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Your Guide to Buying Gifts for Coworkers During the Holidays

December 8th, 2016 Comments off
Cropped image of business people exchanging Christmas presents in the office

Shopping for loved ones leading up to the holidays can be difficult: It needs to be meaningful to show you listen, priced just right and handled with the perfect amount of care.

Buying gifts for your coworkers goes a little differently. If you are able to find anything at all, it’s either the first thing that strikes you as funny at a gift shop or a re-wrapped gag gift from many years prior.

A new CareerBuilder survey of workers and employers from across the country found that 69 percent of employers plan to throw a holiday party this year. Twenty–two percent of employees plan to buy a gift for coworkers, and 73 percent expect to spend no more than $25 on a gift. The survey also identifies a few points to remember as we near the holidays.

People Don’t Spend Much on Coworkers

So, you shouldn’t either! Don’t be the guy who gets a special someone a new camera-phone if there is a suggested spending limit. A third of all workers (33 percent) will cap their spending at $10 on holiday gifts for the office, and 11 percent will spend $5 or less. If everyone follows these guidelines, no one will feel neglected.

It’s OK to be Funny, Just Don’t Be Weird

The CareerBuilder survey compiled a list of the most unusual gifts employees had received during the holidays from coworkers. These highlights are memorable for all the wrong reasons:

  • Two left-handed gloves
  • Coconut bra
  • Jar of gravy
  • A fake lottery ticket
  • A real stuffed duck
  • Toilet paper that looked like money
  • Post-it Notes
  • Dish detergent
  • A pen holder that looks like a crime scene victim
  • A comic book of an obscure movie
  • A handmade ornament for a sports team the recipient had never heard of
  • A singing chicken
  • A whip

Remember, There’s Always Charity

Nearly half of all employers (48 percent), plan to make charitable donations this holiday season. So, if you’re worried about participating in the sure-to-be-awkward white elephant grab bag, but you’re in the giving mood, start a charitable collection on behalf of the company.

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5 of the Best Industries for Job Seekers and Recruiters in 2017

December 2nd, 2016 Comments off
5 of the Best Industries for Job Seekers and Recruiters in 2017

Every good business experiences periods of growth. Some are influenced by customer demand, while others are spurred on by changing technology. CareerBuilder and Emsi have identified five industries in a new study that are poised for fast growth in 2017, which would be great news for both candidates and talent acquisition teams.

The new study uses CareerBuilder and Emsi’s extensive labor market database, which pulls from a variety of national and state employment resources as well as online job postings. Industries with the greatest potential were identified by three main factors:

  1. Occupations that pay, on average, around $20 or more per hour
  2. Employment has grown faster than the overall labor market from 2012 to 2016
  3. Occupations have high employment numbers that translate to even more job opportunities to job seekers

 

CareerBuilder CEO Matt Ferguson believes that growth in these categories may be due to factors beyond simple supply and demand:

Our research shows that employers are very invested in expanding headcount in areas such as analytics and data science, product development and sales as they strive to stay competitive in B2B and B2C markets.

The table below shows industries and occupations where workers will find a larger number of opportunities in the coming year. (Note: The average hourly earnings are for the category overall. The job titles listed can earn significantly higher than the average.)

 

Occupation Category 2012 Jobs 2016 Jobs 2012-2016 Increase in Jobs Average Hourly Earnings Examples of In Demand Job Titles
Business and Financial Operations 7,358,038 7,938,303 585,265

8%

$35.09 *Operations Manager

*Business Process Analyst

*Product Development Specialist

*Financial Analyst

*Office Manager

Information Technology 3,926,758 4,398,862 472,104

12%

$40.82 *Data Scientist

*User Interface / Front End Developer

*Product Manager

*Mobile Software Engineer

*Information Security Manager

Health Care 8,035,052 8,641,939 606,887

8%

$37.77 *Family Practitioner

*Medical Director

*ICU Nurse

*Cardiologist

*Physical Therapist

*Rehabilitation Nurse

Sales 15,143,749 16,057,815 914,066

6%

$19.06 *Account Executive

*Account Manager

*Business Development Manager

*Client Services Coordinator

Skill Trades 12,049,958 13,067,497 1,017,539

8%

$21.38

*Electrician

*Plumber

*HVAC Technician

 

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

28% of Workers Will Celebrate Thanksgiving with Coworkers

November 21st, 2016 Comments off
28% of Workers Will Celebrate Thanksgiving with Coworkers

This week’s national holiday is a time for family and friends to come together and give thanks for those things or people that bring joy to their daily lives. And, for a growing number of workers across the country, coworkers may also be invited to the day’s festivities.

According to a new study by CareerBuilder, nearly 3 in 10 employees (28 percent) say they will be spending Thanksgiving with coworkers either in or out of the office this year. Compared to last year (only 20 percent), workers may be growing closer to those at work or may simply plan on being in the office on November 24.

More than 1 in 5 workers (22 percent) say they plan to work on Thanksgiving this year – on par with 2015.

Family First

Keep in mind that your employees’ minds will be set on taking time off and spending the holiday with family – even if they have to work on Thanksgiving. Ninety-one percent of employees say they would rather spend Thanksgiving Day with their family, while only 1 percent would prefer time with coworkers. Eight percent responded “neither,” but they are probably just dreading discussing politics at the dinner table with that one uncle who has had too much to drink.

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

Staying Strong: Findings from CareerBuilder’s Q4 Forecast

October 6th, 2016 Comments off
Staying Strong: Findings from CareerBuilder’s Q4 Forecast

Each quarter, CareerBuilder surveys employers from across the country to determine hiring trends for the next three months. As we approach the holiday season and a new year, the latest forecast also includes a heavy focus on seasonal, or temporary, hiring.

The good news is: All signs point to continued strength in the hiring market. The study found that 34 percent of employers plan to make permanent, full-time hires over the next quarter; and 33 percent plan to add more seasonal/temporary workers in the same time frame.

“Overall, permanent and seasonal hiring in the fourth quarter will be on par with last year, with one-third of employers planning to add staff in either category,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. “However, campaigns for a higher minimum wage, paired with a tighter labor market for lower-skill and semi-skill jobs, is giving job seekers more of an edge when it comes to compensation. Wage growth, while still a serious concern, will likely see a lift in the coming months.”

Let’s take a look at some other highlights.

Wages on the incline

Not only are nearly half of employers (47 percent) planning on increasing wages, but the wages themselves are also climbing. Of those hiring seasonal workers in Q4, 75 percent will pay $10 per hour or more (up from 72 percent last year), and 28 percent expect to pay $16 or more per hour, up a whopping 9 percentage points from last year.

Retail is slowing, but still growing

Possibly the largest employer of seasonal workers in Q4 is the retail industry. However, as the talent market continues to be competitive and the push for higher wages spreads, retail is also experiencing a greater change than other industries.

Forty-nine percent of retailers plan to grow their seasonal workforce, a number that is down from 53 percent in Q4 last year. However, workers that do find these jobs can also expect higher wages than last year. More than half of employers (53 percent) will offer new seasonal hires wages of $10 per hour or more – up from only 43 percent last year.

West is best

If you’re looking for warmer weather and a seasonal or full-time job in Q4, the Western region of the U.S. is on the right track. About 2 in 5 employers in the West report that they plan on hiring both permanent and temporary workers (39 percent and 40 percent, respectively) over the next three months.

On the other hand, even the region with the lowest numbers – the Midwest – project growth in both categories. Nearly 3 in 10 organizations plan to hire workers for jobs that are either full-time (29 percent) or seasonal (27 percent).

Click here to download the full report.

Workers with Side Hustles Are an Asset to your Business

September 29th, 2016 Comments off
Twenty-nine percent of employees have a side gig, but most want to keep them separate from their full-time job.

As a human resources professional or a manager within your company, it can be very easy to be skeptical of employees who have jobs outside of their full-time positions at your office. You might think: What are their motivations? Are they not satisfied working here? What if they like their other job better?

Rest assured, 71 percent of workers with a side gig say they do not want it to replace their full-time position, according to a new CareerBuilder survey.

Workers taking side jobs are exactly who you would expect

While only 29 percent of employees have a side hustle, this trend is most common in the younger generation of workers. Thirty-nine percent of those ages 18-24 and 44 percent of those 25-34 have side gigs.

Shift-based occupations are significantly more likely to welcome employees to find or create side hustles. Broken down by industry, leisure and hospitality (34 percent), retail (33 percent) and transportation (32 percent) workers are most likely to have a side gig.

Those workers who may be less financially well-off are also more likely to have a job on the side. More than a third of workers (34 percent) making under $50,000 and 34 percent earning below $35,000 have jobs to supplement their full-time employment with extra money, or a labor of passion.

Why are these workers an asset?

As long as an employee’s side job doesn’t conflict with your business, an entrepreneurial spirit in that employee can be a recipe for success. CareerBuilder’s chief human resources officer, Rosemary Haefner, recommends hiring workers who pursue opportunities outside of office hours because as entrepreneurs, these employees:

  1. Gain skills off the clock: Building a business in their spare time gives them real-world experience to help in their full-time day-to-day. There’s no better way to learn than hands-on.
  2. Have winning personalities: Who doesn’t want innovative, proactive team members and self-starters working to achieve your organizational goals?
  3. Have a boost in creativity: Entrepreneurial employees thrive when handed something to create. At its core, entrepreneurship is about creating something — taking ideas and making them come to life.

 

See more statistics from this survey and learn what type of jobs are most common for workers with a side hustle.

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17 Consumer Behaviors That Are Shaping the Labor Market

September 2nd, 2016 Comments off
17 Consumer Behaviors That Are Shaping the Labor Market

On Monday, September 5, we honor the workers that continue to make our country strong and flourish in a global economy. However, the occupations that grow and decline in America are different with each generation.

Consumer behaviors and preferences play a major part in U.S. job creation. This week, CareerBuilder and Emsi released a study of occupations that are growing and the behaviors that can be attributed to their success.

Each behavior was grouped into one of three main factors: lifestyle changes, technology advancements and globalization. The study looked at job totals from 2012 through 2016 to get an idea of how the occupations have grown in just a few years.

Matt Ferguson, CEO of CareerBuilder and co-author of “The Talent Equation,” says “Whether we’re talking about the rise of the sharing economy, the power of smart technology or companies communicating in multiple languages and time zones, these trends are moving the needle on job growth for a wide variety of fields.”

How might your industry be impacted by these trends? Below are some of the major shifts in consumer behavior, as well as a closer look at the occupations they’re likely to impact.

 

 

Lifestyle Changes 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

People are choosing to eat out more, giving rise to the “foodie” generation.

Cooks, Restaurant

1,219,433 164,804

16%

More people are embracing the sharing economy. (example: Uber)

Taxi Drivers and Chauffeurs

283,175 37,023

15%

America is becoming more health-conscious.

Fitness Trainers and Aerobics Instructors

309,519 33,303

12%

Families are more careful with finances after the last recession.

Personal Financial Advisors

257,493 29,913

13%

More people are choosing to bank and shop online.

Information Security Analysts

86,563 9,342

12%

Couples are postponing having children until later in life.

Obstetricians and Gynecologists

25,219 1,082

4%

 

 

Technology Advancement

 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

There’s an “app” for everything and “smart” technology is moving beyond phones to clothes, homes and more.

Software Developers, Applications

772,195 112,045

17%

Technology has made advertising become more intuitive and effective based on ability to track and interpret online behavior.

Marketing Managers

208,611 19,024

10%

Technology has become ingrained in everyday life and is how people stay connected.

Computer User Support Specialists

665,646 63,849

11%

Technology is catching health disorders sooner and extending lives.

Medical Records and Health Information Technicians

198,831 14,451

8%

Technology is enabling companies to corral and interpret big data to make better business decisions.

Database Administrators

120,476 9,794

9%

Technology is integrated into countless consumer and business products with new offerings and iterations released all the time.

Technical Writers

55,129 5,381

11%

 

 

Globalization

 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

Companies are serving customers in different time zones, meaning workers are needed at all hours.

Customer Service Representatives

2,674,925 225,910

9%

Companies are looking to gain a greater understanding of international markets they’re targeting.

Market Research Analysts

532,336 67,551

15%

Expanding beyond borders is requiring communication in different languages.

Interpreters and Translators

78,455 9,845

14%

There is greater emphasis on preserving the global environment.

Wind Turbine Service Technicians

7,061 1,889

37%

Maps for mobile phones and navigation systems are in demand as people explore new terrain.

Cartographers and Photogrammetrists

13,193 1,802

16%

 

Students and workers looking for information on careers can get detailed insights at findyourcalling.com or by viewing career profiles under the “Browse Jobs” header on the CareerBuilder homepage.

 

Middle-Wage Jobs Aren’t Growing at the Same Rate as Others

August 5th, 2016 Comments off
Sixty-One Percent of Occupations Projected to Lose Jobs Over the Next Five Years are Middle-Wage

With the general election on the horizon, each candidate continues to focus on the importance of adding new jobs to our economy. One thing we can all agree on: Everyone wants to add a large – some say ‘uge – number of well-paying jobs during their presidency.

In fact, over the next five years, the U.S. economy is projected to add over 7.2 million new jobs, according to labor-market data experts at Emsi. But, growth is not consistent among those jobs that earn low, middle and high wages.

According to CareerBuilder and Emsi research, high-wage and low-wage occupations are each projected to grow 5 percent from 2016 to 2021, but middle-wage jobs are only estimated to grow 3 percent. At the same time, 61 percent of the 173 occupations expected to lose jobs over the next five years are in the middle-wage category.

The trend of declining middle-wage employment is nothing new, but continues to pose serious consequences for the economy overall, says CareerBuilder CEO Matt Ferguson:

If we can’t find a way to re-skill and up-skill workers at scale, middle-wage workers will become increasingly susceptible to unemployment or will have to move into lower-paying roles that may not support them and their families. This can have a negative ripple effect on consumer spend, housing, investing and other key financial indicators.

Top Growing and Declining Jobs by Wage Category

Growing High-Wage Occupations

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Software Developers, Applications 772,195 861,122 88,927 12%
Computer Systems Analysts 600,001 671,245 71,244 12%
Market Research Analysts and Marketing Specialists 532,336 590,363 58,027 11%
Management Analysts 798,484 870,713 72,229 9%
Registered Nurses 2,870,340 3,116,957 246,617 9%

 

Declining High-Wage Occupations

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Postal Service Mail Carriers 303,325 279,023  (24,302)  (8%)
Reporters and Correspondents 47,501 44,063  (3,438)  (7%)
Construction Managers 368,245 350,774  (17,471)  (5%)
Real Estate Sales Agents 415,006 400,417  (14,589)  (4%)
First-Line Supervisors of Production and Operating Workers 622,435 617,020  (5,415)  (1%)

 

Growing Middle-Wage Occupations

 

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Medical Assistants 631,435 701,056 69,621 11%
Customer Service Representatives 2,674,925 2,846,989 172,064 6%
Maintenance and Repair Workers 1,466,944 1,535,161 68,217 5%
Heavy and Tractor-Trailer Truck Drivers 1,926,886 2,009,133 82,247 4%
Office Clerks 3,365,039 3,489,518 124,479 4%

 

Declining Middle-Wage Occupations

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Printing Press Operators 174,311 159,083  (15,228)  (9%)
Farmers, Ranchers, and Other Agricultural Managers 494,879 458,732  (36,147)  (7%)
Travel Agents 77,683 72,789  (4,894)  (6%)
Carpenters 1,053,273 1,031,359  (21,914)  (2%)
Bookkeeping, Accounting, and Auditing Clerks 1,780,151 1,752,270  (27,881)  (2%)

 

Growing Low-Wage Occupations

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Home Health Aides 992,134 1,179,527 187,393 19%
Cooks, Restaurant 1,219,433 1,333,041 113,608 9%
Nursing Assistants 1,520,614 1,655,662 135,048 9%
Security Guards 1,185,116 1,260,953 75,837 6%
Janitors and Cleaners 2,632,801 2,792,345 159,544 6%

 

Declining Low-Wage Occupations

Occupation 2016 Jobs 2021 Jobs Job Added 2016 – 2021 2016 – 2021  % Change
Door-to-Door Sales Workers, News and Street Vendors 78,078 64,271  (13,807)  (18%)
Sewing Machine Operators 157,931 135,575  (22,356)  (14%)
Floral Designers 53,876 48,391  (5,485)  (10%)
Cooks, Fast Food 545,746 530,839  (14,907)  (3%)
Tellers 501,879 490,202  (11,677)  (2%)

 

Keeping up with skills that are in high demand in today’s market has become more important than ever. CareerBuilder and Capella Education have partnered to deliver RightSkill as an educational platform designed to tackle these tough challenges. Learn more.

Become a Sourcing Pro: Boolean Search Fundamentals

June 10th, 2016 Comments off
Become a Sourcing Pro: Boolean Search Fundamentals

Sifting through thousands of resumes in a database to find that one perfect candidate can be demanding — but it doesn’t need to be complicated. To quickly and effectively source candidates for your specific open jobs, you need to learn the language of your resume database: Boolean.

You need to know how to perform a Boolean search, a simple way to search by keywords and broaden or narrow your results as you need. You can boost the quality of your search results, get a leg up on the competition and hire candidates faster with this guide to Boolean search fundamentals.

This guide will introduce Boolean search fundamentals, such as:

  • Why it’s important to know Boolean
  • Expanding your search for candidates
  • Narrowing resume results
  • Excluding candidates that may not be relevant

 

Download the guide today and you’ll be on your way to becoming a sourcing pro in no time!

Candidates Use 16 Different Resources During a Job Search

May 23rd, 2016 Comments off
Candidates Use 16 Different Resources During Job Search

Job seekers are more aware of the job market than ever before – and they have the tools to navigate a job search, literally, at their fingertips. From good, old-fashioned networking to sending resumes and job applications from a smartphone, today’s candidates have what it takes to find their next career: patience and skill.

We surveyed over 5,000 job seekers in both the U.S. and Canada to achieve key insights into the habits of today’s candidates for our annual Candidate Behavior Study. This year, we found that job seekers use an average of 16 different resources to aid in their job search. This valuable research is performed to not only help a candidate determine their own place in the market, but also find job opportunities that fit their requirements. Keep in mind, job seekers perform this research before applying to a single open position.

What Does This Mean For You?

If your organization is posting jobs to only one job board, or searching through one resume database, you may be missing out on a majority of the job seekers available in the marketplace. To help increase your visibility and capture more candidate information, your company needs a diverse recruitment strategy with a presence across the internet. Job distribution software and tools that consolidate multiple resume databases into one search can increase your flow of candidates without adding additional time or steps to your process. Get more insights from CareerBuilder’s 2016 Candidate Behavior Study.

Learn more about Broadbean Job Distribution and Broadbean Resume Search from CareerBuilder.

Easy Ways to Save Money and Still Land Top Talent

April 15th, 2016 Comments off
Contextual search

Every company has cost-saving initiatives — some look to purchase materials that are less expensive while others seek to improve productivity and streamline processes. There are undoubtedly organizations that need to take more drastic steps, such as reducing salaries to meet cost-cutting goals.

In this last instance of adjusting salaries, labor market data can help your company make strategic recruitment decisions to source talent that may accept a lower starting salary — thus hopefully avoiding the need to cut compensation at a later date.

Emsi Analytics provides workforce data compiled from over 90 different sources in the U.S., including current compensation for each career. Examining the available data can help your company identify geographic markets that may offer top talent at a lower annual salary.

Let’s take a look at one example – sourcing for HR generalists on national and local levels – and derive some best practices.

Start wide and look for remote workers

National Salaries - HR Generalists

 

Using data and a map from Emsi Analytics, we are able to visualize the median hourly earnings of HR generalists on a national sale, and segmented into counties. You can see how heavily-populated areas correlate to higher salaries in the surrounding areas.

While not every position at your company can be staffed effectively by a remote employee, starting your search with a zoomed-out view demonstrates the savings on salary that may be associated with sourcing a remote worker.

Get granular when searching locally

Chicago Salaries - HR Generalists

A valuable labor market data tool should have the ability to pull detail that is specific to your exact local market. Emsi Analytics can provide salary details down to the county-level, so for this example, let’s examine counties in the Chicago area.

Containing Chicago — a large, densely-populated city — Cook County has the highest hourly pay for HR generalists in the area. If your company is located in the southwest area of Cook County and you are looking to save on salaries, consider advertising and sourcing in Will County where the median hourly earnings are $3.20 less than in Cook County. For a full-time role, this would equal over $6,600 in annual savings to the company.

 

Learn more about Emsi Analytics and the impact actual labor market data can have on your recruitment efforts.

Equal Pay Day 2016: Where Do We Stand?

April 12th, 2016 Comments off
Equal Pay and Gender: Where Do We Stand?

Despite the fact that the Equal Pay Act was enacted in 1963, women in the U.S. still face a gender pay gap that is closing at a snail’s pace.

Equal Pay Day was established in 1996 by the National Committee on Pay Equity, or NCPE, and symbolizes the extra amount of time a female employee must work to make the same as a male counterpart for the previous calendar year. Today, women in the U.S. average 79 cents for every dollar earned by men.

This year’s April 12 date signifies that, based on data from 2015, female employees would need to work until April 12, 2016 to earn the same amount as a male earned in 2015 with equal levels of education, experience, skills and duties.

Age and Race in Gender Pay Equality

One study takes a deeper dive into pay inequality and suggests there are other factors that contribute to certain women making less money in their careers.

According to the American Association of University Women, the gender pay gap appears to grow with age: Women ages 20-24 made about 92 percent of what men were paid, while women ages 55-64 were paid only 76 percent of what their male counterparts made.

Minority women face an even tougher challenge, with Hispanic and Latina women earning only 54 percent of what their white male counterparts made, and African American women earning 63 percent.

When Will We Reach Equality and What Can You Do?

The Institute for Women’s Policy Research, or IWPR, suggests that, if this current trend keeps up, women will not achieve “pay parity” in the United States until the year 2059 – another 43 years.

A report for the World Economic Forum estimates that it will take an additional 75 years – a total of 118 years – for the whole world to achieve gender pay equality.

There are a number of bills proposed in Congress that may help close these gaps, but that doesn’t mean you have to wait to make a change.

As recruitment professionals, here’s how you can make a difference at your company:

Allow employees to talk freely about salaries with colleagues. About half of all workers are either prohibited or strongly discouraged from discussing pay with co-workers, according to a 2014 IWPR study. Greater transparency in this case will allow women to fight for pay equality where they currently work.

Avoid the typical new hire pitfall of starting women off in lower-paying positions. Some studies suggest that women are more likely than men to graduate business school and still end up in a lower-level job – while men are twice as likely to end up in the C-suite. Don’t discriminate. Go for the right person, with the right qualifications, at the right time.

 

Want to learn more about this issue? Check out what strategic advisor Naomi Bloom has to say about the lack of women and minority leaders in HR.

69% of Employers Plan to Increase Salaries in Q2

April 4th, 2016 Comments off

CareerBuilder’s Q2 2016 U.S. Job Forecast revealed that the U.S. job market can plan for another successful quarter of growth. A survey of over 2,000 hiring managers and HR professionals found that 69 percent of employers plan to increase compensation during the next three months; 25 percent expect that increase to be at least 5 percent, and 44 percent say this salary increase will be 4 percent or less.

However, not every employer is planning a raise for employees – 2 percent expect a decrease and 29 percent say they will either stay the same or don’t know yet.

CareerBuilder also found that over a third of surveyed employers plan to hire more permanent or temporary staff during Q2 2016 (34 percent and 37 percent, respectively).

Matt Ferguson, CEO of CareerBuilder and co-author of “The Talent Equation,” says, “The vast majority of companies are either maintaining their headcount or adding new employees at various skill levels. This is promising news for college students approaching graduation and seasoned workers who want to re-enter the workforce or change jobs.”

What does this mean for you?

As more jobs are added in the marketplace, and a majority of employers plan to increase wages, competition for quality talent will continue to grow as well. Twenty-five percent of surveyed employees say they plan to change jobs this year, so keeping the talent you have should also be a main goal.

Labor market data can help you keep track of average salary ranges and workforce growth for jobs and geographic markets for which you hire.

Contact your CareerBuilder sales representative to discuss data tools that can help your business prepare for growth, like Emsi Analytics and Talentstream Supply & Demand. Don’t forget to ask about our suite of College Recruiting solutions to help make an impact on campus.

45% Health Care Employers Say Lack of Time is No. 1 Recruitment Challenge

March 29th, 2016 Comments off
Pulse of Health Care Webinar

Whether you work in a hospital or home health agency, at the end of the day you probably feel like time has slipped away – and your to-do list hasn’t even been touched. This can be especially frustrating if you have specific recruitment challenges you are attempting to tackle.

According to CareerBuilder’s latest Pulse of Health Care Survey, nearly half (45 percent) of surveyed health care employers cited a lack of time as the greatest factor preventing them from solving challenges in their recruitment process. This is consistent with last week’s report on corporate/enterprise entities. However, 26 percent say “lack of budget” is their main challenge — a higher number than any other sector we surveyed. Other responses included “lacking the right internal people to do the job” (15 percent) and “lack of access to the ideal software or technology” (14 percent).

Health Care Pulse Graph

What does this mean for you?

Recruitment challenges come in all shapes and sizes. Solutions to these problems often take time and money to get it just right, so it’s no surprise these factors are of great concern. When you’re looking to implement a new process or technology to ease major hiring headaches, it’s important to take time, money, personnel and technology into account so you can choose a solution that is not only fast, but also easy on your budget.

Recruitment Software Problems and 1 Solution to Fix Them

March 3rd, 2016 Comments off
Recruitment Software Problems and 1 Solution to Fix Them

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? To gain a competitive advantage in the talent acquisition marketplace today, you need a single solution that removes common headaches from your daily life. Your system should also offer seamless integration into your current tools, so you can get the job done without skipping a beat.

Here are five common recruitment problems that Talentstream Recruit, a pre-hire platform, can solve.

1. Your recruitment software and sourcing solutions are disconnected, and it is frustrating to manage all of them.

Using a different tool for every step in the recruiting process adds time and complexity to your day. Keeping up with long, drawn-out processes leaves you feeling overwhelmed.

Talentstream Recruit is a holistic solution to make recruiting simple again with just one platform to handle all of your recruitment needs. Talentstream Recruit includes a candidate-optimized career site, automatic candidate re-engagement engine, resume profile search, job distribution, workforce analytics and real-time reporting — all in one configurable workflow. By eliminating logins to many different systems, your team will save time and streamline their workflow.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

2. You spend too much time posting jobs, and very little time sourcing strategically.

HR and talent acquisition are no longer seen as a primarily administrative functions. You are being asked to place more candidates in a shorter time frame, but this requires that more time is spent on tedious tasks to pull in a higher volume of resumes (like job postings and resume database searches). These tasks eat up valuable time from your day and lead to stress, low performance and turnover.

Talentstream Recruit combines leading job distribution and resume database searching tools right within your requisition and applicant management software. Save time by sending a job posting to multiple job boards and sourcing candidates from your private database within the same tool you use to manage the hiring process.

LEARN MORE ABOUT TALENTSTREAM RECRUIT

3. You tend to overlook candidate information that you have already acquired.

Your organization sources a lot of candidates every year to continue filling positions. Between internal candidates, external resume databases, a talent network and past applicants, it can be difficult to ensure that every relevant candidate is considered — especially those that have been collected in the past. Logging in and out of disparate tools takes time and leads to duplicating efforts to find applicants.

Talentstream Recruit combines all of your talent pools into a single, searchable database and will return search results based on relevant candidates to fit the needs of your open position. When you access past applicants, talent network members and resume database members early on in your workflow, you avoid paying for the same job seeker twice through job postings. It’s like checking your pantry before deciding you need to go grocery shopping.

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4. You can’t make recruitment strategy decisions without real-time data.

Talent acquisition professionals work hard to fill every position. You post open positions to every available job board, search every resume database and check social media. These steps are often taken as a result of habit, training or perceived success of the tools in the past. Sometimes, you just can’t find a qualified candidate, but ask yourself: Did you make tactical recruitment decisions based on proven results or gut feelings?

Want to know how easy or difficult it will be to find candidates for your position based on the number of active job seekers in comparison to the number of job postings in a given market? You can get insight into competition for talent in the area, other locations with a higher concentration of job seekers, suggested job titles to enhance your search, average compensation for a given position and more. Stay five steps ahead of the competition by creating a recruitment strategy based on market data.

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5. Candidates have no way to stay engaged and easily interact with your company when new positions are available.

Building a pipeline of talent for future positions is essential, but most recruiters don’t have enough time in their day to keep candidates engaged. As a result, you are forced to post every open position on job boards to attract new job seekers — causing recruitment budget and time-to-fill numbers to suffer. You’ve already paid good money to build a pipeline of candidates. Without an easy way to keep them informed, you will probably never hear from them again.

Talentstream Recruit includes a candidate-optimized career site and built-in talent network to acquire and engage your pipeline. Whether a job seeker elects to apply to a position or simply join your talent network, they are instantly subscribed to receive email alerts of new opportunities at your company. Using CareerBuilder’s proven recommendation engine, developed from over 20 years as a leading job board, candidates receive relevant opportunities to keep them interested in your organization — leading to an email click-thru rate that is five times the industry average. Your entire talent network is also searchable within Talentstream Recruit’s applicant database. Even if a candidate didn’t apply to a job, you can easily engage the right job seekers with new opportunities.

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ONE Software Environment to Simplify Your Process

Talentstream Recruit was developed to simplify your process by bringing together everything you need to hire — from a career site to applicant management to job distribution — into one software environment. The system will help your company connect, and stay connected, with as many job seekers as possible by eliminating challenges in your current system.

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75% of Employees Are Open To or Actively Looking For New Jobs

February 15th, 2016 Comments off

Here at CareerBuilder, we like to keep a pulse on the job seeker market to constantly foster a relationship between employers and candidates. Each year, we survey thousands of candidates and HR managers to gain valuable insight for our industry. The annual Candidate Behavior Study found that 3 in 4 (75 percent) of full-time employees are either open to or actively searching for new job opportunities. The average job seeker is more empowered than ever before – from a growing economy to advances in technology that make searching for new careers fast and easy.

What does this mean for you?

In the past, CareerBuilder and other industry thought leaders would distinguish between “active” and “passive” job seekers – those who are committed to finding a new job and others who are simply browsing to keep an eye on the opportunities available, respectively. With an overwhelming number of employed candidates open to new opportunities, the days of making this distinction may be over.

As a country, unemployment is under 5 percent (4.9 to be exact) for first time since February of 2008. As there is less talent to go around, job seekers are allowed to wait and evaluate all of their options before making a career change.

Our data shows a vast majority are open to discussing opportunities with potential new employers, so now may be the perfect time for a proactive sourcing strategy. CareerBuilder has the U.S.’s largest database of candidate contact information and work experience.

 Contact us today to learn more about CareerBuilder Search and other sourcing solutions to help tap into this larger pool of potential candidates. 

54% of Top Metro Areas Outpaced National Employment Growth in 2015

February 8th, 2016 Comments off

It’s no secret that our economy has been adding jobs for some time now — so we compiled some data to show you just how well some cities did in 2015.

According to a recent study by CareerBuilder and Economic Modeling Specialists Intl., 27 of the top 50 metropolitan areas in the U.S. (54 percent) outperformed the national average in 2015. This study compared employment growth of America’s top markets to national results to reveal which cities are exceeding expectations – and which are lagging behind.

For example, with a national employment growth average of 2 percent from 2014 to 2015, Dallas should only have been expected to create 67,959 jobs. Instead, the market created 112,829 jobs in that time frame — nearly 45,000 jobs ahead of estimates.

What does this mean to you?

Chances are good you have experienced an increase in competition for quality talent when looking to make your critical hires. This data demonstrates strong job growth across the majority of the nation’s top metros – leading to a more competitive job market, which could be affecting your ability to stand apart from employers hiring for similar positions.

Your ideal candidate may be harder to find than ever before, and all signs point to a job market that will only continue to improve, making it harder to attract in-demand candidates.

Consider building a talent pipeline today for future positions, which has been shown to curb costs associated with time-to-hire and improve the quality of your candidates.

Join the conversation on Twitter: #TalentFactor.  For more information about how Emsi can help your business get more competitive for candidates in 2016, visit www.economicmodeling.com. 

84% of CEOs Say Their Online Application Process Needs Improvement

January 18th, 2016 Comments off

With unemployment hovering around 5 percent and the continued growth, companies across the country are already experiencing a lower number of candidate applications per open position than any other time this decade. This trend will only continue for the near future.

Now, more than ever, organizations are forced to look at their own recruitment processes to ensure they are making it as easy as possible for candidates to find and apply to their open positions – but is it working?

In a recent survey by CareerBuilder, we found that 19 percent of CEOs viewed the candidate experience of their application process as “bad” or only “OK.” The majority of those that responded (65 percent) claimed their application process was “good, but needs improvement.”

That means a whopping 84 percent of CEOs think their application process could use some work.

What does this mean to you?

Building a better experience for your candidates only leads to positive results: You get a higher number of quality applications and more positions filled in a shorter amount of time; staffed positions provide valuable services to the business; and the company makes more money as a result. Everybody wins.

However, the consequences of failing to offer an accessible and quick application process can be dire. A poor candidate experience leaves a negative perception of your brand in the mind of the candidate, and results in more than two-thirds of candidates saying they are less likely to buy anything from your company in the future. Imagine only having one-third of your customers to sustain the business. Is that acceptable – or sustainable?

CareerBuilder can help

We don’t share these numbers to scare you. Instead, we like you to know that you’re not alone. Visit our site to learn more about our software solutions like Talentstream Recruit and Talentstream Engage, designed to enhance the candidate experience of job seekers who are already interested in your company.

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

Meet the Answer to Your ATS Woes

October 27th, 2015 Comments off
Talentstream Sourcing Platform - The Answer to Your ATS Woes

Look back at the evolution of recruitment: Technology changed the way we work, some occupations were created overnight while others disappeared, and the hiring process went from analog to digital. The world looks very different today, but recruiters have been forced to deal with headaches the same way they were decades ago. “Have an open position? Fill it with new resumes.” The tools remained unchanged for nearly 20 years: job advertisements, applications, and database searches.  While effective for quantity, these solutions don’t always help with quality.

Meet the Talentstream Sourcing Platform, developed by CareerBuilder and engineers at Broadbean. “Our goal is to dramatically decrease the time it takes to fill a job by leveraging the candidates companies already have in pocket,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation.

The Power of Search

In a survey performed by Harris Poll on behalf of CareerBuilder, we found that nearly half (49 percent) of HR managers said they don’t re-engage prior candidates for new open positions. The majority of these managers said they only focus on current candidates, or that no one has time to target old applicants.

Most companies that have an applicant tracking system (ATS) have been accepting new resumes for years and acquiring access to multiple external resources. As the economy improved and competition for candidates increased, recruiters began looking for ways to better utilize their existing cache of resumes that they spent good money to obtain.

There are several obstacles within this strategy, but one stands out: searching in most applicant tracking systems is a painful experience. Talent Acquisition professionals regularly ask their vendors, “Why even have a search bar at all?”

Searching within your own ATS is so brutal that most companies resort to other tactics to pull in additional candidate interest. At this point, you have plenty of options: from resume databases to social media and referrals to thousands of additional job boards, the combinations are endless. They also require extra time and probably budget.

No matter the path you choose, the result is the same. Your time-to-fill open positions starts to increase, and the scramble for good, qualified talent begins.

Healing the Pain in Your Talent Acquisition Process

With all the components that make up TSP, the impact on your business can vary. Here are just a few benefits of the platform that you will love:

  1. Simple Search – Search bars that actually find what you want, when you want. We compile candidate data from your Applicant Tracking System, resume database subscriptions, and talent network into a single sign-on interface. Simply type in your keyword or phrase and our system will study the context and intent to deliver the most relevant candidates to your fingertips. (To add in another buzz word: this is also known as Semantic Searching.)
  2. Reduce Advertising Spend – Find the people you need BEFORE spending a dollar on advertising. With most HR/Talent Acquisition departments still fighting for budget, make the most out of the resumes you have already paid for in the past to make the hires that will ensure your company’s future. The TSP workflow is designed to encourage this behavior before advertising.
  3. Targeted Job Posting Placement – If searching doesn’t get the job done, send your job posting to the largest network of job boards, aggregators, and social networks for automatic distribution. Not only will you be able to customize your job postings based on Talentstream’s workforce planning tool (Supply & Demand), but Broadbean’s distribution technology will track success for all of your selected sources. This gives you…
  4. Return on Investment (ROI) Analytics – Back up your business decisions with real data; NOT candidate input. Most companies rely on their candidates to tell them where the company should be spending money, by letting their ATS ask “Where did you hear about this position?”

— Why let your candidates dictate your budget without verifying that the information provided is accurate?

— TSP will record the number and cost of applications received from all of your job boards (both paid and free sources). With this information, you’ll have real data to make budget decisions in the future.

 

The real beauty behind the Talentstream Sourcing Platform lies in the fact that it can seamlessly wrap around your existing applicant tracking system. You’ve already paid for the candidates within your ATS, so why continue to buy the same resumes over and over when there’s a solution to make those people tangible once again?

Visit our website or contact your rep for more information about the Talentstream Sourcing Platform, and how we can help your organization fill positions faster.