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

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

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

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

What Does This Mean For You?

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

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

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

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

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

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

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

Get the Latest Health Care Insights in This New Webinar

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

Did you know? Only 10 percent of health care firms feel they are doing “extremely well” when it comes to aligning their recruitment strategy with the behaviors of job seekers today — and more than half of firms (52 percent) say they don’t believe the job search process is difficult for today’s job seekers, according to recent research from CareerBuilder.

Curious what else your peers and competitors are experiencing when it comes to recruitment in a hyper-competitive market? Want to know how you can get up-to-the-minute trends — and stay a step ahead of the competition? For health care recruiting professionals who want to stay at the top of their game, it’s vital to take stock of everything you’re doing and view it in the context of what your peers and competitors are doing.

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

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


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

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

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

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

What Does This Mean For You?

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

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

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

7 Candidate Behavior Memes That Are Too Real

May 13th, 2016 Comments off
CareerBuilder Candidate Behavior Memes

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

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

Here, in random order, are some key findings.

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

CareerBuilder Candidate Behavior Memes









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

candidate behavior meme










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

CareerBuilder Candidate Behavior Memes










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

CareerBuilder Candidate Behavior Memes










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

CareerBuilder Candidate Behavior Memes










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

CareerBuilder Candidate Behavior Memes










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

CareerBuilder Candidate Behavior Memes










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


New Guide: What Recruiters Can Learn from Email Marketers

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

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

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

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

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

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

10 Things That Happen When Workers Are Sleep Deprived

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

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

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

10 Things That Happen When Workers Are Sleep Deprived

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

10 Things That Happen When Workers Are Sleep Deprived

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

10 Things That Happen When Workers Are Sleep Deprived

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

10 Things That Happen When Workers Are Sleep Deprived

When Sleeping is the Enemy…

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

10 Things That Happen When Workers Are Sleep Deprived

Nearly 1 in 4 say it makes them less productive.

10 Things That Happen When Workers Are Sleep Deprived

17 percent say it affects their memory.

10 Things That Happen When Workers Are Sleep Deprived

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

10 Things That Happen When Workers Are Sleep Deprived

13 percent say it makes them make mistakes.

10 Things That Happen When Workers Are Sleep Deprived

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

10 Things That Happen When Workers Are Sleep Deprived

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

How to Juggle Work and Family Like a Boss

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

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

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

CB: What does your morning routine typically consist of?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

CB: Do you plan for backups just in case?

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

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

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

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

JL: No! Was that a quick enough response?

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

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

CB: So…not by choice!

JL: No!

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

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

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

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

A Busy Executive Reveals Her Work-Life Balance Secrets

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

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

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

CB: What does your morning routine consist of?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

4 Key Takeaways From TechServe Alliance 2015

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

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

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

1. Don’t share data — share a story.

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

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

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

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

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

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

3. Educate your clients on current market realities.

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

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

These are the key types of data that clients want:

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

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

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

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

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

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

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

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

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

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

New Webinar: Why Can’t All My Recruiting Tools Get Along?

October 26th, 2015 Comments off
CareerBuilder webinar with Tim Sackett and Kris Dunn

Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along…like bratty children?  Don’t worry, we’ve got the cure.

Join Kris Dunn — CHRO at Kinetix and founder of HR Capitalist and Fistful of Talent — and Tim Sackett — HR pro and Fistful of Talent blogger — for a brand new CareerBuilder webinar where they will cover all of your most common headaches when it comes to HR technology and show you how all your recruiting tools can get along.


Why Can’t All My Recruiting Tools Get Along?

In this webinar, Tim and Kris will be talking about some of the most common headaches that stem from HR technology.

They will also answer your questions, so this is your chance to ask some of the biggest names in HR technology your burning recruitment tech questions. Simply join the discussion on Twitter during the webinar and use the hashtag #HRheadaches in your tweet to submit your questions or comments. We’ll be monitoring the stream to address and bring your questions to life as we go along.

Date: Tuesday, Nov. 3, 2015

Time: 12:00 p.m. Central

Please complete the form below to register

Click here to add it to your calendar

Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

October 16th, 2015 Comments off
Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

If your current relationship status to your HR technology is “It’s complicated” and big data is giving you BIG headaches, then you won’t want to miss all the activities going on at CareerBuilder’s booth (no. 1311) at HR Tech in Las Vegas next week.

For starters, you are probably suffering from these legitimate HR headaches:

  • “Why do my recruitment tools act like bratty children who refuse to speak to each other and why can’t they just get along?”
  • “I need more candidates, like, yesterday!”
  • “I seriously can’t right now with this outdated technology.”
  • “When you go to log in to your 10th recruitment tool and you can’t remember your password.”

That’s why we are having a contest at HR Tech where you get to submit your biggest #HRheadaches via Twitter using that hashtag and be entered to win fabulous prizes! (Read the terms & conditions here first.) You can also come to our booth 1311 to vote for your biggest #HRheadaches to help us select winners each day.

Meet HR technology rock stars — in the flesh!

Post and pray is so 1995! Welcome to 2015 — it’s a new era in recruitment technology. If you’re one of those people who would swipe left on your HR technology, you may not know where to start and how to choose the right technology partner. Fortunately, there’s a cure for that HR headache — and many more.

Stop by CareerBuilder’s booth (no. 1311) on Oct. 19 and 20 at 10:15 a.m., where Mary Delaney — CareerBuilder’s president of recruitment technology — will offer up some real talk on what you should look for. Reserve a spot now at http://cb.com/HRTechMary

And we are SO excited to have the famous Tim Sackett and Kris Dunn — recruitment experts (and closeted comedians) — for a fun and interactive presentation at HR Tech.

Check out this preview video of Tim and Kris below — it will make you want to reserve your spot right now at: http://cb.com/KrisTimHRTech. They will be at CareerBuilder’s booth (no.1311) on Oct. 18 at 5:30 p.m. or Oct. 19 at 4:45 p.m. to present about their biggest HR headaches.

And of course we have a fabulous prize waiting for you … a brand new CareerBuilder hoodie! (Trust us, you’ll probably need it when you find yourself freezing indoors during the conference.)

And check out our activity schedule to see what else is going at CareerBuilder’s booth. Don’t miss it — see you in Vegas!

3 Ways to Keep Learning After Empower 2015

September 23rd, 2015 Comments off
post-Empower 2015

You know what it’s like when you leave a conference — you’re bursting with new ideas; you’re excited about all the new contacts you’ve made; and you’re ready to hit the ground running as soon as you get back into the office. Then when you finally step foot in the office, there are piles of paperwork and countless emails and voicemails waiting for you, and you quickly go from being excited to overwhelmed.

We know that feeling!

And we know you’ll regret it if you don’t take a few minutes here and there to follow up on all the great information and announcements you heard at Empower 2015.

Now that a few weeks have passed since the conference, we want you to keep the learning going — and here are the top three ways to do that from the comfort of your office:

1. Stay educated with the talent advisor team. From insights on the hottest recruitment trends and technology to discussing the importance of work-life balance to finding out how to be the next CHRO, who better than the smartest and friendliest group of influencers in the talent acquisition/HR space to keep you in the loop?

Join our experts Laurie Ruettimann, Jennifer McClure, Tim Sackett, Matthew Stollack and Steve Browne to enter the next generation of HR leadership. Subscribe to the Talent Advisor portal, an online hub of exclusive content to empower you with the insight necessary to go from HR professional to talent advisor. You can also follow the #TalentAdvisor hashtag on Twitter.

2. Continue networking in the Empower LinkedIn group. If you haven’t already, be sure to join our Empower LinkedIn group, a networking group for attendees of CareerBuilder’s Empower 2015 customer event where you will get to connect with some of the leading talent acquisition professionals in the country.

This is a safe space to ask questions, discuss challenges and bond with other leaders in the talent acquisition space just like you.

3. Sign up to stay up to date on the latest products. If you were at Empower 2015, you may have heard about a little something called Talentstream Technologies, CareerBuilder’s latest major product announcement of our pre-hire technology suite.

Our good friend and talent advisor Tim Sackett just wrote about Talentstream Technologies in his blog The Tim Sackett Project — you can check that out here and share it with your peers. Trust us, you will seem like the knowledgeable one.

Sign up now to stay connected and you’ll be the first to know about any product announcements or updates.

In case you missed our Empower 2015 recap, you can catch it here and don’t forget that you can also look back at our #CBEmpower15 hashtag for great quotes, insights and more.

BDAS: A Big Data Analytics Suite Like No Other

August 14th, 2015 Comments off
BDAS: A Big Data Analytics Suite Like NO OTHER

Get this: The vast majority of CEOs (90 percent) say it’s important for HR leaders to be proficient in workforce analytics. But you already knew that was important to your CEO, right? The problem is that when your company uses multiple candidate sources, it can be very time consuming to aggregate the data and often impossible to extract consistent, accurate insights. And who has time to waste these days? NOT YOU!

That’s why CareerBuilder and Broadbean have just unveiled a groundbreaking big data analytics suite, called BDAS, to help you drive better recruitment strategies.

BDAS is the first and ONLY solution to merge data from multiple job boards, company career sites, applicant tracking systems, HR information systems and more in one, holistic view of your recruitment operation. Read more in InformationWeek and automatically share this news with your Twitter followers.

What does BDAS do, exactly?

Glad you asked! BDAS will help you to:

1. VISUALIZE: With all of your data pulled together and visualized in key graphics, you can tell the full story and make an impactful case to change behaviors.

2. MEASURE: Measure critical business performance with accurate, real-time data that gives complete transparency — all in one place.

3. DECIDE: Identify which components of your recruitment strategy are producing the best ROI in terms of applicants and hires.

No one else in the industry is doing this

While 22 percent of HR managers say it takes at least half a work day to pull their recruitment data, with BDAS, it takes just seconds to combine real-time data inputs from each and every source of information relevant to the pre-hire process. Hear that? Imagine what you could do with the amount of time you would save with BDAS!

As Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation, says:

“Even though many solutions provide basic analytics tools, those solutions don’t really ‘speak’ to each other – so when all of this intricate data is cobbled together, it paints a picture that is blurry at best. With BDAS, we provide a holistic view of the client’s recruitment operation, revealing what’s working well and where there are problems. Time and time again, we saw our customers struggling to extract actionable insights, so we worked hand-in-hand with them to find a solution that would illuminate data that’s already there and maximize the investment they’ve already made. No one else in the industry is doing what the engineers at Broadbean and CareerBuilder have brought to market.”

Want to see how BDAS visualizes your recruitment metrics all in one screen? REQUEST A DEMO 

3 in 4 Full-Time Employed Workers Are Open to New Jobs

July 27th, 2015 Comments off
3 in 4 Full-Time Employed Workers Are Open to New Jobs

Think all your employees are perfectly happy working for your company and don’t have a roaming eye for other jobs? Think again. CareerBuilder’s 2015 Candidate Behavior Study shows that as many as 3 in 4 full-time employed workers are open to or actively looking for new job opportunities.

It isn’t just the unemployed who are putting themselves out there and competing for jobs; it’s likely some of the people sitting in your cubicles are also looking for greener pastures. And today, it’s easier than ever before for employees to build a personal brand online and for your competitors to like what they see and approach them.

You are probably aware that there has been a recruitment power shift — the power has shifted from the employer to the candidate — and it is candidates who are now powering the economy.

What does this mean for you?

This finding doesn’t mean you should brace your company for a mass exodus any time soon, but it should be a sign for you to begin to invest in your employees right now, if you aren’t already.

Conduct stay interviews, make sure they’re being compensated fairly, mentor them, offer them opportunities to advance their careers, provide feedback and recognize them regularly for their efforts. These are all simple but powerful ways you can communicate to your employees that you value them and want them to stay.

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


9 Highlights From SHRM 2015

July 2nd, 2015 Comments off
7 Highlights From SHRM 2015

Las Vegas was HOT – not only because of the 114-degree “dry heat,” but also because 15,000-plus of HR’s best and brightest descended on Sin City for the annual SHRM 2015 conference.

If you were one of the lucky ones who made it out this year, you’re probably still recovering from all the late-night partying research, but as you reflect on your time in sweltering Vegas, we wanted to share a few of our trip highlights. Here, in random order, are some of the best moments from SHRM this year.

1. Cupcakes!!! The only thing better than cupcakes is CareerBuilder cupcakes. To celebrate our 20th anniversary this year, CareerBuilder’s CEO and leadership *personally* handed out cupcakes to people standing in line at our booth. It’s not a big deal or anything, but seriously…HOW COOL IS THAT?!

2. Unlimited tchotchkes. From t-shirts to pens to stuffed animals, this year’s Expo Hall didn’t disappoint – there were plenty of conference swag (or, ahem, stuff we all get) to go around. I actually saw a guy walk out of the convention center carrying three bags overflowing with tchotchkes — like, foam fingers were actually falling out. My question has always been: How do these people have all this extra space in their bags when they fly home?     

3. Female empowerment. To be honest, I had no idea what to expect from keynote speaker Mika Brzezinski, co-host of MSNBC’S Morning Joe. But she had some great pearls of wisdom on female empowerment. After citing a few amusing anecdotes about how she tried — and failed — to be “one of the guys” to show her power in the workplace, she decided that she needed to forge her own path to success. “Women should get over being grateful — THEY’RE lucky to have US,” she said. You go, girl!

4. Gettin’ SaaSy with CB. In case you hadn’t heard, CareerBuilder has evolved into a global software-as-a-service (SaaS) company … and we weren’t afraid to show off our SaaS with a little help from you. We issued a #SaaSyCB photo challenge to SHRM attendees. The result? We had a bunch of very happy (and SaaSy) winners … like these lovely ladies.

5. Chocolate-covered spoons. The boxed lunches weren’t anything to write home about, but there were actually chocolate-covered spoons to dip in your coffee during one of the refreshment breaks. It was so good that I even Snapchatted it to all my friends to make them jealous.  

6. Talent Advisors do SHRM! If you’ve never heard of the Talent Advisor portal, you reeeeeally have some catching up to do. Meet the Talent Advisor team and become part of the HR evolution. Here are some highlights from some of our favorite sessions by Jennifer McClure, Tim Sackett and Steve Browne.

7. The weather. I know, I know, most of you don’t agree with me, but I absolutely loved the Vegas heat. Did I almost get a heat stroke and pass out a few times while waiting in the cab line? Sure. But that didn’t stop me from trying to catch some rays during breaks just to warm up from the igloo-like temps indoors.

8. Understanding what CEOs think about today’s workforce issues. Who better to tell you what CEOs think than… a CEO! Matt Ferguson, CareerBuilder’s CEO, was back at SHRM this year. In addition to handing out celebratory cupcakes to the masses, he also gave a riveting presentation on how to address talent acquisition, compensation, development and retention more effectively in an era of abundant human capital data and technologies. Lucky for you, the entire presentation is below for your viewing pleasure. Check it out!

9. Iced coffee vending machines. Any coffee lover who’s been to SHRM knows that the *only* lines longer than those for the women’s restrooms are the Starbucks lines. That’s why it was refreshing to learn that there were vending machines that dispensed iced coffee — with no lines — for those of us who need a quick pick-me-up before rushing in for the morning keynotes.

We want to hear from you: Comment below or tweet us at @CBforEmployers: What were YOUR biggest SHRM highlights?

Recruitment Gems From CareerBuilder’s Empower Atlanta Roadshow

June 12th, 2015 Comments off
Empower 2015

What do you get when you put together renowned speakers, ample networking opportunities, excellent food and swag (obviously!), cutting-edge product demos, and satisfied customers sharing their stories with other practitioners? CareerBuilder’s first Empower Roadshow event leading up to Empower 2015.

What is Empower 2015, you ask? Great question!

Empower 2015 is CareerBuilder’s annual customer event, which is scheduled to take place in Chicago from Sept. 8-11, 2015. In addition to getting insights from world-renowned speakers and thought leaders, you will be able to network with leading practitioners from around the country. You will have an opportunity to attend sessions designed for practitioners and led by talent acquisition leaders, and can bring back to your team fresh insights on how to elevate your company’s talent strategy. You will also learn about how CareerBuilder’s evolving product suite will position you to win in the marketplace.

Our first ever Empower Roadshow took place in Atlanta on Thursday, June 11, and had an impressive lineup of speakers including CareerBuilder’s very own Jamie Womack and our resident talent advisor Tim Sackett, an HR pro and Fistful of Talent blogger.

Recruitment Pearls of Wisdom

We live tweeted the entire event, which you can follow on Twitter using the hashtag #CBEmpower15. But to save you some trouble, here are some highlights from today’s event:

Why You Should Go to Empower 2015 in Chicago

Trust us – you will definitely want to get a front-row seat to the hottest event in town: Empower 2015, which takes place from Sept. 8-11, 2015 in Chicago. We’ll share the journey of CareerBuilder’s amazing evolution — and how we’re positioning you to win in the marketplace. You won’t want to miss it! Watch the video below to get a sneak preview of what you’ll see, and register for Empower 2015 right now.

Empower 2015 WILL sell out! Reserve your seat now.

What Is a Pre-Hire Platform — And Why Do You Need One?

April 7th, 2015 Comments off
What Is a Pre-Hire Platform — And Why Do You Need One?

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? You can start by figuring out how you can streamline your recruitment activities. A pre-hire platform can get the job done — quickly and effectively.

Here are five reasons why you need a pre-hire platform to solve your most pressing recruitment needs.

1. You need to align your candidate experience with the way job seekers are looking today.

Did you know that as many as 65 percent of job seekers said they would rarely return to a job on their desktop after trying to apply via mobile? And 29 percent said they only sometimes do, which means a mere 5 percent of all potential candidates always consider it worthwhile to re-visit a job on their desktop.

Meanwhile, only 38 percent of employers say their company offers the ability for candidates to apply using a mobile device.

Interestingly, employers don’t seem to be aware of just how many potential applicants they may be missing out on by failing to offer a mobile experience. When employers were asked if they believe they are losing out on potential applicants because they don’t have a mobile process, only 10 percent said “yes” while 90 percent said “no”.

Today’s job seekers are searching via their mobile devices, and assume they can apply to your open position at any time and from any device — phone, tablet, laptop or desktop — so you need to be where the candidates are.

2. You must think long-term and create a strong talent pipeline that you can tap into down the road.

Not every job seeker is looking to apply right away; some want the power to apply on their own time. In fact, nearly 2 in 5 job seekers say it’s important to be able to come back at a later time to apply to a job. But unfortunately, not many organizations offer the ability to do so.

Today fewer than 1 in 4 (23 percent of) employers use a shortened lead form or application that enable job seekers to do this.

Consider the fact that as many as 85 percent of candidates would be willing to join a talent network even if they weren’t ready to apply. That’s huge! Think of all the potential A-players you might be missing out on without this capability. You need automated candidate remarketing to keep candidates engaged and informed so that when the right roles pop up in the future, you can easily re-engage them.

3. You will to be able to source and manage your entire candidate pool from ONE database.

Nearly a third of employers say they do not re-engage candidates who have not been offered a job — because they don’t have the time to do so, plus they have already moved on to the most current applicants.

But imagine if you could manage all of your candidates from a single dashboard. That’s what many of your peers are looking for. Most (69 percent of) employers say they need to able to quickly find and rearrange current applicants in their system.

Now, candidate management has never been easier. With intuitive search, you can quickly and easily search the databases you already have, and leverage all of your existing candidate pools to make your next great hire.

4. You will have the power to post to all of your recruitment advertising channels in a few clicks.

Nearly 4 in 5 (78 percent of) employers say they prefer to have one overall platform solution from one HR software systems vendor because it’s more convenient.

Save time and keep your workflow simple by posting to more than 6,000 job boards around the world in just a few clicks. Now you can finally have everything you need in one place — so you can post, source, manage and onboard from ONE platform.

5. You can build a requisition strategy in seconds and measure the ROI of your recruiting efforts.

Only a quarter of employers say they use external labor market data to inform their recruitment decisions, while 18 percent admit they don’t use any data to inform their recruitment strategy. As many as 21 percent of employers don’t even know what their average cost per hire is, and only three-fourths currently track the source of hire.

Still, nearly 2 in 3 (64 percent of) employers agreed that they need to have accurate source of hire data to do their job most effectively.

You need one dashboard to see how all of your sources are performing. Get access to a robust suite of real-time data and analytics so you can evaluate the effectiveness of your talent strategy and sources as well as the efficiency of your recruiters.

From Acquire to Hire — All in ONE Platform

CareerBuilder is making recruitment easier and more efficient to enable you to hire more candidates faster … with CareerBuilder1.

CareerBuilder1 is an HR software solution that brings advertising, data and technology into one pre-hire platform.

It delivers candidate experience, recruiter efficiency, and intuitive data and analytics in a single platform. Now you can maximize your sourcing investment with a premier mobile, career site and reengagement tool that retains more talent than any other in the industry.


Energy and Manufacturing Metros Lead in Well-Paying New Jobs

February 16th, 2015 Comments off
Energy, Manufacturing Metros Have Highest Share of Well-Paying New Jobs

Energy and manufacturing metro areas in the U.S. have the highest share of solid-paying new jobs, according to the first ever Labor Market 150 Index.

The Index — a new quarterly ranking that assesses the labor market performance of the 150 largest metro areas in the U.S. — was recently released by CareerBuilder and Economic Modeling Specialists Intl. (EMSI).

The Labor Market 150 Index took a close look at new jobs in growing occupations that pay above the living wage between 2010 and 2014. The data revealed that Beaumont-Port Arthur, Texas — an energy-driven metro — ranked at the top of this list, with as many as 71 percent of well-paying new jobs. This metro has seen a significant rise in welders, industrial machinery mechanics, chemical plant operators and other skilled occupations that pay above the metro’s living wage.

The other top metros on the list for this category are strongly concentrated in the manufacturing sector:

  • Reading, Pennsylvania, with 66.2% percent of well-paying new jobs.
  • Detroit, with 64.6% of well-paying new jobs.
  • Peoria, Illinois, with 63.6% of well-paying new jobs.
  • Rockford, Illinois, with 63.0% of well-paying new jobs.

What does this mean for you?

It’s not just important to know where to look for qualified talent, but also what the price for such talent is on the open market. Don’t play a guessing game when it comes to offering the right compensation range for your open jobs. Do you know how much YOU should be willing to pay to remain competitive when hiring for various occupations in various locations around the country?

Using data to understand and analyze job trends around the U.S. can help you make educated decisions when looking for candidates with certain skill sets in certain markets. Learn more by accessing the complete Labor Market 150 Index.

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

New Webinar: How to Make Employee Investment a Reality

February 9th, 2015 Comments off
New Webinar: How to Make Employee Investment a Reality

Talent Advisors are typically concerned with the “front end” of the employee life cycle — to identify, secure, hire and on-board talent. But guess what? You are responsible for their ENTIRE life cycle — from hire to retire, so it’s time to dive fully into the lives of your employees.

Join Steve Browne — an HR practitioner and noted influencer in talent acquisition and HR circles — for CareerBuilder’s Talent Advisor webinar where you’ll learn practical and tangible ways to consistently develop your employees’ skills, even if you don’t have adequate resources at your fingertips.

Join CareerBuilder and Steve Browne for a complimentary webinar on Thursday, Feb. 19 at 2:00 p.m. Central:

Wake Up! It’s 2015 — Time to Make Employee Investment a Reality

In this webinar, Steve will discuss how to:

  • Nurture supervisors who will invest in their direct reports.
  • Teach executives to understand the value of investing in people.
  • Partner with executives and find ways to engage in meaningful conversations about developing talent.
  • Invest when you may not have adequate resources at your fingertips.
  • And much more.

what you’ll learn

Join this webinar to learn practical and tangible ways to consistently develop your employees’ skills, even if you don’t have adequate resources at your fingertips.

Register for the webinar Now

Date: Thursday, Feb. 19, 2015

Time: 2:00 p.m. Central

Share this with friends or colleagues: TWEET IT

Throughout the month of February, the Talent Advisor Portal will be featuring HR leaders who will help you learn why and how and why to invest in talent in 2015 — even on a shoestring budget — and why it’s about more than making them love you. New to Talent Advisor? Sign up here to get new articles delivered to your email inbox.


Late-to-Work Excuses: The Lazy and the Crazy

January 29th, 2015 Comments off
Late-to-Work Excuses: The Lazy and the Crazy

Forget about kids — employees say the darndest things (when they’re running late to work). More than 1 in 5 U.S. workers (23 percent) admit to tardiness once a month on average, while as many as 14 percent do so on a weekly basis. While we can all admit to running behind schedule every now and then because of traffic delays or late trains and buses, how often have you had to wait for a judge to set bail or power through a deer herd so you could make it to the office on time?

Those are just some of the most unusual late-to-work excuses employees have concocted provided, according to a recent CareerBuilder survey.

Craziest Late-to-Work Excuses Employees Make (Up)

Check out some of these gems:

  • I knocked myself out in the shower.
  • I was drunk and forgot which Waffle House I parked my car next to.
  • I discovered my spouse was having an affair, so I followed him this morning to find out who he was having an affair with.
  • Someone robbed the gas station I was at, and I didn’t have enough gas to get to another station.
  • There was a stranger sleeping in my car.
  • I’m not late. I was thinking about work on the way in.
  • I dreamed that I got fired.
  • I went out to my car to drive to work, and the trunk had been stolen out of it.

How flexible are employees really?

Think these are just a bunch of (creative) lies? You could be right.

3 in 10 (30 percent) of employees who have been tardy confessed that their excuses were fake.

Why the lies? Either these employees REALLY wanted to make it on to our list or they felt like a lazy excuse would get them in deep trouble.

Did you know, for example, that more than 4 in 10 (41 percent of) U.S. employers have actually given employees the ax for being late?

On the other end of the spectrum, 16 percent of employers say they’re more concerned with results, and don’t mind if employees are late as long as the job gets done at the end of the day.

Here are some of the most common late-to-work excuses that actually sound legitimate:


Tell us in the comments below or tweet at @CBforEmployers: What’s the most bizarre excuse you’ve ever heard — or a funny excuse you’ve used? I’ll kick us off. One day I realized while on the train halfway in to work that I had inadvertently put on one black boot and one brown. Mortified when I realized it, I decided to make a run to the nearest shoe store and wait for it to open before buying a new pair of color-coordinated boots. Thankfully, I got in an hour early or I’d have been really late to work that day. Your turn!

Take a Look at the Magic of Making Data Actionable

January 8th, 2015 Comments off
magic of making data actionable

You’ve heard about the fun corporate culture at CareerBuilder that we like to brag about and about all of our innovative technology, but did you know that CareerBuilder also has the most up-to-date and comprehensive workforce data in the nation?

You heard that right! We’ve spent the past two decades collecting more data than you can imagine so we can help people make smarter decisions.

There’s a lot about us you probably don’t know, and we want to fix that. Check out this third installment in our #ihadnoidea series, where we give you behind-the-scenes access to our most senior leaders and the real people behind our products. It’ll have you saying: “I had no idea CareerBuilder’s data could guide me to make the right decisions — it’s like a GPS for recruitment!”

Get to know us better through never-before-seen footage of our people.

The Magic of Making Data Actionable

How do you take mountains of data, a group of really smart people and turn it into a powerful strategic product suite? Ellen Silva — who’s been with us for 15 years — describes her childhood aspiration of being a radio DJ, and how she ended up becoming our director of workforce analytics. Now instead of wowing people with tunes, she wows them with data.

No Duds On This Data Team

Contrary to what you may have assumed, people who work with data all day long can actually be a lot of fun. Our team includes someone who used to be a professional online poker player, someone who laughs like a guinea pig and a tiny mother bear. Watch the video and be amazed at their shenanigans.

Revolutionize Your Strategy With a Click

Take the guesswork out of your recruitment strategy. Instead of taking a shot in the dark, gain confidence knowing that your decisions are backed by the most authoritative workforce data in the nation. Put your requisition strategy in place with a click using our Supply & Demand Portal.

See how our story evolves. SIGN UP FOR MONTHLY “I HAD NO IDEA” UPDATES.

Surprised? Tell us why. Join the conversation on Twitter using the hashtag #ihadnoidea