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72% of Employers Expect Talent Acquisition Roles Will be Automated by 2027

March 6th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

While it may be tempting to assume that automation only effects manual labor intensive jobs, that’s not exactly the case. According to a recent CareerBuilder survey, 72 percent of employers believe that within the next 10 years, some roles within talent acquisition and human capital management will have gone completely automated.

Automation is already available within the HR space for a wide variety of essential functions. Yet even of employers who have begun to automate some processes through HR technology, most have only scratched the surface.

The most commonly automated functions are employee messaging and setting up benefits and payroll. That’s a good start, but there are a lot more ways automation could save you time and money, many of which are underutilized. For example, only 37 percent of employers who have embraced automation use it to help with archiving candidates, and just 21 percent use it to promote continuous candidate engagement – just to name a few.

 

What Does This Mean For You?

Talent acquisition and human capital management are essential parts of any organization – and new automating technologies make them easier and more cost-efficient. Employers who have automated parts of their talent acquisition and management processes are overwhelmingly pleased with the results: 93 percent say the switch has saved them time and increased efficiency, and 67 percent say they’ve saved money and resources.

Automation isn’t going to steal your job – it’s going to make it easier. The sooner you begin to implement automating technologies, the more time and money you’ll be able to save.

Want to learn more about how HR technology is making your job easier? Check out the 20 Most Important Types of HR Technology.

The Workforce is Aging – In Some Places More Quickly Than Others

February 2nd, 2017 Comments off
Flat design map of the United States made up of a crowd of people icons.

The most valuable resource for any organization is its people – and just like any other resource, the availability of new talent is crucial to long-term success. And with the Baby Boom generation nearing or entering retirement, keeping an eye on the relative age of local workforces is more important than ever.

In a new study, CareerBuilder explored employment trends for the 100 most populous U.S. cities and compiled a list of the top fastest-aging cities. The list is based on the percentage of a given city’s workforce made up of workers ages 55+ and how much that percentage – or “share” – has grown since 2001.

For a clearer picture of the changing age of the workforce, CareerBuilder translated this list into an interactive map, which visualizes two key statistics. For each city, the darker the red, the larger the share of 55+ workers, and the bigger the circle, the greater increase in share of older workers over the past 15 years.

Fastest-aging cities

North Port, FL

  • Share of workers ages 55+ in 2016: 25.8 percent
  • Change in share of workers ages 55+ (2001 to 2016): 1.5 percent

Oklahoma City, OK

  • Share of workers ages 55+ in 2016: 21 percent
  • Change in share of workers ages 55+ (2001 to 2016): 1.5 percent

Virginia Beach, NC

  • Share of workers ages 55+ in 2016: 19.5 percent
  • Change in share of workers ages 55+ (2001 to 2016): 1.3 percent

Sacramento, CA

  • Share of workers ages 55+ in 2016: 21.7 percent
  • Change in share of workers ages 55+ (2001 to 2016): 1.3 percent

Spokane, WA

  • Share of workers ages 55+ in 2016: 21.7 percent
  • Change in share of workers ages 55+ (2001 to 2016): 1.3 percent

 

Of course, while overall the workforce is aging, there are some cities where an influx of younger workers has reversed that trend. These are the cities where the share of workers ages 22 to 34 has increased since 2001:

Increasingly youthful cities

Madison, WI

  • Share of workers ages 22-34 in 2016: 30.3 percent
  • Change in share of workers ages 22-34 (2001 to 2016): 3.1 percent

El Paso, TX

  • Share of workers ages 22-34 in 2016: 32.3 percent
  • Change in share of workers ages 22-34 (2001 to 2016): 2.1 percent

Colorado Springs, CO

  • Share of workers ages 22-34 in 2016: 31.6 percent
  • Change in share of workers ages 22-34 (2001 to 2016): 2 percent

Allentown, PA

  • Share of workers ages 22-34 in 2016: 26.2 percent
  • Change in share of workers ages 22-34 (2001 to 2016): 1.7 percent

Austin, TX

  • Share of workers ages 22-34 in 2016: 32.3 percent
  • Change in share of workers ages 22-34 (2001 to 2016): 1.6 percent

66% of Employers Plan to Offer Higher Salaries

January 23rd, 2017 Comments off
1 in 2 Employers Know About a Candidate Within First 5 Minutes

Competition for talent remains tough, and according to CareerBuilder’s 2017 Job Forecast, many employers are resorting to offering higher pay to attract the skilled workers they need.

Two thirds (66 percent) of employers say they’ll increase the starting salaries for new workers this year – nearly half of them (30 percent of all employers) will bump starting offers by 5 percent or more.

What Does This Mean for You?

Simply put, if you’re hoping to hire skilled workers in the coming 12 months, you may need to reconsider how much you’re offering. Make sure that what you consider a fair salary is up to date. Do some research on your competitors and other employers in your area that may be looking to pull from the same labor pool as you to get a sense of what else is out there for the candidates you’re trying to attract.

If increasing salaries isn’t an option for your firm, don’t forget to highlight your company’s culture and other perks and benefits. Salary plays a big part in a candidate’s decision, but it’s far from the only factor they’ll consider.

49% of Workers Resolve to Save More

January 2nd, 2017 Comments off
recruitment technology challenges

For many, the start of a new year is an opportunity to reassess our lives and make plans to improve. And while some workers are resolving to find a new job in 2017, that’s not the only popular job-related New Years resolution this year.

According to a recent CareerBuilder survey, 49 percent of workers say they’re planning to save more money in the coming year, 38 percent hope to reduce their stress, and 30 percent have their eyes set on a raise or promotion.

 

What does this mean for you?

Twenty-two percent of workers say they’re planning on finding a new job in 2017. For employers hoping to improve retention over the coming year, understanding why workers stay or leave is crucial.

While there are plenty of surface-level changes that employers can make to entice workers to stay, the most effective is often simply to help their employees meet their personal goals. Provide classes or other resources to help workers manage their personal finances. Create perks or policies aimed at reducing stress among employees. Sit down with employees to talk about their career path and ambitions. Job satisfaction is often linked to feeling valued – helping them achieve their goals is a great way to show them you care.

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

Is it Time to Retire Office Dress Codes?

December 9th, 2016 Comments off
Two pairs of shoes – new business shoes and old tennis shoes

You don’t need to have been in the workforce very long to recognize that when it comes to how people dress for work, trends come and go pretty quickly. Where once offices were filled with people in borderline formal attire, nowadays most offices adhere to a much more relaxed dress code.

 

This is at least in part due to the high demand for talent. Competition among companies for skilled workers is fierce, and some employers who can’t afford to compete in terms of salary turned to other intangibles – a more relaxed working environment is a prime example.

The fact that this trend has taken hold is evidence that offering a more casual dress code can be an effective recruitment tool. In fact, according to a study by Robert Half earlier this year, 31 percent of office workers said they’d prefer a company with a business casual dress code and 27 percent prefer casual or no dress code at all.

However, casual dress isn’t necessarily appropriate for all positions or all occasions. For example, individuals in roles that involve representing the company — in front of clients, the public or the media — can understandably still be held to higher dress code standards. And besides, sometimes dressing up a bit can increase self-confidence and help workers get in the mindset to get to work.

But for the most part, employers should consider giving their staff some leeway in the fashion department.

And maybe even enjoy the trend for themselves.

 

Do you think a more relaxed dress code is a good thing, or has this trend gone too far? Let us know on Twitter @CBforEmployers!

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

IT Jobs Have Grown by 12% Since 2012

December 5th, 2016 Comments off
28% of Workers Will Celebrate Thanksgiving with Coworkers

December is underway and 2017 is almost upon us. In anticipation of the new year, CareerBuilder and Emsi have compiled a list of the top jobs for 2017. The list is based on pay, growth and number of jobs.

The study groups occupations into five categories: business and financial operations, IT, health care, sales and skill trades.

Of these categories, IT has seen the largest percentage growth over the past 4 years, with a job growth of 12 percent. Sales saw the lowest growth with 5 percent, while the other three categories each grew by 8 percent since 2012.

 

What does this mean for you?

As we gear up for a new year and you begin assessing your upcoming hiring needs, it’s worth knowing where you’re likely to face the stiffest competition for talent.

While technical roles that fall under IT have grown at the highest rate over the past four years, it is still the smallest category in terms of number of jobs. So, unsurprisingly, competition for the high-skill candidates to fill IT-related positions will likely continue to be fierce.

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

What Happens When A Great Interviewee Turns Out to Be A Bad Employee

November 16th, 2016 Comments off
business, people, fail, paperwork and technology concept - businessman with laptop computer and papers working in office

Hiring employees is a risky business. The entire hiring process is designed to prevent a bad hire from slipping through, yet most employers say they’ve made a bad hire in the past. So how does this happen and, more importantly, what do you do to correct the mistake of a bad hire?

 

How Bad Hires Happen

You’ve probably already come to accept that some job seekers lie on their resumes and applications. More than a third of employers who have made a bad hire say it was because the candidate lied during the application process.

 

However, employers aren’t always completely blameless. In some cases an employer may be so eager to fill the open position that they’re willing to overlook potential problems with the candidate. It’s also not uncommon for candidates who are particularly skilled at the interview portion of the hiring process to slip through without much scrutiny in other areas, including cultural fit and whether they are capable of performing the job.

 

How to Prevent a Bad Hire

There are a number of things employers can do to avoid hiring a potentially toxic employee. Following up with references and actually drilling down to understand the strengths and weaknesses of the candidate, rather than simply confirming titles and dates, can go a long way.

 

Splitting the interview into several stages is also an effective blockade against bad hires. While the first round of interviews may be relatively brief, as candidates get closer to landing the job, stretch it out a little more. After all, you’re hiring them to work with you all day every day, not in one-hour spurts.

 

It also helps to get more people from the team involved in the interview process. While a skilled interviewer may be able to put on a convincing enough act to win over one interviewer, fooling an entire team is less likely.

 

How to Remedy a Bad Hire

Still, bad hires do happen, and in many cases letting them loose simply isn’t an option. So what can you do to make the most out of a bad situation?

 

The answer is almost always communication. Make your expectations as a manager clear and specific, and don’t shy away from letting the employee know when he fails to live up to them.

 

If behavior is the issue, make it clear what specific behaviors need to be changed. Telling an employee that he needs to start showing up on time will be more effective than asking him to improve his attitude.

 

If the employee isn’t living up to expectations in terms of skills and quality of work, plan extra time in his projects for additional feedback and collaboration. You may also want to work with the employee to find relevant classes or training programs that may help get him up to speed.

 

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Job Satisfaction Among Employed Veterans is Dipping

November 9th, 2016 Comments off
Young soldier woman using a computer into her office in military building

Providing veterans of the U.S. military with gainful employment is no small task, but many U.S. employers are stepping up to do their part. According to a recent CareerBuilder survey, 37 percent of employers plan to actively recruit veterans in the coming year, on par with last year. Additionally, nearly half (47 percent) say they’ve hired a veteran in the past twelve months.

 

However, supplying the jobs is only half the battle. The survey also shows a dip in veteran employee satisfaction. Fifty-seven percent of veteran workers say they are satisfied and enjoy their work, down from 65 percent last year, and considerably lower than the 76 percent of the general workforce who say they are currently satisfied with their jobs.

 

The biggest driver of this dissatisfaction appears to be underemployment. Twenty-two percent of employed vets say they are underemployed, or working in a position that is below their skill level. Closely tied to that is the fact that 20 percent report working in a low-paying job.

 

Still, it’s clear that employers want to hire military veterans. Sixty-eight percent of employers say that, given the choice between two equally qualified candidates – one veteran, one not – they would be more likely to hire the veteran. Forty-seven percent say they pay more attention to resumes that come from veterans.

 

“Veteran hiring initiatives seem to be top of mind for the majority of employers, and it is almost always a hot-button topic in an election year,” says Rosemary Haefner, chief human resources officer for CareerBuilder. “Our veterans bring a unique blend of discipline, leadership and problem-solving skills that employers would be foolish to pass up. But, it’s also up to the employer to keep these workers involved and challenged to do their best work.”

 

Improving Satisfaction

So how can employers help ensure our veterans are not only employed, but satisfied with their position? Understanding the unique skills military veterans possess and how those skills can be leveraged in the workforce is a good start.

 

According to employers, here are the top qualities that they feel members of the Armed Services bring to their organizations after leaving active duty:

 

  • Disciplined approach to work: 63 percent
  • Ability to work as a team: 62 percent
  • Respect and integrity: 59 percent
  • Ability to perform under pressure: 54 percent
  • Leadership skills: 52 percent
  • Problem-solving skills: 48 percent
  • Ability to adapt quickly: 46 percent
  • Attitude of perseverance: 44 percent
  • Communication skills: 41 percent
  • Strong technical skills: 33 percent

 

It’s also crucial that when evaluating a military veteran as a candidate for job openings, employers see beyond the uniform. Our servicemen and women share many admirable attributes and skills, but they are still individuals with unique talents, personalities and interests. It’s not enough to simply hire enough vets to meet a quota – it still has to be about communicating with the candidate to find the right fit.

 

Get the latest recruitment tips and trends from the experts at CareerBuilder, right to your inbox.

29% of Workers Have Side Gigs

October 31st, 2016 Comments off
candidate behavior

Working more than one job is nothing new, but a new survey from CareerBuilder suggests that the practice may be growing more prevalent – and this trend isn’t likely to be changing any time soon.

 

The survey found that 29 percent of workers says they have a side hustle. The trend is especially prominent among younger workers, with 39 percent of workers between the ages of 18 and 24 having side hustles, and 44 percent of those ages 25-34.

 

What does this mean for you?

While some employers may perceive an employee’s side gig as a threat or a sign of a lack of commitment to their day job, 71 percent of workers with side gigs say they don’t want to turn it into their day job, and 76 percent say they don’t plan on opening their own business.

 

The best course of action if you believe a side hustle is having an impact on your employee’s performance is communication. Work with the employee to find a balance between their commitment to a side hustle and the standards you expect from them at your company.

How Would Your Hometown Fare in the Zombie Apocalypse?

October 27th, 2016 Comments off
zombieapocolypsewithemsidata

We’ve all fantasized about how we would survive the zombie apocalypse (haven’t we?), but for many, that plan doesn’t go beyond surviving the initial breakout and period of chaos. But once the dust settles and it’s time to seek out the last vestiges of civilization, where do you and your rugged-but-lovable band of misfits go?

To help with this decision, CareerBuilder has put together an index ranking the country’s largest cities’ likelihood of surviving a zombie outbreak.

How it Works

Based on the occupational and industrial makeup of its workforce, each city receives a score for four essential zombie survival categories – Defense, Containment, Cure and Food.

 

Defense – This category is based on a city’s concentration of military and protective services occupations as well as availability of small arms.

Containment – While high concentrations of engineering and construction occupations will score a city points in this category, cities with highly dense populations stand to lose points. A lot of people packed tightly together make it very easy for the zombie plague to spread.

Cure – When it comes to the zombie apocalypse, there’s a difference between winning and not losing. Defense can help you win battles with the zombie hordes, but finding a cure? That’s how you win the war.

Food – The living dead aren’t the only threat in this harsh new world. Survivors may have escaped the zombies’ hunger, but they still must fend off their own. Bulk production and packaging of non-perishable foods provide the nourishment the last of humanity needs to keep going.

The sum of these scores indicates how likely the city is to make it through the rise of the living dead.

 

The Results

Thanks in no small part to a large number of biotechnology and medical research workers, Boston is the most likely city to produce a cure for the zombie plague. Top marks in the Cure category, along with strong Defense and Containment scores, make Boston humanity’s best hope for surviving the dawn of the dead.

Check out the chart below to see how your hometown stacks up:

MSA Defense Score Containment Score Cure Score Food Score Total Score Final Rank
Boston, MA 13.69 11.05 20 3.59 48.33

1

Kansas City, MO 23.38 10.02 4.53 3.10 41.03

2

Salt Lake City, UT 8.29 18.61 10.49 3.62 41.01

3

Baltimore, MD 17.55 7.68 11.56 2.79 39.58

4

San Diego, CA 16.44 9.89 11.69 1.41 39.43

5

Seattle, WA 9.58 17.86 8.45 1.99 37.88

6

Denver, CO 7.82 20.03 6.39 3.58 37.82

7

Virginia Beach, VA 22.38 10.61 2.76 1.79 37.54

8

Hartford, CT 17.28 9.07 5.80 3.32 35.47

9

Minneapolis, MN 17.51 8.19 5.57 3.94 35.21

10

Indianapolis, IN 8.73 9.39 10.79 5.01 33.92

11

Richmond, VA 14.61 11.16 4.73 3.38 33.89

12

Grand Rapids, MI 0.08 9.73 2.08 20 31.89

13

San Francisco, CA 6.43 8.97 14.86 1.48 31.73

14

Portland, OR 3.71 13.41 6.35 8.01 31.48

15

Washington, D.C. 16.55 7.96 6.80 0 31.31

16

Sacramento, CA 8.80 12.29 4.77 4.99 30.85

17

Pittsburgh, PA 5.98 13.38 7.26 3.60 30.22

18

San Jose, CA 5.74 15.02 8.17 1.09 30.02

19

Raleigh, NC 7.70 12.22 4.89 4.18 28.98

20

Orlando, FL 9.44 9.55 3.53 6.03 28.55

21

Memphis, TN 14.07 2.96 5.15 6.26 28.43

22

Louisville, KY 11.56 6.76 2.03 8.04 28.39

23

Cleveland, OH 10.36 4.24 8.02 5.32 27.93

24

Birmingham, AL 9.84 6.73 5.29 5.51 27.37

25

Oklahoma City, OK 8.25 10.69 6.53 1.55 27.01

26

St. Louis, MO 13.96 8.24 2.99 1.62 26.81

27

Houston, TX 6.08 15.92 2.71 1.37 26.09

28

New Orleans, LA 13.55 8.85 2.12 1.23 25.75

29

Phoenix, AZ 12.81 7.39 1.96 3.44 25.59

30

Charlotte, NC 8.65 6.12 0.50 9.78 25.06

31

Las Vegas, NV 15.84 6.20 0.68 1.44 24.16

32

Columbus, OH 7.88 7.59 6.03 2.50 24.01

33

Providence, RI 8.82 5.37 4.19 4.85 23.23

34

Austin, TX 5.83 12.13 4.45 0.70 23.11

35

Cincinnati, OH 5.46 5.63 5.16 6.62 22.87

36

Rochester, NY 5.16 4.92 3.87 8.69 22.64

37

Nashville, TN 8.53 7.15 3.77 2.89 22.34

38

Milwaukee, WI 6.29 7.48 4.09 3.95 21.81

39

Dallas, TX 7.66 7.50 2.12 4.53 21.80

40

San Antonio, TX 9.88 4.27 1.95 5.48 21.58

41

Philadelphia, PA 8.53 1.18 7.46 3.90 21.07

42

Jacksonville, FL 11.40 6.04 1.63 1.27 20.33

43

Detroit, MI 2.03 14.50 2.10 1.32 19.94

44

Chicago, IL 9.74 0.63 2.34 6.73 19.44

45

Tucson, AZ 10.88 1.59 6.40 0.52 19.40

46

Buffalo, NY 10.23 3.35 3.38 1.83 18.80

47

Atlanta, GA 6.73 5.87 2.65 3.30 18.56

48

Miami, FL 12.67 1.10 1.57 2.78 18.11

49

Riverside, CA 4.44 4.99 0 7.30 16.72

50

Los Angeles, CA 7.37 0.68 3.89 1.70 13.65

51

Tampa, FL 6.07 2.33 2.97 1.52 12.89

52

New York City, NY 12.44 -10.08 4.33 1.99 8.69

53

 

 

Should You Be Offering Workers ‘Unsick Days?’

October 21st, 2016 Comments off
Patient sitting on treatment couch

Most people’s approach to their health tends to be reactionary – you get sick, you go to the doctor to get it checked out. But why do we wait until something goes wrong? What if we had the option to go to the doctor before we got sick and hopefully avoid getting sick at all.

That’s what Zocdoc is proposing – an Unsick Day.

One of the main reasons people aren’t going to the doctor in advance of illness setting in is work. According to a recent Zocdoc survey, 86 percent of workers say they would cancel or reschedule a booked preventive care appointment due to workplace pressures.

Zocdoc’s Unsick Day is a new kind of day off – one taken with employers’ explicit permission and encouragement, specifically for employees to take care of annual physicals, skin screenings, dental cleanings, and other routine health procedures that are too often neglected.

And it’s not just the workers who are missing out. The survey found that only 1 in 4 workers have utilized all of their preventive health benefits, which means companies are investing in benefits and plans that are going vastly underutilized.

An Unsick Day would change all that – according to the survey, 51 percent of workers said they’d be more likely to take advantage of preventive health benefits if their employer encouraged it. And on top of that, 49 percent say they’re more likely to stay with a company that offers time off for preventive care.

Plus, preventive care leads to healthier, more productive employees. These check-ins help workers detect potential issues early, form stronger relationships with providers and take a more active role in their own long-term health.

Benefits like health care are often looked at as a way to attract candidates, but they’re also great for retention. Workers appreciate when their employers take a continued interest in their happiness and wellbeing – exactly what an Unsick Day would provide.

For other ideas on how to help your employees and improve retention, check out Why and How to Help Employees Manage Their Finances.

62% of Employers Expect to Transition Holiday Hires to Full-Time Employees

October 10th, 2016 Comments off
candidate behavior

Adding seasonal headcount is something of a holiday tradition for many employers, and this year that tradition continues. According to CareerBuilder’s Q4 U.S. Job Forecast, 33 percent of employers plan to hire seasonal workers this year, right on par with last year.

While overall seasonal hiring rates may be holding steady, the study does indicate a major shift in how employers view seasonal workers. According to the study, of employers who are bringing on additional seasonal workers, 62 percent say they expect to hire some of their seasonal staff for full-time positions after the holidays.

What does this mean for you?

Transitioning temporary workers to full-time roles is not a trend exclusive to holiday hiring. According to a separate CareerBuilder study, of employers who planned on hiring temporary workers this year, 58 percent expected to transition some to full-time status.

This cautious approach to expanding headcount makes sense for many employers – particularly those facing the skills gap. By first hiring a worker in a temporary position, you can not only ensure they are a good fit with the team and the company culture, but you can also provide them with the on-the-job training necessary to fill a potentially higher-skill position.

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

67% of Employers Say $10 Per Hour or More is a Fair Minimum Wage

September 12th, 2016 Comments off
candidate behavior

More employers than ever are in agreement than the current federal minimum wage is not cutting it. According to a recent CareerBuilder survey, only 5 percent of employers said that $7.25 per hour is a fair wage, while 67 percent said they felt a minimum of $10 per hour or more was more reasonable – up from 61 percent last year.

 

What does this mean for you?

If you currently employ or are planning on hiring minimum wage workers, it’s important to stay abreast of changes in the discussion regarding fair compensation.

According to the survey, 66 percent of minimum wage workers said they couldn’t make ends meet, and 50 percent said they were forced to work more than one job.

 

Regardless of how skilled or dedicated an employee is, the stress from financial troubles can have a major impact on productivity, quality of work and overall employee satisfaction. And with more and more employers adjusting compensation policies in recognition of the challenges facing minimum wage workers, you may risk losing great people to competitors if you don’t follow suit.

 

 

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Hijacking the Best Parts of the “Gig Economy” to Attract Candidates

September 8th, 2016 Comments off
Young creative business people working in the office late in the afternoon.

The continued popularity of “gig economy” jobs made possible by apps like Uber and Instacart and websites like TaskRabbit is raising the question of what draws workers to this kind of employment – and how more traditional companies can match that appeal.

Though you may not be able to offer these three key attractions to the extent the gig economy can, consider how you can “hijack” these ideals to attract a new crop of job seekers:

1. Autonomy.

The clearest attraction to gig-centric employment for young workers is the ability to “be your own boss.” The level of autonomy gig workers are able to achieve has historically been reserved for entrepreneurs who put in years of effort building their own business – and taking on all the related risks. Now, workers in the gig economy enjoy that freedom as well.

Hijack it: In order to apply this principle to your own company, highlight employee autonomy and give workers greater control over what projects they work on and how those projects are completed.

2. Flexible hours.

Similarly, many workers are attracted to gig economy jobs because of the highly flexible schedules they offer. Many of the services fueling the gig economy allow workers to completely set their own schedules – no matter how unusual. For example, an off-duty UberX driver may choose, on a whim, to take fares for a couple of hours. If something comes up, they can just as easily switch back to their “inactive” status.

Hijack it: While most employers can’t match this level of flexibility, giving workers more leeway in terms of their work hours can go a long way. Though this trend exists independently of the growth of the gig economy, gig economy-driven jobs have taken it to the next level. The message is clear: Candidates are generally more likely to accept a job offer if it comes with greater control over their schedules.

3. Greater Cause.

A significant number of gig workers view this work as just a phase before they enter their actual career. So what are they waiting for? In many cases, they’re waiting for the right company – or more accurately, the right mission. Younger workers – millennials in particular – are motivated by a set of personal values, and working for an organization that represents the same values is extremely important to them.

Hijack it: While gig work may not directly satisfy that need to be working for a cause, the autonomy and flexibility of the gig economy allow these workers to pursue their passions and ideals in other ways.

To compete with this, employers need to understand the values important to potential candidates and align their corporate mission and culture with those values.

 

Where Gigs Fall Short

The gig employment may have its own particular charms, but there are things traditional employment can offer that can’t be matched by the gig economy. Benefits such as health insurance and retirement plans are the biggest things full-time employers can offer workers that they can’t often get from working gigs.

While the passage of the Affordable Care Act has made it easier for workers who aren’t full-time employees to secure health insurance, gig-centric jobs aren’t likely to offer the support of HR professionals to help workers understand and manage such plans. This kind of support – not to mention the security of a steady paycheck and a retirement nest egg – are great points to touch on when competing with the gig economy for talent.

 

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Employers Use an Average of 15 Sources to Find Candidates

August 8th, 2016 Comments off
wage growth

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

The hunt for talent takes talent acquisition teams to more talent pools than ever before – with the average team searching 15 sources when looking for candidates. But, what if there were a search engine that pulled from all of those talent pools simultaneously?

There is: Broadbean Resume Search makes it easy for employers to run a single search across all of their external resources, effectively streamlining the search process. Not only that, but Broadbean also sources from publicly available social media sites, giving employers the most bang for their recruitment buck.

Why is Resume Searching so Important?

The market for talent is notoriously competitive, and any advantage in recruiting can be translated into an advantage for the company as a whole. By providing an easy and effective connection to all of your external sources, and seamlessly integrating with over 7,000 ATS/CMS systems worldwide, Broadbean makes finding candidates faster and easier so recruiters can focus on evaluating candidates rather than looking for them.

Learn more about what Broadbean can do for your business.

9-to-5 Workday is Extinct, According to Most Workers

July 21st, 2016 Comments off
Business woman drinking coffee to get some energy for working overtime

Most of us still think of a full-time employee as someone who works Monday through Friday for eight hours a day. However, according to CareerBuilder’s latest survey, this definition may be outdated.

According to the survey, nearly 3 in 5 workers (59 percent) are of the opinion that the traditional 9-to-5 workday is a thing of the past – and not because of flexible schedule perks. Nearly half (45 percent) of workers say they work on work-related assignments during their off hours, and 49 percent say they check or answer emails after they leave the office for the night.

 

Who’s Putting in Extra Work?

Despite a very similar percentage across genders believing that the typical 9-to-5 workday is an antique (58 percent of men; 60 percent of women), men remain more likely to complete work-related tasks outside of business hours.

Forty-nine percent of men say they work outside of office hours, versus only 42 percent of women. Men are also more likely to remain tied to the office when they leave – 54 percent say they answer emails outside of office hours, as opposed to 43 percent of women.

 

Next Generation of Workers

In terms of age groups, older workers are more of the opinion that the traditional 8-hour day has had its day. Sixty-five percent of workers ages 45-54 and 61 percent of workers ages 55 and up agreed that the 9-to-5 day is a thing of the past, compared to only 42 percent of workers ages 18 to 24.

Still, workers 55 and older are also more likely to put thoughts of work aside at the end of the day, with 60 percent saying they don’t keep working after closing time, and 54 percent saying they don’t check their work emails after office hours.

This is compared to only 52 percent of workers in the 18 to 24 age group who say they don’t keep working after business hours. Even fewer (41 percent) say they do not check or answer work emails outside the office.

 

Technology’s Influence

Much of this increase in overlap of work into personal time can be explained by today’s “always-connected” culture.

“While smartphones and other technology allow us to remain connected to the office outside of normal business hours, it may not always be a good thing, as workers are having trouble disconnecting from their jobs,” said Rosemary Haefner, chief human resources officer for CareerBuilder. “Not surprisingly, younger workers ‘attached to their mobile devices’ are more likely to work and check emails past business hours, while older workers feel less pressure to check-in after they have put in a full day of work.”

 

For more on the death of the 9-to-5 workday, check out the full report.

70% of Human Resources Managers Advocate Higher Wages

July 11th, 2016 Comments off
wage growth

According to CareerBuilder’s 2016 Midyear Forecast, while hiring rates for the second half of the year will largely mirror those of 2015, one area where we will see significant growth is in workers’ wages.

The survey found that 70 percent of human resources managers believe their companies need to start paying workers higher wages in order to keep up with the competitive talent market.

Employers seem to be taking this advice to heart – 53 percent are planning on increasing compensation for current employees over the next 6 months, and 39 percent will increase starting salary offers for new employees.

What does this mean for you?

Competitive salary offerings have always been the most popular means of attracting and retaining talent in a competitive market – and not without reason. If offering higher wages isn’t an option, however, employers might be able to entire talent in other ways, such as competitive benefits, perks and opportunities for advancement.

Employers might also consider reskilling current workers or offering advanced or extended training to create the ideal candidate if current recruiting efforts aren’t working.

The Occupations Americans Can’t Live Without

July 1st, 2016 Comments off
Multiethnic Group of People with Various Occupations

This Independence Day, CareerBuilder and Emsi are celebrating America’s everyday heroes with a list of occupations you may not think about every day, but that provide critical services to day-to-day life in America.

“There are more than 323 million people in America today,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “While every job plays an important role in making America a successful, thriving nation, our study focuses on 12 careers that provide for our most basic needs: food, clean water, health, shelter, safety and communication. These workers impact our lives every day, so today we’re taking our hats off to celebrate our often unsung heroes.”

Farmers, Ranchers, and Other Agricultural Managers

  • Number employed: 494,879
  • Ratio to U.S. population: 1 farmer for every 654 people
  • Median income: $30,597

 

Water and Wastewater Treatment Plant and System Operators

  • Number employed: 113,370
  • Ratio to U.S. population: 1 operator for every 2,856 people
  • Median income: $45,968

 

Teachers

  • Number employed: 4,031,658
  • Ration to U.S. population: 1 teacher for every 80 people
  • Median income: $55,557

 

Construction Laborers

  • Number employed: 1,335,944
  • Ratio to U.S. population: 1 construction worker for every 242 people
  • Median income: $31,658

 

Electrical and Telecommunications Line Installers and Repairers

  • Number employed: 238,922
  • Ratio to U.S. population: 1 line worker for every 1,355 people
  • Median income: $60,965

 

Refuse and Recyclable Material Collectors

  • Number employed: 134,250
  • Ratio to U.S. population: 1 collector for every 2,412 people
  • Median income: $34,258

 

Police and Sheriff’s Patrol Officers

  • Number employed: 675,939
  • Ratio to U.S. population: 1 officer for every 479 people
  • Median income: $60,466

 

Firefighters

  • Number employed: 314,928
  • Ratio to U.S. population: 1 firefighter for every 1,028 people
  • Median income: $48,859

 

EMTs, Paramedics and Ambulance Drivers

  • Number employed: 266,853
  • Ratio to U.S. population: 1 worker for every 1,214 people
  • Median income: $32,510

 

Registered Nurses

  • Number employed: 2,870,340
  • Ratio to U.S. population: 1 nurse for every 113 people
  • Median income: $69,077

 

Military Occupations

  • Number employed: 2,098,652
  • Ratio to U.S. population: 1 military member for every 154 people
  • Median income: $35,194

 

Heavy and Tractor-Trailer Truck Drivers

  • Number employed: 1,926,886
  • Ratio to U.S. population: 1 truck driver for every 168 people
  • Median income: $39,312

 

For more valuable insights into how the national and local economies fit together, check out the tools and services offered by Emsi.

76% of Candidates Want to Know About Day-to-Day Responsibilities

June 13th, 2016 Comments off
wage growth

Recruitment and hiring can be a complicated business, so CareerBuilder’s 2016 Candidate Behavior Study took a look at it in simple terms: What do candidates want to know?

According to the study, the question on 76% of job seekers’ minds is “What would my day-to-day job be?” Fifty-seven percent are wondering what skill sets employers consider negotiable versus non-negotiable skills.

These may sound like pretty basic queries, but employers who fail to address these questions in job postings or in the interview process are going to have a hard time finding interested candidates.

What does this mean for you?

Even if you’re a relatively young company or the open position is still brand new, it’s important to have a clear definition of what responsibilities the role will entail. Great job candidates may not want to just be another cog in the machine, but they also don’t want to be given no direction whatsoever. So whether you’re filling a recently vacated position or creating an entirely new role from scratch, make sure you understand what the role will start out as – and look for a candidate who will be able to help it grow from there.

52% of Employers Say They Wait for Candidates to Apply

May 30th, 2016 Comments off
Candidates Use 16 Different Resources During Job Search

According to CareerBuilder’s 2016 Candidate Behavior study, employers tend to prefer for candidates to come to them, rather than actively seek out potential candidates.

The study shows that more than half (52 percent) of employers wait for job seekers to apply to open positions. Similarly, only 20 percent of job seekers said they were recruited by an employer before applying.

It’s evident that compiling applications sent in from job seekers is how most employers prefer to fill openings – despite 39% of employers saying their biggest frustration is when unqualified candidates apply for positions.

What does this mean for you?

Employers hoping to fill open positions quickly and with the best candidates cannot be passive about recruiting. Job postings are essential hiring tools, but they should only be part of a larger strategy that includes active recruitment and building talent pipelines to ensure you’re not left with an unfilled position while you wait for the perfect candidate to come along.

 

Learn how to capture more of the right candidates and easily keep in touch with them through an optimized career site.

Understanding the New Overtime Regulations

May 20th, 2016 Comments off
Business woman working alone in dark office, late night

Earlier this week, the Obama administration and the Department of Labor announced new regulations that will increase the salary threshold for overtime pay. Effectively, when the new regulations take effect in December, millions of workers will be entitled to time-and-a-half pay when they work more than 40 hours in a week.

Who qualifies

These new regulations will mainly affect salaried workers, as hourly workers are generally already guaranteed overtime pay regardless of their earnings level. Eligibility for salaried workers is based on two factors – how much they earn and the nature of their work.

Since 2004, to qualify for overtime pay, salaried workers had to earn less than $23,660 a year. These updated regulations increase that threshold to include salaried workers earning less than $47,476 a year.

Workers earning above the salary threshold are also subject to a duties test to determine whether they are eligible for overtime. There are a number of exemptions from federal overtime regulations, including for workers classified as executives, administrative employees and professionals.

How employers can comply

The Department of Labor suggests four main ways to make sure they comply with the new regulations:

  1. Raise these workers’ salaries to above the new threshold.
  2. Pay the mandated time-and-a-half overtime for those workers who put in more than 40 hours a week.
  3. Make sure workers don’t work overtime.
  4. Some combination of the above.

 

These new regulations will likely meet some resistance from the business community. But it’s important to remember that the goal of these overtime regulations is to promote a healthy work-life balance – which is essential to a happy and productive workforce.

 

27% of Employers Hiring Recent College Grads Will Pay $50,000 or More

May 2nd, 2016 Comments off
76% of Full-Time Employed Workers Are Open to New Job Opportunities

 In a season of celebration, college graduates have one more thing to get excited about. According to CareerBuilder’s College Hiring Outlook survey, employers are looking to hire recent graduates – and willing to shell out big bucks to do so.

According to the survey, 37 percent of employers who plan to hire recent college graduates this year say they’ll be offering higher pay than they did last year. Additionally, 27 percent of employers planning on hiring new graduates say they’ll offer starting salaries of $50,000 or more.

What does this mean for you?

A competitive salary is a huge factor for job seekers, but it’s far from the only thing they’ll take into consideration. If you’re organization isn’t able to match the highest bidder, consider offering more flexible schedules, opportunities for advancement and other benefits that are particularly attractive to younger workers.

 

Planning on hiring recent college graduates? Turn to Emsi for College Recruiting to get essential data that will show you the best schools to target for your hiring needs.

How Safe do Workers Feel at the Office?

April 14th, 2016 Comments off
Security officer carrying out lection about fire action procedures

Most jobs these days don’t require employees to detonate dynamite miles underground or hang off the sides of skyscrapers, but that doesn’t mean the typical worker doesn’t face the occasional dangerous situation or potential threat. From weather-related damage and natural disasters to technology breaches, there are all sorts of threats out there, and a new study from CareerBuilder looks at how prepared workers feel they are to deal with such workplace disasters.

 

The verdict? In short, the vast majority of workers (93 percent) feel their office is a secure place to work. But drilling a little deeper reveals some cracks forming in that confidence.

 

For example, fewer than half of employees (37 percent) say they have a security guard at their workplace, and 1 in 5 (22 percent) are unsure how they would protect themselves in the case of an emergency in their office that posed a physical threat. A closer look at more specific threats reveals even more employee trepidation.

 

Human threats

Of all the potential dangers out there, threats posed by other people are often the most troubling. Indeed, 31 percent of workers say they do not feel their workplace is well-protected from physical threats from another person and 41 percent do not think their companies have an emergency plan in place for such an event.

 

And it’s not just physical threats workers are concerned about. Digital hacking threats loomed just as large among workers, with 31 percent saying they don’t think their workplace is well-protected from such attacks. Similarly, 39 percent say they don’t think their employer has a plan, should a cyberattack occur.

 

Nonhuman threats

Humans may be the most concerning threats in employees’ minds, but they’re not the only potential dangers out there. The survey revealed that 17 percent of workers don’t believe their workplaces are well-protected in case of a fire, flood or other natural disaster, and nearly a quarter (22 percent) don’t think there is an emergency plan in place.

 

As for weather-related threats, 19 percent don’t feel their workplaces are well-protected and 26 percent don’t think their companies have an emergency plan in place if they were ever faced with extremely severe weather.

 

Communication is key

An emergency plan serves two key functions – to provide employees with a sense of security so they know they are working in a safe environment, and to actually keep employees safe in the event of an emergency. No plan – no matter how comprehensive – can succeed in these functions if it is poorly communicated.

 

“As an employer, you have an obligation to protect your employees by every means possible, and having an emergency plan in place to deal with unforeseen events is part of that,” says Rosemary Haefner, chief human resources officer at CareerBuilder. “However, an emergency plan is only as good how well it is communicated. It is crucial that employees not only know about this plan, but have easy access to it and participate in regular drills so they know how to protect themselves and others.”

 

 

46% of Hiring Managers Say Time is Biggest Barrier to Solving Recruitment Problems

March 21st, 2016 Comments off
wage growth

Recruitment often gets the short shrift when it comes to budget allotments, so it can be easy to assume that most challenges hiring managers face stem from a lack of cash.

According to CareerBuilder’s new Enterprise Pulse of Recruitment Survey, nearly half (46 percent) of hiring managers reported that the biggest factor preventing them from overcoming their recruitment challenges is time. About a quarter (24 percent) said it was lack of budget, closely followed by lack of the right internal people to get the job done (21 percent) and lack of the necessary software or technology (9 percent).

 

ENT Pulse

What does this mean for you?

It’s no secret that time is a precious commodity, but it may be difficult to notice just how much efficiency can have an impact on your recruitment efforts. When faced with particularly tricky recruitment challenges, take a step back and consider the problem from another angle. As a recruitment professional, it’s important to evaluate your strategy, your systems and your team members to ensure everything is running as smoothly as possible.

Missed last month’s Twitter video chat? Catch up now: Today’s Hottest Trends in HR Technology. We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Introducing CareerBuilder’s Zombie Survival Index

October 29th, 2015 Comments off
IFO-Zombie_Header_Large

You know how the story goes – you wake up one morning and the roads are desolate, reanimated corpses shamble around groaning for brains, and you fall in with a ragtag group of survivors, all of whom inexplicably never use the term “zombie.”

But where are those plucky survivors most likely to be located? To find an answer, CareerBuilder and EMSI created the Zombie Apocalypse Index, an utterly foolproof, totally necessary and 100 percent accurate study of the largest U.S. metropolitan areas best equipped to survive should the dead return to attack the living.

The index ranks the 53 largest* U.S. metropolitan areas in four key categories based on the populations’ occupational skills and prominent industries. These categories include ability to mount a defense against the zombie horde, ability to contain the virus and start rebuilding, ability to find and produce enough food to outlast the epidemic and ability to discover and distribute a cure.

Check out the full map to see how your hometown would stack up.

DEFENSE

While STEM-related skills may be the most in-demand right now, in the event of a zombie apocalypse, demand would shift toward more survival-related skills. Cities with a high percentage of their population in military and protective services (e.g. law enforcement, firefighting and security) jobs stand a better chance of holding off the zombie assault.

To account for the availability of firearms, this score also takes the percentage of total exports coming from the metro’s small arms manufacturing industries.

Top Cities

1. Virginia Beach, VA (22.7 points)
2. Atlanta (20.4 points)
3. Baltimore (17.3 points)
4. Washington, D.C. (16.6 points)
5. Kansas City (14.9 points)

CONTAINMENT

Once the undead horde is fought back, the next order of business would be to keep the zombies at bay and begin rebuilding. This score is based on availability of skilled engineers and construction workers. Population weight density was also factored in – if the walls are breached, the infection will spread faster in cities with a high PWD.

Top Cities

1. Denver (22.7 points)
2. Houston (19.2 points)
3. Salt Lake City (18.9 points)
4. Seattle-Tacoma (18.3 points)
5. Detroit (16.2 points)

CURE

Guns and walls can help keep the zombies at bay, but the zombies are really just a symptom of the real problem. The best bet for long-term survival is learning what is causing the zombie outbreak and developing a cure or inoculation. For that, metros would turn to the biomedical research and development industries.

Top Cities

1. Boston (20 points)
2. San Francisco (12.5 points)
3. San Diego (12.2 points)
4. Indianapolis (11.6 points)
5. Baltimore (11.4 points)

FOOD SUPPLY

In a full-blown zombie crisis, you can’t rely on imported food to survive. That’s why the local food industry in each city is another major factor in odds of survival. To determine each city’s ability to feed it’s population, CareerBuilder looked at exports of non-perishable food manufacturing or wholesale goods industries. These include rice milling, breakfast cereal manufacturing, fruit and vegetable canning, roasted nuts and peanut butter manufacturing.

Availability of clean/fresh water, however, presented numerous additional variables, and therefore was held constant across all cities.

Top Cities

1. Grand Rapids, MI (20 points)
2. Columbus, OH (19.2 points)
3. Rochester, NY (9.5 points)
4. Memphis, TN (8.7 points)
5. Buffalo, NY (7.8 points)

MOST LIKELY TO SURVIVE

Representing America’s best hope for finding a zombie cure, and boasting considerable scores in both Defense and Containment, Boston tops the list of the cities most likely to survive the zombie apocalypse, with a total score of 43.99 out of 100 possible points.

1. Boston-Cambridge-Newton, MA-NH (43.99 points)
2. Salt Lake City, UT (39.49 points)
3. Columbus, OH (39.31 points)
4. Baltimore-Columbia-Towson, MD (39.29 points)
5. Virginia Beach-Norfolk-Newport New, VA-NC (38.55 points)
6. Seattle-Tacoma-Bellevue, WA (37.49 points)
7. San Diego-Carlsbad, CA (36.96 points)
8. Kansas City, MO-KS (35.03 points)
9. Denver-Aurora-Lakewood, CO (34.66 points)
10. Indianapolis-Carmel-Anderson, IN (33.91 points)

LEAST LIKELY TO SURVIVE

Where some see a problem, others see opportunity. And while these cities currently stand the worst chances of surviving a zombie apocalypse, a boost in certain industries could go a long way toward evening those odds.

  1. New York-Newark-Jersey City, NY-NJ-PA (5.64 points)
  2. Tampa-St. Petersberg-Clearwater, FL (11.03 points)
  3. Los Angeles-LongBeach-Anaheim, CA (12.98 points)
  4. Riverside-San Bernadino-Ontario, CA (13.34 points)
  5. Chicago-Naperville-Elgin, IL-IN-WI (16.38 points)
  6. Miami-Fort Lauderdale-West Palm Beach, FL (16.78 points)
  7. Jacksonville, FL (17.21 points)
  8. Milwaukee-Waukesha-West Allis, WI (18.31 points)
  9. Providence-Warwick, RI-MA (19.24 points)
  10. Las Vegas-Henderson-Paradise, NV (19.41 points)

 

By kick-starting food production or engineering industries in any of these metros, you could save a lot of lives and make a killing at the same time. That is, assuming the entire population hasn’t been turned into zombies before you get there.

*More than 1 million residents

Would your area survive a zombie apocalypse? Check out the full interactive map here.

 

October Twitter Chat: Today’s Hottest Trends in HR Technology

October 26th, 2015 Comments off
CareerBuilder Twitter Video Chat: The Biggest Recruiting Issues Right Now

New technologies have completely reshaped the HR landscape, and today, effectively using the right tech is an essential part of recruiting and managing employees. Yet as HR technology has advanced, it’s also grown rapidly, and what was supposed to help make choosing the right candidate easier ended up creating a whole new problem.

How do you keep up with the latest HR tech trends?

Our resident talent advisors Laurie Ruettimann, Tim SackettKris Dunn, and CareerBuilder’s Chief Human Resources Officer Rosemary Haefner got together to discuss the essentials of using HR technology to improve everything from recruiting and hiring to payroll management and corporate culture, and how the right tech solution can cure even the worst #HRHeadaches.

 

In case you missed it, catch up on last month’s Twitter video chat: The Talent Advisor’s Guide to the Best Conference Experience.

>> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @timsackett @kris_dunn @haefner_r We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Categories: industry news Tags:

38 Percent of Workers Continue Working After Hours

October 19th, 2015 Comments off
Talent Factor

While most new technologies are designed with the intent of increasing people’s leisure time by automating or simplifying specific tasks, that’s not always the outcome in the real world. In fact, as the speed and ease of communication has increased thanks to cell phones and the Internet, many workers have found themselves constantly connected to the office, and putting in more hours as a result.

 

According to a recent CareerBuilder survey, 50 percent of workers in the information technology, financial services, sales, and professional and business services industries say they check or respond to work emails outside of work, and 38 percent continue working after they’ve left the office for the night.

 

What does this mean for you?

It’s in any company’s best interest to look out for their employees’ well-being. Employee burnout can start a vicious cycle that leads to lowered morale and decreased productivity across the board.

 

To avoid this potential outcome, employers should consider implementing more flexible work schedules to accommodate not only their employees’ work-life balance, but also their work styles and habits. This freedom and flexibility can actually improve morale and productivity.

 

Categories: industry news Tags:

Highlights from CareerBuilder’s Q4 Forecast

October 8th, 2015 Comments off
JobsForecastwithFergusonByline

CareerBuilder’s latest quarterly forecast covers a lot of ground, but the findings all point to one larger theme – employer confidence. That’s really been the story of 2015, as each of CareerBuilder’s quarterly forecasts this year have shown year-over-year increases in hiring expectations.

And Q4 is shaping up to continue that trend, with 34 percent of employers planning to add full time workers and 33 percent adding seasonal staff over the next three months.

“Our study is reflecting a durability in the U.S. economy and labor market,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. “Employer confidence is widespread and the strongest we’ve seen since 2006. Hiring will continue on an upward trajectory for both permanent and seasonal positions, with pay expected to improve over last year as companies keep pace with minimum wage hikes and compete more aggressively for elusive talent.”

 

Key Takeaways

  1. Full time hiring continues to rise

Employer confidence is clearly reflected in the projections for this quarter, with 34 percent of employers planning to add full-time, permanent employees in Q4, up from 29 percent in 2014 and 25 percent in 2013.

  1. Seasonal hiring on the rise, too

The number of employers adding seasonal workers this quarter saw a year-over-year jump, too. A third (33 percent) of employers plan to hire seasonal workers in Q4, up from 26 percent last year. Even more encouraging is the dramatic increase in employers planning on transitioning seasonal staff into full-time positions – 57 percent, compared to 42 percent this time last year, indicating that employers are expecting to see continued growth moving into 2016.

While half of seasonal employers say they’re taking on more workers to help with the holiday rush, 31 percent say it’s to gear up for 2016 – further evidence that we will see this confidence carry over into the new year.

  1. Higher wages for seasonal workers

The increased number of companies looking to hire seasonal employees along with recent federal and state minimum wage increases are driving forces behind employers offering bigger take-homes for seasonal workers.

Thirty-seven percent of employers say they are increasing wages for their seasonal staff this quarter – ten percentage points higher than last year. Nearly three quarters of seasonal employers will pay $10 or more per hour, and 19 percent will offer $16 or more.

  1. Big and small – they’re all hiring

Much of this year’s increase in seasonal hiring can be attributed to demand from larger companies. Forty-two percent of companies with more than 500 employees plan to take on seasonal workers this quarter, up 11 percentage points from this time last year.

Small businesses, on the other hand, are increasingly looking to make longer-term investments in their hires. The number of companies with 50 employees or fewer looking to add full-time headcount in Q4 jumped from 16 percent in 2014 to 23 percent this year.

  1. The South is winning, but the Midwest is catching up

The South houses the largest percentage of employers planning to add full-time, permanent employees in Q4 (36 percent), while the Midwest saw the largest year-over-year gain (34 percent, up from 24 percent last year).

Seasonal hiring saw a year-over-year increase in all four regions, though most notably in the West, where 42 percent of employers say they plan to hire seasonal workers this quarter, up from 29 percent last year.

 

 

 

Have You Found Your Calling?

October 1st, 2015 Comments off
education, school, knowledge and people concept - happy smiling african american student girl in bachelor cap with books sitting at table and dreaming over green chalk board background

When – and how — did you know what career you wanted?

If you have trouble answering those questions, you’re in good company. And if you’re a parent whose son or daughter is struggling with finding the right career path, you may unsure what guidance to offer beyond the old adage, “Do what you love.”

For how often it’s thrown around, “Do what you love” is actually pretty difficult advice to follow for most people. In fact, according to a CareerBuilder survey, 41 percent of workers wish they had more guidance when choosing their career. That trend is likely to continue; a separate CareerBuilder survey found that 24 percent of high school seniors have no idea what career they want to pursue.

A New Way to Help Students Choose a Career

That’s why CareerBuilder and EMSI are launching Find Your Calling, a free national website with everything young people – and their parents – need to know about choosing a career. Find Your Calling starts with a student’s interests and personality and pairs that with career data from over 100 employment resources to find the student’s best career options.

Of course, there are plenty of other things to take into consideration when choosing a major – and Find Your Calling covers those too. Students and their parents can use the easy-to-use interactive site to view real-time labor market data for each individual career – from salary ranges, job growth projections and businesses hiring to related college programs.

Putting the right people in the right job is what CareerBuilder’s all about, and Find Your Calling is designed to help start this process earlier by putting students on the path to the right career. When students have the opportunity to make their decisions based both on their own personal goals and aspirations as well as larger industry trends, we move closer to having a workforce that’s not only well-prepared to enter the workforce, but genuinely enthusiastic about it.

So now, when your son or daughter asks you for career advice, you’ll not only be able to offer your own advice, but also help them understand that the best decisions often require the best information.

Check out Find Your Calling and give it a try yourself — you may just be surprised what you find out.

September Twitter Chat: The Talent Advisor’s Guide to the Best Conference Experience

September 23rd, 2015 Comments off
CareerBuilder Twitter Video Chat: The Biggest Recruiting Issues Right Now

Across all industries, workers attend conferences, seminars and classes to make sure they’re up to date with the latest tricks of the trade – which means getting the most out of your conference experience is crucial to staying at the top of your game.

Our resident talent advisors Tim SackettJennifer McClureMatthew Stollak and Mike Erwin got together to discus how to get the most out of a professional conference, share personal experiences and touch on some highlights of CareerBuilder’s recent Empower 2015 event.

WATCH THE TWITTER VIDEO CHAT 

   >> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett @sbrownehr @neilmorrison @jamiewo We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

In case you missed it, catch up on last month’s Twitter video chat from July: The Work-Life Balancing Act. We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

27% of Job Seekers Have Gotten an Explanation for Why They Weren’t Hired

September 7th, 2015 Comments off
CareerBuilder's Talent Factor

We’re often told learning from our failures is an integral part of succeeding, but what if you don’t know why you failed? That’s the position many job seekers find themselves in after the job they were interviewing for goes to another candidate. According to CareerBuilder’s 2015 Candidate Behavior study, only 27 percent of job seekers say an employer gave them an explanation for why they didn’t get the job after interviewing.

This lack of communication occurs earlier in the hiring process as well. Fifty-two percent of companies respond to less than half of the candidates that apply. Some of the most commonly cited reasons include:

  • 32% say they don’t think they need to respond to everyone
  • 29% say there are too many candidates to respond to
  • 18% say they don’t have enough time
  • 10% say it’s company policy not to respond

 

What This Means for You

The experience candidates have when applying to work for your company can have a much larger impact than many employers may realize. The study found that 65 percent of job seekers are less likely to buy from a company they didn’t hear back from after an interview, and 58 percent say they are less likely to buy from a company they didn’t hear back from after submitting an application.

On the flip side, 67 percent say they are more likely to buy from a company that provided consistent updates throughout the application process. Job seekers have to deal with a lot of uncertainty, and if you can be more communicative with them, they’ll appreciate it — even if you don’t end up hiring them.

What’s the New Open Office? 5 Workplace Trends to Consider

August 25th, 2015 Comments off

In the past couple of years, hearing  that an organization was instituting a new open office floor plan started to become almost commonplace. Far from the fringe trend it started as, the open office is now a go-to way for companies to attempt to improve their employee experience and revamp their workplace culture. Whether it actually achieves that goal has been hotly contested.

Open offices aren’t for everyone, and they’re certainly not the only thing employers are testing in an effort to increase their workers’ satisfaction. So, what’s the new “open office”?

Here are five of the newest workplace trends:

 

1. StartUp Culture

In a way, open office floor plans are a part of a larger trend brought about by the recent boom in startups. For these small, young companies, offering competitive salaries isn’t always fiscally possible – so many of them have attempted to make up for that by offering eye-catching perks and a looser, more inclusive work atmosphere. The strategy worked, and as a result, many larger, more established companies are now borrowing the model.

2. Increased Role of HR

To design and enact this new focus on employee satisfaction, many organizations are relying on their HR departments – adding to the trend of HR’s growing contribution to business and strategy decisions.

As Hope C. Paryzek, CEO of Principle Strategies LLC, says:

Businesses can no longer ignore the need for human resources. HR is one of the top 10 ten challenges for businesses. Whether a company has 1 employee or 50, each man-hour counts, and human resources ensures a strategy is in place that support a business. This strategy looks at performance requirements, skills needed, and budget. It also navigates the increased legislative changes and additions to employment law and benefits by implementing scalable processes procedures that insures a business maintains compliance.”

3. Standing desks

Any organization’s most valuable asset is its people, and many employers are beginning to take extra steps to make sure their employees are happy and healthy. One of the most popular tactics is through the standing desk.

By now it is clear that sitting is the new smoking, and office workers who sit behind a desk at a computer for 8+ hours a day are most susceptible,” says Lindsay Sydness, account executive at public relations and social content agency, InkHouse. “The simple act of incorporating more standing into your day helps you by increasing energy, burning extra calories, increasing productivity, toning muscles, improving posture, increasing blood flow and ramping up metabolism.”

What’s good for the employee is good for the company. As Sydness points out, “Twenty years of ergonomics research shows up to an 18 percent increase in productivity when people stand more or use sit-stand workstations.” It’s practically the definition of a win-win.

4. Informal Collaboration

When it comes to common pet peeves about office life, few realities are more universally disliked than meetings. Take away meetings – or at least their most unpleasant aspects – and you’re looking at a much happier workforce.

The traditional model was to gather into a conference room or office, brainstorm various ideas and write them on a white board,” says Kevin Raxter, managing partner for IT staffing agency, The Centrics Group. “We are now seeing a lot of companies move these collaboration areas to anywhere and everywhere. Couch/chairs in an open area, the lounge area and many other spaces are now being utilized in creative ways. Some companies have simply turned their walls into white boards, so that collaboration can happen anywhere, anytime.”

5. Self-Service technologies

Technology is making many people’s jobs easier, and that’s not limited to their primary duties. Employers are increasingly turning to new self-service technologies to help facilitate internal functions and eliminate many common day-to-day frustrations from their employee’s lives.

People are familiar with self-service concepts in their daily life, like checking in for a flight, booking a hotel, or simply ordering a meal online from your favorite restaurant,” says Fred Guelen, president of North American operations with business software provider, Planon. “The same trend of self-service is now being utilized in many businesses’ support departments, like FM, IT and HR to allow employees to access support, services, facilities, and information easily and efficiently via the Web or specific mobile apps.”

Regardless of what form it takes, it’s clear that smart employers recognize creating a more enjoyable work experience for their employees is essential to building and maintaining an effective workforce.

Looking for ways to help your team get out of a rut? The answer may not be in adopting the latest trend, but in infusing some fun into your office. Check out these five tips.

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August Twitter Video Chat: The Work-Life Balancing Act

August 17th, 2015 Comments off
CareerBuilder Twitter Video Chat: The Biggest Recruiting Issues Right Now

With the warm weather and bright sunshine calling workers out of their offices, the topic of work-life balance is as hot as afternoon asphalt. As an HR professional, what do you need to know about current trends to ensure your employees strike the right balance?

Our resident talent advisors Laurie RuettimannTim SackettJennifer McClureSteve Browne and Neil Morrison and CareerBuilder’s Mike Erwin got together to discuss how work-life balance is evolving, from changes in parental leave policies and the trend of unlimited PTO, to how company leaders can set an example by modeling good work-life behaviors.

WATCH THE TWITTER VIDEO CHAT

 

 

>> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett @sbrownehr @neilmorrison @jamiewo

We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

In case you missed it, catch up on last month’s Twitter video chat from July: The biggest recruiting issues right now. We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

2015’s Most Memorable Resume Blunders

August 13th, 2015 Comments off
Most memorable resume mistakes of 2015

Finding the right person for the job isn’t always easy – and it can be made even more difficult by candidates who aren’t entirely honest about their qualifications.

It’s not uncommon to spot a lie or exaggeration on a resume – according to a new CareerBuilder survey, 56 percent of employers have caught at least one. The most common lies they’ve discovered include embellished skill sets (62 percent), embellished responsibilities (54 percent) and dates of employment (39 percent).

Often, candidates will exaggerate their skills or experience to compensate for not meeting all the listed job requirements for the open position. However, “job requirements” may be a bit of a misnomer, as 42 percent of employers are willing to consider a candidate who meets only three out of five key job qualifications.

Not every impression is a good one

Making exaggerated claims on a resume is a fairly common mistake – though others are not so typical. Some of the most memorable blunders employers recall catching on applicants’ resumes include:

    • Applicant claimed to be a former CEO of the company to which they were applying.
    • Applicant claimed to be fluent in two languages – one of which was pig Latin.
    • Applicant wrote “whorehouse” instead of “warehouse” when listing work history.
    • Applicant’s personal website linked to a porn site.
    • Applicant introduced himself [in the cover letter] by saying “Hey you.”
    • Applicant vying for a customer service position gave “didn’t like dealing with angry customers” as the reason for leaving her last job.
    • User name of applicant’s email address was “2poopy4mypants.”
    • Applicant claimed to be a Nobel Prize winner.
    • Applicant claimed to have worked in a jail when they were really in there serving time.
    • Applicant who claimed to be HVAC certified later asked the hiring manager what “HVAC” meant.
    • Applicant said to have gotten fired “on accident.”
    • Applicant claimed to have attended a college that didn’t exist.
    • Applicant for a driver position claimed to have 10 years of experience but had only had a driver’s license for four years.
    • Applicant listed as a reference an employer from whom they had embezzled money and had an arrest warrant out for the applicant.
    • Applicant’s stated job history had him in three different companies and three different cities simultaneously.

 

The right kind of attention

While the above mentioned resumes certainly got the employer’s interest, it wasn’t an interest in hiring the applicant. When asked what attributes would cause them to pay more attention to certain resumes, employers named the following:

      • A resume that is customized for their open position: 61 percent
      • A resume that is accompanied by a cover letter: 49 percent
      • A resume that is addressed to the hiring manager or recruiter by name: 26 percent
      • A resume that includes links to the applicant’s online portfolio, blog or website: 21 percent

 

Listing desired skills as “requirements” may be scaring away quality candidates. If you’re having trouble attracting applicants, consider offering on-the-job training for some of those skills, and make this clear in the job posting.

What are the strangest or most memorable resume mistakes you’ve caught? Let us know by Tweeting @CBforEmployers.

27% of Employers Say More Foreign Workers Should Be Allowed to Work in the U.S.

August 10th, 2015 Comments off
3 in 4 Full-Time Employed Workers Are Open to New Jobs

To meet the demand for high-skilled workers, many employers are looking beyond the U.S. borders to fill their vacancies. In fact, 13 percent of employers saw their applications to hire workers with H-1B visas this year denied, partly due to the large number of companies applying.

More than a quarter of employers (27 percent) are in favor of raising the cap on H-1B visas, citing the skills gap and America’s need to progress in STEM-related fields as driving factors.

What this means for you

As many employers can attest, the skills gap is real, and it’s making hiring for high-skill positions difficult. Placing foreign workers in those tough-to-fill positions can help ease some of the pressure, but it’s only part of the solution.

We need to better inform U.S. workers of which skills are most valuable and sought after by employers, improve academic resources and training for them to develop those skills and, at the same time, bring in experts from other countries to work with U.S. experts to continue innovating and expanding the U.S. economy.

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.

 

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7 Podcasts to improve your work life

July 28th, 2015 Comments off
Young office worker typing on laptop and listening to music with earphones, monopod with smartphone near him

Whether you’re looking for tips and tricks from some of the most successful people in the world, unique and interesting info to share at the water cooler, or just something fun to have on in the background while you hammer out a menial task, here are seven podcasts to help you get through the workday.

1. Working

If you’ve ever been at a party where you didn’t know a lot of people, you’ve probably asked and been asked “What do you do?” And while this question is typically answered with a job title and a one-sentence summary, some jobs warrant a little more detail. Each episode of “Working” focuses on the typical routines of a day in the life of someone with a unique job. For example, the first episode detailed Stephen Colbert’s average workday. Others include occupations as diverse as an inner-city doctor, a 54-year-old rock guitarist, a child-abuse detective, a stand-up comedian, a bail bondsman, a helicopter paramedic, and a porn star.

2. The Tim Ferriss Show

Author of “The 4-Hour Work Week,” Tim Ferriss hosts this show that’s all about achieving success. Each episode focuses on an exceptional performer from a wide variety of areas – from investing and business, to relationships, to reinventing oneself. Throughout each interview, Ferriss looks to pinpoint the strategies and tactics that enables the guest to achieve at such a high-level.

3. Startup

Now on its second season, “Startup” is an open and honest inside look at what it’s like to start a business. The first season followed host Alex Blumberg as he created Gimlet Media, the production company that now produces the podcast, and the second centers around a pair of women working on creating a new dating company. This podcast is a great opportunity for anyone who’s ever dreamed of starting their own business to get a firsthand play-by-play of the dedication necessary to succeed.

4. Serial

Created by the people behind “This American Life,” “Serial” was perhaps the first so-called “water-cooler podcast.” The popularity of “Serial” was largely thanks to the show’s unique format, which follows one true crime story for the entire season, with each episode taking a new angle and exposing new twists, complications and inconsistencies between what various people involved remember. The, well, serial nature of this podcast gave it the feel of a TV drama, and garnered similar fandom to shows like Game of Thrones or Sherlock.

5. Backstory

While “Backstory” may not be the topic of water cooler discussions that “Serial” is, it is nevertheless a great resource for brushing up on the topics of the day – specifically, as the name suggests, from a historical perspective. Each episode the hosts of “Backstory” explore the roots of today’s topics by sharing related entertaining – and sometimes surprising – anecdotes from history. The show’s intelligent but fun format makes it a worthwhile listen for everyone, from history professors to those of use who flunked History 101.

6. Hardcore History

As the name suggests, “Hardcore History” gets a little more serious about history than Backstory” – but don’t let that scare you away. Like “Serial,” “Hardcore History” takes several episodes to fully cover one topic. And while host Dan Carlin doesn’t usually pick topics as CSI-esque as “Serial,” they’re nonetheless intriguing – and made only more so by Carlin’s intense delivery style. Just look at the titles of some of the podcast’s’s compilations – “Wrath of the Khans” (about Genghis Khan and the mongols), “Blueprint for Armageddon” (about World War I), “Death Throes of the Republic” (about the fall of the republic of ancient Rome) – and tell me you’re not intrigued.

7. WTF with Marc Maron

One of the most recognizable and influential podcasts out there, WTF features frank discussions between comedian Marc Maron and some of today’s most prominent and interesting pop culture figures. His guest list leans heavily toward fellow comedians, actors and writers, but the subjects they cover are much more expansive. Oh, and President Barack Obama stopped by for an episode earlier this year.

Sometimes even podcasts can’t do the trick. Check out “4 Essential Steps to Surviving an Epic Workday.”

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Organize Your Candidates with Talent Gather

July 21st, 2015 Comments off
CareerBuilder's Talent Gather helps you organize your candidates

Between resumes, applications and cover letters, you get a lot of information about candidates during the recruitment process. Still, there are some points of consideration that go into finding the right candidate that don’t necessarily come up on a resume. So how can you keep track of your notes and impressions about candidates from the first time you meet them — and potentially all the way through the interview process?

Talent Gather does just that: This app allows recruiters to take consistent notes on candidates, and works with BroadBean Search to facilitate quick post-event follow up and information sharing. It also allows you to review and filter candidates based on your notes and tags.

Easily link your notes to the candidate’s resume – even if all you have is a hard copy. All you need is to do is take an image of the resume, and Talent Gather will parse that information and add it to your into searchable digital documents, making it an ideal tool for anyone who recruits at colleges, military or diversity events and other face-to-face recruiting situations.

Immediately interested in a candidate? Talent Gather can help you get the ball rolling right away. Email your notes and the candidate’s resume to the hiring manager directly from the app. You can even call the candidate and set a follow up meeting or interview directly from the app.

Organize your documents by event to keep track of where and when you made contact with a candidate. You can also configure your questions based on your unique recruiting goals for different events.

Plus, with Talent Gather you can access your notes offline, so your introductions and interviews won’t be threatened by spotty WiFi signals. And since it is compatible with any iOS or Android device, you can share everything from notes to full resumes with your entire team.

WANT TO LEARN MORE? Join Nathan Lippe on Wednesday, July 29 for a CareerBuilder product webinar to see a demo of Talent Gather and find out more about how this app can improve your hiring process.

Register for the webinar now

 

NEW WEBINAR: Navigating the Recruitment Power Shift

July 14th, 2015 Comments off
candidate_behavior_webinar


Presenters:
Rosemary Haefner & Jamie Womack

 

When: Tue, Aug 11, 12:00 p.m. CT, Length: 1 hour

 

 


Finding, recruiting and hiring candidates is a constantly evolving process. To stay competitive and attract today’s best candidates you need more than just some tips and tricks; you need research.

One way to stay ahead of the game is to understand the expectations and processes job seekers take into their job search. CareerBuilder’s Candidate Behavior Study has the data you need to glean useful insights to improve your employer brand including:

  • The candidate-powered economy
  • The candidates’ ideal recruitment process
  • Real-world examples of strategies that work

 

Join us for this free webinar to discover some of the most useful highlights to navigate the recruitment power shift and how a better candidate experience can impact your organization.

Presenters

CareerBuilder CHRORosemary Haefner: As Chief Human Resources Officer for CareerBuilder, Haefner is responsible for developing and implementing global strategies for employee engagement, talent management, organizational design, recruiting, benefits, and community outreach.

Under Haefner’s leadership, CareerBuilder has received numerous employment focused awards including BusinessWeek’s ‘Best Places to Launch a Career,’ Training Magazine’s Top 125, ComputerWorld’s Best Places to Work in IT and ‘Best Places to Work’ features by Chicago Magazine, Atlanta Journal-Constitution, Glassdoor.com, and the Chicago Tribune. Haefner also received the 2008 American Business Award for “Human Resource Executive of the Year.”

CareerBuilder VP of Corporate MarketingJamie Womack: As Vice President of Corporate Marketing and Branding, Womack directs the development of strategic marketing for the corporate marketing team and focuses on the recruitment needs of employers of all sizes and industries. This includes overseeing business-to-business strategy including communications, advertising, promotions, events, and customer lifecycle and loyalty. In addition to leading corporate marketing efforts, Womack manages the sales training program at CareerBuilder. She works closely with her team of trainers to clearly communicate sales strategies, tactics, product developments and overall company goals to CareerBuilder’s sales force.

DON’T MISS OUT! REGISTER NOW.

Nearly Half of CEOs Say Their Companies Lost Money Due to Inefficient Recruiting

June 29th, 2015 Comments off
Talent Factor

One of the most common foundational pillars companies are built upon is having the right people. So it’s no surprise that many CEOs take an active interest in their company’s recruiting efforts — and, according to a recent CareerBuilder survey, they often feel there’s room for improvement.

Nearly half (48 percent) of CEOs reported that their companies have lost money because their recruitment process is inefficient, and 60 percent say the inability to find enough qualified candidates is preventing the company from reaching their full potential.

What Does This Mean For You?

There are plenty of problems that may be plaguing your recruitment processes, but they typically all boil down to one: too many platforms and services. Keeping track of multiple logins for the numerous functions that go into running a quality recruitment strategy overcomplicates the process, keeps you from using most of those products effectively, and often leads to things slipping through the cracks or getting lost in the shuffle.

The solution is to streamline your process by reducing your organizational clutter. CareerBuilder recently launched a new platform that’s designed to do exactly that. CareerBuilder1 allows you to manage the entire recruitment process – from job distribution and sourcing to workflow and data analytics — on one platform.

 

Check out what users have to say in Fortune’s feature on CareerBuilder1.

For more about CareerBuilder1, visit http://www.CareerBuilder.com/CareerBuilder1

 

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

 

What’s going on at EMPOWER 2015: Staffing Session Preview

June 23rd, 2015 Comments off
Empower_Blog_Header

 

Time’s running out to register for EMPOWER 2015 in Chicago– CareerBuilder’s talent acquisition event featuring all-star speakers, dynamic workshops, and a plethora of ideas for creating the future of recruitment. Here’s a taste:

The Staffing and Recruiting session will feature the latest research, industry trends and a panel of esteemed speakers. Industry experts, including founder and CEO of Inavero, Eric Gregg and president & CEO of American Staffing Association Richard Wahlquist will provide insight into staffing market trends and give ideas to take back and share with others.

Eric Gregg, Founder and CEO of Inavero Inc., will discuss the 2015 Opportunities in Staffing Report. The 2015 “Opportunities in Staffing” findings identify a number of key drivers of satisfaction from clients, candidates and internal staff. As the industry evolves, so do perceptions and expectations of your firm. Being aware and working to deliver on areas of opportunity are the best way to move the needle with the people who affect the success of your organization the most.

The Empower Staffing breakout session will qualify for 2.75 continuing education hours toward your American Staffing Association CSP®, TSCSM, or CSC® credential renewal. By attending all of Empower 2015, American Staffing Association-certified professionals can earn up to 10.5 continuing education hours toward their CSP®, TSCSM, or CSC® credential renewal. Learn more about how to earn continuing education credits through the ASA.

 

Empower Staffing Panel Lineup

Moderator:

Jon Maly, National Account Director, CareerBuilder

Panelists:

Glen Cathey

Senior Vice President, Talent Strategy and Innovation at Kforce

As SVP, Talent Acquisition and Innovation for Kforce, a professional staffing firm, Glen advises executive committee members on emerging trends and opportunities for Kforce to leverage people, process, technology and analytics to develop a strategic competitive advantage and to deliver more value to candidates, consultants and clients.

Glen currently leads teams responsible for hyper-specialized I.T. recruiting, enterprise social media/digital strategy, offshore sourcing and recruiting, technology evaluation, analytics

 

Cynthia Futvoye
Vice President, Enterprise Development at Appleone Employment Services

Cynthia Futvoye is the Vice President of Enterprise Development for the ACT-1 Group, and is at the helm of the Marketing and Talent Development divisions for their flagship staffing division, AppleOne, where she developed and implemented a talent-centric strategy to provide more placement results and a great experience. Most recently, Cynthia led her team in the massive rolling out of AppleOne’s rebranding efforts, ‘Hiring Made Human’, which successfully refreshed and refocused AppleOne’s 51-year old identity.

The net of over 18 years of navigating bottom line outcomes equates to the simple understanding: that the “candidate is the center of the universe.”

 

Kelly VanAken

Director of Recruiting at Aerotek

Kelly Van Aken is the Director of Recruiting Technology and Candidate Experience at Aerotek, a leading provider of recruiting and staffing services. In this role, Kelly is responsible for overseeing their recruiting and sales business functions across Aerotek, including defining the strategies and technology requirements for contractor recruitment. In addition, Kelly is responsible for defining the vision and strategy for how Aerotek engages with their contract employees.

Kelly is a Certified Internet Recruiter and Certified Social Sourcing Recruiter. She is also a member of the National Association of Professional Women, a network for professional women to interact, educate and empower.

 

Dennis Masel

COO at Creative Circle/On Assignment

Dennis Masel attended the University of Colorado at Boulder on a Naval Scholarship and graduated with a degree in English Literature. He left the Navy having attained the rank of Lieutenant and being recognized as having created the best Morale, Welfare and Recreation program in the US Navy.

Dennis has been involved in Creative Staffing since 1999. After helping successfully launch The Creative Group for Robert Half, he moved to New York and ran a small, independent agency in Manhattan’s Silicon Alley. In 2003 he joined Creative Circle where he is currently a Managing Partner and Chief Operating Officer. He runs Creative Circle under the simple concept of hire people better than yourself, work like a slave, dare your team to dream and invest in them emotionally.

 

Jeff Bowling

CEO, The Delta Companies

Jeff Bowling is the Chief Executive Officer of The Delta Companies – four brands providing physicians, therapist and other allied professionals to healthcare facilities on both a contract and direct hire basis across the U.S.

Jeff has created an amazing culture at The Delta Companies and been selected to “Best Places to Work” awards many times during his tenure. Their internal net promoter scores consistently rank among the best in the industry. Additionally, The Delta Companies has won 28 VOICE awards from the American Staffing Association over the past five years.

 

Empower 2015 WILL sell out! Reserve your seat now.

 

Do Workers Feel Well-Protected at Work?

June 18th, 2015 Comments off
When it comes to workplace security, do workers feel well-protected?

It’s not often brought up in the interview, but most workers expect their physical safety to be accounted for while in the office. However, as a new survey from CareerBuilder shows, not all workers are confident their company has taken the necessary precautions when it comes to workplace security.

In fact, nearly 1 in 4 workers (23 percent) say they wouldn’t know what to do in the event of an emergency that posed a physical threat to their workplace.

The Human Element

When it comes to emergency scenarios, workers are most worried about threats posed by other people. Only 30 percent of workers say their workplace is well-protected from physical threats posed by another person.

Planning ahead may help put workers’ minds at ease. Forty percent reported that their company does not have an emergency plan in place for a physical attack from another person.

Mother Nature

Workers aren’t particularly concerned about more common natural disasters. The majority — 85 percent — say their workplace is well-protected in the case of fires, floods or similar disasters, and 83 percent say the same about threats posed by extreme weather.

Still, 21 percent of workers say their company doesn’t have an emergency plan in place for fire, flood or other similar disasters. While these threats may not be a pressing concern in most workers’ minds, employers should still put a plan in place and communicate that plan to employees.

Non-physical Threats

While physical security is always a top priority, in the digital age many workers are also concerned about protecting their data. On this front, most workers feel secure, with 70 percent saying their workplace is safe against digital hacks.

 Ensuring a safe and secure work environment should be of the utmost importance in any workplace,” says Rosemary Haefner, chief human resources officer of CareerBuilder. “Keeping employees protected means not only putting measures in place to keep them safe, but making sure employees are aware of the policies and procedures they can protect themselves.”

 

How do you communicate your security and emergency protocols to your employees? Tweet at us @CBforEmployers.

 

June Twitter Video Chat: Effectively Managing Your Talent

June 15th, 2015 Comments off
April Twitter Video Chat: HR’s Role in Workforce Diversity

Talent is any organization’s most important asset – and as HR professionals, it’s your job to manage that asset. As our resident talent advisors have talked about this month, managing your talent comprises everything from engaging your employees, to performance management, to nurturing your fan base, and more. How you handle talent management can have a large impact on the company as a whole. That’s a lot of responsibility. It’s worthwhile to know some best practices and proven strategies from somebody who’s been there.

On Tuesday, June 23, from 12 noon to 12:45 p.m., our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClureTim SackettSteve Browne, and special guest Jamie Womack — will get together to discuss some of the most important aspects of talent management in our monthly Talent Advisor Twitter video chat.

ADD THE TWITTER VIDEO CHAT TO YOUR CALENDAR NOW


How to Join the Chat:

Step 1: At the time of the chat, visit the @CBforEmployers Twitter page.

Step 2: You will see the video live streaming in the top tweet. Click “Play.”

Step 3: Ask questions or make comments by hitting “Reply” to that tweet during the chat, and the speakers will answer you live.

We will start by answering the following questions:

  1. How do you define talent management? What does it include — and what does it not?
  2. What role does HR play in setting an overall talent management strategy? What’s the responsibility of managers and leaders?
  3. Give examples of excellent talent management practices you’ve experienced in your own life.
  4. How should the relationship between HR and employees change or evolve through the employee life cycle?
  5. If there’s one thing about talent management practices you could kill, what would it be?

 

IF YOU HAVEN’T ALREADY, ADD THE TWITTER VIDEO CHAT TO YOUR CALENDAR NOW.

In case you missed it, catch up on last month’s Twitter video chat: HR’s role in workforce diversity. We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

74% of Employers Have Taken Steps to Curb Productivity Killers

June 15th, 2015 Comments off
More than 3 in 5 Workers Choose Not to Access Wellness Benefits

Technologies like the Internet and smartphones have made it easier for companies to conduct business, but at the same time, they offer a world of distractions that may hurt productivity.

A new study from CareerBuilder found that most employers are concerned about these productivity killers, with 74 percent taking action to mitigate their effects, including

  • Blocking certain Internet sites: 33 percent
  • Banning personal calls/cell phone use 23 percent
  • Scheduled lunch and break times: 21 percent
  • Monitor emails and Internet use: 21 percent
  • Limit meetings: 16 percent
  • Allow people to telecommute: 13 percent

 

What This Means for You

While it’s no mystery why employers would want to cut back on productivity killers, completely eliminating or banning them from the office may lead to discontentment among employees. The key is finding a balance that maintains productivity without hurting morale.

The fact is, taking breaks from work throughout the day can actually improve productivity. Employers who are concerned about distractions cutting into their employees’ output should set clear guidelines for acceptable duration and frequency of breaks, and encourage their employees to make the most of them.

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.

 

Stay Ahead of These HR Trends

May 29th, 2015 Comments off
7 ways to stay ahead of HR trends

A company’s most important asset is its people, and it’s HR’s job to take care of and manage that asset. As companies continue to battle over skilled workers and applicants, an HR department that loses its edge can lead to serious problems for the rest of the business.

Here are seven current HR trends to help you attract and retain top talent:

  1. Strategic Approach

In order to compete for the best talent, companies now must look at their hiring decisions on a long-term, strategic level. HR departments need to be looking ahead to what their company’s hiring needs will be down the line and have a strategy ready to meet those needs.

  1. Data-backed Decisions

Virtually every aspect of business is being refined and reimagined using data, and HR is no different. Smart companies use the wealth of recruitment data available to them to make better business decisions and improve efficiency. But be careful — making decisions based on data without fully understanding what the data is saying or how to ask the right questions can lead to even more problems. Take some time to understand how recruitment data is gathered, what it means, and how to analyze it.

  1. StreamliniNG

With a heavier focus on big-picture strategic functions, today’s HR professional’s time is more valuable than ever. Automating, delegating or all-out removing time-wasting activities is crucial to staying competitive. Improve efficiency by consolidating the tools and services you use for various HR functions, particularly those that don’t communicate well with the others. Navigating through multiple tools and keeping track of vital information found across incompatible products is like navigating multiple mazes simultaneously. Take a step back, look at your arrangement, and find ways to simplify it.

  1. Employee Investment

Historically, HR’s focus has been more focused on the front-end of the employee life cycle: recruiting, hiring and onboarding. Talent is hugely important to a company’s overall success, but bringing in new highly skilled workers isn’t the only way to develop a strong talent base. Putting more emphasis on developing employees benefits not only the individual employees, but also the company overall.

  1. Diversity and Inclusion

As the population continues to grow more diverse, it’s increasingly important for your company to keep pace — and that doesn’t just mean hitting a hiring quota for diverse workers. Improving organizational diversity isn’t just a PR move. There are legitimate business upsides as well, including increased creativity and ability to effectively communicate with different markets. Put a big-picture strategy in place to not only add diversity to your overall headcount, but also to include a more varied range of workers at every level of your organization.

  1. Candidate Experience

As we move out of the recession and employers are looking to expand their business with highly skilled workers, job seekers are finding that they can be more selective when it comes to where they apply. They’re in demand, and if you want to get their attention and recruit them to your organization, you need to understand how they feel about applying to jobs, what their expectations are, and what’s important to them.

  1. Responsive HR

What HR does can have repercussions to the bottom line in ways you might not expect. In a recent survey, 58 percent of job seekers reported that they’d be less likely to buy from a company who they didn’t hear back from after submitting an application. In terms of things job seekers hate, never hearing back from a potential employer is right at the top.

HR’s role will continue to grow as companies place more emphasis on acquiring and maintaining top talent. Being able to bring in the best workers is vital to creating a competitive business advantage. Stay ahead of the curve, or risk falling behind.

 

Want more? Get the full report. For daily updates and advice on how to manage the tricky and complex worlds of talent acquisition and job seeker expectations, sign up now to start getting Talent Advisor in your inbox.

 

Infographic: Today’s Job Search from Two Perspectives

May 25th, 2015 Comments off
Employers and job seekers see the job search process quite differently

For the most part, candidates and employers want the same thing. Yet there are still some ways in which they don’t quite see eye to eye in regards to expectations about the job search process.

And since it’s unlikely that every recruiter in America will wake up tomorrow in the body of a job seeker and every job seeker in the body of a recruiter, only able to revert back to their original bodies after learning a valuable lesson about seeing things from another person’s point of view, we’ll have to settle for the next best thing: comparing the perspectives of job seekers with the perspectives on employers based on the numbers.

Check out this infographic to see what job seekers and employers agree on when it comes to the job search process – and where they differ.

Candidate Behavior Infographic Final

Employers Offering Summer Hires Higher Wages

May 21st, 2015 Comments off
Business winners

If you’re planning on hiring seasonal employees this summer, get ready for some increased competition for talent.

CareerBuilder’s summer hiring forecast shows that the number of employers looking for summer workers is continuing it’s post-recession climb, with 36 percent of employers planning to hire summer workers this year, up from 30 percent last year, and an average of 21 percent between 2008 and 2011.

Higher wages

Not only are more employers planning on adding headcount this summer, but many will be offering more competitive wages as well. Seventy-two percent of employers hiring seasonal summer workers have openings for which they’ll offer $10 or more per hour, and more than half (53 percent) will be filling positions with hourly wages of $15 or more.

This uptick is likely tied to the increased demand for summer hires post-recession, as well as recent public policy discussions revolving around minimum wage. Additionally, many companies are looking at summer hiring as a potentially longer term investment, with 77 percent saying they plan on transitioning some summer hires to full time, permanent positions.

Industries hiring

As the economy picks back up, more families able to travel, seasonal workers will be in highest demand in the leisure and hospitality industry, where half (50 percent) of companies plan to take on additional staff for the summer. Other industries hiring include:

  • Financial services: 48 percent
  • Information technology: 46 percent
  • Retail: 42 percent
  • Manufacturing: 39 percent
  • Transportation: 37 percent
  • Health care: 26 percent

Companies are hiring seasonal workers in a variety of positions, with high demand for roles related to customer service (25 percent), office support (23 percent), engineering (17 percent) and sales (17 percent).

With more competition in hiring seasonal workers, employers who rely on adding temporary headcount for the summer need to prepare to sweeten their offers a bit in order to attract the best candidates.

Learn more about the growth in temporary hiring here.

May Twitter Video Chat: Candidate Behavior

May 18th, 2015 Comments off
April Twitter Video Chat: HR’s Role in Workforce Diversity

After the recession, employers held a lot of power in the jobs market. Today, that power has shifted. The competition for talented candidates has spiked and job seekers know it. In order to attract and recruit the best workers with the skills your company needs, you need a deeper understanding of candidates’ expectations and their experiences.

 

Our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClureTim SackettSteve Browne, Neil Morrison, and special guest Rosemary Haefner — got together to discuss candidate experience in our monthly Talent Advisor Twitter video chat.

 

watch the twitter video chat 

 

>> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett @sbrownehr @neilmorrison @haefner_r

We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Miss last month’s Talent Advisor Twitter chat? Here’s a recap so you can get up to speed. Join us for a brand new Twitter video chat at 12 p.m. Central on Tuesday, June 23. And follow us on Storify for regular updates.

More Employers Checking Out Candidates on Social Media

May 14th, 2015 Comments off
IFO-SocialMedia2015_Minis_Header

Reviewing a candidate’s social media presence may soon become standard operating procedure. According to CareerBuilder’s annual social media recruitment study, the number of employers taking to the web to research applicants has steadily risen over the past few years — from 39 percent of employers in 2013 to 43 percent last year to this year’s 52 percent.

Why Can’t We Be Friends?

The trend is so ubiquitous that many employers are going so far as to request to connect with candidates they’re researching on social media. This not only lets the job seeker know that the company is viewing his profile, but may give the employer access to more information about the candidate.

IFO-SocialMedia2015_Minis_4

What Do You Seek?

Employers already have a lot information about candidates at their fingertips. So what do they hope to find online that they can’t get from resumes, cover letters, applications or references?

Contrary to what some job seekers may believe, employers are mostly looking for positives. Sixty percent say they’re looking for information that backs up the candidate’s qualifications, and 56 percent say they want to see if the candidate has a professional online persona.

However, 21 percent admit that they are, in fact, looking for reasons not to hire a candidate.

IFO-SocialMedia2015_Minis_3

Gimme One Good Reason

Regardless of their intentions, employers do frequently find information on social media that can help — or hurt — the candidate’s chances.

Forty-eight percent of hiring managers who research applicants on social media said they’ve found something that led them to not hire a candidate. Some of the top turn-offs include:

  • Provocative or inappropriate photographs – 46 percent
  • Information about candidate drinking or using drugs – 40 percent
  • Candidate bad-mouthed previous company or fellow employee – 34 percent
  • Poor communication skills – 30 percent
  • Discriminatory comments related to race, religion, gender, etc. – 29 percent

 

On the other hand, 32 percent say they found information that caused them to hire a candidate, including:

  • Candidate’s background information supported job qualifications –42 percent
  • Candidate’s personality came across as good fit with company culture – 38 percent
  • Candidate’s site conveyed a professional image – 38 percent
  • Candidate had great communication skills – 37 percent
  • Candidate was creative – 36 percent

 

Despite its continued growth, the practice of researching candidates on social networking sites is still viewed negatively by some candidates. Employers may want to establish policies and guidelines for hiring managers to ensure candidates are treated with respect and don’t feel their privacy is being infringed upon.

 

Tell us in the comments below or tweet us at @CBforEmployers: Do you look up candidates on social media? If so, what are you typically looking for?

69% of employers say parenting skills can be relevant experience in the corporate world

May 11th, 2015 Comments off
More than 3 in 5 Workers Choose Not to Access Wellness Benefits

It’s been called the toughest job in the world, so why do so few people include being a parent on their professional resume? According to a recent CareerBuilder survey, just 8 percent of working moms include their parenting skills in their resume or cover letter, while 7 in 10 employers agree that raising a child or children can provide useful experience.

 

The experience parents gain that employers find most valuable are:

  • Patience – 67 percent
  • Ability to multi-task – 62 percent
  • Time management – 59 percent
  • Conflict management – 51 percent
  • Problem-solving – 51 percent
  • Empathy – 43 percent
  • Mentoring – 40 percent
  • Negotiation – 37 percent
  • Budgeting and managing finances – 36 percent
  • Project management – 30 percent

 

What does this mean for you?

There is a clear disconnect between parents and employers in regards to what is relevant work experience. Make no mistake – parenting is work. Many of the skills and experience moms and dads develop while raising kids can often prove useful in the corporate world – whether they realize it or not. Make it clear on your career page that you recognize the value of their experience, and encourage candidates to include those types of skills in their applications.

Categories: industry news Tags:

5 Common HR Headaches (and How to Relieve Them)

April 30th, 2015 Comments off
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Talent is the single most important asset for any organization to achieve success. Of course, while the entire company may rely on HR for this crucial piece, most HR departments aren’t given limitless resources find and hire the best talent the workforce has to offer. High stakes and not a lot to work with – that’s a recipe for a real headache.

If this sounds familiar, there’s good news – you’re not alone. Many of your peers and competitors are faced with similar recruitment challenges. Here are 5 of the most common HR grievances, and some ways to help relieve the stress they cause.

Headache 1 – Increasing complexity

Placing the right candidate in the right position at the right time is no small task. And while recruitment technology is meant to simplify your job, the sheer number of tools available in today’s marketplace can make recruitment more complicated and time-intensive than ever.

In this case, the saying “you have to spend money to make money” can also apply to time. Customizing your tools and alerts may take up a solid portion of your morning, but it will save you time and stress in the long run.

Headache 2 – Leaders expect increased efficiency

Where HR was once considered almost an afterthought, as companies recognize the importance of finding the right talent, it is now taking on a larger role in organizations’ strategies. A step in the right direction, to be sure, but many organizations now expect more out of their HR department without giving them much more to work with.

Increasing efficiency often boils down to improving time management. Successfully prioritizing the various duties and functions of your HR department, and automating simple or menial tasks can help free up your time to focus on the bigger picture.

Headache 3 – Losing information between multiple databases

The talent market is made up of many types of candidates, including existing employees, candidates in the pipeline, and new applicants. The right candidate may come from any one of these sources, but pinpointing them can often prove difficult. Information on candidates is often housed in separate databases or tools depending on which type of candidate they are.

Ideally, you’d be able to access all of your potential candidates’ information from one place. With limited resources, this may not always be an option, in which case finding tools that can communicate with one another can also help clear up confusion.

Headache 4 – Lacking the right data

Data is essential to making smart recruitment decisions and increasing efficiency. Today, recruiters have a greater ability to gather and analyze relevant data than ever before. Having the right recruitment data and knowing how to glean insights from it can be the difference between successfully attracting top talent or being surpassed by the competition.

Headache 5 – Losing contact with potential candidates

Recruiters are tasked with keeping track of myriad candidates from varied sources, often all stored in different databases. It’s not surprising, then, that great candidates sometimes slip through their grasp. For many recruiters, one of their greatest challenges is staying in touch with candidates they turned down, but want to keep track of for potential future positions. In fact, many HR departments don’t track these candidates at all.

Think of all that potentially great talent down the drain. Whether they are rejected, not ready to apply or just showing interest, you need a way to stay connected and engaged with potential candidates.

Webinar Recap: Establish a Diversity and Inclusion Strategy with a Purpose

April 22nd, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

Workforce diversity is a touchy subject, and it can be all the more difficult to tackle with an ad hoc approach. With the increasing diversity of the population and the workforce, it’s more important than ever to have an effective diversity and inclusion strategy in place at your organization.

Jennifer McClure, president of Unbridled Talent, hosted a webinar this week to help HR managers understand their role in addressing workforce diversity and how to effectively implement a diversity and inclusion strategy.

Here are a few highlights from the webinar:

There’s strong consensus. Nearly all (96 percent) of executives agree that addressing D&I leads to increased employee engagement and improved business results.

The first step is evaluation. Know where your organization currently stands in regards to workforce diversity. Gather information from employee surveys, internal focus groups and labor market data.

Tie D&I goals to business goals. When setting goals for your D&I strategy, look to your organization’s overall long-term goals for guidance. Aligning D&I goals with business goals makes them easier to accomplish and less likely to be ignored or overlooked.

Establish metrics. Metrics provide a means to objectively measure and track the progress of your company’s D&I initiative. Look for factors such as representation by job level, comparative career progression and pay disparities.

Want to learn more? Check out the webinar slides for more on how to implement your diversity and inclusion plan:

April Twitter Video Chat: HR’s Role in Workforce Diversity

April 20th, 2015 Comments off
April Twitter Video Chat: HR’s Role in Workforce Diversity

As an HR professional, you’re familiar with your organization’s strategies and goals. As a talent advisor, you understand the advantages of a diverse workforce. This puts you in a unique position to help your organization set and achieve diversity and inclusion goals that align with and advance existing business goals.

Our friendly team of talent advisors — Laurie RuettimannTim Sackett, Steve Browne and Neil Morrison — got together to discuss workforce diversity in our monthly Talent Advisor Twitter video chat. Take a look at the video below to hear what they had to say:

Watch the Twitter Video Chat

>> Follow our amazing talent advisors on Twitter: @CBforEmployers @lruettimann @jennifermcclure @timsackett @sbrownehr @akabruno @neilmorrison

We welcome all human resources professionals, recruiters and talent acquisition leaders to become part of the evolution! Sign up now to start getting Talent Advisor in your inbox.

Miss last month’s Talent Advisor Twitter chat? Here’s a recap so you can get up to speed. Join us for a brand new Twitter video chat at 12 p.m. Central on Tuesday, May 26. And follow us on Storify for regular updates.

New Webinar: Establish a Diversity & Inclusion Strategy With a Purpose

April 6th, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

It’s no secret that the U.S. population and workforce are becoming more diverse – in fact, according to the U.S. Census Bureau, by 2044 white Americans will no longer comprise a racial majority in the U.S. To keep up with this trend, HR managers need to make diversity and inclusion in the workplace a priority – by establishing a strong diversity & inclusion strategy for their organization.

Join Jennifer McClure – President of Unbridled Talent – for CareerBuilder’s Talent Advisor webinar, where she’ll break down the importance of having a Diversity & Inclusion Strategy, and practical advice on how to get started.

Join CareerBuilder and Jennifer McClure for a complimentary webinar on Tuesday, Apr. 21 at 12:00 P.M. Central: 

ESTABLISH A DIVERSITY AND INCLUSION STRATEGY WITH A PURPOSE

In this webinar, Jennifer will cover:

  • Why having an established D&I strategy is crucial to business success
  • Tips for how to get leadership support
  • Concrete steps to start creating an effective strategy

 

Don’t miss out! REGISTER NOW.

TEEN EMPLOYMENT DROPPED BY 33% SINCE 2001

April 6th, 2015 Comments off
EML_TalentFactor

The U.S. workforce has seen a dramatic shift in age since 2001. According to a special report from CareerBuilder, at the turn of the century, 5.2 million jobs were held by workers ages 14-18. By 2014, that number dropped 33% to 3.5 million. Meanwhile, jobs held by workers ages 55 and older have grown by 40%, from 20.6 million to 28.9 million. 210 occupations are made up of at least 25 percent 55+ year-old workers compared to just 86 occupations in 2001.

One factor behind the drop in teen employment is that a many of the jobs once commonly held by teenagers are now being filled by workers in their 20’s and mid-30’s. Faced with a challenging market, 22-34 year olds have taken on an increased percent share of jobs like bicycle repairers (7.5 percent growth), fast food cooks (5.1 percent growth), cashiers (4.7 percent growth), dishwashers (3.7 percent growth), and hosts and hostesses (5.2 percent growth).

WHAT THIS MEANS FOR YOU

The main concern raised by the aging workforce is whether there will be enough talent to fill the vacated jobs as workers begin retiring, and where that talent will come from. Employers need to begin considering succession plans, setting up talent pipelines, and investing in skill development and training for younger workers to help the younger, less experienced workforce prepare to fill their predecessors shoes.

To learn more about diversity in today’s workforce,

DOWNLOAD FULL REPORT: “THE CHANGING FACE OF U.S JOBS”
DOWNLOAD REPORT CHARTS AND GRAPHS

Senior Management More Susceptible to March Madness

March 19th, 2015 Comments off
March Madness Businessman Hand Filling In Brackets

As Big Data becomes more prevalent in the business world, and this is the time of year when everyone’s suddenly a data analytics expert. Tax season? No – March Madness. According to a new study from CareerBuilder, 15 percent of U.S. workers said they plan to participate in office pools this year – up from the 11 percent in 2014.

Not as I do

While some employers may worry that March Madness will affect productivity, others are jumping in on the fun. In fact, the study found that senior management (C-levels, VPs, directors/managers/supervisors/team leaders) are actually much more likely to participate in an office pool than entry-level, administrative, professional staff and technical employees – 27 percent to 19 percent, respectively.

More money, more madness

The study also indicated that workers with higher annual salaries are more likely to bet on the tournament. Thirty-one percent of employees making $75,000 or more a year have participated in an office pool, while only 18 percent of those making less than $75,000.

By industry

The nature of their work may play a role in whether workers join an office bracket challenge. Workers with immediate access to the Internet, such as those working in IT and sales, are the most likely to participate in an office pool.

  • IT – 40 percent
  • Sales – 33 percent
  • Financial Services – 30 percent
  • Retail – 27 percent
  • Health Care (offices with more than 50 employees) – 19 percent
  • Leisure/Hospitality – 14 percent

 

Regional loyalties

Though the South is heavily featured in this year’s tournament, with 28 of the 68 teams hailing from southern states, historically, only 18 percent of workers in the South participate in office pools

The Midwest is home to the second most teams this year (17), and the highest rate of office pools (23 percent). Seventeen percent of workers in the West participate, cheering on the 12 teams from that region, and the Northeast sees 23 percent of workers join in bracket challenges, with 11 teams in the tournament.

Other office pools

For some workers, however, the annual March Madness tournament is not the only vehicle for workplace betting. The following are other, often unusual, examples shared by U.S. workers:

  • Employees bet on who would become the next pope of the Roman Catholic Church.
  • Employees predicted when a colleague’s current relationship would end.
  • Employees made Bingo cards of common complaints made by a coworker.
  • Employees guessed the number of protein coding genes in the human genome.
  • Employees bet on whom would hookup with who at the company holiday party.
  • Employees predicted the weekly eliminations on the Bachelor reality TV competition.
  • Employees predicted the next coworker to quit.
Categories: industry news Tags:

Webinar Recap: Knocking Down the Barriers to Data Mastery

March 18th, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

HR professionals have access to more data than ever, but what good is all that data if you don’t know how to properly use it? Matthew Stollak — associate professor of business administration at St. Norbert College — hosted a webinar this week to help HR professionals understand why the ability to read and analyze data is becoming an essential skill in their industry, and one that few actually possess.

Get the recording of CareerBuilder’s Talent Advisor webinar with Matthew Stollak now.

Here are a few highlights from the webinar:

Most people aren’t great at math. As A&W hamburgers discovered when marketing a 1/3 lb burger to compete with McDonald’s popular quarter-pounder, many Americans have difficulty with anything but the most rudimentary mathematical concepts. It’s safe to assume employees need specific training in order to grasp the concepts behind statistical analysis.

Most HR professionals aren’t trained to analyze data: Even the most updated HR textbooks are outdated in their handling of recruitment technologies and data analytics. On top of that, very few HR job descriptions are focus on data-related skills.

Educate yourself: Take a statistics or data analytics class — whether through your organization, local colleges or universities, or MOOCs. Even if it’s a refresher, having a strong understanding of your data is crucial.

You won’t become a data analytics expert overnight. So start small, and work your way up. After all, overcoming the barriers to data mastery is really all about confidence.

Want to learn more?

Check out the webinar slides for more on employee investment.

46% of Employers Plan to Hire Temporary or Contract Workers in 2015

March 16th, 2015 Comments off
temp jobs

Nearly half (46 percent) of employers reported that they plan to hire temporary or contract workers this year, an increase of 4 percentage points over last year, according to a new CareerBuilder study.

As we mentioned in last week’s post, some employers who are reticent about hiring full-time staff have found hiring temporary employees as an effective way to “test before they buy.”

Indeed, the study shows that 56 percent of employers planning to hire temporary workers this year also plan to transition some temporary or contract workers into full-time roles – up significantly from 43 percent last year.

What does this mean for you?

The uptick in companies transitioning temporary employees to full-time staff suggests that this may be a successful strategy in many cases.

When done properly and with enough forethought, hiring temporary workers with the intent of transitioning them to permanent headcount could not only help shield you from making bad hires, but also help prepare candidates for tough-to-fill positions. On a macro level, this could even contribute to closing the skills gap.

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

New Webinar: Knocking Down the Barriers to Data Mastery

March 9th, 2015 Comments off
Webinar Recap: Recruiting Silver Bullets for 2015

Recruitment data and technology play an increasingly important role in matching the right candidate with the right position. For today’s talent advisor, the ability to analyze and interpret that data is a crucial skill that many are lacking.

Join Matthew Stollak, Ph.D., SPHR–-associate professor of business administration at St. Norbert College–-for CareerBuilder’s Talent Advisor webinar where he’ll discuss practical, concrete solutions to overcoming some of the most common barriers HR professionals face when integrating data into entrenched HR processes.

JOIN CAREERBUILDER AND MATTHEW STOLLAK FOR A COMPLIMENTARY WEBINAR ON TUESDAY, MAR. 17 AT 12:00 P.M. CENTRAL:

Knocking Down the Barriers to Data Mastery

In this webinar, Matthew will discuss how to:

  • Overcome functional innumeracy
  • Ensure that your organization is prepared to embrace HR data analytics
  • Ask the right questions
  • Acquire the skills you need to make sense of your workforce data

 

WHAT YOU’LL LEARN

Join this webinar to learn realistic, concrete ways to unlock the your recruitment data’s full potential.

REGISTER FOR THE WEBINAR NOW

Date: Tuesday, Mar. 17, 2015

Time: 12:00 p.m. Central

Using Workforce Data: 6 Habits of Highly Successful Employers

March 6th, 2015 Comments off
6 habits of highly successful employers

What do companies like Google, REI, Facebook and Southwest do to land on “Best Places to Work” lists so consistently? While you may think it’s the brand recognition or the attention-grabbing perks (such as nap pods or free snacks), the answer is actually much more practical: They understand the importance of workforce data.

The fact is the best way to gain a real competitive advantage in attracting top talent is by building a recruitment process around data. Smart companies trust the data they gather on everything from job seeker perceptions and behaviors to industry trends to guide their recruitment efforts — connecting them with the right candidates and yielding a higher return on investment.

How can workforce data impact your organization?

Sign up to download “Using Workforce Data: Six Habits of Highly Successful Employers,” and learn from companies that are already successfully utilizing their workforce data to inform their recruitment efforts and impact the bottom line — and how you can, too.

 

Get the Guide

When does the job interview actually start?

February 26th, 2015 Comments off
Horrified Businessman

It’s not uncommon for employers to enlist the help of the receptionist and ask how a job candidate behaved while waiting for the interview, but sometimes that information presents itself even earlier. Like, say during the morning commute.

Such was the case for Matt Buckland, the head of talent and recruiting at Forward Partners in London last week when a fellow commuter who bumped into and hurled an expletive at him turned out to be one of his afternoon interviewees.

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Buckland claims the earlier interaction didn’t effect his professional decision, but whether or not that’s true, we’ve all heard about the importance of first impressions.

This situation actually isn’t as uncommon as it may sound. Buckland’s initial tweet about the run-in led to an influx of replies from people sharing similar stories, including one in which an interviewee crossed paths with his current boss – who had just interviewed for the same position.

andy 2

homer 2

On the flip side, one tweet shared a story about how an interviewee left his info after bumping an unattended car, which turned out to be the interviewer’s.

you're awesome 2

Have you ever recognized a job candidate from an earlier random encounter? Tweet us at @CBforemployers and share your story!

Categories: industry news Tags:

Webinar Recap: Wake Up! It’s 2015 – Time to Make Employee Investment a Reality

February 20th, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

Human capital is your company’s greatest asset, but are you properly investing in your employees? Executive Director of HR for LaRosa’s, Inc., Steve Browne hosted a webinar last Thursday to help talent acquisition professionals understand how investing in their employees can benefit their company and share some practical advice on how to get started supporting their employees through the entire employee lifecycle – from hire to retire.

Get CareerBuilder’s Talent Advisor webinar with Steve Brown now.

Here are a few highlights from the webinar:

Get involved with your employees: As a talent advisor, the bulk of your job shouldn’t be done from your desk. Browne stresses the important of face-to-face interaction. Employees want to be listened to – and the best way to do that is in person.

Focus on development, not reporting: Do your employees tense up when they expect a drop-by from HR? This may be due to a focus on measurement, when really measuring employees’ development should simply be a facet of helping them grow. If you want them to understand that you’re on their side, you have to act like it.

Be ready for resistance on two fronts: Changing the status quo is always met with some opposition. The company will push back because the value gained from a more hands-on, human approach to HR isn’t easily immediately measurable. Employees will push back because they’re simply not used to HR managers talking to them in terms of development.

Teach others how – and why – to invest: As Brown points out, 92 percent of employees are more loyal to employers who have invested in their skills by training them. Lower turnover and a more engaged workforce are just a few of the benefits of investing in your employees.

Sixty percent of job seekers expect to gain job-specific skills once on the job, and nearly 50 percent of employees are interested in learning new skills. Workers want to grow and improve. As talent advisors, it’s your job to make that a reality.

Want to learn more?

Check out the webinar slides for more on employee investment.

 

STEM Jobs Drive 3 of the Top 5 Metros on Labor Market 150 Index

February 9th, 2015 Comments off
TalentFactor_THS-01

CareerBuilder and Economic Modeling Specialists Intl. have released the inaugural Labor Market 150 Index, a quarterly ranking of the labor markets of the largest 150 U.S. metropolitan areas. Using historical and leading indicators, the Labor Market 150 Index provides a detailed and comprehensive picture of local job markets.

The index makes it clear that STEM industries – those reliant on workers with science, technology, engineering and math skills – have the ability to put cities on the map – literally. Of the top 5 cities on the Index, 3 are home to industries reliant on STEM and knowledge jobs. This trend is evident throughout the list.

The following tech hubs all finished inside the top 20:

  • Austin, Texas (No. 6)
  • San Francisco-Oakland, California (No. 14)
  • San Jose-Sunnyvale, California (No. 15)
  • Seattle, Washington (No. 16)

What This Means for You

With this kind of impact on local job markets at large, the already aggressive competition over highly skilled technical workers isn’t likely to die down any time soon. To attract these sought-after candidates, employers need to acknowledge the increasing demand by offering competitive salaries and benefits packages. Another option is to reskill current employees, which can also have the benefit of quicker integration to your company’s dynamic, as well as increased loyalty and satisfaction from your employees.

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.