percent) or nothing at all (7 percent). Thirteen percent of executives kick back with a beer, and the same number (13 percent) sip wine, while 8 percent opt for mixed drinks.

Working up a storm, and a sweat

When asked how many hours they work in a typical week, 40 was the minimum for most head honchos. Fifty-eight percent say they work 40 to 49 hours a week, and 32 percent work 50 hours or more. Then there are those lucky few (9 percent) who work less than 40 hours a week.

Due to their packed schedule, nearly 1 in 5 (18 percent) say they “rarely” or “never” work out. Yet the vast majority of leaders (82 percent) are able to squeeze in at least one work out a week, with 39 percent getting their sweat on four or more days a week.

Right brained or left brained?

When it comes to a preferred hand, right-handers outnumber left-handers by nearly 7 to 1 (80 percent versus 13 percent). Eight percent of leaders claim to be ambidextrous.

The right side is also favored when it comes to hair parts, with 29 percent of senior leaders choosing this side. Nineteen percent go down the middle and 15 percent part on the left. One in four don’t part their hair at all, while 11 percent sport a shaved or bald head.

Opening the door to more executive engagement

While your employees may never get to know your CEO or senior leaders well enough to get a ride in their car or workout together, there are easy ways to provide more access to them so that employees feel a connection on some level. Try conducting monthly or quarterly Q&A sessions with your CEO and staff, or encourage your executives to work out of other offices on occasion. Anything you can do to provide more contact with senior executives can go a long way in the eyes of your employees.

For more CEO insights, check out the following articles:

What Workers Want to Change About You – And What to Do About It

March 5th, 2015 Comments off
Change direction

Like the burn book from “Mean Girls,” employees have dished on what they don’t like about their managers in a recent TINYpulse report from TINYhr. In the study, “New Year Employee Sentiment Report,” respondents were asked, “If you could change one thing about your manager in the new year, what would it be?”

The top five answers given were:

  • Become a better, more open communicator – 15 percent
  • Have the boss quit or retire – 11 percent
  • Improve empathy and people skills – 10 percent
  • Increase raises – 8 percent
  • Become a better collaborator/team leader – 7 percent

 

What does this mean for you?

While monetary recognition made the list, it didn’t crack the top three, and three out of the five answers focus on how bosses communicate and interact with their employees.  This goes to show that a little more communication, transparency and team building can go a long way in boosting employee morale.

The next question in the study explored what employees would do if the tables were turned.

When asked, “If you were promoted to be your boss’s manager in the new year, what’s the first thing you would change?” the top five answers given were:

  • Fire, demote or improve the caliber of employee – 16 percent
  • Establish standards for behavior and company policies – 11 percent
  • Improve communication – 11 percent
  • Improve wages and benefits – 10 percent
  • Modify working hours – 9 percent

 

What does this mean for you?

Interestingly, the top answer related to cleaning house and removing “dead weight,” so to speak. This shows that employees are not only invested in their own career, but they also want to surround themselves with people who are also devoted to doing their best work.

As the study points out, “peers have a huge influence on workplace satisfaction, and greater weight should be put on who is hired … and who is fired.”

The study concludes by saying, “You have a great deal of control over your employees’ desire to stick with you or run for the hills. Take stock of what they’re asking for in the new year, because you can be sure your competitors are.”

What changes have you been making to improve employee morale this year? Tell us in the comments section or tweet at @CBforEmployers.

3 key benefits of working with staffing firms to communicate today

February 26th, 2015 Comments off
Staffing firm

Tony Beshara knows a thing or two about the staffing profession, having been a manager in the staffing industry 41 years and an owner for the past 26. He has a message for staffing firm owners and employees: You don’t put enough weight on the value you bring to your clients.

Beshara says he can “attest to the fact that we often lose sight of how valuable our service is to the companies we do business with. We oftentimes get so wrapped up in the immediate recruiting assignment, job orders, send outs, managing our associates, training, a new ATS, etc., we forget to communicate the big value proposition we offer our clients.”

A client who truly sees the importance of the client-staffing firm relationship will not only want to continue doing business, but will serve as the staffing firm’s advocate and word-of-mouth referral. According to the 2014 “Opportunities in Staffing” study conducted by CareerBuilder and Inavero, after a positive experience with a staffing firm, 1 in 3 clients will, without prompting, encourage others to use that firm, while another 58 percent will encourage others when asked.

While there are many benefits of working with staffing firms, Beshara says the three greatest are experience, insight and speed:

Experience

Staffing firms provide support to clients in a variety of ways, but at the core of what they do is hire. But Beshara says those in the staffing world don’t put enough emphasis on the amount of experience even those newer to the profession have with the hiring process.

“Even with a short period of time in this profession, we all experience more of the interviewing and hiring process than any of our clients do,” he says. “We are so close to the value of that experience we forget to sell it to our clients. Whether we like it or not, there are many users of our service who think our profession is a ‘commodity.’ They often imagine that they can get the same quality of candidate from just about anyone in our profession.”

Yet, considering that at the time of hiring their primary staffing firm, 26 percent of clients said “the firm shared information with me that helped my company improve our recruiting,” demonstrating the knowledge you’ve acquired from your experience is an easy way to show the immediate impact you can make on your client’s recruitment strategy. “How often … do we promote and sell the idea that most of us see more hiring cycles in one week than most of our clients see in a year? That the difference between what they get with us and our competitors, is they get ‘me’ in the deal? They not only get me, but they get MY firm’s experience in managing the hiring process,” Beshara says.

Insight

When working with a staffing agency, clients want to know that they are doing business with people who understand the ins and outs of their industry, and conveying that insight can differentiate your services from the competition. When hiring a staffing firm, 29 percent of clients believed the firm demonstrated they knew more about their industry than other firms, and 25 percent shared current industry hiring trends with the client.

“Because we are in the trenches on a daily basis, we know what the hiring ‘landscape’ looks like,” Beshara says. “We know when a hiring authority is underpaying or overpaying, asking for what doesn’t exist in a candidate, dragging the interviewing or hiring process on way too long, interviewing too many or too few candidates, etc.” So, while it’s easy to get wrapped up in the challenges that so often occur during the hiring process, don’t forget to convey just how much insight you have, Beshara says.

Speed

“We and our staff have a tendency to take for granted the savings we can provide our clients with the speed by which we work,” Beshara notes. “The average employer thinks that it takes his or her company about 60 days to fill a vacancy. The truth is that, without a staffing firm, the time is really between 120 and 150 days. We forget to remind them that our specialty is to provide quality candidates quickly and efficiently. We have a tendency to assume that they know that, but they don’t.”

In fact, when asked to name the biggest mistake clients witnessed in a bad staffing agency’s sales representative or recruiter, 36 percent cited being slow to respond. So, being responsive to clients’ questions or requests, as well as maintaining regular proactive communication, can go a long way in improving client satisfaction.

By regularly conveying the three key benefits – EXPERIENCE, INSIGHT, SPEED – to current and prospective clients, you’ll not only prove your worth, but you’ll also remind yourself just how big of an impact you can make.

All statistics from the CareerBuilder and Inavero 2014 “Opportunities in Staffing” study.

 What other benefits do staffing firms offer to clients? Let us know in the comments section!

 

 

 

 

54% of mature workers plan to work after retirement

February 23rd, 2015 Comments off
retirement survey 2015

Workers close to retirement often dream of spending quality time with family, taking those long-awaited vacations or picking up a new hobby. But for many, retirement just means leaving their current job for a new one.

According to CareerBuilder’s annual retirement survey, 53 percent of workers (age 60-plus) are currently delaying retirement, and more than half say they plan to work after retiring from their current career. Of the group that plans to find employment post-retirement, 81 percent say they’ll most likely work part-time, while 19 percent plan to continue working full-time.

The most common types of jobs these workers plan to pursue include:

  • Customer service
  • Retail
  • Consulting

What does this mean for you?

People are living longer, healthier lives, so many are able to work well into their golden years. In this job market that is turning more competitive for talent, there is a pool of experienced workers looking for jobs that could be a good fit for your company. Beyond the ability to bring a wealth of knowledge to your organization, they can also serve as mentors to younger staff.

The good news is many employers are already hiring seasoned employees or are looking to do so in the future. Fifty-four percent of private sector employers hired mature workers (age 50-plus) in 2014 – up six points from last year’s 48 percent – and 57 percent plan to do so in 2015.

For more information on mature workers and common employer misconceptions, check out following articles:

 

 

 

 

 

 

 

 

When Co-Worker Collaboration Turns into Canoodling

February 11th, 2015 Comments off
Office romance header

Have you ever had a hunch that two employees may be more than just co-workers? Have you caught them looking longingly at each other across the conference table, or swore you spied them instant messaging kissing emoticons back and forth?

Your eyes may not be deceiving you. According to CareerBuilder’s annual Valentine’s Day survey, 37 percent of workers have dated a co-worker, and 30 percent of those office romances have led to marriage.

Office romance wedding vows

But not all have happy endings: 5 percent of employees have left a job because of a workplace relationship gone sour.

Office happy hours make hearts a flutter

While the attraction may have ignited at work, it often takes an outside-of-office outing to really make sparks fly.

Office romance beginnings

No love, actually

Workers may look for business advice from their colleagues, but they aren’t looking to date their colleagues’ exes. Twenty-five percent of workers say they deem someone who has already dated someone else at work “undateable.”

Other reasons for rejection include:

  • Doesn’t work on a consistent basis: 39 percent
  • Travels extensively for work: 21 percent
  • Has to work nights: 8 percent
  • Earns less money than me: 6 percent
  • Has to work weekends: 6 percent

 

When office romance turns risky

Navigating an office romance with a co-worker can be complicated enough, so if that co-worker also happens to be someone you manage, things can get very tricky. Yet it doesn’t stop workers from following their heart; of those who have had an office romance, 25 percent have dated someone in a higher position than them, including the boss.

And then there are the workers who are putting more than their jobs at risk by romancing a colleague: Nearly 1 in 5 workers has had an affair with a co-worker where one person involved was married at the time.

Does your office have rules around dating in the workplace? Have you ever had to confront workers in a relationship? Tell us in the comments section.

What Are Your Five Words To Ruin A Job Interview?

January 20th, 2015 Comments off
Interviews

Chances are, if you hire people for a living, you’ve experienced your share of unimpressive interviews. Job seekers come in unprepared, they don’t have great answers to your questions or they just seem like they want to be anywhere else but there.

In fact, we recently wrote about common interview mistakes.

But have you ever sat across the desk from a prospective employee and had to hold in a gasp after he or she uttered something completely inappropriate or ridiculous? Well, whether they’re real or not, Twitter users have been sharing some of the words that are sure to ruin a job interview, using the hashtag #FiveWordsToRuinAJobInterview. Perhaps because so many people (on both sides of the interview table) can relate, it quickly became a trending topic.

Below are some examples of Twitter responses to the hashtag:

interview

interview

Some brands got in on the fun, too

Remember though, interviewing is a two-way street, so your preparation is just as important. Stay a step ahead with these interview do’s and don’ts.

What are some of your #FiveWordsToRuinAJobInterview? Tell us in the comments section!

Sales Jobs Have Grown 12.7% in the Last 5 Years

January 19th, 2015 Comments off
CareerBuilder's Talent Factor

If you were to name an occupation that’s hot right now, you’d probably say something STEM-related (science, technology, engineering and math). Chances are, sales wouldn’t be the first, second or even third occupation that comes to mind. While it may not be a new field or have the allure that some of the more emerging fields do, the sales function is highly necessary to our economy’s stability and growth.

Consider these stats:
  • U.S. sales jobs have grown by 12.7 percent from 2009 to 2014.
  • Since the start of 2013, there have been roughly four average monthly hires in sales occupations for every unique job posting.
  • While some areas of sales have seen strong hiring (e.g., real estate), other areas of sales (e.g., wholesale and manufacturing) have seen job postings largely outnumber hires, showing a potential skills gap in these two occupations.
  • Certain sales workers can command high salaries, especially if they have specific technical knowledge. For instance, sales engineers have a median hourly wage of $45.53.

 

WHAT THIS MEANS FOR YOU

With an increased focus on the rise in STEM jobs and the skills gap tied to these roles, some may not realize that sales workers are also in high demand, and it’s not always easy to find qualified workers to fill these jobs, especially technical ones.

If you’re having trouble recruiting sales workers to fill specialty positions, consider looking for candidates with transferable skills and re-training them to match your needs.

For more information on the quiet but steady growth in sales employment, click here. to learn more about bridging the sales skills gap, click here.