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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.

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

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

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

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

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

 

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

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

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

 

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

8%

$35.09 *Operations Manager

*Business Process Analyst

*Product Development Specialist

*Financial Analyst

*Office Manager

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

12%

$40.82 *Data Scientist

*User Interface / Front End Developer

*Product Manager

*Mobile Software Engineer

*Information Security Manager

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

8%

$37.77 *Family Practitioner

*Medical Director

*ICU Nurse

*Cardiologist

*Physical Therapist

*Rehabilitation Nurse

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

6%

$19.06 *Account Executive

*Account Manager

*Business Development Manager

*Client Services Coordinator

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

8%

$21.38

*Electrician

*Plumber

*HVAC Technician

 

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17 Consumer Behaviors That Are Shaping the Labor Market

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

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

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

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

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

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

 

 

Lifestyle Changes 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

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

Cooks, Restaurant

1,219,433 164,804

16%

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

Taxi Drivers and Chauffeurs

283,175 37,023

15%

America is becoming more health-conscious.

Fitness Trainers and Aerobics Instructors

309,519 33,303

12%

Families are more careful with finances after the last recession.

Personal Financial Advisors

257,493 29,913

13%

More people are choosing to bank and shop online.

Information Security Analysts

86,563 9,342

12%

Couples are postponing having children until later in life.

Obstetricians and Gynecologists

25,219 1,082

4%

 

 

Technology Advancement

 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

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

Software Developers, Applications

772,195 112,045

17%

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

Marketing Managers

208,611 19,024

10%

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

Computer User Support Specialists

665,646 63,849

11%

Technology is catching health disorders sooner and extending lives.

Medical Records and Health Information Technicians

198,831 14,451

8%

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

Database Administrators

120,476 9,794

9%

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

Technical Writers

55,129 5,381

11%

 

 

Globalization

 

 

Occupation Impacted

 

Current Number of Jobs

 

Number of Jobs Added 2012 to 2016

Percentage of Job Growth 2012 to 2016

 

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

Customer Service Representatives

2,674,925 225,910

9%

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

Market Research Analysts

532,336 67,551

15%

Expanding beyond borders is requiring communication in different languages.

Interpreters and Translators

78,455 9,845

14%

There is greater emphasis on preserving the global environment.

Wind Turbine Service Technicians

7,061 1,889

37%

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

Cartographers and Photogrammetrists

13,193 1,802

16%

 

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

 

Did You Know? Our Labor Market Insights Cover Over 99% of the Workforce

August 22nd, 2016 Comments off

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

We’ve seen time and again how labor market data, when used to inform decision-making, can change lives and improve economies. It was a natural decision back in 2012, then, for CareerBuilder to join forces with Economic Modeling Specialists Intl. (EMSI), an economic software firm that specializes in employment data and labor market analysis, to combine the companies’ strengths and passion for empowering employment. Emsi’s mission is to provide clients with a truly unique perspective on current and future employment trends, skills development and recruitment strategies — and actionable insights that cover over 99 percent of the workforce.

As CareerBuilder CEO Matt Ferguson has said, “No one else in the industry can offer this breadth of information that can make recruitment faster, easier and more cost-effective.”

What this means for you

Competition for qualified talent remains at an all-time high, so your organization needs to be strategic when recruiting. To succeed, you must better understand the changing labor market, which will shape your organization for years to come. Having access to the most compelling data will enable you to more confidently make important recruitment decisions, target relevant candidates and fill critical positions faster.

The right data will help you:

  • Effectively communicate expectations with hiring managers.
  • Prioritize your recruiting strategy efforts.
  • Understand industry competition.
  • Recruit college graduates and diverse candidates.
  • Understand the workforce and its diversity.

 

Emsi Analytics for Talent Acquisition compiles employment and economic data from over 90 data sources into a web-based portal, designed to produce detailed reports in as little as three clicks of a mouse. Emsi Analytics for Talent Acquisition crafts the data into meaningful reports, charts, maps and graphs that tell a consistent story about the labor market (down to the ZIP code level).

Our data helps students find the right career, colleges offer the right programs, employers hire the right talent, and economic and workforce developers see their communities prosper. In total, our labor market dataset compiles nearly 100 sources, including U.S. Department of Commerce, U.S. Department of Labor, and U.S. Department of Education National Center for Education Statistics.

Learn more about how Emsi Analyst for Talent Acquisition and Emsi Analyst for College Recruiting can help you start using data to make more knowledgeable recruitment decisions.

 

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

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

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

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

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

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

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

Top Growing and Declining Jobs by Wage Category

Growing High-Wage Occupations

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

 

Declining High-Wage Occupations

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

 

Growing Middle-Wage Occupations

 

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

 

Declining Middle-Wage Occupations

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

 

Growing Low-Wage Occupations

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

 

Declining Low-Wage Occupations

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

 

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

How to Stay Ahead of Salary Trends in Your Industry

May 24th, 2016 Comments off
Stay Ahead of Salary Trends in Your Industry

 You can’t step into a fancy steakhouse and expect to spend less than $10. You pay top dollar, expecting to get your money’s worth in quality. Similarly, you can’t attract a lot of people if you’re not willing to pay market price. Paying competitively not only helps you attract high quality candidates, but it can also help to reduce turnover among your existing workforce.

So do yourself a favor and get industry-specific data to help you stay a step ahead of salary trends in your industry with CareerBuilder’s 2016 Salary Trends Guide.

In this guide, you will find:

  • Salary trends for some foundational industries between 2010 and 2015.
  • The fastest- and slowest-growing sectors between 2010 and 2015.
  • The five top and bottom salary growth industries between 2010 and 2015.

 

Download CareerBuilder’s 2016 Salary Trends Guide here:

Check Out These Salary Trends That May Surprise You

May 11th, 2016 Comments off
Check Out These Salary Trends That May Surprise You

Like man buns and raindrop cakes, there are some trends that have taken the nation by storm yet no one could have predicted them. Similarly, there are surprising salary trends that have taken place between 2010 and 2015 that talent acquisition pros like yourself probably couldn’t have predicted.

So settle in and take a look at some of these surprising salary trends that have taken place between 2010 and 2015 that you probably didn’t know about. And while you’re at it, get your hands on noteworthy salary trends as well as industry — and location — specific data so you can stay a step ahead of the competition.

Download CareerBuilder’s 2016 Salary Trends Guide right here.

Your Guide to Understanding 2016 Salary Trends

April 26th, 2016 Comments off
Your Guide to Understanding 2016 Salary Trends

It’s 2016 — whether you’re buying a new car or booking a flight, you can compare prices with a simple click. You should be able to make the same easy comparisons and glean the necessary data when it comes to salary decisions in recruiting and retaining top talent.

Why is it important?

More than 3 in 4 full-time employed workers (76 percent) are either actively looking or open to new job opportunities, according to CareerBuilder’s 2016 Candidate Behavior Study. Half of them are doing so because they want a higher base salary. And of those who aren’t looking, the majority (59 percent) say that a higher base salary would make them look.

Salary matters!

Check out some of the biggest salary trends that have taken place between 2010 and 2015 — including ones that may surprise you.

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

February 8th, 2016 Comments off

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

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

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

What does this mean to you?

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

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

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

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

3 Ways to Establish an Enviable Diversity Program

November 23rd, 2015 Comments off
3 ways to establish a solid diversity program

There’s no denying that over the last few years, diversity initiatives have been thrust into the spotlight. Although organizations have touted their commitment to diversity for years, it was Intel CEO Brian Krazanich who, at this year’s CES event, put it most emphatically:

It is not good enough to say, ‘We value diversity’ and then not have a workplace that reflects the talent pool of women and under-represented minorities.”

Indeed, it’s one thing to talk about diverse hiring and another to actually implement a diversity program. And, of course, there are a multitude of other corporate strategies and initiatives that can throw your diversity program off track. So how can you use workforce analytics and data to not only develop a diversity strategy, but ensure it doesn’t lose momentum while being implemented throughout an organization?

1. Setting Proper Expectations.

First off, companies must set realistic goals around hiring objectives and strategies. For example, are you blindly tasking your recruitment teams to find a certain number of underrepresented female IT candidates? Depending on the markets in which you’re recruiting, these goals may look drastically different. Let’s use two strong IT markets as an example: Austin, Texas, and San Francisco, Calif.:

Austin, TX gender and race/ethnicity breakdown:

San Francisco, CA gender and race/ethnicity breakdown:

Although both markets are poised for growth over the next five years, the demographic makeup of these markets is drastically different. In fact, while white individuals make up almost 64 percent of software developers and programmers in Austin, less than 40 percent of Caucasians are working in San Francisco. Conversely, workers of an Asian background make up 53 percent of software developers in San Francisco, yet only 22 percent of software developers in Austin.

Understanding the demographic differences between markets and creating goals for recruiters in unique areas of the country will better enable more realistic expectations and hiring goals for your teams. You may even find your organization needs to adjust your larger recruitment strategy to support diversity initiatives.

2. Retaining a Diverse Workforce.

It’s no secret that diverse candidates are in higher demand than ever before, not simply to establish corporate goodwill, but also to improve a company’s bottom line. According to a recent McKinsey study, gender- and ethnically-diverse companies are 15 percent and 35 percent more likely to financially outperform their competitors, respectively. Knowing more companies are aggressively targeting diverse workforces, organizations must take steps to highlight themselves as an employer of choice for underrepresented talent.

The first, and easiest, way to find out what your employees want is by asking them! Start with your top-tier talent in roles that are difficult or costly to staff: What benefits are most important to them, and where could your organization improve? Of course, not every request can be fulfilled, but companies should listen to their employees first and consult externally second.

Second, companies should discover the types of benefits competitors are offering (and, to be clear, benefits aren’t what they were 20 years ago). Workers are changing faster than the workplace, and many companies are struggling to retain good people amid a competitive market and rising turnover.

This benefits information can usually be gathered by visiting an organization’s career site or job board. By modifying your own incentives, your organization may be able to retain great talent by offering benefits employees can’t easily find elsewhere.

3. Putting a Strategy In Motion.

What does your workforce look like today? The first step to establishing a diversity recruitment strategy is assessing your internal demographics. Most organizations will turn to their HRIS or internal reporting system to better understand the makeup of employees inside your four walls.

Assuming you have a hold on your internal staff, it’s imperative to benchmark against other companies within your market. Let’s say a company in the commercial banking industry is located in Chicago. Internal data shows the company’s gender, age, and race/ethnicity demographics. But without benchmarking, those numbers don’t provide much in the way of commentary. External data can paint a better picture of where your diversity efforts are successful and possible areas where you can improve.

 

Chicago MSA – Commercial Banking

 

Finally, where will the next generation of your talent come from? A successful diversity strategy can’t just live in the present; it also needs to showcase areas where you can recruit future employees.

University recruitment teams can use data from EMSI’s College Analyst tool to better identify which schools are graduating the most diverse talent. For instance, if our organization wanted to recruit students receiving their degree in finance, on which universities should our company focus our efforts? And what expectations should our recruitment team have when visiting these campuses? As the following snapshot shows, Baruch College and Florida International University produced the most diverse finance graduates in 2014.

Diversity6

 

It’s more important than ever to support your diversity initiatives and goals with labor market data and analysis. CareerBuilder and EMSI can bring this data to the forefront and help you establish a more fact-based diversity strategy.


ABOUT EMSI: Economic Modeling Specialists Intl., a CareerBuilder company, turns labor market data into useful information that organizations understand the connection between economies, people, and work. Using sound economic principles and good data, we build user-friendly services that help educational institutions and associations, among other clients, build a better workforce and improve the economic conditions in their regions.

Throughout the month of November, our resident talent advisors are focused on how recognition is vital for both talent acquisition and retention — and how the right technology tools can help you move the needle. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions.

The White House, EMSI, and the Economic Impact of Higher Ed

October 20th, 2015 Comments off
White House and EMSI on the Economic Impact of Higher Ed

Remember President Obama’s initiative to provide free community college to some students? Well, last month, the White House released an update on America’s College Promise, which proposes that at least two years of community college would be free to responsible students — and which puts them halfway toward earning a bachelor’s degree.

This proposal is in response to the estimation that by 2020, 35 percent of job openings will require a bachelor’s degree or higher, and another 30 percent will require at least some college or an associate degree. Community colleges, as an affordable education option, are uniquely situated to respond to the president’s call to action. The proposal calls for an all-hands-on-deck approach: Community colleges must strengthen their programs and increase the rate of students who graduate; states must invest more aggressively in higher education and training, and students must earn good grades and stay on track to graduate.

The update from the White House cited EMSI’s recent national economic impact study for community colleges to demonstrate the positive impact of a higher-educated workforce. EMSI’s study calculates that community college graduates make an average of $10,000 more a year than those with just a high school diploma, and those who earn a four-year degree earn an average of $27,000 more per year.

And it’s not just students who would benefit from America’s College Promise: As the study showed, community college graduates of 2012 alone contributed $806.4 billion in added income to the national economy — a return on investment of $25 for every $1 spent by federal, state, and local governments.

Not. Too. Shabby.

Read the full update on America’s College Promise and EMSI’s National Impact Study on EMSI’s blog,  For more details on EMSI’s national economic impact study for community colleges, access the full report.

Have You Found Your Calling?

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

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

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

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

A New Way to Help Students Choose a Career

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

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

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

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

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

Workforce Analytics: Turn Meaningless Data Into Meaningful Insight

June 25th, 2015 Comments off
Workforce Analytics: Turn Meaningless Data Into Meaningful Insight

Fact: Data plays a crucial role in finding the right people for the right jobs at the right time. The truth is, you’re sitting on mountains of big data, but that data is totally useless if you don’t know how to analyze and apply it.

What you need is a holistic workforce analytics solution to provide you with intelligence from labor market data so you can actually make sense of it and apply it to your business.

Good thing there’s a tool that does just that!

Introducing CareerBuilder’s Workforce Analytics suite

Our suite brings your data together in an easy-to-use, intuitive tool. We do all the work of taking raw — seemingly meaningless — data and presenting it to you in a meaningful, digestible format so that you are empowered to take action immediately.

Workforce Analytics is the only data solutions suite of its kind in the marketplace that converts relevant, real-time data into meaningful insight so you can hire smarter, better and faster.

Workforce Analytics empowers you to:

Set expectations with hiring managers: Understand supply and demand, compensation trends and who your competition is. LEARN MORE

Focus on diversity recruiting: Get a comprehensive breakdown of talent by gender, age, race/ethnicity and more. LEARN MORE

Recruit college graduates: Get insights on where to recruit college grads and how effective your strategy is so you can target better. LEARN MORE

Understand industry competition: Get historical and projected trends in the region and find out which organizations you’re competing with for top talent. LEARN MORE

Prioritize recruiting efforts: Find out optimal locations to find the candidates you’re looking for and get data to understand supply and demand in the markets you’re recruiting. LEARN MORE

Don’t wait — REQUEST A DEMO today and learn more about how Workforce Analytics can solve your biggest recruitment challenges.

20 Industries that Look to Have Huge Job Growth Through 2019

June 8th, 2015 Comments off
CareerBuilder's Talent Factor

As technology and globalization continue to change the makeup of the U.S. workforce and push the economy in new directions, we’re seeing some breakout stars when it comes to job growth. New data from Economic Modeling Specialists Intl., CareerBuilder’s labor market analysis arm, shows that a diverse group of industries is coming out to play — and we’re not going to see them slowing down anytime before 2019 when it comes to bringing on new talent (and more of it).

CareerBuilder has released a list of the industries expected to add jobs at an accelerated pace from 2014 to 2019, based on EMSI’s data from more than 90 national and state employment resources. According to the data, the U.S. is projected to create roughly 8 million jobs from 2014 to 2019 – a 5 percent increase. And a significant number of industries will likely experience an even greater percentage gain during this period.

A sampling of the fastest-growing industries from 2014-2019:

Industry 2014 Jobs 2019 Jobs Job Added 2014 – 2019 2014 – 2019  % Change
Translation and Interpretation Services 34,431 46,832 12,401 36%
Specialty Hospitals (except Psychiatric and Substance Abuse) 205,998 266,694 60,696 29%
Residential Remodelers 560,396 708,646 148,250 26%
Home Health Care Services 1,344,672 1,677,455 332,783 25%
Wine and Distilled Alcoholic Beverage Merchant Wholesalers 78,668 97,990 19,322 25%

 SEE THE FULL LIST

What does this mean for you?

Around one-third of all U.S. industries are expected to outperform the national average for employment growth over the next five years. Is yours one of them? EMSI’s data shows that the accumulation of new jobs will take place within a diverse mix of industries that require a broad range of skills and experience, from home health care to STEM jobs to alcoholic beverage management.

As we’ve discussed before, there is a gap between the number of jobs available, particularly in high-skill fields, and the number of qualified candidates available to fill them.

So if you’re planning on significant growth in the months and years ahead, you’ll want to make sure  you’re doing these things:

1. Covering all your bases when it comes to hiring the right people. Workers in STEM (science, technology, engineering and mathematics) are driving innovation and competitiveness in today’s evolving workplace – so it’s no surprise they’re in high demand (and low supply). If you’re not finding the talnt you need, consider re-adjusting your job descriptions. Identify the skills you need versus the skills you can train for. Following that, the right labor market data tools, such as Supply & Demand and EMSI Analyst, can help you identify candidates who match your job criteria. Learn how to have the right conversations.

2. Investing in your current employees. If you’re not already working to reskill your employees, you could be falling behind those companies who are keeping up their rapid pace of job growth by augmenting new hires with employee promotion within the company. Learn more about reskilling and retraining your employees. (Oh, and psst… did you know training actually increases loyalty?)

3. Keeping a list of qualified and interested candidates at your fingertips. By recruiting year-round, you’re not left scrambling when positions open up — and having a talent network can ensure you have a continuous supply of the talent you need (particularly in times of high-volume hiring). Check out the three reasons to invest in a talent network.

See the list of the 20 hottest industries for job growth in the next five years.

 

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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.