81% of Candidates Want Continuous Communication Throughout Hiring Process

May 29th, 2017 Comments off

They say when you get someone’s number you should play it cool and wait a few days to call them. Whether that’s true in dating or not, it’s definitely bad advice for employers looking to hire. According to CareerBuilder’s recent Candidate Experience Study, seeming over-eager is the last thing employers need to worry about: 81 percent of job seekers say employers communicating continuous status updates would greatly improve their overall experience.


What Does This Mean For You?

The biggest frustration for job seekers is a lack of response from employers (cited by 52 percent of all job seekers). Even if you can’t provide constant updates, 83 percent of candidates say having a clear timeline of the hiring process would greatly improve their experience.


Job seekers want to know where they stand. Improving how you communicate with them throughout the hiring process can have a huge impact on the candidate experience – which, in turn, will help you attract even better candidates to your company.


Read the full Candidate Experience Study to learn more.

7 in 10 Nurses Feel Burned Out at Work

May 8th, 2017 Comments off

Just in time for National Nurses Week, CareerBuilder released a study on the state of nurses in the workforce, particularly as it pertains to job satisfaction. According to the study, 70 percent of nurses say they feel burned out, and 54 percent report high stress levels. When asked what was causing the burnout, 50 percent of nurses reported feeling tired all the time, 35 percent cited sleepless nights, and 33 percent reported weight gain. High anxiety and depression were also contributing factors.

But nurses aren’t the only ones struggling in the workplace. Nursing jobs, which have grown 6 percent since 2012, are expected to grow 7 percent over the next five years, and employers are having a hard time keeping up with the demand. According to the study, 56 percent of health care employers currently have open positions for which they can’t find qualified candidates.

What Does This Mean For You?

When it comes to alleviating burnout, employers do not offer much support. Seventy-eight percent of nurses say their employers don’t offer classes or programs to help employees manage stress. Putting programs in place to help employees manage stress, however, could be a wise business decision.

High stress levels among workers have been linked to lower productivity, higher turnover, increased absenteeism and more on-the-job mistakes – all of which can have a negative effect on the business.

Stop burnout before it starts. Make sure you are checking in with your employees on a regular basis to ensure they are getting the support they need to perform their jobs, manage their workloads and maintain a healthy work-life balance.

Get more details from the study here.

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Is the Growing Skills Gap Causing Nurse Burnout?

May 4th, 2017 Comments off
Emotional stress of young doctor

The burgeoning skills gap in our nation is probably something you’ve heard a lot about. Employers across all industries are struggling to find the right talent to fill their open positions. Nursing, the backbone of U.S. health care, is not immune to this growing talent shortage – 56 percent of health care employers say they currently have open positions for which they cannot find qualified candidates, seven percentage points higher than any other industry surveyed.

Meanwhile, the number of nursing jobs is increasing at an accelerated rate. CareerBuilder’s analysis of the labor market shows the number of nursing jobs (RN and LPN) in the U.S. grew 6 percent from 2012 to 2016 to 3.5 million, and is expected to grow another 7 percent from 3.6 million in 2017 to 3.9 million in 2021.

Employers looking everywhere for the right talent
As nursing jobs increase, employers are struggling to find qualified talent to fill job vacancies. CareerBuilder research looked at the number of unique (or de-duplicated) nursing job postings in Q1 2017 and compared that to the total number of job postings for nurses – meaning how many times those unique job postings were posted on other sites – to find a stat called the posting intensity ratio. The higher the posting intensity ratio, the more effort employers are putting toward hiring.

In Q1 2017, the average number of unique job postings for registered nurses was 178,586, but the total number of job postings for registered nurses in that timeframe was 1,749,900 – a ratio of 10:1. That means every unique job listing for registered nurses was posted an average of ten times on different sites, signaling a highly competitive hiring environment where employers are using multiple touch points to try to reach potential job candidates.

Talent shortage may lead to burnout
This skills gap is leaving nurses currently on staff with larger workloads and longer hours. Day-to-day demands and high pressure situations have 7 in 10 nurses saying they feel burnt out in their current job, and 54 percent of nurses rating their stress level at work as high.

The effects of stress are real – nurses report feeling tired all the time (50 percent), experiencing sleepless nights (35 percent), weight gain (33 percent), high anxiety (32 percent), aches and pains (32 percent) and depression (19 percent).

Seventy-eight percent of nurses say their company does not offer classes or programs to help employees manage stress.

How you can combat nurse burnout and fill your skills gap

  • Build relationships with nurses in the community. In order to recruit nurses, merely posting jobs no longer cuts it. Employers need to build relationships with nurses in their communities. Creating a network of nursing talent will help you build your pipeline of candidates.
  • Recognize nurse burn out, and provide the right tools. Burned out nurses are causing harm not only to themselves – long-term high levels of stress can be a major detriment to one’s health – but they can also be putting their patients at risk. Make sure your nurses are getting the support they need by offering a flexible work environment, encouraging exercise, establishing an open door policy and offering mental health tools.
  • Focus on continued education. Talk to nurses about career ladders, and encourage them to take classes in areas they’d like to grow. Establish a mentorship program and encourage team members to seek each other out for advice. Encourage team bonding and the formation of solid, trusting relationships– colleagues are an important source of support at work.

For more advice on filling your nursing skills gap, check out these blog posts:


Just 17% of Employers Say Graduates Are Unprepared to Work

May 1st, 2017 Comments off

The central reason many people go to college or university is to better prepare themselves to work in their chosen field. However, in recent years some employers have argued that college graduates are not adequately prepared to enter the workforce.


CareerBuilder’s annual survey on college graduate hiring shows that such concerns may be becoming less prevalent. According the survey, just 17 percent of employers said they don’t think educational institutions adequately prepared graduates – a drop from 24 percent last year.


What this means for you

Employers who are more satisfied with the quality of candidates they’re finding in more recent graduating classes are going to be more competitive in bringing them onboard. If you’re company is looking to hiring recent graduates, you may need to sweeten the deal in order to stay competitive.


However, if you’re still not quite happy with the candidates in this latest pool of college graduates, it may be worth taking a closer look at why and finding ways to help candidates improve. Organizing on the job training programs at your company around the biggest weaknesses you see in recent graduates can help you create the perfect candidates rather than wait for them.

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

April 27th, 2017 Comments off
hiring college graduates

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

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

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

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

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


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

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


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

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

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

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

Learn how to build a successful campus recruiting program.

68% Of Employers Can’t Fill Open Positions

April 24th, 2017 Comments off
qualified candidates

It’s hard to find good help. According to a recent CareerBuilder survey, the old adage may just be true. Nearly 68 percent of U.S. employers who said they were increasing their number of full-time, permanent employees in the first quarter of 2017 currently have open positions they can’t fill. The problem isn’t just a lack of candidates – it’s a lack of qualified talent.

The growing skills gap is a concern to 67 percent of employers. More than half of those surveyed say it has negatively impacted their business due to extended job vacancies, with a sizable proportion of employers pointing to productivity issues, an increase in voluntary turnover and revenue loss. HR managers report that extended job vacancies cost more than $800,000 annually.

What Does This Mean For You?

If you are unable to find the right talent outside your company, consider focusing your efforts internally instead. Investing in the talent you already have can fill employment gaps and keep your company running smoothly.

Here are a few ways to get started:

Take stock of your company culture. Companies with great cultures experience less turnover. Plus, happy employees are more likely to act as brand advocates and attract the right people to your company. If your employees aren’t happy, consider making changes to improve overall morale.

Reskill employees. Just because an employee currently works in marketing doesn’t mean that they wouldn’t be great for sales. Get to know your employees’ individual strengths and weaknesses and consider reskilling those with the potential to move laterally through the organization.

Find other ways to tackle the skills gap issue.



Hiring Immigrant Workers: 3 Things to Know

April 20th, 2017 Comments off
hiring immigrants

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

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

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


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

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

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

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

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

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

Overall Salaries Up 2.9% Over Past 4 Years

April 17th, 2017 Comments off
Talent Factor April 17

While wages and salaries across all industries nationally increased by 2.9 percent between 2011 and 2016, that growth was far from uniform.

According to CareerBuilder’s 2017 Salary Guide, many sectors greatly outpaced the national growth rate. Wages and salaries in the information sector grew by 13.3 percent — more than any other sector — followed by real estate rental and leasing (8.1 percent) and crop and animal production (7 percent).


What Does This Mean for You?

The single, most persuasive incentive to job seekers is pay. So if you want to attract the best talent, your best bet is to offer a competitive salary. In order to do this, it’s important not only to benchmark against your competitors, but also against industries seeking workers with similar skills. Salary trends can reveal untapped talent pools – or even looming threats.

To learn more about today’s most dominant salary trends, download CareerBuilder’s 2017 Salary Guide.

The Workforce’s Billion Dollar Problem: Unskilled Workers

April 13th, 2017 Comments off
skills gap

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

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

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


More Than Money is Being Lost

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

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


What You Can Do

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

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

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

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

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

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

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

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

April 10th, 2017 Comments off
talent network

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

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

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

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

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


Q2 2017: The Best Job Market in a Decade

April 7th, 2017 Comments off
Q2 hiring forecast

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

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

Temporary Hiring Up

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

Q1 Saw Positive Growth

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

Hiring Strongest in the West

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

Companies Closely Monitoring New Administration

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

Organizations Must Find Ways to Stay Competitive

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

View the Infographic: 2017 Hiring By the Numbers

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

April 3rd, 2017 Comments off
retirement survey

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

What Does This Mean for You?

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

43% of Employers Have Made a Bad Hire Due to Lack of (Or Insufficient) Background Check

March 27th, 2017 Comments off
background check bad hire

If your mother says she loves you, check it out. This saying—popularized by the City News Bureau—is intended to remind journalists that a sense of familiarity with a source doesn’t excuse you from verifying the facts.

While a healthy sense of skepticism helps reporters ensure that stories are true, it’s also applicable to employers looking to hire new candidates: Just because someone impresses you in an interview doesn’t mean you shouldn’t double-check their story.

That’s why background checks are so important.

Unfortunately, according to a new CareerBuilder survey, there is a great deal of confusion regarding background checks—for both employers and the candidates they are considering.

Forty-three percent of employers have made a bad hire because they either didn’t conduct a background check or didn’t receive good information about a candidate. Employees are also at a disadvantage—46 percent said they don’t know what information employers are looking for when conducting background checks.

What Does This Mean For You?

Background checks are always necessary and shouldn’t just be conducted on a case-by-case basis. Background checks verify a candidate’s story and ensure they are qualified for the position. Given that one bad hire can cost a company $17,000, this is an expensive mistake to make.

But before you decide on a background check provider, do some research. Inaccurate information can not only cost you a potentially great employee, there could be legal ramifications as well. One in seven employers have faced litigation for not hiring someone because of information that was found in a background check. Make sure your provider complies with the Fair Credit Reporting Act, which governs how background checks must be conducted.

 Do you believe these four myths about background checks?

Conducting A Background Check: 4 Things You Need to Know

March 23rd, 2017 Comments off
background checks

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

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

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

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

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

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

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

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

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

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


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

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

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

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

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

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


What Does This Mean For You?

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

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

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

It’s Not Too Late: Sign Up to Host #FindYourCallingDay Event

March 2nd, 2017 Comments off
#FindYourCallingDay event

When thinking about their future, students look to parents, teachers and advisers for guidance and inspiration.

That’s why we’re asking for your help during Find Your Calling Month, a special time when students across the U.S. come together and use the Find Your Calling assessment to discover careers they love and plan the necessary education.

Host a #FindYourCallingDay Event
Here’s how you can help: Host a #FindYourCallingDay event any day this month at your place of business, your children’s school or another similar location.

During the one- to two-hour event, you’ll speak with students about the importance of discovering the careers they love through programs like Find Your Calling. Then, you’ll invite students to take the Find Your Calling questionnaire, explore relevant careers and identify schools with programs that align with their interests.

Read about how one host made an impact during his #FindYourCallingDay event

Sound Complicated? It’s Not!
Hosting a #FindYourCallingDay gathering is super easy – we promise. Once you sign up, you’ll receive a link to a free training webinar, along with all of the promotional materials you’ll need to prep for, promote and execute a successful event.

Learn more or simply sign up now to host a #FindYourCallingDay event in your area.

83% of Women Over 25 are Postponing Family to Focus on Career

February 27th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

Can you truly have it all – a successful career and a family? For many women the answer may be yes, but with a caveat. They are concentrating first on building successful careers before starting their families.

According to a new CareerBuilder survey, 83 percent of women over the age of 25 who plan to have children are postponing starting a family to focus on their careers. This is compared to 79 percent of men who say the same.

Wanting to earn and save enough money to provide for their families was the top reason given by both women and men who plan to have children (50 percent and 53 percent, respectively), followed by the desire to become more established and get ahead in their careers (28 percent and 33 percent, respectively).

Fifteen percent of women who plan to have children say they are waiting until at least age 35 to start a family, while 63 percent are waiting until at least age 30.

What Does This Mean For You?

Women and men may be more comfortable starting families if they know they have the support of their employers. That’s why companies with paid leave policies for new mothers and fathers are highly attractive to workers in this competitive job market. While paid maternity and paternity leave may not be an option for every company, having an inclusive, flexible work culture can still go a long way toward helping employees achieve success both professionally and personally.

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5 Reasons You Should Consider HR Automation

February 23rd, 2017 Comments off
HR automation

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

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

Why Now Is The Time to Adopt HR Automation

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

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


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

For more information, visit hiring.careerbuilder.com.

2 in 5 Workers Have Dated a Colleague

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

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

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

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

What Does This Mean For You?

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

Get more details from the study here.

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Provo, Utah Has Highest Share of Millennial Workers at 35%

February 6th, 2017 Comments off
Provo, Utah Has Highest Share of Millennial Workers at 35%

A new CareerBuilder study based on data from Emsi, CareerBuilder’s labor market analysis arm, explores the generational shifts and employment trends for the 100 most populous U.S. cities. It tracks how certain demographics — in particular, workers ages 22 to 34 as well as those ages 55 and older — have shifted from 2001 to 2016.

North Port, Fla. tops the list of the city aging the fastest since 2001, with a 1.5 percent change in share of workers ages 55-plus from 2001 to 2016. It also has the largest overall share of workers ages 55-plus (25.8 percent). Madison, Wisc. is the city growing the youngest the fastest since 2001, with a 3.1 percent change in share of workers ages 22-34. Provo, Utah has the highest overall share of millennial workers — 35.4 percent of its workforce was aged 22-34 in 2016.

What Does This Mean For You?

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

Whether they are motivated by financial reasons or personal choice, people are staying in the workforce longer. At some point those workers and their intellectual capital will retire, so a city with a workforce that is aging at a faster rate needs to ensure it is attracting an adequate supply of new talent to fill the gap and fuel economic growth. While big cities have broad appeal, younger generations are also gravitating toward second tier markets with diverse economies, a strong technology presence and affordable cost of living.

Understanding some of these complex generational trends in top cities around the country is crucial to your recruitment strategy. Instead of relying on a post-and-pray approach for your open positions, you can proactively utilize data and analytics to evaluate the constantly shifting changing demographics and adjust your search for top talent accordingly.

Take a look at CareerBuilder’s interactive map to learn more.

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Help Narrow the Skills Gap: Host a #FindYourCallingDay This March

February 3rd, 2017 Comments off

Companies are struggling to find workers to fill in-demand positions. Students are struggling to determine their best career options. How can both employers and students work together to narrow the skills gap while helping the future generation find meaningful careers?

The answer is through the second annual Find Your Calling Month created by CareerBuilder and Emsi, a special month when students across the U.S. come together and use the Find Your Calling assessment to discover careers they love and plan the necessary education.

How Do I Get Involved?

In order for Find Your Calling Month to be a success, we are asking you to host a #FindYourCallingDay event in March at your place of business, your children’s school, or another similar location.

During the one- to two- hour event, you’ll speak with students about the importance of discovering the careers they love through programs like Find Your Calling. Then, you’ll invite students to take the Find Your Calling questionnaire, explore relevant careers and identify schools with programs that align with their interests.

What Do I Do Next?

Learn more or simply sign up now to host a #FindYourCallingDay event in your area. We’ll supply you with everything you need to execute the event, from presentations to fliers to videos.

With your help, we can change the futures of our future generation.

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

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

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

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

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

Fastest-aging cities

North Port, FL

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

Oklahoma City, OK

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

Virginia Beach, NC

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

Sacramento, CA

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

Spokane, WA

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


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

Increasingly youthful cities

Madison, WI

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

El Paso, TX

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

Colorado Springs, CO

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

Allentown, PA

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

Austin, TX

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

4 in 10 Employers Have Fired an Employee for Being Late

January 30th, 2017 Comments off
workplace flexibility

Thanks to technology, long gone are the days when employees needed to physically be in the office in order to communicate with co-workers or complete tasks. As a result, many companies now allow for more flexibility when it comes to working remotely and logging hours.

In fact, a new CareerBuilder survey found that nearly 2 in 3 employers (64 percent) and employees (64 percent) believe the concept of “working 9 to 5” is an antiquated practice. Yet, more than half of employers (53 percent) still expect employees to be on time every day, and 4 in 10 (41 percent) have fired someone for being late.

What Does This Mean For You?

It is important to be clear on your policies when it comes to timeliness – and tardiness. If your company believes in allowing for more flexible schedules, you should outline specifically what that means so employees don’t misunderstand or take advantage of the increased flexibility. If your company enforces strict start and end times to the day, be transparent with these policies and equip managers with messaging to ensure they are communicating these guidelines appropriately.

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Temporary Hiring Trends in 2017 and Beyond

January 26th, 2017 Comments off
Temporary Hiring Trends in 2017 and Beyond

The new year has ushered in a renewed focus on the nearly 3 million-strong temporary workforce continuing on a growth trajectory as a result of the increasingly competitive talent market and shifting labor force.

According to CareerBuilder’s annual job forecast, the demand for temporary labor is projected to remain strong as employers strive for greater flexibility in their staffing needs. More than half of employers (51 percent) have divulged their plans to hire temporary/contract workers in 2017, an increase from 47 percent last year. Moreover, nearly 2 in 3 (63 percent) intend to transition some temporary/contract workers into permanent roles this year, up from 58 percent last year.

Where Are Temp Jobs Growing?

According to a CareerBuilder nationwide survey of employers looking at temporary hiring in 2017, industries that are trending above the national average — which is 51 percent — include:
• IT (75 percent)
• Manufacturing (59 percent)
• Large health care organizations (56 percent)

If you extend that out to a three-year projection — from 2017 to 2020 — 199,639 new jobs are expected to be added in the temporary help services industry, which amounts to a solid 7 percent growth, according to Emsi data.

Here’s a sampling of some of the fastest-growing temp jobs over the next three years (2017-2020).

Occupation Temp Jobs (2017) Temp Jobs (2020) % Change (2017 – 2020) Median Hourly Earnings
Software developers, Applications 18,157 19,443 %7 $47.68
RNs 41,419 43,752 %6 $33.83
Accountants and auditors 10,353 11,077 %7 $32.40
HR specialists 48,076 51,054 %6 $28.45
Machinists 19,621 21,569 %10 $19.63

Furthermore, the duration of temporary assignments is also expanding.

According to a Harris poll conducted for CareerBuilder, when employers were asked on average how much longer temporary/contract assignments were at their firm compared to pre-recession,

      • 17 percent said six months or longer
      • 27 percent said three months or longer
      • 55 percent said one month or longer
How It Impacts You

Today’s employers are increasingly turning to temporary hiring when structuring their workforce, as it affords them the ability to remain flexible and agile in their staffing needs and therefore scale up their businesses with ease. They oftentimes look to temporary hiring as a vehicle to be able to test drive candidates to better determine which ones are best suited for permanent placement.

As the demand for temporary and contract jobs across all industries, company sizes and geographies continues to expand for the foreseeable future, so does the need for staffing and recruiting services to support it. You can capitalize on this opportunity by creating a pipeline of recruiters who will be ready to hit the ground running and help your clients expand their businesses.

CareerBuilder, in partnership with the American Staffing Association and Capella Learning Solutions, has launched the RightSkill recruiter program aimed at creating a new supply of job-ready, entry-level recruiters for the staffing and recruiting industry.

Learn more about RightSkill and how you can secure a pipeline of job-ready recruiters.

Kyle Braun is the president of the staffing and recruiting group at CareerBuilder. A thought leader in the staffing space, Kyle is a regular speaker at major industry events providing exclusive research and advising staffing firms on the latest news and trends shaping the industry.

This Year’s Most Bizarre Excuses for Being Late to Work

January 26th, 2017 Comments off
Retro alarm clock on wooden table

We’ve all been there. That time your alarm mysteriously didn’t go off, you couldn’t find your keys and the train was late. But, there’s another breed of latecomers out there — those who don’t seem the least bit bothered by clocking in late for work.

According to a new CareerBuilder survey, when asked how often they come in late to work, more than 1 in 4 workers (29 percent) admitted they do it at least once a month — up from 25 percent last year — and 16 percent say it’s a weekly occurrence for them — up 3 percentage points since last year.

Most of the time when people are late, the excuses are pretty common. But other times, the story gets stranger — which can make it harder to believe. When asked about the most outrageous excuses employees have given them for being late, employers shared the following:

  • I forgot it wasn’t the weekend.
  • I put petroleum jelly in my eyes.
  • I had to watch a soccer game that was being played in Europe.
  • I thought Flag Day was a legal holiday.
  • My pet turtle needed to visit the exotic animal clinic.
  • The wind blew the deck off my house.
  • I overslept because my kids changed all the clocks in the house.
  • I was cornered by a moose.
  • My mother locked me in the closet.
  • The pizza I ordered was late being delivered, and I had to be home to accept/pay for it.
  • The sunrise was so beautiful that I had to stop and take it in.
  • My mother-in-law wouldn’t stop talking.
  • My dad offered to make me a grilled cheese sandwich, and I couldn’t say no.


What Are the Rules?

Some jobs require adherence to a specific schedule in order to maintain quality service levels and precise hours of operation. Other jobs can be successfully performed with very flexible hours. Nearly 2 in 3 employers (64 percent) and employees (64 percent) believe the concept of “working 9 to 5” is an antiquated practice, but more than half of employers (53 percent) expect employees to be on time every day, and 4 in 10 (41 percent) have fired someone for being late.


What Can You Do About It?

While coming in late once in a while may be unavoidable, chronic tardiness must be dealt with professionally and firmly. Here are three steps to make sure the issue is confronted before it gets out of hand:

  1. Call your employee into a one-on-one meeting.
  2. Discuss any factors causing your employee’s tardiness.
  3. Write up a list of escalating consequences for tardiness


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66% of Employers Plan to Offer Higher Salaries

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

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

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

What Does This Mean for You?

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

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

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

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

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

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

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

What Does This Mean For You?

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

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This Year’s 12 Most Outrageous Job Interview Mistakes

January 12th, 2017 Comments off
interview mistakes

What is the most unusual thing a candidate has done in a job interview this year? Invite you to dinner? Bring toys to the interview? CareerBuilder released its annual survey of the most outrageous interview mistakes candidates have made, according to more than 2,600 hiring managers and HR professionals nationwide.

This year’s list includes:

  • Candidate asked to step away to call his wife to ask her if the starting salary was enough before he agreed to continue with the interview.
  • Candidate asked where the nearest bar was located.
  • Candidate brought his childhood toys to the interview.
  • Candidate ate a pizza he brought with him (and didn’t offer to share).
  • Candidate asked interviewer why her aura didn’t like the candidate.
  • Candidate invited interviewer to dinner afterwards.
  • Candidate stated that if the interviewer wanted to get to heaven, she would hire him.
  • Candidate ate crumbs off the table.
  • Candidate said her hair was perfect when asked why she should become part of the team.
  • Candidate sang to a song on the radio playing overhead.
  • Candidate bragged about the fact that they were in the local newspaper for allegedly stealing a treadmill from an older woman’s house.
  • Candidate put on and took off her sunglasses repeatedly.


In addition to the most unusual blunders, employers were also asked about the most common and detrimental mistakes candidates have made during an interview. Here are five instant deal breakers, according to employers:

  1. Candidate is caught lying about something: 66 percent
  2. Candidate answers a cellphone or text during the interview: 64 percent
  3. Candidate appears arrogant or entitled: 59 percent
  4. Candidate dresses inappropriately: 49 percent
  5. Candidate appears to have a lack of accountability: 48 percent


But it’s not always what you say – sometimes it’s what you do. When asked to identify the biggest body language mistakes job seekers make during an interview, hiring managers named the following:

  1. Failing to make eye contact: 67 percent
  2. Failing to smile: 39 percent
  3. Playing with something on the table: 34 percent
  4. Fidgeting too much in their seats: 32 percent
  5. Crossing their arms over their chests: 32 percent
  6. Having bad posture: 31 percent
  7. Playing with their hair or touching their faces: 28 percent
  8. Having a weak handshake: 22 percent
  9. Using too many hand gestures: 13 percent
  10. Having a handshake that was too strong: 9 percent


Interviews give both the employer and interviewee insight into what it will be like to work together. The above interview mistakes may be extreme examples of job seeker missteps, but hiring managers also make similar mistakes that drive away excellent candidates. Before an interview, be sure to familiarize yourself with a candidate’s resume and background, be prepared with a list of targeted and general questions, and be strategic in the interview style you choose.

Tweet at @CBforEmployers: What are the biggest interview mistakes you’ve witnessed a candidate make? Was he or she able to recover? How did you react?
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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?

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49% of Workers Resolve to Save More

January 2nd, 2017 Comments off
recruitment technology challenges

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

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


What does this mean for you?

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

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

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

Are Your Employees Planning to Leave in 2017?

December 27th, 2016 Comments off
Person silhouette standing in 2017 on the hill at sunset

Now may not be the time to get too attached to workers. According to a new CareerBuilder survey, more than 1 in 5 workers (22 percent) are planning to change jobs in 2017. Among younger workers, the numbers are even higher. More than a third of workers ages 18 to 34 (35 percent) expect to change jobs in the next year.

Employee retention is critical to the long-term health and success of your business. So what can you do to make workers stay?

When asked what extra perks would make them more willing to join or stay with a company, the most popular choices workers pointed to include:

  • Half-day Fridays: 40 percent
  • On-site fitness center: 27 percent
  • The ability to wear jeans: 23 percent
  • Daily catered lunches: 22 percent
  • Employee’s own office: 22 percent

While you may not be able to offer everything on the above list, below are a few strategies you can use to retain your talent in 2017 and beyond:

Provide a competitive benefits package. You’re competing for clients and for employees. Flex schedules, health insurance and specialty insurance (such as disability and life) make a difference when it comes to attracting and keeping employees.

Create an open and honest work environment. Give feedback on work performed and be willing to listen, really listen, to the concerns of your employees.

Get employees’ input: If you want to keep your best and brightest people, involve them in the decision-making process. Not only will it serve to provide different perspectives that can lead to smarter decisions, it will also boost morale,

Provide productivity tools: Ensuring your employees have access to the tools and information they need helps ensure they can do their job more productively.

Recognize and reward good work: Monetary bonuses are always nice, but recognition of a job well done goes a long way to creating good will and loyalty. The most powerful recognition is specific. For example, “good job” is acceptable, but “good job on the rebrand project” is much better.


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54% of Employers Plan to Offer Holiday Bonuses in 2016

December 12th, 2016 Comments off
54% of Employers Plan to Give Employees Holiday Bonuses in 2016

Just in time for the holidays, employers are rewarding their employees in a number of ways. According to a new CareerBuilder survey, 54 percent of employers plan to give employees holiday bonuses this year – the same as 2015 – but 15 percent say the bonus will be greater than last year.

In addition, 46 percent of employers plan to give their employees gifts this year – on par with last year, while 69 percent of employers say they will be throwing a holiday party for employees this year – up 3 percent from last year.

What Does This Mean For You?

More than half of your competitors are offering bonuses this holiday season, not to mention a percentage of them are raising the amount being offered. The competition to attract – but also retain – talent is as fierce as ever, and many companies are loosening the purse strings to show employees they matter in a variety of ways.

What are you doing to reward and retain your top talent? Will you be offering holiday bonuses? Are you going to discuss raises for the coming year? Holding on to your A-players is still as important as ever, so don’t let it take a back seat in terms of what your priorities are this year.

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The Future of HR: Trends to Watch For in 2017

December 9th, 2016 Comments off
HR Trends to Watch in 2017

As an HR professional, you need to have a pulse on the latest trends in the labor market so you can advise your leadership on talent needs to meet their business objectives. Google “HR trends” and you will find yourself scrolling through hundreds, if not thousands, of search results that tell the same old story year after year. That’s why we wanted to shake things up and do something different: Offer up the HR trends you’re going to see over the next year from the perspective of the C-suite.

As the chief human resources officer and chief technology officer at CareerBuilder, we have the opportunity to think about trends from a unique perspective — one that will help you understand your own leadership’s asks and objectives better. So let’s dive right in.

We’ve narrowed it down to five key HR trends we believe will shape the space in 2017.

1. Treating the candidate experience and hiring manager experience as consumer experience.

Candidate experience continues to be a significant factor. In certain markets and industries, job seekers can be selective about where they apply. That means any barriers we place between job seekers and employers will only drive job seekers to your competitors. Think about how you can treat candidates the same way you would cater to consumers. Candidates are increasingly adopting a consumer mentality and expect to “shop for” jobs. For instance, they want to be able to sort, filter and save jobs that they can circle back to at a time that’s convenient for them—just like a consumer using a shopping cart online.

There will also be an increased focus on enhancing the hiring manager experience and treating hiring managers as customers.

Recruiters are the key facilitators between candidates and hiring managers, and need to improve this experience for both sides. Why has the communication loop disintegrated among these two parties? It’s time to expand or reopen the lines of communication with both candidates as well as hiring managers to ensure a seamless talent acquisition process.

2. Bringing a sense of purpose and consistency to data across the board.

Collecting data is not new, but you need to ensure you are gathering and analyzing the correct data points. Take a step back and evaluate whether you are paying attention to metrics that matter. Instead of focusing on big data, focus on rich data — or data that is used to predict behavior. Ensure that you are measuring your identified KPIs across all areas of the business so there is some consistency. And once you have integrated data and analytics into your processes, don’t be afraid to run A/B tests and use the data to keep improving your processes.

3. Adopting a hybrid approach when it comes to HR structure.

HR structure tends to be cyclical. HR teams have moved from being centralized about a decade ago to being decentralized as of about five years ago, and back to being centralized in the present day. The right fit may be somewhere in the middle. A hybrid approach facilitates better partnerships between HR business partners, talent acquisitions teams and the business units they support. The result is a holistic view of the target talent needed, the most successful approaches to engage and retain top talent, and the ability to leverage internal talent across an organization well into the future.

4. Personalizing automated technology.

Ensuring you have effective touchpoints at every stage of the recruitment process will be key, as candidates are now aware that most communication is automated. Also, this trend of increased usage of automation for recruiting interactions is here to stay. According to CareerBuilder’s recent Automation Tech in Talent Acquisition and Management survey, more than two-thirds of organizations (69 percent) using technology-led recruitment automation say its use has increased in the past year. That same survey found 72 percent of professionals responsible for talent acquisition and management expect it to increase even more within the next year.

If you want to take it one step further and differentiate your company by giving candidates what they are looking for, consider including contact information for a real person. According to CareerBuilder’s 2016 Candidate Behavior Study, 81 percent of job seekers would like the contact information of the person who posted the job before applying, while 7 in 10 (72 percent) said they want to talk to a recruiter or hiring manager.

Candidates feel that the entire process is becoming increasingly impersonal, and want you to bring the human touch back to recruiting. So start thinking like a marketer.

Do more with your social recruitment channels and figure out how to bring the value of your product — whether it’s working at your company, your culture, your benefits, etc. — to life for candidates. Don’t just use stock photos on your career site — give candidates a glimpse of what your real-life employees are like. Take a cue from Sweden’s tourism board, which publicizes a telephone number that’s answered daily by Swedes themselves who take turns as ambassadors of the country and offer callers advice on where to go and stay. Stop and think about that for a minute: You can just call Sweden whenever you want and talk to an actual resident.

5. A renewed focus on retaining top talent through engagement, career development and flexible working models.

Workers are constantly seeking ways to move ahead — in terms of title, compensation as well as acquiring a broader skillset — but it doesn’t always mean they want to leave their current organization in order to find new opportunities. Successful companies will make note of the eager candidate pipeline within their own organizations and better leverage that for healthy growth of the business and increased employee engagement.

Additionally, employees are seeking more flexibility in their work life, and employers will need to become increasingly creative in their staffing models to attract and retain the talent they need. A workforce that comprises full-time and part-time workers, flexible work schedules and venues, as well as incorporates aspects of the growing gig economy will be key to having a robust and productive employee base to set them up for long-term success.

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Your Guide to Buying Gifts for Coworkers During the Holidays

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

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

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

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

People Don’t Spend Much on Coworkers

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

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

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

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

Remember, There’s Always Charity

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

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3 Things You Should Know From the November 2016 Jobs Report

December 2nd, 2016 Comments off
3 Things You Should Know From the November 2016 Jobs Report

The U.S. unemployment rate in November dropped to a nine-year low while wages took a tumble, according to the latest jobs report released by the BLS this morning.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. The jobless rate sits at a nine-year low. Wall Street was expecting an increase of about 180,000 jobs last month; in reality the U.S. economy added 178,000, which was not too far off the mark. The unemployment rate dropped from 4.9 percent last month to 4.6 percent, which is the lowest it has been since August 2007. According to The New York Times:

The official jobless rate is the lowest since August 2007. A broader measure of unemployment that includes part-time workers who would rather work full time or those too discouraged to keep looking also slipped down, to 9.3 percent from 9.5 percent.

According to CNN Money:

The drop in the unemployment rate was a bit mysterious. More people stopped looking for work in November compared to October, which sometimes explains why the unemployment rate drops. But such a large drop isn’t entirely explained by people leaving the workforce.

According to The Wall Street Journal:

Despite robust hiring, Friday’s report suggests there remains plenty of slack in the labor market. A broader measure of the unemployment rate, which counts part-time workers who would prefer a full-time job and marginally attached workers, remains elevated at 9.3%, although it has fallen in recent months.

2. Where are all the working people? Are baby boomers, in part, contributing to the decline in the labor force participation rate? According to Business Insider:

…[the] labor-force participation as a share of the working-age population declined to 62.7%, remaining near the lowest level since the 1970s. Fewer people are joining the labor force on net partly because baby boomers are retiring in droves.

According to Reuters:

The labor participation rate, or the share of working-age Americans who are employed or at least looking for a job, fell 0.1 percentage point to 62.7 percent last month, not too far from multi-decade lows, in part reflecting demographic changes.

3. Wage growth up year-over-year, down month-over-month. Even though wages were up from the same time last year, one big headline coming out of the latest jobs report is that wages dropped compared to last month.

According to Reuters:

A pullback in wage growth after two straight months of solid increases, however, put a wrinkle in the otherwise upbeat employment report. Average hourly earnings fell three cents, or 0.1 percent, after shooting up 0.4 percent in October.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month.

Did you miss the October jobs report breakdown? It’s never too late to catch up on some economy-related reading.

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


$35.09 *Operations Manager

*Business Process Analyst

*Product Development Specialist

*Financial Analyst

*Office Manager

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


$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


$37.77 *Family Practitioner

*Medical Director

*ICU Nurse


*Physical Therapist

*Rehabilitation Nurse

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


$19.06 *Account Executive

*Account Manager

*Business Development Manager

*Client Services Coordinator

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





*HVAC Technician


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More Than 1 in 2 Workers Holiday Shop on the Clock

November 28th, 2016 Comments off
73% of Employers Willing to Negotiate Salary But 55% of Workers Don't Even Ask

For many workers, it’s hard to pass up a good Cyber Monday deal – even if it might interfere with work. According to CareerBuilder’s latest survey, more than half of workers (53 percent) say they spend at least some work time holiday shopping – up 3 percent from last year.

Not only are more workers online shopping at the office, they’re devoting more time to it. Of those who holiday shop at work, 43 percent spend an hour or more doing it – up from 42 percent from last year.

Employers aren’t taking this behavior lying down, however. More than half of employers (54 percent) say their organization blocks employees from accessing certain websites from work; however, employees are finding ways around this: Nearly half of employees (49 percent) use their personal mobile devices to shop –  up from 42 percent last year and 27 percent in 2014. Still, 11 percent of employers have fired an employee for holiday shopping at work.

What does this mean for you?

Despite your best attempts to block certain websites, monitor employees’ online behavior or ban personal shopping at work altogether, you may never be able to stop all of your employees from taking care of personal errands on the job. But giving employees the freedom to shop online – as long as it doesn’t interfere with their work – can actually be a boost to productivity. For one thing, it shows employees that you trust them, which is good for morale. It’s also been shown that taking breaks throughout the day to surf the internet can make employees more productive, because it gives them a chance to rest and re-energize.

So rather than trying to control employees’ behavior, try to manage it instead. Be candid with your employees, and let them know you understand it’s a busy time of year – both personally and professionally. Ask that they limit their personal business to lunch breaks, or consider letting them work remotely or have more flexible schedules, helping them foster a better work-life balance.

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28% of Workers Will Celebrate Thanksgiving with Coworkers

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

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

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

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

Family First

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

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75% Of Employers Have Hired the Wrong Person, Here’s How to Prevent That

November 17th, 2016 Comments off
background check

Ben Goldberg, CEO of Aurico

Going deeper than what you see in a candidate’s resume is becoming more and more crucial as the competition in the job market continues to stay fierce. Candidates resort to practices such as embellishing or misrepresenting themselves to appear attractive to companies that are hiring. Some trained HR professionals might spot these details, but many of these so-called facts may not reveal themselves until a thorough background check is performed.

According to a new CareerBuilder survey, the majority of employers (72 percent) background check every new employee before they’re hired, but more than a quarter (28 percent) don’t at all. Similarly, while many (55 percent) drug test employees, only one in five (20 percent) continue to once an employee has been hired.

Those who do background check are analyzing these aspects:

  • Criminal background: 82 percent
  • Confirm employment: 62 percent
  • Confirm identity: 60 percent
  • Confirm education: 50 percent
  • Check for illegal drug use: 44 percent
  • Check licensing: 38 percent
  • Credit check: 29 percent


Knowing as much as possible about your potential hires is crucial. After all, the individual you hire will have access to critical data and documents that belong to your organization. And, if you hire the wrong person, you’ll likely find yourself looking for ways to reassign the employee or working tirelessly to fit him or her into the organization in some other way. Rather than simply letting the employee go, you’ll owe it to him or her to spend time and money on training and ongoing reviews. Eventually, he or she may become a satisfactory employee for your business, but there’s also a chance it just won’t work out. Either way, that bad hire is a drain on resources.

The Cost of a Bad Hire

According to the CareerBuilder survey, 75 percent of employers said they have hired the wrong person for a position, and of those who had a bad hire affect their business in the last year, one bad hire costs them nearly $17,000 on average.

When classifying what makes someone a bad hire, employers reported these issues:

  • The employee didn’t produce the proper quality of work: 58 percent
  • The employee had a negative attitude: 52 percent
  • The employee didn’t work well with other employees: 51 percent
  • The employee’s skills did not match what they claimed to be able to do when hired: 49 percent
  • The employee had immediate attendance problems: 45 percent


Background checks can help employers avoid making a bad hire. Among those who had a bad hire, 37 percent said it was because the candidate lied about his/her qualifications. The price of a bad hire like this adds up in a variety of ways. The most common ways employers say a bad hire affected their business in the last year are:

  • Less productivity: 36 percent
  • Compromised quality of work: 33 percent
  • Affected employee morale negatively: 31 percent
  • Lost time to recruit and train another worker: 30 percent
  • Cost to recruit and train another worker: 30 percent


Conducting Better Background Checks

Although the phrase “background check” is common in HR vocabulary, are you doing the right things to keep your company out of trouble? Here are three tips to follow:

Establish a standard policy: Having a mandatory background screening policy for every employee in an institution, from entry-level to the c-suite, not only provides clear guidelines for security, recruiting and HR professionals, but also eliminates any appearance of inconsistencies when checks are made.

Don’t forget international background checks: The workforce has become more global than ever before, and it is a best practice to check the backgrounds of all applicants who were born, educated or have worked outside the United States.

Know the regulations: There are regulations at both state and federal levels. Some information, such as arrest records that did not result in a conviction, cannot be accessed via a background check. The Fair Credit Reporting Act sets national standards employers must follow when conducting an employment background check.

Want more information about how to perform effective background checks on job candidates? Check out Aurico. Earlier this year CareerBuilder acquired Aurico, a leading provider of background screening and drug testing serving U.S. and international clients. Today Aurico announced it has been named one of the nation’s top 13 employment screening providers on HRO (Human Resource Outsourcing) Today magazine’s 2016 Baker’s Dozen list. This recognition marks the fifth appearance on the list for Aurico.

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73% of Employers Would Negotiate Salary, 55% of Workers Don’t Ask

November 14th, 2016 Comments off
73% of Employers Willing to Negotiate Salary But 55% of Workers Don't Even Ask

“Show me the money!” is evidently NOT something a lot of job seekers are saying. According to new CareerBuilder research, a majority of employers in the U.S. (73 percent) say they would be willing to negotiate salary on an initial job offer. Still, more than half of workers (55 percent) do not even ask for a higher salary when offered a new position.

Employees who avoid the salary negotiation say they don’t even attempt it because they don’t feel comfortable asking for more money (53 percent), they are afraid the employer will decide not to hire them (48 percent), or they don’t want to appear greedy (38 percent).

In case you’re curious about the demographic breakdown, 48 percent of men said they would attempt salary negotiations with an employer versus 42 percent of women.

What Does This Mean For You?

Employers, don’t be afraid to have conversations about salary during a job interview —  even if it can be a bit awkward at times. Get comfortable with it! You don’t want to lose a great candidate because the topic of salary only came up at the last minute and you were nowhere near meeting their expectations.

Now, our survey showed that there are some occupations with notoriously higher turnover rates that rely on more part-time workers and are therefore less willing to negotiate than those that may require more education or experience. So for employers who are genuinely not in a position to offer a higher bid to the winning candidate, get creative about what else you can offer to round out the package.

For instance, you could consider offering one or more of the following perks or incentives in lieu of a higher salary to help you meet a candidate in the middle: vacation time, flexible work schedule, transportation allowance, tuition reimbursement, daycare reimbursement, a better title, a nicer office, etc.

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Job Satisfaction Among Employed Veterans is Dipping

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

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


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


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


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


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


Improving Satisfaction

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


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


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


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


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3 in 10 Employers Have Argued With a Co-Worker Over a Political Candidate

November 7th, 2016 Comments off
political debates

It’s hard to believe this election season is about to come to an end. It’s been contentious, to say the least, with supporters on both sides of the aisle having strong opinions about their own candidate – and the opposition.

It’s not surprising then that political debates have spilled over to the office: 3 in 10 employers (30 percent) and nearly 1 in 5 employees (17 percent) have argued with a co-worker over a particular candidate this election season, according to a recent CareerBuilder survey.

This brings up the overall issue of political correctness in the workplace, with many workers feeling that their freedom of speech is stifled. The survey found that half of workers and nearly 6 in 10 employers believe the workplace has become too politically correct in America, and 33 percent of employees are afraid to voice certain opinions because they feel they may not be considered politically correct.

What Does This Mean For You?

While there will be a new president-elect this week, political discussions – and disagreements – won’t likely disappear any time soon. So, it’s essential to have guidelines in place to keep workplace debates healthy. CareerBuilder’s Chief Human Resources Officer Rosemary Haefner suggests providing respect and dignity behavioral training to all employees, while emphasizing tolerance for different ideas, beliefs and needs. Haefner also says to ensure your harassment policies and harassment complaint system are made publicly available and that employees are trained in the process.

And remember that employees will follow leadership’s lead, so model the right behavior by creating a culture of open dialogue and mutual respect.

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Categories: industry news Tags:

3 Things You Should Know From the October 2016 Jobs Report

November 4th, 2016 Comments off
3 Things You Should Know From the October 2016 Jobs Report

Halloween may have come and gone, but the October jobs report – released this morning by the BLS – was by no means scary.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Numbers were slightly lower than expected, but the unemployment rate also dropped. Economists had predicted that today’s BLS job gains would be somewhere in the 170,000-plus range; but in reality the U.S. economy added 161,000 jobs in October.

Some reactions to the report: “Economists had forecast another report that was neither super-impressive nor terrible, and that’s what we got.”

However, it’s also worthwhile to note that an additional 44,000 jobs were added over the course of August and September, according to some new BLS revisions.

2. This is the last jobs report before the elections. So how might the candidates use this report to extract some talking points?

According to Business Insider:

As both presidential candidates make their final pitches to voters, they can pick data points in this report to advance their narratives. Hillary Clinton, the Democratic nominee, can point to the number of jobs that have been created during the recovery, the record 73 straight months of gains, and the drop in the unemployment rate to a postrecession low. Meanwhile, Donald Trump, the Republican nominee, can focus on the headline print that missed expectations and the 5.9 million people who still work part-time for economic reasons.

According to The New York Times:

While the final weeks of the presidential campaign seemed to be preoccupied with everything but the economy, Friday’s report from the Labor Department refocused attention – at least briefly – on the crucial bread-and-butter issue: jobs. For the candidates, the latest employment report …[allows] each side to offer its own distinctive narrative of the economy’s performance and prospects.

3. Wages appear to be stronger.

According to The New York Times:

Average hourly earnings rose 2.8 percent year over year, a level not reached since 2008.

According to The Wall Street Journal:

Hiring by U.S. employers remained healthy in October as wage growth accelerated to its strongest pace since the recession, signaling solid momentum in the labor market and broader economy just days before American voters elect a new president.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the September jobs report breakdown? It’s never too late to catch up on some economy-related reading.

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

November 3rd, 2016 Comments off
election boss

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

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

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

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

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

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

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

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

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29% of Workers Have Side Gigs

October 31st, 2016 Comments off
candidate behavior

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


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


What does this mean for you?

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


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

How Would Your Hometown Fare in the Zombie Apocalypse?

October 27th, 2016 Comments off

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

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

How it Works

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


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

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

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

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

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


The Results

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

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

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


Kansas City, MO 23.38 10.02 4.53 3.10 41.03


Salt Lake City, UT 8.29 18.61 10.49 3.62 41.01


Baltimore, MD 17.55 7.68 11.56 2.79 39.58


San Diego, CA 16.44 9.89 11.69 1.41 39.43


Seattle, WA 9.58 17.86 8.45 1.99 37.88


Denver, CO 7.82 20.03 6.39 3.58 37.82


Virginia Beach, VA 22.38 10.61 2.76 1.79 37.54


Hartford, CT 17.28 9.07 5.80 3.32 35.47


Minneapolis, MN 17.51 8.19 5.57 3.94 35.21


Indianapolis, IN 8.73 9.39 10.79 5.01 33.92


Richmond, VA 14.61 11.16 4.73 3.38 33.89


Grand Rapids, MI 0.08 9.73 2.08 20 31.89


San Francisco, CA 6.43 8.97 14.86 1.48 31.73


Portland, OR 3.71 13.41 6.35 8.01 31.48


Washington, D.C. 16.55 7.96 6.80 0 31.31


Sacramento, CA 8.80 12.29 4.77 4.99 30.85


Pittsburgh, PA 5.98 13.38 7.26 3.60 30.22


San Jose, CA 5.74 15.02 8.17 1.09 30.02


Raleigh, NC 7.70 12.22 4.89 4.18 28.98


Orlando, FL 9.44 9.55 3.53 6.03 28.55


Memphis, TN 14.07 2.96 5.15 6.26 28.43


Louisville, KY 11.56 6.76 2.03 8.04 28.39


Cleveland, OH 10.36 4.24 8.02 5.32 27.93


Birmingham, AL 9.84 6.73 5.29 5.51 27.37


Oklahoma City, OK 8.25 10.69 6.53 1.55 27.01


St. Louis, MO 13.96 8.24 2.99 1.62 26.81


Houston, TX 6.08 15.92 2.71 1.37 26.09


New Orleans, LA 13.55 8.85 2.12 1.23 25.75


Phoenix, AZ 12.81 7.39 1.96 3.44 25.59


Charlotte, NC 8.65 6.12 0.50 9.78 25.06


Las Vegas, NV 15.84 6.20 0.68 1.44 24.16


Columbus, OH 7.88 7.59 6.03 2.50 24.01


Providence, RI 8.82 5.37 4.19 4.85 23.23


Austin, TX 5.83 12.13 4.45 0.70 23.11


Cincinnati, OH 5.46 5.63 5.16 6.62 22.87


Rochester, NY 5.16 4.92 3.87 8.69 22.64


Nashville, TN 8.53 7.15 3.77 2.89 22.34


Milwaukee, WI 6.29 7.48 4.09 3.95 21.81


Dallas, TX 7.66 7.50 2.12 4.53 21.80


San Antonio, TX 9.88 4.27 1.95 5.48 21.58


Philadelphia, PA 8.53 1.18 7.46 3.90 21.07


Jacksonville, FL 11.40 6.04 1.63 1.27 20.33


Detroit, MI 2.03 14.50 2.10 1.32 19.94


Chicago, IL 9.74 0.63 2.34 6.73 19.44


Tucson, AZ 10.88 1.59 6.40 0.52 19.40


Buffalo, NY 10.23 3.35 3.38 1.83 18.80


Atlanta, GA 6.73 5.87 2.65 3.30 18.56


Miami, FL 12.67 1.10 1.57 2.78 18.11


Riverside, CA 4.44 4.99 0 7.30 16.72


Los Angeles, CA 7.37 0.68 3.89 1.70 13.65


Tampa, FL 6.07 2.33 2.97 1.52 12.89


New York City, NY 12.44 -10.08 4.33 1.99 8.69




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

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

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

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

What this means for you

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

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

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

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Should You Be Offering Workers ‘Unsick Days?’

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

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

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

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

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

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

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

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

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

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

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

October 17th, 2016 Comments off
increasing salaries

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

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

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

What Does This Mean for You?

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

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

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3 Things You Should Know From the September 2016 Jobs Report

October 7th, 2016 Comments off
3 Things You Should Know From the August 2016 Jobs Report


As election season heats up, the U.S. labor market continues to be a hot topic for both presidential candidates. But how much of what they say is actually true? Let’s take a look at the most recent jobs report to get an idea of where the economy really stands today.

Here’s the News You Can Use From Today’s Release:

  1. Job creation was lower than expected. While the U.S. created 156,000 jobs in September, and while economists had predicted higher gains of 176,000 jobs, this is no reason to panic.


According to The New York Times:

“As an election season marked by fears about jobs and wages enters the final stretch, the American economy looks more resilient than some campaign rhetoric might suggest.”

According to Business Insider:

“The increase in nonfarm payrolls was lower than expected. But it remained strong enough to indicate that the job market is still robust, with employers unable to find all the skilled workers they want to hire.”

According to MSNBC:

“Over the last 12 months, the overall economy has created 2.44 million new jobs, which is a pretty healthy number. What’s more, September was the 72nd consecutive month of positive job growth, which is the longest on record.”


  1. Labor force participation is up. The labor participation rate ticked up from 62.8 percent to 62.9 percent. What’s the significance of this number?


According to CNS News:

“At a recent news conference, Federal Reserve Chair Janet Yellen said the labor force participation rate has increased on balance since late last year, which ’shows a substantial number of people are being attracted into the labor market.’”

According to the Wall Street Journal:

“Workforce participation peaked in 2000 and is expected to decline further in the coming years due to demographic and other forces. But the measure picked up over the past year, a sign the tightening labor market is drawing would-be workers off the sidelines. That’s helped pin the unemployment rate in place despite continued employment gains.”


  1. Wages increased, too. Average hourly earnings for all employees on private nonfarm payrolls rose by 6 cents to $25.79 in September, while average hourly earnings of private-sector production and nonsupervisory employees increased by 5 cents to $21.68.


According to CNN Money:

“Pay checks are improving at a faster pace for Americans too. Wages grew 2.6% in September compared to a year ago. That’s not stellar wage growth, which is usually above 3%. But it’s better than the 2% growth — or less — seen for years during the recovery.”

According to the Wall Street Journal:

“After years of wage growth stuck around 2%, pay raises began to move higher in 2015 and into this year—outpacing the long-sluggish pace of price inflation.”

Looking at the overall economy over the past 12 months, the U.S. has created a healthy 2.44 million new jobs. What’s more: September was the 72nd consecutive month of positive job growth — the longest on record. We’re not out of the woods yet, however: The New York Times notes that “despite robust hiring in late 2015 and during much of 2016, notable pockets of economic weakness remain, more than seven years after the start of the current recovery.”

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the June, July and August jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

Staying Strong: Findings from CareerBuilder’s Q4 Forecast

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

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

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

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

Let’s take a look at some other highlights.

Wages on the incline

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

Retail is slowing, but still growing

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

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

West is best

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

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

Click here to download the full report.

Workers with Side Hustles Are an Asset to your Business

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

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

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

Workers taking side jobs are exactly who you would expect

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

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

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

Why are these workers an asset?

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

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


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

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U.S. Adding 7M Jobs by 2021, But Which Ones Will Grow the Most?

September 26th, 2016 Comments off

The U.S. is expected to grow 5 percent over the next five years, adding more than 7 million jobs by 2021, according to a recent study from CareerBuilder and Emsi.

As may be expected, however, some jobs will grow at a much faster rate than the average, while others will decline. Middle-wage jobs in particular (jobs that pay $13.84 – $21.13 per hour) will see slower growth than high- and low-wage jobs – at 3 percent overall.

Looking at some of the fastest-growing high-wage jobs (jobs that pay at least $21.14 per hour), software developers and computer systems analysts are both projected to grow 12 percent by 2021; among middle-wage jobs, medical assistants and customer service representatives are among the fastest-growing jobs (at 11 percent and 6 percent, respectively); meanwhile, home health aides are outpacing the rest of low-wage jobs (jobs that pay $13.83 or less) with 19 percent growth.

The study also outlines occupations in all categories that will see declines over the next five years, including postal service mail carriers, real estate agents, printing press operators, travel agents, door-to-door sales workers and sewing machine operators.

What Does This Mean For You?

As you consider the future of your business and the direction in which it is growing, understanding which jobs will see more demand and higher competition for talent – and, consequently, which jobs will see less – will help you as you create your recruitment strategy.

Get more details from the study here.

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66% of Candidates Wait Less Than 2 Weeks Before Moving On

September 19th, 2016 Comments off
candidate behavior

Think you can take your time filling that open position? Think again.

According to CareerBuilder’s 2016 Candidate Behavior study, 66 percent of job seekers say they’ll wait less than two weeks to hear back from an employer before considering the opportunity a lost cause and moving on to another. What’s more, 45 percent of job seekers say their biggest frustration is when employers don’t respond to them.

What Does This Mean For You?

In today’s candidate-centric world, you can’t afford to have an inefficient, slow-moving hiring process that leaves candidates in the dark. The best talent will have multiple opportunities or offers to consider, so you need to move fast in order to beat out the competition.

Investing in the right technology can help you recruit faster, easier and more transparently to ensure you don’t miss out on top candidates.

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

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

September 12th, 2016 Comments off
candidate behavior

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


What does this mean for you?

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

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


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



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CareerBuilder Acquires WORKTERRA

September 6th, 2016 Comments off
CareerBuilder Acquires Workterra

Here at CareerBuilder, we’ve never shied away from change. Over the last few years we’ve evolved from a job board to a global HR SaaS organization, and today we’re taking another important step: We’ve acquired WORKTERRA, a leader in cloud-based benefits administration and talent management.

What does this mean for you?

While you’ve been able to rely on us for your talent acquisition and pre-hire needs, you can now look to us for your post-hire solutions, too. Last year we introduced Talentstream Recruit, a pre-hire platform that lets you post to 7,000 job sites and social media outlets, access 100 million candidate profiles, build optimized career suits, manage recruitment workflow and more. It allows you to manage the entire pre-hire experience from one interface. With WORKTERRA, we’ll be able to help you complete the entire candidate experience, from sourcing to employment.


WORKTERRA’s solutions help employers manage the employee lifecycle, including onboarding, benefits administration, wellness and compliance. These solutions are within a single configurable system that requires one login. WORKTERRA was founded 10 years ago, and today its system houses more than 600,000 employees.

“This acquisition is a defining moment because it enables us to step beyond recruitment and become an end-to-end human capital management firm,” says Matt Ferguson, CEO of CareerBuilder. “Working together, we will bring an unprecedented scope of innovation to market that will solve critical issues clients face in hiring, developing and managing employees.”

“We’re excited to become part of a company that is known for having a strong brand and superb technology and customer service,” says David Rhodes, CEO of WORKTERRA. “WORKTERRA’s and CareerBuilder’s solutions will perfectly complement one another and bring more options, efficiencies and value to our clients for both the pre-hire and post-hire side of business.”

In the coming weeks we’ll have more updates on what you can expect from CareerBuilder and WORKTERRA and how it can simplify your talent acquisition and HR efforts.


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3 Things You Should Know From the August 2016 Jobs Report

September 2nd, 2016 Comments off
3 Things You Should Know From the August 2016 Jobs Report

Like the weather in some parts of the country, U.S. payrolls cooled a bit in August as the new BLS jobs report numbers — released this morning — came in lower than economists were expecting.

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. Job gains slowed down in August. Economists had predicted that today’s BLS job gains would be somewhere in the 180,000 range. In reality, the 151,000 additional jobs came up short by about 29,000. To put that in context, more than 270,000 jobs were added in each of the prior two months. So what does this mean for the probability of a rate hike?

According to CNBC:

“We had a couple above numbers in the last two months. This is a below-average number,” said Jeff Kleintop, chief global investment strategist at Charles Schwab. “All that suggests the job market is OK, but it probably does put September off the table” for an interest rate hike.

2. What about wages? While there is progress being made on the wage front, the pace of growth has still been weaker than expected.

According to Business Insider:

Average hourly earnings rose 0.1% month-on-month, less than the 0.2% forecast, and increased by 2.4% year-on-year (versus 2.5% expected). Pantheon Macroeconomics’ Ian Shepherdson noted in a preview that when the survey week precedes the 15th of the month — payday for many people — some employers fail to report earnings.

According to The New York Times:

The jobless rate has been halved in the last seven years and consumer spending remains strong, but wages have only recently begun a slow climb.

According to The Wall Street Journal:

…annual growth slowed from 2.7% the prior month, the best gain in seven years. The slower growth could reflect the mix of hiring in August tilting toward typically lower-paying fields.

3. There’s just something about August. According to CNBC:

August has been a notoriously volatile month for the jobs numbers. The previous five reports have been revised upwards by an average of 71,000. In 2011, the initial report was zero, which later was revised up to 107,000. Goldman Sachs economists attribute the statistical noise to the start of the school year.

According to Bloomberg, which calls it the “August Curse”:

The payrolls data were contending with a pattern of August disappointment, with the survey median overshooting the first print for the month in each of the last five years, by an average 47,000. Low response rates in a popular vacation month and difficulty adjusting for seasonal effects at the start of the school year could be to blame.


Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the MayJune and July jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

15 Reasons We Literally Couldn’t Live Without HR

September 1st, 2016 Comments off
14 Reasons We Literally Couldn't Live Without HR


In the spirit of Labor Day – a holiday dedicated to the labor movement that honors the social and economic achievements of American workers – we at CareerBuilder are taking the opportunity to thank those in human resources for all you do. You’re the people behind the people: The champions of labor. You make a tremendous impact not only on the workforce as a whole, but also on the lives of individuals and their families, by providing them with jobs. You’re the engine that drives the success of businesses everywhere and stocks them with the best talent. In short, businesses literally couldn’t run without you.

Here are 15 reasons we’re thankful for all of the amazing HR and talent acquisition people in our lives:

    1. You make sure hiring managers are in touch with the right talent.

2. You know compliance laws inside and out.

  1. You practically bought us that treadmill desk.

  1. (That may have been a mistake.)

  1. You know what to do when someone crosses the line.

6. You listen to our problems.

7. Three words: Employee review time.

8. You make it rain, ALL THE TIME.

9. You save us from even the messiest situations.

10. You know how to conduct a killer interview…

11. And you know when to shut one down.

12. You make sure being the “new kid” doesn’t feel so lonely.

13. You understand that sometimes, cupcakes are the only right answer.

14. You practically wrote the employee handbook.

15. You fight for what’s right.

Pay it forward this Labor Day: Share this with an HR or talent acquisition professional who’s helped you along the way.

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

6 #MondayMotivation Tips to Get You Through the Week

August 29th, 2016 Comments off

Did you wake up this morning in a panicked sweat because you realized the weekend is officially over?

Mondays ain’t easy, but with a little #MondayMotivation, it may just become your favorite workday of the week (after Friday, Thursday, Wednesday and Tuesday of course).

Here are 6 pieces of oh so sage #MondayMotivation advice to get you through to the weekend:

  1. As long as you start your day with a strong cup (or several cups) of coffee, you’ll be unstoppable.


  1. Tune into a podcast or listen to music on the way to work to help clear your mind.


  1. Challenge yourself to save money all week by only eating meeting leftovers. (Hold your head up high while you shove your co-workers out of the way for that everything bagel.)


  1. Reimagine that daunting stack of resumes as a juicy novel you just can’t wait to read.


  1. Have a meeting you’re dreading (like, say, that one about recruitment budget)? Just power pose your way through it.


  1. The sooner you accept the fact that Mondays are here to stay, the easier it will be to handle them.
What gives you #MondayMotivation?

3 in 4 Workers Live Paycheck to Paycheck

August 29th, 2016 Comments off

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

What Does This Mean For You?

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

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


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

7 Things Giving Recruiters That #FridayFeeling

August 19th, 2016 Comments off
6 Things Giving Recruiters that #FridayFeeling

In the wise words of Loverboy, everybody’s working for the weekend. And whether you’re a recruiter lookin’ for a little romance or a second chance, here are 7 things to get you psyched that it’s FRIDAY:

  1. Suddenly remembering your next vacation is around the corner…

  1. Managing NOT to spill coffee on yourself this morning on the way to work, but knowing that if you do it’s NBD because you can stain treat that dress alllll weekend long if you like…

  1. Getting a job offer acceptance from your best candidate prospect…

  1. Discovering your recruitment emoji spirit animal and immediately mass sending it to all your co-workers…

  1. Peeking again at the latest job growth numbers (hint: they’re real, and they’re fabulous)…

  1. Finding out your job security is looking pretty, pretty, pretty good right now…


  1. Posting all your open positions before the clock hits 5…


What’s giving YOU that #FridayFeeling today at work?


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13 Bizarre Things Candidates Have Done In Job Interviews

August 18th, 2016 Comments off
Most Unusual Things Candidates Have Done in the Interview

For many job candidates, interviews are one of the most nerve-wracking experiences they will face. It’s not surprising, since there is often a lot on the line: the job of their dreams, the ability to make their next mortgage/rent payment, or regaining a lost sense of self-esteem. With so much at stake, some candidates are doing some creative and crazy things to make sure they’re not forgotten.

CareerBuilder just released its annual survey of the most outrageous interview mistakes candidates have made, according to more than 2,000 hiring managers and HR professionals nationwide.

These are some of the most unusual tactics job seekers used to stand out – but not always for the right reasons:

  1. Candidate had a priest contact the hiring manager and ask for the candidate to be hired.
  2. Candidate bought a first class upgrade to sit next to the hiring manager on a transatlantic flight.
  3. During the month of October, a candidate came dressed in a costume for Halloween.
  4. Candidate’s wife made homemade lavender soap bars for the hiring manager as a thank you for taking the time to interview the candidate.
  5. Candidate asked the hiring manager to share an ice cream cone.
  6. Candidate sent a pair of embroidered socks with a note saying he would “knock the company’s socks off” if hired.
  7. Candidate showed up in his camp counselor attire with some of the children from the camp he worked for to show his leadership capabilities.
  8. Candidate sent a shoe with a flower in it as a thank you after the interview. The note said: “Trying to get my foot in the door.”
  9. Candidate mailed the hiring manager money in an envelope.
  10. Candidate arrived to the interview in a white limo, an hour early, dressed in a three-piece suit. The position was middle-wage and had a required dress code of khakis, company button-down and black shoes.
  11. Candidate kissed the hiring manager.
  12. Candidate gave the hiring manager a book on a subject he knew she enjoyed.
  13. Candidate wore a tie that had the name of the company he was interviewing with on it.


Maybe these candidates are nervous or think hiring managers would appreciate honesty — or maybe they just have no boundaries. Whatever the reason, their tactics aren’t recommended.


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

3 Things You Should Know From the July 2016 Jobs Report

August 5th, 2016 Comments off
3 Things You Should Know From the July 2016 Jobs Report

For the second month in a row, the BLS released a jobs report that exceeded expectations. The new July report, released this morning, showed a total of 75,000 more jobs than economists were expecting (255,000 vs. 180,000 expected).

As you may know, following each month’s BLS jobs report, we read dozens of news reports, scour the web, and break what we find down to three key talking points you can use. Whether you’re taking a break at the office water cooler or conversing with peers in the industry, you’ll have three conversation starters in your pocket.

Here’s the News You Can Use From Today’s Release:

1. What do today’s numbers mean in relation to the big economic picture? Here are some reactions from leading news outlets:

According to The Wall Street Journal:

The U.S. labor market in July capped off the best two-month stretch of hiring so far this year, a sign of strength for an economy that has been showing mixed growth signals in recent months.

According to CNBC:

“This was another strong report that checked most, if not all of the significant boxes,” said Curt Long, chief economist at the National Association of Federal Credit Unions. “The labor market should remain strong as long as consumers maintain their robust spending pace.”

Here are some reactions from Twitter:

2. The labor force participation has increased. But what does that mean?

According to Business Insider:

The labor-force participation rate rose to 62.8%. It was being closely watched again to gauge whether a record number of job openings drew people into the labor force. The rate has steadily declined in recent years, partly because of baby-boomer retirements. But at the same time, there are fewer people outside the labor market finding jobs — suggesting that the economy is near or at full employment.

3. What about wages and the Fed? Wages haven’t really been the bright spot in previous reports, but there has recently been slight progress on that front.

According to Marketwatch:

The much stronger than expected increase in new jobs also raises the odds that the Federal Reserve might raise interest rates as early as September. The central bank held off after job creation appeared to slow in May.

According to The New York Times:

June’s gains were revised upward by 5,000 jobs, and May by 13,000. The combination of better gains in the spring and July’s jump in hiring suggest that the Federal Reserve may take a fresh look at raising interest rates when it meets in September.

Don’t miss the jobs report buzz! Follow us on Twitter @CBforEmployers and live tweet with us starting at 8:30 a.m. EST on the first Friday of every month as part of #JobsFriday.

Did you miss the AprilMay and June jobs report breakdowns? It’s never too late to catch up on some economy-related reading.

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

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

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

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

What Does This Mean For You?

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

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

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

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

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

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


Who’s Putting in Extra Work?

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

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


Next Generation of Workers

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

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

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


Technology’s Influence

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

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


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

The Newest Trends From SHRM 2016 You Need to Know About

July 12th, 2016 Comments off
Trends From SHRM 2016 You Need to Know About

You may recognize the names Steve Browne, Matt Stollak and Craig Fisher. Some of them led sessions at the SHRM 2016 Annual Conference and Expo in Washington D.C., and they are each innovating and shaking up the industry for the better.

Steve Browne, an HR professional for more than 25 years, is the executive director of human resources for LaRosa’s, Inc., a regional pizzeria restaurant chain in Southwest Ohio, Northern Kentucky and Southwest Indiana. Matt Stollak is an associate professor at St. Norbert College who teaches courses that cover all aspects of human resources, which includes his world-famous business statistics class. Craig Fisher, head of employer brand at CA Technologies, is the author of Inbound Recruiting, as well as a popular keynote speaker at tech, social media, HR/recruiting, and sales conferences worldwide.

We chatted with these HR heavyweights to understand the biggest takeaways from SHRM as well as get their take on where HR is headed and what you should be focusing on right now.

What are the biggest trends you noticed at SHRM?

Steve Browne: The biggest trend I noticed is that people want to know the purpose and mission of their work. They want to know the “why.” They get the “what” and “how,” but the “why” is missing. It’s missing in HR as a field and in organizations. However, the employees are seeking this context and expect it — especially from HR.

Matt Stollak: SHRM 2016 demonstrated that new HR is still the old HR. A significant amount of breakout session time was dedicated to the same subjects that could have been featured at a SHRM conference five years ago. At the same time, if you were able to escape the regular sessions and go to the SMART Stage or the pop up sessions at the Social Solutions booth, many of the SHRM bloggers and other speakers were providing cutting-edge ideas on both personal and professional development.

Craig Fisher: The focus this year seemed slightly less techy than in years past.

What surprised you the most — either from other sessions you attended or discussions that you had?

Steve Browne: I’m surprised by how HR continues to lag on some key issues. People are just starting to embrace looking at people as talent and also understanding that branding and engagement are a reality. HR practitioners want to be involved and lead efforts around these topics, but they’re still looking for mechanisms to do that consistently.

Matt Stollak: It was nice to see SHRM take a proactive stance toward Snapchat and podcasting. Given how hesitant SHRM was to embrace social several years ago, it was a welcome change. SHRM was looking to diversify how individuals consume the conference experience. For those HR professionals not able to attend, these options provide an opportunity for individuals to see what they might be missing and be enticed to attend in the future. For those in D.C., it enabled them to get a different perspective or catch up on a topic they might not have been able to fit in. It may also have convinced a few individuals to bring back that experience to their own workplace as a way to improve branding or look to capture a different audience for their organization.

What is one key takeaway from SHRM that HR professionals need to know about now?

Steve Browne: Employees want you to acknowledge them and what they do for your organization on a regular basis. This isn’t a generational issue — it’s a human issue. The days of waiting six months to a year to tell employees how they are performing are gone. HR has the chance to redefine this key aspect of the workplace, and I hope they do.

Matt Stollak: While the emphasis is often on learning and earning recertification credits, the real takeaway from SHRM is always the networking and reaffirmation of the friendships you’ve gained over the years of attending. Whether it is reconnecting or meeting someone in real life for the first time, the laughter and new insights gained from colleagues is the true value.

Craig Fisher: Although the footprint of HR tech at SHRM 2016 seemed a bit smaller this year, the indication is that there is some consolidation in that sector. The last couple of years has shown many smaller tech firms merging with larger ones to create a more robust offering. That’s good news for HR leaders hoping to create a great candidate experience for job seekers, and a smooth customer experience for internal employees and new hires.

Follow Steve Browne, Matt Stollak and Craig Fisher on Twitter for more HR news and insights. And if you’re looking to rethink your candidate experience and make better hires, this will help.

Hiring Through 2016 Will Stay Steady, But the Skills Gap Persists

July 7th, 2016 Comments off
businessman in the modern office looking at city

Hiring trends in the back half of 2016 will look similar to the second half of last year, with one notable difference: higher wages.

Based on CareerBuilder’s Midyear Jobs Forecast, more than half of employers plan on raising current employees’ wages, and 39 percent will begin offering higher starting salaries in the next six months.

These rising wages are driven largely by competition for talent. Employers are still looking to hire at the same rate as last year, but the supply of qualified candidates isn’t meeting the demand. Monthly hires continue to lag behind job postings, leading 70 percent of human resources managers to say their companies will need to offer higher compensation in order to attract and retain the talent they need.

Increased wages aren’t the only strategy employers are turning to in order to bring in new talent amidst the heightened competition. The forecast found that 1 in 6 employers plan to hire more recruiters over the next six months.

Technology-based roles are fueling much of the competition for talent. Many of the in-demand roles for which employers say they’re recruiting in the back half of the year involve capitalizing on emerging technology:

  • Cloud technology – 12 percent
  • Mobile technology – 11 percent
  • Social marketing – 11 percent
  • Providing a good user experience – 11 percent
  • Developing apps – 9 percent


While we’re going to see a more noteworthy change is in wages, our data show that the overall U.S. job market is likely to experience very similar hiring over the next six months to what we saw this time last year.

In fact, all three of the major hiring statistics tracked by the annual Midyear Forecast are within 2 percentage points of last year’s results:

  • 50 percent of employers plan to hire full-time, compared to 49 percent last year
  • 29 percent of employers plan to hire part-time employees, on par with 28 percent in 2015
  • 32 percent of employers plan to hire temporary or contract workers, down slightly from 34 percent last year


The 2016 Midyear Jobs Forecast reflects an encouraging level of confidence among employers, but at the same time demonstrates the persistence of the skills gap. When the demand for a set of job seeker skills continually outpaces the supply, employers should remember that higher wages and larger recruiting teams aren’t the only tools at their disposal. By investing in the reskilling of current workers or training new hires, employers can effectively create the right worker to fill those open positions, rather than wait for the perfect candidate to come along.

The Occupations Americans Can’t Live Without

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

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

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

Farmers, Ranchers, and Other Agricultural Managers

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


Water and Wastewater Treatment Plant and System Operators

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



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


Construction Laborers

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


Electrical and Telecommunications Line Installers and Repairers

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


Refuse and Recyclable Material Collectors

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


Police and Sheriff’s Patrol Officers

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



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


EMTs, Paramedics and Ambulance Drivers

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


Registered Nurses

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


Military Occupations

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


Heavy and Tractor-Trailer Truck Drivers

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


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

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

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

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

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

Daily expenses: Where do workers spend their money?

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

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

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

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

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

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

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

Cutting down the cost of going to work

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

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

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

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