Hiring This Year’s College Graduates? Be Prepared to Pay

April 27th, 2017 Comments off
hiring college graduates

College graduation ceremonies are about to begin around the U.S.—a celebration of four years of hard work. This also means droves of new talent will enter the job market.

Since the recession, much of the news for new graduates has been unsettling, with sporadic periods where the market improves. But this year’s graduates should be happy to learn that hiring is expected to go up this year, according to new CareerBuilder research. According to the data, 74 percent of employers say they plan to hire recent college graduates this year, up from 67 percent last year and the highest outlook since 2007. Half plan to offer recent college graduates higher pay (compared to 37 percent last year), and 39 percent of employers hiring recent college graduates will pay a starting salary of $50,000 or more (compared to 27 percent last year).

The increased interest in hiring recent college grads, and the indication that more companies are looking to increase compensation, should provide some optimism to soon-to-be graduates. But that doesn’t mean they’re exactly what employers are looking for.

While they’re eager to hire the best and brightest, some employers are concerned that new college grads may not be ready for the workforce. Seventeen percent do not feel academic institutions are adequately preparing students for roles needed within their organizations, a decrease from 24 percent last year. When asked where academic institutions fall short, these employers cited the following concerns:

  • Too much emphasis on book learning instead of real-world learning: 44 percent
  • I need workers with a blend of technical skills and those skills gained from liberal arts: 38 percent
  • Entry-level roles within my organization are more complex today: 23 percent
  • Technology is changing too quickly for an academic environment to keep up: 17 percent
  • Not enough focus on internships: 17 percent
  • Not enough students are graduating with the degrees my company needs: 12 percent


When asked to name which skills they think recent college graduates lack for the workplace, most of these employers cited interpersonal or people skills (50 percent) or problem-solving skills (45 percent). Other skills these employers stated include:

  • Teamwork: 39 percent
  • Oral communication: 39 percent
  • Leadership: 38 percent
  • Written communication: 35 percent
  • Creative thinking: 34 percent
  • Project management: 26 percent
  • Research and analysis: 17 percent
  • Computer and technical: 17 percent
  • Math: 14 percent


3 Ways to Get Your New Grad Up to Speed
For many college graduates, transitioning from graduation to their first real job is nerve-racking. Why? Because it may be uncharted territory. How do you take your new hire from the classroom to the boardroom? Try these three tactics:

Help build teamwork skills: Plan some office ice-breakers, team lunches, or happy hours to help workers get to know each other and build relationships. When people are more at ease, they’ll feel more comfortable exchanging ideas.

Teach employees how to work across generations: Create a reverse mentoring program at your company. This is a great way to show your younger hires that their opinions and experiences are valuable to their co-workers—and vice versa.

Create an open environment: Encourage your new hire to ask questions. Let him or her know that you’re available and there to help. Make that clear by setting up time to talk every day for the first few weeks.

Learn how to build a successful campus recruiting program.

Hiring Immigrant Workers: 3 Things to Know

April 20th, 2017 Comments off
hiring immigrants

There may be some negativity toward immigrants among segments of the population, but the same doesn’t ring true for employers. According to a new CareerBuilder survey, a third of employers (33 percent) say they plan to hire immigrant workers in 2017, with 16 percent planning to do so in the second quarter.

The types of functional positions non-U.S. born workers are being recruited to fill varies from industry to industry. Among employers who are hiring immigrant workers this year, this includes:

  • Technical (42 percent)
  • Administrative (31 percent)
  • Manual labor (31 percent)
  • Sales (30 percent)
  • Creative (29 percent)
  • Financial (25 percent)
  • Managerial (23 percent)


Of employers who hire immigrant workers, the vast majority (80 percent) say that they pay the same to both U.S. born workers and immigrants working in the same roles.

As the data shows, employers are recognizing that immigrant workers can be an asset to a business. However, if you are interested in hiring foreign workers then you need to know how to do so legally so that the employment relationship can continue, the employee can avoid deportation and you can avoid the legal consequences for illegally employing a foreign worker.

Make sure you verify every employee’s employment eligibility: When hiring any employee, you are required to verify that he or she is legally eligible to work in the U.S. To do so, you need to file an Employment Eligibility Verification form (I-9) within three days of hiring the employee. The I-9 form provides the procedure for verifying an employee’s eligibility to work, including examples of the types of documents required an employee must present for verification. While employers are barred from hiring employees without legal status, they are also prohibited from discriminating against job applicants or employees based on national origin or citizenship status.

Will the worker need a visa? Make sure you decide on the right immigration program to use: There are numerous visa programs available and you will need to decide which one is appropriate for the types of international employees you want to hire. Do you plan on your new employees becoming permanent residents or will you only hire them temporarily? What job function will they be fulfilling? Are you looking to hire someone from a country with which the US has a treaty, or elsewhere? These are all considerations you must take in choosing a business immigration program.

Work with the department of labor: Before moving forward with the visa process with U.S. Citizenship and Immigration Services (USCIS), you will have to obtain a certification from the U.S. Department of Labor (DOL). These certifications are in place so that the DOL can verify that the admittance of your foreign employees to the U.S. will not harm job opportunities, wages or working conditions for U.S. workers. There are various certifications employers must obtain depending on the type of business immigration program they are using.

Improving regulatory compliance is just one benefit of using a background check provider. Learn three more.

The Workforce’s Billion Dollar Problem: Unskilled Workers

April 13th, 2017 Comments off
skills gap

We’ve all heard of the skills gap by now: Companies have lots of open positions but can’t find enough workers with the skills they need. But did you know these unfilled positions come at a high cost? According to a new CareerBuilder survey, nearly 60 percent of U.S. employers (56 percent) have job openings that stay vacant for 12 weeks or longer. The average cost HR managers say they incur for having extended job vacancies is more than $800,000 annually.

According to the survey, 68 percent of employers who said they were increasing their number of full-time, permanent employees in the first quarter (Jan.1-March 31, 2017) currently have open positions for which they cannot find qualified candidates. This is consistent across company sizes with larger companies – which tend to have more job openings in general:

  • 1-50 employees: 49 percent
  • 51-250 employees: 74 percent
  • 251-500 employees: 72 percent
  • 501+ employees: 71 percent


More Than Money is Being Lost

Two in 3 employers (67 percent) say they are concerned about the growing skills gap, and with good reason. More than half (55 percent) say they have seen a negative impact on their business due to extended job vacancies with a sizable proportion of these employers pointing to productivity issues, an increase in voluntary turnover and revenue loss:

  • Productivity loss: 45 percent
  • Higher employee turnover: 40 percent
  • Lower morale: 39 percent
  • Lower quality work: 37 percent
  • Inability to grow business: 29 percent
  • Revenue loss: 26 percent


What You Can Do

Bridging the skills gap can have an exponentially positive impact on workers, businesses and the greater community. The most sustainable and thriving communities are those with good jobs. That’s why businesses should take an active role in cultivating the talents of today’s and tomorrow’s generations of workers – and these three steps can make an impact.

Start early: The skills gap in the U.S. is in large part an information gap — many young people are unaware of jobs that are in high-demand, pay well and are aligned with what they’re passionate about. Businesses need to do a better job of informing students of fast-growing fields, so they can discover career options that not only provide job security, but pay well. Get in front of students at an early age.

To this end, CareerBuilder and our economists at Economic Modeling Specialists Intl. (EMSI) created Find Your Calling, a free website to help students discover career and education options based on data from more than 100 employment resources. Visitors on the website start with a simple, interactive personality test for careers. The student is then presented with careers that match their interests with details ranging from job growth projections, salary ranges and businesses that are hiring to college programs they can apply to today.

Create the perfect candidate: Businesses should also invest in reskilling the current workforce to create the perfect hire, instead of waiting for one to come along. The good news is half of U.S. companies are already taking action. Fifty-four percent said they have trained workers who have no experience in their industry or field and hired them. Forty-six percent of employers have hired a low-skill worker and trained him/her for a higher-skill job within the last two years.

To help with this, last year Capella Learning Solutions and CareerBuilder launched an initiative called RightSkill, which enables workers to upskill and reskill for in-demand jobs within 60 days or less. The program, which is currently free for candidates, teaches competencies online based on real-time data and guidance from employers.

Join forces with educators: Partnerships between universities, corporate training organizations and corporations isn’t new. Companies like IBM have been teaming up with universities since the early days of computer science education more than 70 years ago. But, as the debate over the skills gap accelerates, collaborations between educational facilities and businesses should become more sophisticated and evolve to meet shifting economic, marketplace and educational needs. As the next-generation partnerships are anointed, you can help guide the formation of curriculum so the workforce of the future can keep up with rapid technological changes.

Find out how to use workforce analytics to build your talent strategy

45% of U.S. Employers Plan on Hiring Full-Time, Permanent Employees in the Second Quarter

April 10th, 2017 Comments off
talent network

It takes time for an economy to recover after a recession. But when the tides do turn, increased hiring is one of the first signs that an economy is getting back on track. And according to a recent CareerBuilder survey, the hiring outlook for the second quarter is the best it’s been in a decade.

Forty-five percent of U.S. employers plan to hire full-time, permanent employees in the second quarter—up from 34 percent last year. This represents the highest percentage for the quarter dating back to 2007 when just 29 percent of employers planned to hire.

What Does This Mean for You?
With so many employers looking for talented candidates, the talent market will become competitive. Building a strong talent network will help you find and retain top talent.

Talent networks are automated platforms that enable job seekers to upload their information—name, contact information, work history, etc.—into your company’s database to be notified of new job opportunities. This helps you build a pipeline of viable candidates who are ready—and qualified—to step into open positions.

But remember, with a talent network, candidate experience is key. Make sure your site is easy to navigate and visually appealing. If it’s not, job seekers will be less likely to join.


Q2 2017: The Best Job Market in a Decade

April 7th, 2017 Comments off
Q2 hiring forecast

The U.S. economy has been adding a healthy number of jobs in recent months, and according to the latest jobs forecast, that trend will continue. Forty-five percent of U.S. employers plan to hire full-time, permanent employees in the second quarter – a significant jump from 34 percent last year and the highest percentage for the quarter dating back to 2007.

Here are some other key takeaways from the forecast to consider for your recruitment strategy:

Temporary Hiring Up

Temporary hiring is also expected to experience a double-digit boost year-over-year with nearly half of employers (49 percent) planning to add temporary or contract workers over the next three months. Today’s employers are increasingly turning to temporary hiring when structuring their workforce, as it affords them the ability to remain flexible and agile in their staffing needs and therefore scale up their businesses with ease. They oftentimes look to temporary hiring as a vehicle to be able to test drive candidates to better determine which ones are best suited for permanent placement.

Q1 Saw Positive Growth

Employers were already feeling a greater sense of confidence in the beginning of this year. Forty-six percent of employers reported that they increased their number of full-time, permanent employees in the first quarter, outperforming the same period in 2016 by 9 percentage points. Eight percent decreased headcount in Q1 2017, a slight change from 9 percent last year.

Hiring Strongest in the West

Are you fighting for talent in your area? Comparing regions, the West houses the largest percentages of employers expecting to add full-time, permanent employees (48 percent) and temporary or contract employees (54 percent) in the second quarter. The South and Northeast are following closely behind while the Midwest continues to trail other regions by a larger margin – though the Midwest is showing notable improvement compared to last year.

Companies Closely Monitoring New Administration

According to Matt Ferguson, CEO of CareerBuilder, the momentum of the first quarter is expected to continue over the next few months. “Companies say they are paying close attention to policies introduced by the new administration to assess the potential impact on businesses, but the hiring outlook is optimistic.”

Organizations Must Find Ways to Stay Competitive

As competition for talent continues to heat up, make sure you prioritize employees’ career development as a low-cost way to keep them around. Lack of career opportunities is a top reason employees say they leave an organization, so making this investment is pivotal. And although it’s certainly a retention tactic, it’s also a recruitment one. Job seekers from entry-level to executive are more concerned with opportunities for learning and development than any other aspect of a prospective job. This makes sense, since continuous learning is key when crafting a sustainable career.

View the Infographic: 2017 Hiring By the Numbers

Over a Third of Workers Unsure How Much to Save for Retirement

April 3rd, 2017 Comments off
retirement survey

For many U.S. workers, retirement conjures up images of sunshine and travel. When it comes to planning for this chapter in life, however, many workers fall short. Over a third of workers ages 60 and older (34 percent) say they aren’t sure how much they’ll need to save in order to retire, according to a CareerBuilder survey. Also, employees aren’t always using the tools employers give them to start their savings: More than 1 in 4 workers age 55 and older (26 percent) do not participate in a 401(k), IRA or other retirement plan.

What Does This Mean for You?

Planning for retirement can be stressful for workers. Employers can help ease this stress by providing their employees guidance in this area. There are a variety of ways you can help your employees plan for a financially secure retirement, such as financial education and coaching to make sure employees know how much they need to save. Many employers simplify and automate the process of enrolling in retirement financial plans, to make it as easy as possible for employees to start saving. Many also give a company match to employees, to encourage them to save right away. It’s important to ensure your employees feel empowered with the tools they need to plan for their future.

Conducting A Background Check: 4 Things You Need to Know

March 23rd, 2017 Comments off
background checks

Hiring new employees can be like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s not enough to accept candidates at face value. For employers, a background check is a reliable way of verifying claims made by job seekers during the hiring process.

Still, job seekers are often confused about what a background check entails. Some think of it simply as a criminal history check. In reality, a background check is much more than that. It’s the process by which you find your best candidate by looking at, yes, criminal records, but also education and employment history, references, etc. Each is a very important piece of the puzzle. After all, the average cost of one bad hire is nearly $17,000.

According to a new CareerBuilder survey that outlines myths around background checks, not all companies or workers know the screening process – or may underestimate the importance of doing screenings. Below are four common myths employers think are facts and realities that show the truth.

Myth 1: Background checks aren’t always necessary.
Reality: Eighteen percent of employers said they made a bad hire because they didn’t conduct a background check. Given the cost of a bad hire, this can be an expensive misstep.

Myth 2: All background check systems are created equal.
Reality: Twenty-nine percent of employers made a bad hire because they received bad information about the candidate. Fifteen percent of employers have run into litigation for not hiring someone because of what was found in a background check. Make sure your provider keeps up with compliance standards, is National Association of Professional Background Screeners (NAPBS) Accredited, and ensures the candidate is informed and supported.

Myth 3: My background check system provides a good candidate experience.
Reality: Sixty-five percent of employers have never tested out their system themselves to see what the candidate experience is like. Not only is it crucial for employers to experience the process first hand, it’s important to seek direct feedback from candidates.

Myth 4: Background checks typically take one to two weeks.
Reality: The longer the background check, the higher the risk of losing the candidate because you couldn’t verify information fast enough and they moved on to another employer. Typically, background checks should return in less than five business days, but on average checks take 24 – 72 business hours to complete.

Why Should You Run Background Checks On Job Applicants?
First and foremost, you should run background checks to help keep your employees and your business safe. But it doesn’t stop there. Background checks are a critical way to safeguard the many facets of your business that need to be protected.

Here are five reasons background checks should be part of your pre-hire process:

  1. To provide a safe workplace for employees and customers
  2. To hire the most qualified people who will help to grow your business
  3. To minimize exposure from employee liability by practicing due diligence in the hiring process
  4. To encourage honesty in the application and interview process
  5. To eliminate uncertainty in the hiring process


Are you in the market for a background check provider but overwhelmed by the choices out there? Are you even sure you know how to identify a good background check provider? Check out this guide.

38 Percent of Employers Have Increased Educational Requirements

March 20th, 2017 Comments off
educational requirements

Have you been thinking about increasing the educational requirements needed for jobs at your company?

If your answer is yes, you’re joined by over a third of today’s employers. According to a new CareerBuilder survey, 38 percent of hiring managers have increased educational requirements over the last five years. Thirty-three percent are hiring more workers with master’s degrees for positions that had been primarily held by those with four-year degrees, and 41 percent are hiring employees with college degrees for positions that had been primarily held by those with high-school degrees.

Why Raise Requirements?
Of the 2,605 hiring and human resource managers surveyed, those who increased educational requirements have noticed a positive effect across the board, in many critical areas:

  • Higher quality work: 61 percent
  • Productivity: 51 percent
  • Communication: 45 percent
  • Innovation/idea generation: 41 percent
  • Employee retention: 33 percent
  • Revenue: 26 percent
  • Customer loyalty: 24 percent


What Does This Mean For You?
Unsure about whether you should help your workforce reach these increased education requirements? About half of employers (51 percent) plan to provide more online, competency-based learning opportunities to their employees in 2017. Forty-one percent of employers are sending current employees back to school to get advanced degrees – with 14 percent fully funding the degree, and 22 percent funding it partially.

Investing in your employees’ education means investing in your business. Providing training to upskill current employees and helping employees go back to school to get their degree or certification can help improve your company’s bottom line.

Learn about inexpensive ways to fund employee training and education here.

1 in 4 Workers Does Not Get Enough Sleep Each Night

March 13th, 2017 Comments off
Sleeping and productivity

Employers, beware: The switch to Daylight Saving Time may result in more yawning in the office and a potential dip in productivity. According to a new survey from CareerBuilder, 1 in 4 workers (26 percent) feel he or she does not get enough sleep each night. Ironically, nearly half of all workers (47 percent) say thinking about work keeps them up at night.

Further, only 17 percent of all workers get at least eight hours of sleep a night — which can have a negative impact on productivity, among other factors.

Sleep-deprivation doesn’t just hurt workers – it hurts the bottom line, too. For instance, 3 in 5 workers (60 percent) say lack of sleep has had an impact on their work in some way.

What Does This Mean For You?

Over the past few years, successful organizations have finally started to view sleep deprivation for what it is: a productivity killer and employee health issue. As a result, they’re actively pursuing ways to gently encourage their workers in the right direction.

Here are ways you can improve employees’ sleep quality:

  • Create a company program: Invite sleep experts to visit the office to counsel employees about their habits. Offer stipends for sleep treatments, as part of your wellness program. Stress-reducing treatments, such as fitness memberships and massages, can also help employees become more relaxed at work.
  • Control use of mobile devices at home: Using mobile devices can have detrimental effects on sleep quality. Instead of letting employees bring their company-owned mobile devices home, consider limiting its use to the office only.
  • Create brighter workspaces: Natural lighting helps employees sleep better at night, therefore making them more productive during the day.


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

5 Reasons You Should Consider HR Automation

February 23rd, 2017 Comments off
HR automation

When is the last time that you’ve had to manually calculate your organization’s payroll? Or had to manage employee time cards? It’s probably been a while, thanks to HR automation tools. These products have empowered HR professionals to spend less time on the tactical details of their jobs and to concentrate on more strategic elements. A new survey from CareerBuilder shows that 72 percent of employers expect that some roles within talent acquisition and human capital management will become completely automated within the next 10 years. 

Now that we have the basics down, it’s time to crank the effectiveness of HR automation to the next level. But the rate at which companies with 250-plus employees are adopting automation varies considerably. Although more are turning to technology to address time-consuming, labor-intensive talent acquisition and management tasks – that are susceptible to human error – the study shows a significant proportion continue to rely on manual processes. One-third of employers (34 percent) don’t use technology automation for recruiting candidates, 44 percent don’t automate onboarding and 60 percent don’t automate human capital management activities for employees.

Why Now Is The Time to Adopt HR Automation

Employers who have automated a part of their talent acquisition and management processes have seen a lot of improvements as a result. Some of the most common include:

  • Saved time and increased efficiency (93 percent): An HR manager who wastes time looking through time-log spreadsheets, files or emails might end up doing nothing else but that. The more the time consumed, the lesser the productivity. Automating the process increases the productivity rate of the HR team and also makes the work hassle-free.
  • Improved the candidate experience (71 percent): Communicating clearly and consistently with applicants throughout the recruiting lifecycle reduces candidate frustration. Applicant tracking software makes it easy to communicate electronically, and candidates also feel empowered because they can log in and check their own application status. Further, if applicants call HR with questions, all the relevant information is available in one place for the HR team.
  • Reduced errors (69 percent): Automating your strategy enables you to standardize records management. At the same time, it removes the potential for human error that plagues so many HR offices. A paper-based system can be a big risk – there might not be back up and, if misplaced or lost in a fire or burglary, for example, some information may not be recoverable.
  • Saved money and resources (67 percent): Automation saves time, and therefore money, leaving your business free to spend that cash on things that really matter.
  • Improved the employee experience (60 percent): Every employee has different requirements. Some travel and have to apply for travel requests and submit expense reports. Others may contact the HR constantly to update their personal and professional information. As an organization grows there will be more and more employees that require HR assistance. Automated HR systems let employees manage all these activities themselves. This way the employee is empowered and the HR burden is reduced tremendously.


To help companies find, hire and manage the talent they need, CareerBuilder has extended its product offering beyond recruitment and background screening. Moving into post-hire solutions, CareerBuilder offers everything from benefits administration and onboarding to performance management compliance and wellness.

For more information, visit hiring.careerbuilder.com.

2 in 5 Workers Have Dated a Colleague

February 13th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

If you can’t be with the one you love, love the one you work with. That seems to be the attitude more working Americans are taking these days. According to a new survey from CareerBuilder, 41 percent of American workers have had an office romance. The number is up from 37 percent who said the same last year and the highest it has been since 2007.

Of these workplace romances, 29 percent have been with a higher up – including the person’s boss –  and 19 percent have involved a co-worker who was married at the time.

And though romantic relationships between workers may be more common, it doesn’t necessarily mean they are accepted: 38 percent of workers who have had an office romance had to keep the relationship a secret.

What Does This Mean For You?

There’s good reason many employers are leery of office romances. If they go bad, it can take a toll on performance and morale. In fact, 5 percent of workers who have had office romances left their job when the relationship went sour. Banning office romances is unlikely to stop employees – and may only encourage them to sneak around; instead, consider creating an office romance policy to clarify the expectations around such relationships, should they occur. Make it clear that employees should keep their personal relationships from interfering with their jobs and to maintain professional behavior at all times.

Get more details from the study here.

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1 in 2 Employers Know About a Candidate Within First 5 Minutes

January 16th, 2017 Comments off
1 in 2 Employers Know About a Candidate Within First 5 Minutes

There’s a reason hiring managers place so much emphasis on in-person job interviews. A candidate can seem “great on paper,” but it’s that in-person meeting that reveals much more about their potential as an employee. And for many hiring managers, that revelation comes much sooner than one might expect.

According to a new survey from CareerBuilder, just over half of hiring managers (51 percent) know within the first five minutes of an interview if a candidate is a good fit for a position.

The survey looked at the biggest body language mistakes candidates make during the job interview – failing to make eye contact and failing to smile topped the list – as well as behaviors that instantly disqualify candidates from consideration. When asked to name their “instant deal-breakers,” 66 percent of hiring managers said they no longer consider a candidate they catch lying about something during the interview. Nearly the same number (64 percent) said “answering a cellphone or texting during the interview,” and 59 percent said “appearing arrogant or entitled.”

What Does This Mean For You?

When a candidate fails to meet your expectations, it’s not only disappointing – it’s a waste of time. In order to minimize this risk, do what you can to help set candidates up for success. Contact them prior to the interview letting them know what they need to prepare – from what they should bring and how they should dress to what the structure of the interview will look like. You might even give them some interview tips and suggest they bring questions for you. Remember that interview mistakes are often the result of nerves. The more prepared candidates feel, the less nervous they will be, and the more you can focus on their skills and ability to handle the role in question.

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

December 26th, 2016 Comments off
recruitment technology challenges

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

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

What does this mean for you?

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

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



Clinton vs. Trump: Who’d Be a Better Boss?

November 3rd, 2016 Comments off
election boss

You might have your mind made up on who you’d want leading the country. But working for him or her could be an entirely different story. Recently CareerBuilder asked employees across the U.S. one important question: “If you had to choose, which candidate would you like to be your boss?”

According to survey results, 57 percent of workers say they would prefer to work for the former Secretary of State, Hillary Clinton – while the remaining 43 percent say they would like businessman Donald Trump as a boss.

Hillary Clinton was firmly preferred by women in the survey with 62 percent saying they would prefer the former Senator as a boss. Men were tighter in their decision between candidates, with an even split between Clinton and Trump.

Broken down by race, 52 percent of workers that identify as Caucasian would like Donald Trump as their boss. On the other hand, Hillary Clinton was the preferred choice among African American (87 percent), Hispanic (79 percent) and Asian (78 percent) professionals.

What makes a good boss? “Managers who interact frequently and communicate directly are more likely to have the support of their employees. The ideal form of that communication will vary from individual to individual, but everyone’s jobs get done better when expectations and roles are clearly defined,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “The best managers understand the triggers for their workers’ success and are able to course correct when productivity drops or conflict arises.”

Should you talk politics at work? While you can’t prevent an employee from expressing his or her beliefs, you can focus on the fact that your workplace may not be the appropriate forum for such conversations. Political chatter that gets too heated can hurt both the employee and the company, so having a policy on these discussions, or a broad anti-harassment policy, is encouraged. There are many ways to approach that policy. Some companies explicitly discourage discussions of flammable political topics such as abortion, others are vaguer because of the risks of free speech in the office. What’s written in the policy is dependent on your culture; what’s important is that it’s communicated to employees.

Also remember that subordinates often look up to managers, so modeling the right behavior is imperative when in a leadership role. As a manager your job is also to be a mentor. Employees should be learning from you. If employees see their managers water cooler chats getting heated, they’ll likely think that behavior is OK.

An important note on this topic is that while speaking about politics with your peers and colleagues may be alright in a more relaxed workplace, if you’re a manager, you should refrain from speaking about politics with subordinates — doing so can put your employees in an uncomfortable position. And, on the other hand, engaging your boss in a political debate could open you up to potential retaliation in the future.

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More Than 1 in 3 Workers Have Faked Illness to Get Out of Work

October 24th, 2016 Comments off
Job Search Costs 1 in 5 Workers Money — Provide a Good Candidate Experience

As flu season approaches, more employees may be calling in sick. But how many of those illnesses are actually just a case of the Mondays? According to CareerBuilder’s latest survey, of workers have called in to work sick when they were feeling just fine over the past year.

When asked why they lied about being sick, 28 percent said they just didn’t feel like going in to work, and 27 percent took the day off to attend a doctor’s appointment. Another 24 percent did it simply to relax, 18 percent wanted to catch up on sleep, and 11 percent took the day off to run personal errands.

What this means for you

While you would like to think all of your employees are 100 percent honest with you all of the time, that is simply not reality. Before you start requiring every employee to bring a signed note from the doctor to prove they actually were sick, however, take a moment to consider their motivation. Several employees who called in sick when they were well did so for reasons relating to work/life balance.

With that in mind, it may be time to re-evaluate your PTO (paid time off) policy and see if it is truly meeting your employees’ needs. Or maybe you could consider letting your employees work from home once a week — which will give them time back in their day to run personal errands, attend doctor’s appointments or catch up on sleep.

Giving employees the support they need to maintain a healthy work/life balance not only benefits them – it benefits your business, too. After all, companies that foster a healthy work/life balance see higher levels of employee satisfaction, morale and productivity. As a result, retention rates improve, and so does the bottom line.

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This Most Absurd Excuses Workers Used to Call in Sick This Year

October 20th, 2016 Comments off

No one should be forced to go into work when they are sick — not only is it bad for the employee’s health and productivity, it’s also bad for the health of everyone around that person. But some employees are going to great lengths to get a free, personal day off work.

Slightly more than a third of workers (35 percent) said they have called in to work sick when they were feeling just fine in the past year. When asked why they called in sick when they were feeling well, 28 percent said they just didn’t feel like going in to work and 27 percent took the day off to attend a doctor’s appointment. Another 24 percent said they needed to just relax and 18 percent needed to catch up on sleep. Meanwhile, 11 percent took the day off to run personal errands.

Checking on the Check Up

Though the majority of employers (67 percent) give their employees the benefit of the doubt, 33 percent say they have checked to see if an employee was telling the truth in one way or another. Among employers who have checked up on an employee who called in sick, asking to see a doctor’s note was the most popular way to find out if the absence was legit (68 percent), followed by calling the employee (43 percent). As many as 18 percent of employers went the extra mile and drove past the employee’s house.

More than 1 in 5 employers (22 percent) say they have fired an employee for calling in sick with a fake excuse, on par with last year.

The Craziest Excuses for Calling in Sick

When asked to share the most dubious excuses employees have given for calling in sick, employers reported hearing the following real-life examples:

How to Stop Employees From Fibbing

Employers should take a look at what’s keeping employees off the job and then decide what they can do to help. A company’s policy on taking time off should reflect the needs of the staff.

The CareerBuilder study found that 47 percent of employers do not have a flexible PTO program where sick days, vacation days and personal days are all lumped in together. Inflexible scheduling may put an employee in the position of having to fake a cold and take an entire day off when he or she only needed a few hours to take an elderly parent to a doctor’s appointment.

Of course, as noted in the crazy excuses above, employees don’t always have a good excuse for lying – most often they simply don’t feel like coming in –  but personal needs and stress account for a large number of unscheduled absences, so being flexible in allowing workers to meet demands on the home front is important. Workers in turn are more appreciative of the company and more willing to go the extra mile.

What’s the most absurd excuse you’ve ever heard when an employee has called in sick? Tweet us at @CareerBuilder

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

October 17th, 2016 Comments off
increasing salaries

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

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

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

What Does This Mean for You?

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

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

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

3 in 4 Workers Live Paycheck to Paycheck

August 29th, 2016 Comments off

The unemployment rate may be at a low 4.9 percent, with millions of workers back to work since the height of the recession, but Americans’ financial struggles are far from behind them. According to new research from CareerBuilder, 75 percent of American workers live paycheck to paycheck to make ends meet. While 38 percent of all workers only live paycheck to paycheck “sometimes,” 23 percent say they always live paycheck to paycheck, and 15 percent said they usually do. Perhaps it should come as no surprise, then, that the majority of workers (68 percent) say they are in debt, with more than half (55 percent) saying they feel their debt will never go away.

What Does This Mean For You?

As an employer, your employees’ money problems can become your problem as well. Workers may become so distracted by their financial struggles that their quality of work decreases. Financial struggles can take a hit on employees’ morale, productivity and ability to concentrate.

It’s worth your time and effort to help employees manage their finances and ease some of their financial worries – by doing things such as matching 401(k) contributions, hosing financial planning seminars, or providing discounts to local goods and services.


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

How to Help Employees Overcome Financial Stress

August 11th, 2016 Comments off
Business man showing close up his empty pocket

Even in a post-recession environment, many working Americans are still struggling with anxiety over their finances. Three-quarters of Americans are living paycheck-to-paycheck to make ends meet, according to a survey from CareerBuilder, and while making ends meet is a struggle for many post-recession, those with minimum wage jobs continue to be hit the hardest. Of workers who currently have a minimum wage job or have held one in the past, 66 percent said they couldn’t make ends meet, and 50 percent said they had to work more than one job to make it work.

Workers may not be taking full advantage of their available saving opportunities, either. According to the survey, 16 percent of all workers have reduced their 401k contribution and/or personal savings in the last year, 36 percent do not participate in a 401k plan, IRA or comparable retirement plan, and 25 percent have not set aside any savings each month in the last year.

Perhaps in effort to help struggling employees, employers are taking a stance and advocating for higher pay. Not only do the majority of employers think minimum wage should be raised, but more employers than last year feel this way. Only 5 percent of all employers believe the federal minimum wage ($7.25 per hour) is fair. The majority (67 percent) feel a fair minimum wage is $10 or more per hour, up from 61 percent last year; and 15 percent say a fair minimum wage is $15 or more per hour, up from 11 percent last year. Sixty-four percent of employers believe minimum wage should be increased in their state, up from 62 percent in 2014.

But although 67 percent of employers feel a fair minimum wage is $10 or more per hour, of those hiring minimum wage workers this year, almost half (48 percent) said they’re going to pay less than $10.

  • Less than $8:00: 11 percent
  • $8.00-$8.99 per hour: 23 percent
  • $9.00-$9.99 per hour: 14 percent
  • $10.00-$10.99 per hour: 21 percent
  • $11.00-$11.99 per hour: 7 percent
  • $12.00-$12.99 per hour: 8 percent
  • $13.00-$13.99 per hour: 6 percent
  • $14.00-$14.99 per hour: 5 percent
  • $15.00 or more per hour: 6 percent

How You Fit In

If you want your business to run smoothly, consider how you can unobtrusively help your employees with their finances. While employers are not always able to raise wages, many have found ways to offer additional perks or benefits that can help employees who are struggling. For example, offering financial counseling as part of their retirement savings package or even looking at local perks, such as movie ticket discounts or deals with nearby restaurants.

There’s a reason companies invest in employee wellness programs: They are good for the company and good for employees. Investing in financial health is similar. Here are a few other things employers can do to help employees be more financially stable:

  • Host workshops on topics such as personal budgeting, credit managing, estate planning, estimating retirement savings and investment basics.
  • Hire experts to provide detailed information on complicated finance issues, such as an attorney speaking to employees about creating a will.
  • Organize lunch-and-learn seminars about financial topics such as understanding the stock market.
  • Provide one-on-one counseling to discuss monthly budgeting and contributions to a 401(k).


The best way to know which benefits employees want most is to ask. Listening to their needs and trying to tailor benefits goes a long way toward helping employees feel more financially secure – and more loyal to the company.

3 in 5 Workers Say ‘Working 9 to 5’ Is an Outdated Concept

July 25th, 2016 Comments off
1 in 6 Employers Plan to Hire More Recruiters in Next 6 Months

Is it time for American businesses to rethink how they define “normal” business hours? According to a new survey from CareerBuilder, the majority of U.S. workers (59 percent) say the traditional 9-to-5 work day is a thing of the past.

Thanks to technology that enables employees to check in from anywhere – at any time – the work day has become much more fluid for many. Nearly half of American workers (49 percent) finish their day’s work outside of normal office hours, according to the survey, and almost the same proportion (45 percent) continue to check work emails once they’ve left the office.

What Does This Mean For You?

There’s a fine line between having the ability to check in at all hours and feeling unable to disconnect from the office. The constant connection to work may make employees feel implicit pressure to always be “on call,” which can impinge on their work/life balance and cause undue stress. Make sure your employees know that, while they may sometimes be expected to be available outside of traditional business hours, they are entitled to their time off and encourage them to “unplug” every once in a while.

Want more insights from the study? Check out “9-to-5 Workday is Extinct, According to Most Workers.”

It Takes Money to Make Money – $3,300 Per Year, To Be Exact

June 23rd, 2016 Comments off
Stockholm, Sweden - Aplir 3, 2014: Waiting commuters next to almost stationary subway train. SL station "T-centralen" in Stockholm,

For U.S. workers, getting paid has a price. A new survey from CareerBuilder sheds light on just how much money workers spend getting to and from work. According to the survey, U.S. workers spend an average of roughly $276 per month – for a grand total of $3,300 per year – on activities related to the simple act of getting to work.

More than 3,000 workers participated in the study, taking into account regular expenses such as gas, daycare, lunches out and clothing.

Daily expenses: Where do workers spend their money?

The daily commute: Not surprisingly, the vast majority of workers (84 percent) drive to work every day. Nearly half of these workers (47 percent) say they spend between $10 and $25 a week on gas, while more than a third (37 percent) spend $25 or more.

While public transportation may be better for the environment, it can still be hard on workers’ wallets. For the 7 percent of workers who take public transportation, fares cost nearly half of them $25 or more.

Daycare: Some of that gas money goes toward dropping the kids off at daycare, which comes at its own hefty price. Of the 29 percent of working parents who send their children to daycare, more than a third (36 percent) spend $500 or more on daycare each month.

Pet care: They’re certainly not as expensive as kids, but pets don’t come cheap, either. Of the 58 percent of workers who have pets, roughly a third spend $10 to $25 on pet care each week, though more than half spend less than $10.

Lunch: Roughly 1 in 4 workers do not bring their lunches to work. Of those, more than a third (37 percent) spend between $25 and $50 a week on lunch, and 1 in 10 say they spend $50 or more.

Coffee: For 1 in 2 workers, a regular caffeine fix is essential to their work routine. While the majority of these workers keep these costs down to less than $10, 1 in 4 say they spend anywhere from $10 to $25 on coffee per week.

Work attire: Looking professional comes at a cost. Nearly half of workers (47 percent) say they spend $250 or more per year on work-appropriate clothing, shoes and accessories while a quarter (24 percent) spend $500 or more, and more than 1 in 10 (13 percent) spend $750 or more.

Cutting down the cost of going to work

Knowing where your expenses go can help you plan your budget more effectively and find areas where you can cut back and save, says Rosemary Haefner, chief human resources of Careerbuilder. If you want to cut back on the cost of going to work, start by making a list of your daily, weekly and monthly expenses.

“The cost of work is often what the rest of your budget is centered around. Knowing how much it amounts to can help you trim costs and make different lifestyle choices if need be.”

While things like gas and daycare are necessary, fixed expenses that employees can’t control, others can be adjusted for savings over the long term. For example, start bringing in lunch and reduce those daily Starbucks runs; see if there’s an opportunity to work from home a few times a month to save on gas; and shop for work attire on sale or at discount clothing stores, such as Marshalls or Nordstrom Rack.

Tweet at @CBforEmployers: What are your biggest daily costs when it comes to getting to and from work? How do you cut down on daily expenses?

The Job Search Costs 1 in 5 Workers Money

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

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

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

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

What Does This Mean For You?

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

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

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

Workers Reveal the Most Unusual Boss Requests in New Survey

May 26th, 2016 Comments off
CB Survey Bosses

If ever you find yourself doubting your competence as a manager and need a pick me up, just say to yourself, “At least I’ve never asked an employee to shave my back,” which isn’t something everyone in the world can say, according to a new survey from CareerBuilder.

More than 3,000 full-time workers participated in the survey, wherein they were asked to name the most unusual request they’ve ever gotten from a boss. Answers included:

  • Boss asked employee NOT to help his ex-wife move
  • Boss asked employee to take her grandmother to the doctor
  • Boss asked employee to feed the birds in his backyard
  • Boss asked employee to get a dead raccoon out of his truck
  • Boss asked employee to breakup with his girlfriend for him
  • Boss asked employee to taste a dog treat
  • Boss asked employee to take his cell phone to get serviced after he dropped it in the toilet
  • Boss asked employee to help organize her high school reunion
  • Boss asked employee to help cut her out of her pants
  • Boss asked employee to shave his back

While these are (hopefully) the most extreme examples of unusual work requests, more than 1 in 5 workers (21 percent) have had a boss ask them to do things unrelated to their jobs.

Bosses behaving badly – or are they?
Despite these findings, the majority of bosses aren’t terrible. In fact, if they had to give them a letter grade, 62 percent of employees would give their bosses an “A” or “B” for performance.

Only 10 percent would give their bosses a “D,” and a mere 6 percent would fail them.

But while most workers think highly of their current bosses, plenty have had less-than-positive experiences with supervisors in the past: According to the survey, 38 percent of workers have left a job because of a boss.

West is best when it comes to bosses
One of the more interesting findings of the survey is that 32 percent of employees in the West give their bosses an “A” – a full 9 percentage points higher than those who said the same in the Northeast.

There seems to be a correlation between the grades bosses get and the amount of hands-on supervision they provide: 31 percent of workers in the West say they interact with their boss only once per week or less. This is 4 percentage points higher than the South (27 percent) and 7 percentage points higher than the Midwest and Northeast (24 percent).

But fewer interactions don’t necessarily mean less support. Employees in the West feel their bosses provide better guidance and feedback – 69 percent in the West compared to 59 percent in the Northeast.

These workers are also less critical of their managers: 33 percent of employees in the Northeast believe their boss should not be in a leadership role; however, only 23 percent of workers in the West feel this way.

When asked to comment on the findings, Rosemary Haefner, chief human resources officer for CareerBuilder, had this to say:

“We are starting to see a slight shift of favor towards management styles that are seen as a little more hands-off, which employees view as trust from their bosses. Everyone craves respect, and it seems like bosses in certain regions have figured out the perfect balance to keep subordinates happy.”

Do these findings surprise you? What grade would your employees would give you?

Hiring Forecast for New Graduates Highest in Nearly a Decade

April 21st, 2016 Comments off
back of graduates during commencement

Graduation season is upon us, and while Ryan Seacrest and James Franco are imparting wisdom on America’s future, employers nationwide are preparing to welcome a new generation of workers to their organizations.

According to a new survey from CareerBuilder, 67 percent of employers say they plan to hire recent college graduates this year, up from 65 percent last year and the highest outlook since 2007. More than a third (37 percent) will offer higher pay than last year, and 28 percent will pay $50,000 or more.

Are New Grads Ready for the Workforce?
At the same time, employers are expressing doubt over whether new grads are ready for the workforce. According to the survey, 24 percent of employers don’t feel academic institutions are adequately preparing students for roles needed within their organizations.

When asked where academic institutions fall short, these employers cited the following concerns:

  • Too much emphasis on book learning instead of real-world learning: 47 percent
  • I need workers with a blend of technical skills and those skills gained from liberal arts: 39 percent
  • Entry-level roles within my organization are more complex today: 25 percent
  • Not enough focus on internships: 13 percent
  • Technology is changing too quickly for an academic environment to keep up: 13 percent
  • Not enough students are graduating with the degrees my company needs: 11 percent

New grads’ soft skills – or lack thereof – pose the most concern for employers. When asked to name which skills they think recent college graduates lack for the workplace, most of these employers cited interpersonal or people skills (52 percent) or problem-solving skills (48 percent). Other skills included:

  • Leadership: 42 percent
  • Teamwork: 39 percent
  • Written communication: 37 percent
  • Oral communication: 37 percent
  • Creative thinking: 35 percent

Salary Expectations for Recent Grads
Perhaps in hopes to attract the best and brightest, more than a third of employers who plan to hire recent college graduates this year (37 percent) will offer higher starting salaries than they did last year.

Expected starting salaries for recent graduates break down as follows:

  •         Under $30,000: 25 percent
  •         $30,000 to less than $40,000: 28 percent
  •         $40,000 to less than $50,000: 20 percent
  •         $50,000 and higher: 27 percent

Not only are they being more generous with their salary offers, they are also being more flexible: The majority of employers (67 percent) say they are willing to negotiate salary offers for recent college graduates.

See more results from CareerBuilder’s College Job Forecast.

The Daily Grindr: Just How Common is Romance in the Workplace?

February 11th, 2016 Comments off
Boss catches colleagues kissing

If there’s anything TV shows like “Cheers,” “Mad Men” and “The Office” have taught us, it’s that nothing adds excitement to the workplace like a little romantic interlude. Perhaps that’s why so many workers have tried the same thing in real life.

A new study shows that life truly does imitate art when it comes to romance in the workplace. Nearly 2 in 5 workers (37 percent) have dated a co-worker, according to CareerBuilder’s annual Valentine’s Day survey. Of those relationships, 1 in 3 have led to marriage – much like “The Office”’s Jim and Pam.

Life’s imitation of art doesn’t end there, either. In a move reminiscent of Don and Megan from “Mad Men,” 23 percent of workers who have had an office romance dated someone in a higher position than them, with women more likely than men to have done so. And much like another romance between Sterling Cooper’s Roger and Joan, 17 percent of office affairs involved at least one person who was married at the time.

Much like scripted relationships, many real-life romances come to tragic ends. Five percent of workers who have had an office romance had to leave their job after a relationship took a nosedive.

Keeping Their Love Locked Down
Adding to the drama of rendezvousing at the office, 33 percent had to keep their relationship a secret from their co-workers – though not always successfully. More than one 1 in 4 workers who have had an office romance have run into co-workers while out with their office sweetheart, and 17 percent owned up to it.

Happily Ever After Hours
Among those who have had an office romance, more than 1 in 10 say their trysts began late night on the job (12 percent). The next most popular place for romance to blossom were after-work happy hours, followed by chance meetings outside of work, and over lunch. Nine percent of workers who have had an office romance claim they fell for their workplace loves at first sight.

Nothing to See Here, Folks
Then, of course, there are the Hollywood-worthy workplace relationships hold a closer resemblance to that of Liz and Jack from “30 Rock” or Mulder and Scully from “The X-Files”: Nearly 1 in 10 (8 percent) employees say they have a platonic “office spouse.”

Workplace Romances and HR: It’s Complicated
While office romances can be a slippery slope, only a minority of workers in office relationships have felt the need to keep their coupledom a secret, which may be a sign that most companies are tolerant of workplace romances – assuming employees are able to maintain professionalism. Still, many employers have employees sign “love contracts” to protect their organizations against sexual harassment claims or other legal action should relationships go south. If you fear negative results from workers mixing business with pleasure at your own organization, you may want to consider creating a similar document or making sure you have a policy in place to handle these situations.

1 in 5 Workers Plan to Leave Their Jobs for Younger, Prettier Jobs This Year

December 29th, 2015 Comments off
2016, silhouette of a woman standing in the sun, blue sky

Goodbye, 2015. It’s time to start fresh and resolve to do all the things we failed to do over the past year: Lose weight, quit smoking, say the correct name at the end of the Miss Universe pageant, etc.

For many Americans, “Get a new job” is on top of that list of resolutions. According to a new survey from CareerBuilder, 21 percent of workers plan to leave their current employers in 2016, a 5-point increase since last year. That number almost doubles (39 percent) when looking solely at workers ages 18 to 34 – which is even more significant when you realize only 23 percent said the same last year.

As if it’s not enough of a blow to learn your employees are looking for new jobs behind your back, more than a third of them (34 percent) are doing so while at work.

Why the Urgency?
One of the reasons workers are feeling the lure of another job could be increased confidence in light of a stronger hiring environment. After all, hiring this past quarter was projected to be its most robust since 2006, according to another CareerBuilder survey, with 34 percent of employers planning to hire full-time, permanent staff between October and December.

The fact that workers are looking for new opportunities doesn’t necessarily mean they are dissatisfied in their jobs, however. According to Rosemary Haefner, chief human resources officer at CareerBuilder, they may just be ready for a change or in need of a new challenge.

“It’s critical to keep up with your employees’ needs and continue to challenge them with work they feel is meaningful,” Haefner said.

Holding On to Top Talent
If you’re worried about retaining workers in the coming year, there’s hope. The survey also offered insight into how employers could improve their employees’ work life and as a result, entice workers to stay. When asked if they could choose extra perks to make their workplace more satisfying, workers cited the following benefits:

  • Half-day Fridays: 38 percent
  • On-site fitness center: 23 percent
  • Daily catered lunches: 22 percent
  • Massages: 18 percent
  • Being allowed to wear jeans: 16 percent

While it may not be possible to offer daily catered lunches or massages on the reg, the lesson here is to listen to your employees. Are you checking in regularly to understand your workers’ wants and needs? Do you have an open door policy that makes it easy for employees to voice their concerns? Are you implementing change where it’s needed? Consider making a resolution to pay more attention to your employees this year. You may be surprised by what you learn. 

What Workers Are Looking For

If, on the other hand, your New Year’s resolution is to attract and hire more workers this year, the survey also asked workers what they want in a new job. While it’s easy to assume it takes a big paycheck to lure top talent, the following factors were considered more important than salary for workers considering a new position.

  • Job stability: 65 percent
  • Affordable benefits: 59 percent
  • Location: 56 percent
  • Good boss: 51 percent
  • Good work culture: 46 percent

Keep these benefits in mind when posting jobs or discussing new opportunities with potential employees.

  • Stress, for instance, your company’s strong culture and what makes it unique.
  • Be sure to highlight your benefits and why employees love working there.
  • If there are opportunities for career advancement and long-term potential, mention that as well.

The hiring environment can be competitive, so it’s important to know your strengths as a company when trying to attract in-demand candidates.

How Companies are Rewarding Their Workers This Holiday Season

December 10th, 2015 Comments off
Holidays in the office

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

Rewarding Employees with Revelry

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

holiday party

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

Doling out the Dollar Bills

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

Making it rain

Giving the Gift of … Duct Tape?

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

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

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

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

Gift giving

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


1 in 5 Workers Will Spend Thanksgiving With Colleagues This Year

November 24th, 2015 Comments off
Fruits, berries and laptop on the autumn background

Thanksgiving is traditionally a day set aside to spend with family, and for more and more Americans, that includes their work family. According to CareerBuilder’s annual Thanksgiving survey, 20 percent of workers say they will celebrate the holiday with co-workers this year – either at or outside of the office – up only slightly from 19 percent of workers who did so last year.

Why? Well perhaps, like Steve Martin in the greatest holiday movie of all time, they miss their flight home for the holiday. Or maybe, like 1 percent of Americans, they actually prefer their co-workers’ company to their family’s (understandable in some cases).

Then there’s the off chance they work for Martha Stewart and can’t pass up the opportunity to enjoy molasses-and-cider glazed turkey with rye-and-black-walnut stuffing, followed by deep-dish dried-apple and cranberry pie atop a festive Thanksgiving doily table runner.

Also a possibility: They’re stuck with them. According to the survey, 22 percent of workers will have to work on Thanksgiving, an increase from both last year and 2013 (16 percent and 14 percent, respectively).

But even though 91 percent of workers would rather spend the day with family, given the choice, 8 percent of workers say they would make like Kelly Taylor picking between Dylan and Brandon and choose neither.

The survey also provided a closer look at the workers planning to celebrate with co-workers, breaking the results down by age groups, industries and geographic regions.

  • While relatively steady across employee age groups, celebrating Thanksgiving with colleagues is most popular among workers ages 25-34 (26 percent say they will), followed by workers ages 35-44 (22 percent of workers say they will).
  • Broken down by industry, more than 1 in 4 health care workers (28 percent) plan to celebrate the holiday together, followed by sales (23 percent). Interestingly, only 13 percent of leisure/hospitality workers say they will see their colleagues on Thanksgiving, down from 24 percent last year. (Perhaps there was some drama there?)
  • Looking at regions of the country, the South sees the highest percentage of workers breaking bread together, with over a quarter (27 percent) of workers planning to spend the holiday together, followed by 18 percent in the West, 16 percent in the Midwest, and 14 percent of workers in the Northeast.


Four Ways to Maintain Employee Morale During the Busy Holiday Season

Even if they do not have to work on Thanksgiving Day itself, the stretch between November and December can be a stressful time for everyone, and it can take a toll on employee morale and productivity. Help your employees get through the holiday season with the following tips.

  • Let them flex. When possible, let employees choose their work hours during the holiday season, trade shifts with other employees or give them the option to take another holiday off if they’re working on Thanksgiving.
  • Make little gestures a big deal. Small, frequent tokens of appreciation – from a $5 Starbucks card to a handwritten thank-you note to coupons for local services – can go a long way toward showing employees that you appreciate their hard work and brighten their day.
  • The fastest way to an employee’s heart. Never underestimate the power of free food to boost moods and lift spirits. According a recent survey by Seamless, 60 percent of employees say having food at the office makes them feel more “valued and appreciated,” and nearly half (46 percent) said food perks would increase their satisfaction with their employer. To boost morale during the busy holiday season, consider treating employees to free lunch or dinner when days get long, providing gift cards to local restaurants or throwing a holiday potluck.
  • Make them say, “Aaaah.” The holidays are undoubtedly a stressful time, and in turn can take a toll on employees’ physical health. Consider inviting a massage therapist or yoga instructor to the office to help employees de-stress and rejuvenate. Or reward them for their hard work with a gift card to a local spa.

Like a Boss: Study Reveals Common Characteristics of Senior Management

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

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

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

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

Dressing to impress?

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

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

Commonplace commutes

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

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

Sober hour

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

Working up a storm, and a sweat

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

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

Right brained or left brained?

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

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

Opening the door to more executive engagement

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

For more CEO insights, check out the following articles:

When Co-Worker Collaboration Turns into Canoodling

February 11th, 2015 Comments off
Office romance header

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

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

Office romance wedding vows

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

Office happy hours make hearts a flutter

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

Office romance beginnings

No love, actually

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

Other reasons for rejection include:

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


When office romance turns risky

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

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

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

Employers Spill on the Most Memorable Job Interview Fails

January 15th, 2015 Comments off
employers spill job interview fails

In the same way it doesn’t take long for the fashion police to hunt down a fashion faux pas on the red carpet — sorry but you can’t make white gloves happen, Amal Clooney — it doesn’t take long for employers to find out if candidates are the right fit during a job interview.

Nearly half (49 percent) of employers say they can tell within the first five minutes of interviewing a candidate if he or she will make the cut, according to a new CareerBuilder survey of more than 2,000 HR and hiring managers. And a whopping 9 in 10 (90 percent) of employers say their minds are made up by the 15-minute mark. TWEET THIS

How long into an interview does it typically take YOU to make a call on a candidate? Tell us in the comments below or tweet at @CBforEmployers.

What Were They Thinking?

Here’s a sampling of job interview candidates who turned out to be the hottest of messes.

One candidate thought it appropriate to sit in a yoga pose during the interview.

Bringing a big duffel bag to an interview is already a red flag. Bringing a dog inside the duffel bag, you have to admit, is priceless.

One candidate decided to dial up the crazy clear the air by inquiring if his wife — who was employed by the company — was secretly cheating on him.

It wasn’t just bizarre behaviors that landed some candidates on the chopping block. Some candidates’ body language blunders left employers with a less-than-favorable impression.

For instance, playing with their hair or touching their face.

Having a handshake that’s too strong or too weak.


What candidate behaviors turn you off during a job interview? Sound off in the comments below or tweet at @CBforEmployers. And check out the full results of the survey here.

30% of Employed Workers Regularly Search for Jobs

January 12th, 2015 Comments off
Talent Factor

Though there’s a good chance unemployed workers have more urgency in their job search and thus are more likely to quickly commit to job offers, the passive job seeker — currently an employed worker, but keeping an eye out for better opportunities — is a staple for recruiters.

And according to a new CareerBuilder survey, 30 percent of workers say they regularly search for job opportunities even though they’re currently employed, and 16 percent are determined to land a new position in the New Year. Among workers ages 18 to 34, 23 percent expect to have a new job by year-end.

What this means for you

Passive job seekers don’t always identify themselves during their search, so where are you left to look for them? Here are the eight workers to include in your recruiting efforts. How can you more effectively recruit each of these types of workers in 2015? Take a look at the full report for more info on what will make employees think twice about leaving their company this year.

1. The Career-less.

Offering opportunities with a career path is essential to more than half of workers: 52 percent feel like they just have a job, not a career — and 24 percent of these workers plan to find a new employer in the New Year.

2. The Underemployed.

These workers either don’t have responsibilities that utilize their skill sets or experience, or are overqualified for the positions they have, leaving 39 percent of workers feeling underemployed; 31 percent of these workers plan to change jobs in 2015.

3. The Undertrained.

The 22 percent of workers who are dissatisfied with training and learning opportunities in their firms may be preparing to look elsewhere for work—35 percent of these workers plan to change jobs in 2015.

4. The Overlooked.

Twenty-three percent feel overlooked for a promotion in their current job; 31 percent of these workers plan to change jobs in 2015.

5. The Immobile.

Of the 26 percent of workers who are dissatisfied with career advancement opportunities in their firms, 37 percent plan to change jobs in 2015.

6. The Underpaid.

Forty-one percent didn’t receive a pay increase in 2014, 22 percent of these workers plan to change jobs in 2015.

7. The Mismanaged.

Never say a good boss isn’t an important factor in someone’s career: 31 percent of workers rate their boss’ performance as poor or fair, and 27 percent of these workers plan to change jobs in 2015.

8. The Imbalanced.

Seventeen percent of workers are dissatisfied with their work/life balance; 33 percent of these workers plan to change jobs in 2015.

Get the full story: Read more about job seeker resolutions in 2015 now.


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