We at CareerBuilder have created this e-book for you, the employer.

• For the small bait and tackle shop owner, as well as the restaurant franchise owner.
• For the small tech firm, as well as the Fortune 500 corporation.

Because while your recruitment needs may be vastly different from every other business, you still do have recruitment needs. And whether you are concerned with getting less application drop-off, building a stronger employment brand, delving into the world of social media, providing more training opportunities for your employees, or a myriad of other challenges, CareerBuilder’s team of experts can help you isolate and tackle the specific areas of concern in your recruitment process and move forward to meet your next challenge with confidence and ease.

Use this e-book to discover our best tips around:

• Recruitment benchmarking
• Talent intelligence
• Compensation strategy
• Employment branding
• Social media recruitment/ social recruiting
• Employee engagement and retention
• Candidate attraction
• Recruitment process optimization
• Employee training
• Succession management
• Employee onboarding
• Interview questions
• …and more!

Download CareerBuilder’s Ultimate Recruitment Guide e-Book, our brand new how-to-hire guide stocked with the latest tips and advice – and designed to address your unique recruitment needs today.

Amid news of strides toward economic recovery and growth in 2010, organizations are still facing a myriad of staffing challenges this year, according to a new CareerBuilder survey conducted in November 2009 among more than 2,700 employers. Employers listed a number of factors with which they are struggling — covering everything from handling worker burnout to strengthening their employment brand. In looking at employers’ responses, it’s also evident that many of these challenges are interconnected.

What are survey respondents’ top five staffing concerns?

1. Providing competitive compensation (34 percent)
2. Maintaining productivity levels (33 percent)
3. Retaining top talent (31 percent)
4. Worker burnout (30 percent)
5. Providing employees opportunities for upward mobility (25 percent)

Ten percent of employers also expressed concern about the difficulty of strengthening their company’s employment brand after layoffs or cutbacks.

Despite these challenges, it appears that many employers are determined to find ways to keep talented employees on their payroll. Among them:

• Offering more flexible work arrangements (28 percent)
• Investing more into training (21 percent)
• Promising future benefits like raises or promotions when the economy picks up (18 percent)
• Offering more performance-based incentives like trips and bonuses (16 percent)
• Providing higher salary without the title (11 percent)
• Providing both higher title and salary (10 percent)
• Providing higher title without the salary (7 percent)

Only 6 percent of employers responded by saying they haven’t been able to hold on to top talent.

“Retention is just one area that companies will need to address to maintain and grow their businesses this year,” said Jason Ferrara, vice president of corporate marketing for CareerBuilder. “Having the right people on board is a top concern. Our survey found that forty percent of companies are concerned about top workers leaving their organization in 2010 and that nearly one in five think morale at their company is poor. At the same time, companies have their eyes on future hiring challenges, especially as the economy moves into recovery.”

What do you anticipate as your biggest recruitment challenge this year?