Could this be a good sign? CareerBuilder’s latest nationwide survey, released today, shows that small businesses will be hiring in the second half of 2010. Considering small business is one of the major drivers for economic recovery and job growth, I think the answer’s a definite …hopefully?
Findings from the survey of more than 1,300 employers in businesses with 500 or fewer employees indicate that in the second half of the year, 32 percent of companies with 500 or fewer employees plan to add new employees. Twenty-four percent of companies with 50 or fewer employees said the same.
Seeing these plans for growth mean not only good things for small businesses, but should come as good news about the state of the economy overall. In a statement for the press release, Brent Rasmussen, President of CareerBuilder North America, said, “Historically, it has been the small business sector that has created the most jobs at the end of an economic downturn, allowing the overall job market to bounce back faster.”
And according to the U.S. Small Business Administration, small businesses employ just over half of all private sector employees, account for more than half of nonfarm private gross domestic product, and have generated 64 percent of net new jobs over the past 15 years.
Okay, not every professional eats the healthiest things imaginable (or is free of legal troubles, for that matter) — a la competitive hot dog eater Takeru Kobayashi. However, according to the results of a new CareerBuilder survey of more than 4,400 workers, many folks are reaching less for the potato chips and more for the straight-up potatoes; less for the cigarettes and more for the treadmill. What gives?
The economy has trickled down into many areas of our lives, and our eating habits may be one of the biggest — if somewhat overlooked — of them. While the negative effects of our economy may be a bitter pill to swallow, it looks like our health is getting a boost. Largely because of tightened funds, workers are making more healthy choices — including packing lunches, smoking less, and walking more.
Let’s break it down fast. (Get it? Breakfast?):
47 percent of workers report they are packing a lunch more often to save money or eat healthier.
44 percent of workers who smoke said they are more likely to quit smoking given the state of the economy.
One-in-five workers (21 percent) have already decreased the number of times they smoke during the workday — and 20 percent have quit altogether.
And while healthier habits may be fueled by economic hardship, it may have been the trigger many of us needed to start taking a closer look at our personal health habits — and make habit-forming changes.
“Economic stress over the last year has caused some workers to reflect on their habits, and many of them have turned to healthier routines,” said Rosemary Haefner, vice president of human resources for CareerBuilder.
“In addition to helping cut personal costs, employees who limit their smoking and lunching out habits are taking better care of their overall health. This type of ‘better-for-you’ behavior can be encouraged by companies who implement wellness programs, healthy living challenges or smoking cessation support.”
HOLD. THE. CHEESE PUFFS.
Like most feel-good stories, this one has a dark side, too. While it’s true that many workers are taking the higher healthier road, it’s also true that heavier workloads and added stress associated with a downsized place of employment may have other workers taking a different, more hermit-like, direction.
Lunch breaks — what are those?
If you ask a co-worker “What’s the weather like today?” because you haven’t seen the light of day since dawn and your body has been molded to your chair, you’ll probably relate to the following:
Nearly one-third (32 percent) of workers report they take less than a half hour for lunch, while 5 percent take less than 15 minutes.
One-in-ten never take a lunch break, and 16 percent report they work right through their lunch hour.
Nearly one-in-five (18 percent) typically don’t leave their desks during their lunch break and eat in their workspace 5 days a week.
So, where do employers weigh in?
Whether your employees are going for a carrot-eating world record or reaching for that candy bar (and eating it at the desk from which they don’t move all day), do you as an employer have a right — or a responsibility — to get involved and attempt to influence your employees’ decisions?
Poor employee health has been pointed to as one of the biggest challenges to maintaining affordable benefit coverage. And with new health care reform going into effect, many businesses, particularly smaller ones, will likely be affected, as they may be penalized for not providing health care benefits to their workers. With more businesses who don’t currently offer benefits soon be incentivized to provide them (or penalized if they don’t), what will the effect be on employees? Will there be more of a Big Brother-like trend of keeping employees healthy to keep costs down?
In the “YES” camp
Many of you appear to be promoting employee wellness for various reasons, from what you’ve recently told us. Many companies don’t hide the fact that they are deeply involved in employees’ health not only because it makes their employees healthier and happier, lowers stress, and promotes team spirit — but also because it benefits the company’s bottom line. And as a recent New York Times article points out, 50 to 70 percent of the nation’s health care costs are preventable — which means company wellness initiatives could in fact help prevent employees from costly medical procedures. All good things, right?
In the “NO” camp
Well, not so fast. Although corporate wellness programs help companies keep insurance costs down while assisting employees in getting more fit, many people argue that employees’ lifestyle choices shouldn’t be dictated by their employer — and that it’s really none of their business. In addition, by rewarding employees who choose to participate in wellness initiatives, “unhealthy” employees may in effect be punished. For example, although Whole Foods has quite a robust benefits program, Whole Foods CEO John Mackey, in a since controversial move, decided to give his employees discounts on health insurance and Whole Foods products if they maintained lower readings for measurements like body mass index (which many people argue is a poor indication of health). While that’s great for employees who manage to stay within the company’s standard of health, what about those who don’t? Or is everyone motivated to get healthier on this type of plan?
So, which camp are you in?
It’s clear that this is a complicated issue, to say the least. There are pros and cons to both sides, but it’s helpful to everyone to keep the conversation going. If you are considering getting involved in wellness as an organization, we’ve rounded up seven habits of highly successful wellness programs to help. And if you’re not, well, we’d love to hear why.
This Sunday is Father’s Day, and while it’s a great excuse to spoil dads everywhere with the latest gadgets, grill supplies, or bacon of the month club memberships, a little extra quality time with Dad might be in order this year, in light of results from CareerBuilder’s annual Father’s Day survey.
Survey results among 800 working fathers who are employed full-time showed that a still-struggling economy is causing many working dads to experience more stress, more work — and, not surprisingly, less time spent with their families.
Why the stress?
One in ten working dads said their spouse or significant other has become unemployed in the last 12 months, with 50 percent of those dads indicating it’s causing stress at home.
Forty-two percent of working dads said they are the sole providers in their household
Nine percent of working fathers say they have taken on a second job in the last 12 months to provide for their family.
Office overtime on overdrive
As many of you know firsthand, leaner staffs have led to fewer people handling a higher volume of work. This has made it more difficult for working fathers to achieve a healthy work/life balance, as many are stuck at the office working longer hours — and less time with their kids.
But just how many hours?
Sixty-three percent of working dads said they work more than 40 hours per week.
Three in ten (31 percent) working dads who take work home reported they typically bring work home five days a week or more.
Thirty percent bring work home on the weekends.
And how much less time with their kids?
Close to four in ten (37 percent) of working dads said they spend two hours or less with their children each work day.
More than three in ten (35 percent) reported they missed two or more significant events in their child’s life due to work in the last year.
How to be a better juggler
These are bleak statistics, but as Mary Delaney, one of CareerBuilder’s own busy working mothers, has said, there are things you can do to better balance work and family. and now, Jason Ferrara, VP Corporate Marketing at CareerBuilder and a father of two, shares his tips for working dads everywhere to better manage the delicate balancing act of providing for one’s family — and being there as a partner and a father.
“Especially in tough times, working dads have to be more creative and strategic to successfully juggle both work and family commitments,” said Jason Ferrara, VP Corporate Marketing at CareerBuilder and father of two. “Employers understand the importance of working dads’ time away from the office and continue to place an emphasis on work/life balance through benefits that encourage employees to better manage their schedules. However, year over year, we find that nearly half of working dads do not take advantage of the flexible work arrangements offered to them.”
I’m not suggesting getting Dad a juggling set for Father’s Day (though I’m not not suggesting it, either), but the following tips are designed to help working Dads more effectively juggle their professional and personal lives. After all, although our multitudes of work and life commitments won’t necessarily go away, learning to prioritize them is a strong start.
Ferrara recommends the following tips for working dads navigating through difficult economic times:
Keep everyone in the mix. Remember that communication is a two-way street. Besides just listening to what is going on in your family’s lives, talk about what is going on in your office, so everyone understands why you are away or have to do some work when you are home.
Learn to say no. In addition to actual work, sometimes activities associated with your job can take a toll on your free time. Determine what additional activities you can turn down and which are necessary so that you can free up more of your time outside of the office.
Develop a master family calendar. Add every family member’s schedule to one master calendar so there are no surprises. Also, save vacation days for important events and talk to your supervisor about flexible work arrangements.
Play now, work later. Put down your Blackberry and avoid checking e-mails until after your children have gone to sleep.
Plan a family event in your office. Take advantage of the summer months when school is out and the office may be less hectic by scheduling a kid-friendly potluck or other event with co-workers and their families.
What’s worked for you?
Do you have a solution that’s helped you better manage your work and family lives to add? Let us know in comments — We’d love to hear about it!
Would you hire this guy? Would he think you would hire him because he’s wearing a funny hat and glasses and has the confidence of 1,000 vuvuzela-blowing fans at a World Cup game? He just might: As we’ve mentioned in the past, job seekers tend to do some unconventional things in hopes of getting a job — and although we’re starting to dig ourselves out of the recession, recent economic times have still led some job seekers to resort to, shall we say, unusual measures to try to stand out from the competition. And those unusual measures just may be working.
Unusual Job Tactics — Trend on the Rise?
Nearly one-quarter of hiring managers (22 percent) reported in a new CareerBuilder survey that they are seeing more job seekers try unusual tactics to capture their attention this year compared to last year. This is up from 18 percent of hiring managers who said the same in 2009 and 12 percent in 2008.
“While we are seeing positive signs in the job market as employers gradually add headcount, competition is still high for open positions,” said Jason Ferrara, senior career adviser at CareerBuilder.
“As a result, more candidates are turning to unconventional tactics to attract the attention of hiring managers. While these tactics may work occasionally, they still need to be done with professionalism. That way, candidates are remembered for what they can offer an organization and not just for an unusual antic.”
When Strange May Actually Be Smart
While doing strange things to get a job may have gotten a bad rap in the past, it’s not all “Thanks for your time; these gentlemen will escort you out” on the employer end. Some hiring managers look at candidates who think outside the interview walls and see an innovative new employee in their future; nearly one-in-ten (9 percent) said they have hired someone who used an unconventional tactic to get their attention.
But what really works and what flops? As Ferrara mentioned above, candidates are wise to show what they can offer to an organization when considering an unusual approach. Otherwise, it’s just an empty attention grabber — and employers will likely see through it right away.
When asked what unusual job tactics made them go from “Whaaaa?” to “You’re hired,” here are some incidents they shared:
Candidate brought in a DVD of his former boss giving him a recommendation.
Candidate applying for a casino table game position came into my office and started dealing on my desk while pretending to talk to players, which showed me her guest service skills.
Candidate sent in a letter that explained how to solve an issue our company was having with a certain type of technology.
Candidate who was a prospective teacher brought in a box of props to demonstrate her teaching style.
Candidate came prepared with unique business cards featuring our logo and a self-introduction brochure.
Candidate wrote a full business plan for one of our products with his resume submission.
Candidate created a full graphics portfolio on our brand.
Have you had a job seeker try to get your attention by doing or saying something out of the ordinary? Did it work?
According to the survey of nearly 4,800 workers, 56 percent of workers say they are more in need of a vacation in 2010 than they have been in past years. With less anxiety over job stability and the economy, 36 percent say they feel more comfortable taking a vacation this year than they felt in 2009.
Not only are they more likely to take a vacation, but workers say they’re taking longer vacations, too, with 23 percent saying they plan to take a week off this year (up from 19 percent who said the same last year) and 12 percent will take off two weeks or more.
And while 21 percent of workers say they still can’t afford a vacation this year, that’s slightly less than 25 percent who said the same in 2009. (Hey, a slight decrease is still a decrease – we’ll take it!)
Beach BlackBerry Bingo While employees are a little more lax about taking time away from the office, many still plan – and are expected by their bosses – to check in while they’re away:
49 percent of employers say they expect employees to check in with the office while they are away (down slightly from 50 percent who said the same last year)
37 percent indicated that checking in would only be necessary only if they are working on a big project or there is a major issue going on with the company (down from 40 percent who said the same last year)
And where 28 percent of workers said they planned to contact the office during vacation regardless last year, slightly fewer workers – 25 percent – said the same this year.
Companies Need Employee Vacations, Too Rosemary Haefner, vice president of human resources at CareerBuilder, says that it is to a company’s benefit when workers take advantage of their vacation benefits. “Utilizing time off to recharge batteries is even more important today as staffs have shrunk over the last 18 months and workers are dealing with added responsibilities and pressure,” she says.
Now that it’s prime time to schedule some days off, help ensure that your employees’ time off is a true break from the office:
Encourage your employees to take advantage of their vacation benefits. They’ll appreciate that you’re looking out for their best interests – and the time off…and that can only improve morale.
Encourage your employees to check in with one another – If you are operating with smaller staffs, having more than one person out of the office can negatively impact productivity. Ask that your employees be flexible with one another and work together to schedule vacation time before booking anything.
Encourage your employees to plan ahead – Give yourself – and your vacationing employees – peace of mind by planning for the unexpected. Before they leave, encourage your employees to start keeping a record of important information, key contacts and deadlines that will come up while they are gone and give it to a coworker they have trained to fill in for them while they are gone.
Lead by example – If you are a supervisor, you should go through all the steps of planning and executing a successful vacation away from the office. That way, your workers will be more comfortable doing the same.
Seeing more co-workers stuffing large quantities of cupcakes left after meetings into their purse, or frantically kicking the vending machine to try to trick it into giving them two candy bars? Hopefully not, because that would be messy and violent, respectively — but if you’re eating a little more and are seeing everyone around you do the same, you may be happy to know there’s a reason for all the eating madness: Work stress and economic pressure.
The combination of these two negative forces seems to be a factor in the U.S. labor force’s weight gain, according to a new CareerBuilder survey of more than 4,800 workers. But how much of a factor, really?
Here’s the skinny:
Forty-four percent of the roughly 4,800 workers surveyed say they have gained weight in their current jobs – and 32 percent of those workers attribute the weight gain to stress.
Do you celebrate every co-worker’s birthday with a big ol’ cake, which you eat at your desk, before going out to lunch to celebrate? You’re not alone. Workers’ other reasons for weight gain at work include:
Sitting at a desk most of the day (49 percent)
Eating out regularly (25 percent)
Workplace celebrations like potlucks and birthdays (16 percent)
Skipping meals because of time constraints (14 percent)
What do the scales say?
28 percent of employees report they have gained more than ten pounds, and 12 percent say they gained more than 20 pounds while in their present positions.
Comparing genders, women were more likely to put on weight — and more weight — than men.
Half of female workers (50 percent) say they have gained weight in their current position, compared to 39 percent of their male counterparts.
What can you do to help your employees — and should you?
Employers are divided as to how deeply they should get involved in employees’ personal fitness and health. However, it’s hard to deny that an abundance of stress at work isn’t good for employee morale — and can lead to weight gain in the workplace, unhappy employees, lower productivity, and health issues.
In contrast, company wellness programs have been shown to lower employees’ stress rates, improve health and quality of life, and also save companies money in the process.
“Especially in this economy, it is easier to pick up unhealthy eating habits in the office as workers spend more time on heavier workloads and less time on themselves,” said Rosemary Haefner, vice president of human resources for CareerBuilder.
“Employers know that employees who are healthier and have less stress are more productive and ultimately stay longer in their positions. Because of this, we continue to see employers taking a more proactive role in their staff’s health by offering perks such as gym passes, onsite workout facilities, wellness benefits and even contests that promote healthy living.”
Even if you don’t want to get too involved as an employer — or involved at all — it’s smart to have available resources for employees should they reach out to you. Haefner recommends the following tips for employees trying to workplace weight gain:
1. Set an eating schedule. Planning out all your meals and snacks will help control your hunger. Set up alerts through your work calendar — or even on your phone — when it is time for you to eat something (and then don’t forget to eat!).
2. Pack a lunch and snacks. You’re less likely to eat something unhealthy if you bring food from home, because you can control portions, take in less calories — and save money while you’re at it. Consider lower-calorie foods for the office such as lean lunch meats, fat-free or reduced calorie chips, celery and carrots, fruit, or low-fat yogurt.
3. Go the extra mile. Especially in this economic environment, every little bit of activity helps, so take the stairs to your floor, get up and walk around the office periodically, and get off the train or bus one stop further from your home or office to get a few extra minutes of exercise.
Read the full press release on workers gaining weight at the office.
True story. According to a new CareerBuilder survey of more than 2,700 employers and 4,800 workers nationwide, 33 percent of workers said they are likely to start looking for a new job when the economy picks up.
(Could you imagine losing an entire third of your employee base? That would be like, say your staff was the Jonas Brothers, okay? And Joe Jonas suddenly up and leaves to join another band. Consider the toll that would take on the quality of…Okay, maybe that’s not the world’s greatest analogy, but the point is, it would be bad.)
Anyway, in the same survey, nearly the same amount of employers (32 percent) say theyare concerned about losing their high performing workers in the second quarter of this year (as, apparently, they should be).
What Makes Good Employees Stray? Dissatisfaction with pay (32 percent), career advancement opportunities (27 percent) and work/life balance (22 percent) were the top reasons employees gave for wanting to leave their current jobs, an increase from the 29 percent, 24 percent and 20 percent, respectively, who said the same in 2009.
The increased levels of dissatisfaction could be attributed that increased workloads, longer hours and fewer resources related to the recession may be contributing to higher job dissatisfaction.
What Makes Good Employees Stay? Understanding what you’re employees want is the first step to keeping them motivated and happy and retaining them. After competitive pay and benefits, the following incentives topped hospitality workers’ “most wanted” list of employer offerings:
Good career advancement opportunities (60 percent)
A good work culture (57 percent)
Company’s financial stability and growth potential (52 percent)
Training and learning opportunities (47 percent)
Less stressful work environment (45 percent)
Flexible work arrangements (43 percent)
Sense of ownership in their position, that they can make a difference (42 percent)
Camaraderie, more family-like work environment (34 percent)
Asked what they were doing to hold on to top talent and reduce turnover, employers listed the following:
Offering more flexible work arrangements
Investing more in employee training
Promising future raises or promotions
Offering more performance-based incentives, such as trips and bonuses
Providing a higher title without a higher salary
What is your company doing to keep Joe Jonas in the band retain workers?
Despite a recovering job market, there appears to be no year-over-year increase in employers’ summer hiring plans this year, according to CareerBuilder’s Annual Summer Hiring Forecast, released today.
According to the survey of more than 2,700 employers nationwide, 22 percent of employers plan to hire seasonal workers this summer, in line with estimates from 2009. Fifteen percent of employers say they are planning to hire the same amount of summer workers as last year, while 5 percent plan to add fewer.
“While companies have begun to take steps in the right direction toward rebuilding their workforces, their summer hiring plans clearly show that they are still waiting to see what the future brings before they move forward with recruitment,” said Rosemary Haefner, CareerBuilder’s vice president of human resources, in the press release.
Summer plans? Of those employers who say they plan to hire seasonal workers this summer,
71 percent will offer the same pay to seasonal workers this year as they did last year, while 14 percent will offer more…
…and 57 percent will consider bringing these employees on full-time in the fall.
What’s a seasonal worker worth? Here’s a breakdown of the compensation offerings from employers this summer:
43 percent of employers are offering $10 or more per hour
30 percent will offer between $8 and $10 per hour
9 percent will offer less than $7 per hour
6 percent will offer $20 or more per hour
Who’s hiring? Across all industries, those doing the most hiring include:
Retail – 40 percent
Hospitality – 33 percent
Office support – 28 percent
Customer service – 21 percent
Landscape/maintenance – 16 percent
Research – 13 percent
Sales – 12 percent
Restaurant/food service – 12 percent
While the moderate hiring forecast inevitably means more competition among job seekers, it doesn’t necessarily mean recruiting and hiring managers are going to have it any easier when it comes to finding qualified workers. If you’re in the market to hire, follow these tips from QSR Magazine:
Think “seasonal,” not “temporary”: The term temporary implies that workers aren’t really invested in the company when in fact you want employees who are sufficiently invested in the company and its future. (Workforce.com also has a great article about how to manage “nonstandard” work arrangements.)
Consider rehiring: Managers often keep track of former seasonal workers who are on breaks from school again and may be interested in coming back for work again. You also save money on training this way.
There’s no time like the present: Summer workers begin looking up to two months in advance…meaning employers would do well to start their candidate searches now in order to get their pick of the seasonal talent litter.
Set clear expectations from the start: To avoid confusion/trouble/plain-ol’-awkwardness later on, ensure your employees understand from the beginning that they are being hired as seasonal help, that their hours or a full-time position are not guaranteed, or anything else they need to understand about their contracts.
In case you missed the BLS’ employment report released Friday, check out a quick recap in the First Business video below, where Brent Rasmussen, President of North America at CareerBuilder, talks about the highlights of the report and what it means for the current and future state of the job market:
Among the highlights of the report:
Employment rose by 290,000 in April, surpassing the 185,000 predicted by economists
The unemployment rate, which hit 9.9 percent, increased due to the number of people who, previously discouraged from looking for jobs, have resumed their job searches (the unemployment rate only captures those who are actively looking for jobs)
Hourly wages increased slightly last month, to $22.47 from $22.46
The average work week increased to 34.1 hours from 34 hours in March
The manufacturing industry sector experienced the biggest boost in growth, adding 44,000 jobs; followed by temporary help services (26,000); health care (20,100); construction (14,000); retail (12,400); mining (7,000); computer systems design (7,000) and federal government (66,000 – due largely to temporary workers hired for the census)
The transportation and warehousing and information companies industry sectors all cut jobs last month
While recovery is well underway, its status as a slow one has yet to change. With the economy growing at just a 3.2 percent pace in the first quarter of this year, it has a long way to go to catch up for the 6 percent to 8 percent per quarter gains it needs in order for employers to start hiring significantly.
You may have a dozen reasons to celebrate Mother’s Day this Sunday, but here’s one you may not have thought of — a tough economy. A recent CareerBuilder survey of 604 women, employed full-time with children 18 and under living in the household, shows that working moms may be feeling more stressed — and less appreciated — in our current economic climate.
Working moms, many of them recently tasked with the responsibility of keeping their families afloat due to unemployed spouses or other financial issues, have had to become more resourceful than ever.
According to survey results:
Twelve percent of working moms said their spouse or significant other has become unemployed in the last 12 months, with two-thirds (67 percent) indicating that it is causing stress at home.
Thirty-six percent of working moms said they are the sole provider for their household.
Nearly one-in-ten (9 percent) have taken on a second job in the last 12 months to provide for their family.
Work/life balance — what’s that again?
As a result, achieving a work/life balance can be a lot of work in itself, as moms are working more hours — which often translates to less time at home with the family:
Forty-three percent of working moms work more than 40 hours per week.
More than one-third (34 percent) who take work home reported they typically bring work home three days a week or more.
Twenty-three percent bring work home on the weekends.
Nearly one-in-five (18 percent) of working moms said they spend two hours or less with their children each work day.
Nearly three-in-ten (29 percent) reported they missed two or more significant events in their child’s life due to work in the last year.
So what can working moms do to achieve more balance?
CareerBuilder’s Mary Delaney, a working mother herself, offers other working moms her thoughts and tips:
“The tough economy has taken its toll on family units and working moms are challenged with doing more with less time,” said Mary Delaney, President of Personified, CareerBuilder’s talent consulting division, and mother of three.
“What we’re seeing from these moms is a great deal of resourcefulness and resilience as they provide for their families. While they may not be able to spend as much time with their children as they would like, working moms are making the most of the time they do have and getting creative in work arrangements.”
Delaney recommends the following tips to help working moms navigate through difficult economic times:
Talk to other working moms. Many families are in the same boat as you and having a support network is essential to your personal and professional sanity. Getting tips from other working moms on how they juggle personal and professional commitments can be a big help.
Seek out flexible work arrangements. The vast majority of working moms who have taken advantage of flexible work arrangements said it hasn’t negatively impacted their careers. In fact, one-in-five (21 percent) said it has actually helped their careers.
Have a plan. Structure in your life will save you time, stress and mental energy. Keep one calendar for business and family commitments to avoid double-booking. Set up a schedule for chores, homework, family activities, playtime, etc.
Take advantage of work perks. Companies offer a variety of perks such as wellness benefits, company discounts on entertainment venues, etc. Talk to your HR department and see what is available to help save money on monthly expenses and fun family outings.
Make the most of your family time. When you’re home, it’s all about them. Wait until after the children go to bed before checking email or finishing up that presentation.
Schedule some “me time.” Working moms need to take care of themselves too. Put actual time on the calendar for an hour or more of doing something you enjoy such as going to the gym, taking a walk, reading, etc.
Working moms (or dads) — any tips to add that have helped your family get things back in order?
In yet another sign of a recovering job market, a new CareerBuilder survey released today shows that laid-off workers’ job searches are beginning to improve as well. According to the nationwide survey of 900 workers who were laid off in the past year, 51 percent of workers who were laid off in the last three months have found new full-time or part-time positions.
The percentage shows a marked increase from the 44 percent of workers who said the same in a November 2009 survey.
“As consumers and businesses grow more confident in the economic outlook in the U.S., hiring managers are beginning to add new staff at an improved, but cautious pace,” says Brent Rasmussen, President of CareerBuilder North America, in the press release.
Among the highlights of the survey:
40% of the newly employed workers surveyed reported they were able to negotiate comparable or higher pay for their new position, while 61% took a pay cut.
57% of workers laid off in the last six months have been re-hired by their former employer who laid them off from their jobs.
71% of workers who were laid off in the last six months and have not found jobs would be willing to work for their former employer, 22% of whom said they would only return if offered more money.
64% of workers who were laid off in the last six months and landed new jobs said they found work in a different field than where they were previously employed.
63% of workers who found new jobs in the last six months plan to stay with their current employers when the economy turns around
37% of workers who found new jobs in the last six months plan to look for new jobs as the economy improves.
46% of workers who were laid off in the last six months and found jobs relocated. Of those workers, 93% moved to another city versus another state.
What do these findings mean for you, the employer? A few thoughts…
While many job seekers are willing to negotiate a lower salary, this may be temporary, as indicated by the nearly 4 in 10 workers who’ve indicated that they plan to look for new jobs as the economy improves, making it crucial that you start thinking about a talent compensation strategy to ensure you’re offering the salary that is not only fair to your organization, but also competitive enough to attract new employees and compel your current ones to stay.
And while offering competitive compensation can go far in attracting and retaining talent, you also need to think about the intangible benefits employees crave, such as career growth opportunities and work/life balance. Learn more about ways to retain your best talent.
Perhaps you only want to consider local candidates, but if you’re having a tough time getting the right talent in your area, think about how 42 percent of workers report that they would consider relocating for a job opportunity, and consider expanding your geographic talent search.
Finally, as the need for talent increases, don’t discount former employees as talent sources. (Even if your open positions differ from those the former employees occupied, consider the 64 percent of workers who made use of their transferrable skills by taking jobs in a different field). After all, former employees are already familiar with the culture, have established relationships and may have an easier time making the transition to a new role in a familiar environment than someone completely new.
As many of you are likely aware, the 40th anniversary of Earth Day is tomorrow, April 22. Around the world, people are taking part in everything from planting gardens, to clean water projects, to climate rallies, to people-powered smoothie making to celebrate and raise awareness. The White House is making a splash by dedicating five days of events to celebrate Earth Day.
In addition, Vice President Joe Biden announced earlier today that $452 million in Recovery Act funding will go toward energy-efficient building retrofits in 25 communities. These 25 projects will leverage an estimated $2.8 billion from other sources, which will go toward retrofitting hundreds of thousands of U.S. homes and businesses in the next three years.
Are businesses ready?
So, with all this retrofitting to come — and with many job seekers seeking out socially responsible companies — it’s exciting to hear that many companies are paying attention and have taken steps — or plan to take steps — to become more environmentally friendly, as indicated by a new CareerBuilder survey of more than 2,700 hiring managers. As Kimberly, a recent commenter on The Hiring Site, wrote:
“Our job descriptions have been revamped to instill a “day-in-the-life” of… to example our culture. We also include our organization’s work/life balance, community involvement and our “green” initiatives.”
According to survey results, one in ten employers say they have added “green jobs,” otherwise known as environmentally-focused positions, in the last 12 months, despite the tough economy, and nearly 10 percent plan to add more in 2010.
Which region’s leading the pack?
Employers in the Northeast (14 percent) added the most “green,” or environmentally friendly, jobs over the last year, followed by 11 percent in the South, 10 percent in the West and 9 percent in the Midwest.
Of those surveyed, which industry’s most green?
Retail led the industries surveyed, with 24 percent indicating they have added green jobs over the last 12 months. What percentage of other industries indicated they’ve done the same?
Eighteen percent of transportation and utilities
Fifteen percent of sales
Fourteen percent of IT and manufacturing
Ten percent of financial services
Companies are not only adding environmentally friendly positions within their organizations, but they are also strengthening their current in-house green programs. Nearly70 percent of companies say they have added programs to be more environmentally conscious in the last year. The most popular green programs include:
Recycling (47 percent)
Using less paper (43 percent)
Controlling lighting (40 percent)
Powering down computers at the end of the day (29 percent)
Purchasing office supplies made from recycled materials (25 percent)
“Green opportunities continue to grow as companies take advantage of increased government programs designed to spur job growth and reduce the country’s carbon footprint,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The green category has expanded over the past few years and job seekers are finding environmentally friendly positions in virtually every industry and at every job level.”
What’s going on in the marketplace?
The following are some examples of green job opportunities that can be found at Going Green Jobs, CareerBuilder’s site designed to connect green employers and job seekers:
1. Hydrologist — The median annual income is $78,458.*
2. Solar energy system designer –The median annual income is $65,160.
3.Wildlife biologist – The median annual income is $38,301.
4. Science teacher – The median annual income of kindergarten, elementary, middle and secondary school teachers ranges from $51,373 to 57,537.
5. Waste management engineer — The median annual income is $89,067.
6. Environmental attorney — The median annual income for attorneys specializing in construction, real estate and land use is $99,579.
7. Urban planner — The media annual income is $65,768.
* Salary information from CBsalary.com.
What are you doing for Earth Day 2010?
What is your company doing to take part in Earth Day — or what has your business done recently to become more environmentally friendly? What kind of an impact is it having on your business and on your employees?
If you are looking for ideas of service projects in your local area, check out the Earth Day 2010 list.
The outlook for college grads is not the same as it has been in the past — like, say, in 2007, when 79 percent of employers indicated in a CareerBuilder survey that they planned to hire recent college grads. Still, although it appears the overall job market for 2010 college graduates will remain highly competitive, this year’s job forecast is showing some signs of improvement.
Although the number of employers planning to hire recent college graduates in 2010 is 44 percent — relatively unchanged from 2009’s number of 43 percent, one in five employers (21 percent) who are planning to hire recent grads said they will hire more of them than they did last year. On top of that, 16 percent (as opposed to last year’s 11 percent) reported they will offer higher starting salaries than they did in 2009.
Wait — how high?
Thirty percent of employers plan to offer recent college graduates starting salaries ranging between $30,000 and $40,000.
Nineteen percent will offer between $40,000 and $50,000
An additional 19 percent will offer $50,000 or more.
Thirty-three percent will offer less than $30,000.
“Even though companies are gradually starting to hire again, the job market will still be challenging for college graduates this year,” said Brent Rasmussen, President of CareerBuilder North America. “To take advantage of the opportunities that exist, it’s important for recent graduates to start their search early, remain positive and keep an open mind. In addition, networking and showing relevant work experience – whether it is internships, class work or volunteering – can help make your application stand out.”
Work experience — what counts?
When looking at a candidate’s resume, particularly of a soon-to-be or recent college grad, what really counts when it comes to work experience? If you’re only looking at a candidate’s paid work, you ought to broaden your considerations. Experience can come from many places, and particularly in light of a tough economy, candidates are exploring new areas to gain the experience that can sometimes be hard to find in the traditional sense.
Employers reported that the following activities qualify as pertinent work experience for recent college graduates to include on their resumes:
Internships – 62 percent
Part-time jobs in another area or field – 50 percent
Furthermore, experience, whatever parameters you define it in, is not the only important factor in a candidate’s application. While employers in our CareerBuilder survey said that experience is one of the most influential factors in their decision to hire a recent college graduate, they also pointed to the following attributes:
Good fit with company culture
Comes in with good ideas and asks good questions
Educational background
Level of enthusiasm
Comes to interview prepared and is knowledgeable about company
Speaking of recent college grads doing their homework, it may be a good time to make sure you’ve done yours by tweaking those tired interview questions. It’s almost graduation time, and while you may be screening new grads, they’ll be screening you too. It’s a new class, with new expectations. Are you ready?
You can find the full press release about 2010 college graduates here.
Many workers have likely been saving their pennies for Apple’s iPad, lamenting steep carry-on luggage fees they may now be incurring en route to this summer’s family reunion, or figuring out how they will fit higher gas prices into that “big coffee pots” road tour. But wait! Tax refunds are coming! Problem solved… right? Not so fast.
The reality is much less fun than giant coffee pot pours tours. As it turns out, more than half (56 percent) of workers report they will use the money they get from their tax refunds to pay off the bills that have been stacking up, according to a new CareerBuilder survey of more than 5,200 workers. This seems to be in line with what a recent CNNMoney.com article suggests workers use tax refund money for.
Although the majority are planning to use tax refunds to tackle bills, some are planning to use their refunds (or at least that which remains after paying off said bills) in other ways.
What do they plan to do with the money?
Put it into savings – 34 percent
Make home improvements – 12 percent
Go on vacation – 11 percent
Pay back money I owe to people – 8 percent
Invest it – 7 percent
Buy a car – 2 percent
How We’re Living
In the past, many workers have likely been able to spend tax refund money on indulgences or “fun” things. In light of a struggling economy, however, tax refunds have become a needed income boost for cash-strapped workers. Nearly eight in ten workers (78 percent) said they currently live paycheck to paycheck, up from 61 percent who said the same in May 2009.
In addition, economic pressures have resulted in some workers downsizing their investments to help make ends meet. Nearly one in five (17 percent) reported they reduced their 401(k) contributions in the last year.
“Workers’ wallets are still feeling the ripple effects of the past year,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “In addition to scaling back their investments and cutting back on expenses, workers are using their tax refunds to help supplement their incomes. Our survey indicates that more workers plan to spend their refunds on everyday expenses than on savings or other items.”
But, if you’re one of the lucky workers who is scraping enough money together to buy an iPad, at least you can take comfort in some free apps to go along with it.
With 162,000 jobs added in March, the nation’s economy saw its largest job gain in three years, according to the latest Employment Situation report, released by the BLS today.
While the unemployment rate remained at 9.7 percent (and will likely stay that way for a while), the increase is a sign that economic recovery is sustainable, and healing in the job market has definitely, finally, offically BEGUN!begun to turn a corner.
Not exactly the kind of good news that warrants a ticker-tape parade, but hey, I’ll take it.
Highlights from the report include the following:
Employers added 162,000 jobs in March, the most since the recession began but below analysts’ expectations of 190,000. The total includes 48,000 temporary workers hired for the U.S. Census.
Private employers added 123,000 jobs, the most since May 2007.
Among industries: Manufacturers added 17,000 jobs, for a third straight month of gains. Meanwhile, temporary help services added 40,000 jobs; health care added 37,000; leisure and hospitality added 22,000; and the construction industry added 15,000.
The average work week increased to 34 hours from 33.9 (a positive sign as most employers are likely to work current employees longer before they hire new workers).
Average hourly earnings fell by two cents to $22.47, but average weekly earnings rose by about $3 to $629.37, partly reflecting the longer work week.
The “underemployment” rate – made up of Americans who are working part-time but prefer full-time work and discouraged workers who have given up searching for jobs – ticked up to 16.9 percent from 16.8 percent.
Latest Job Forecast Supports BLS Findings
Further evidence of the recovering jobs market can be found in CareerBuilder and USA Today’s latest quarterly job forecast, which showed that for the third consecutive quarter, more employers plan to increase their headcount in the next three months, while fewer will cut staffs.
This morning, CareerBuilder CEO Matt Ferguson appeared on CNBC’s SquawkBox to discuss the results of the forecast and what they mean for the current state of the job market and the economy:
BLS Experts Answer Consumer Questions in Live Chat
Finally, the BLS conducted its first live web chat this morning devoted to the employment report. You can see of full transcript of the chat here, or continue reading for chat highlights:
This morning, the BLS held a live web chat with a panel of experts from both the Current Population Survey (CPS) and the Current Employment Statistics (CES) programs on hand to answer users’ questions. Below are some of the highlights of that chat, with user questions in bold:
Is there an estimate for how many census workers will be hired for the current census and when those hires will occur? Are these employees full, or part-time? How does the BLS treat these employees? Are they counted as “regular” employees? Current information on the census intermittent worker impact on CES estimates can be found on www.bls.gov/ces/cescensusworkers.pdf. To be considered employed in the CES survey, workers need to receive pay for any time during their pay period including the 12th of the month. Workers getting paid for just one hour would be considered employed. The CES survey cannot distinguish between full- and part-time workers. For future hiring expectations for census intermittent workers, you should consult the Bureau of the Census or visit http://www.census.gov/
Why have people on extended unemployment benefits dropped by over 50% since the beginning of the year while those on EUC are up? BLS does not produce the data on unemployment benefits. The Employment and Training Administration is the source of that data. Information is available on the Department of Labor website at http://ows.doleta.gov/unemploy/claims_arch.asp.
Why was the weather effect in February not larger given the severity of the snow storms and past similar storms, i.e. Jan. 1996? It is not possible to determine specifically how weather impacted employment estimates from data reported through the CES survey. The dynamics of the economy, as well as differences in weather systems, vary.
What states are enjoying a growth in employment? Details on statewide job growth can be found in the Regional and State Employment and Unemployment news release issued most recently on March 26, 2010. In February, nonfarm payroll employment decreased in 27 states and the District of Columbia and increased in 23 states. The largest over-the-month increases in employment occurred in Florida (+26,300), followed by New York (+5,800), Alabama (+5,600), Wisconsin (+5,200), Nevada (+5,100), and South Carolina (+5,000). Nevada experienced the largest over-the-month percentage increase in employment (+0.5 percent), followed by Florida and New Hampshire (+0.4 percent each) and Alabama, South Carolina, and Vermont (+0.3 percent each). Over the year, nonfarm employment decreased in 49 states and increased in 1 state and the District of Columbia.
Unemployment rates for Metropolitan Statistical Areas (MSAs) and cities are issued in a separate release, several weeks after the Regional and State news release, cited above. Currently, data is available for January 2010
Why is this report released on Good Friday? The BLS news release schedule for major economic indicators, including the Employment Situation, is announced prior to the beginning of the calendar year, allowing advance notice to all users, and is rarely subject to change. BLS schedules news releases any day the Federal government is scheduled to be open, based on when data will become final.
Why is the civilian non institutional population listed as 237,159? The civilian non institutional population is 237,159,000. The figure excludes persons under the age of 16, members of the Armed Forces, and those in institutions such as prisons.
Does the payroll data differentiate between part time and full time? The payroll data does not differentiate between part- and full-time workers. The CPS survey does have employment by full- and part-time workers.
How are the adjustments to prior months reports determined? The CES survey is a voluntary survey, and respondents report employment for their pay period that includes the 12th of the month. BLS first produces estimates with less than full response. We collect data on a continuous basis and update our estimates during the 2 months following initial release. In addition to additional sample, BLS also recalculates seasonal factors using the latest estimates. Once a year, BLS resets its employment level (for March) to an actual count and revises seasonally adjusted estimates back 5 years. The latest of these benchmark update was for March 2009, released on February 5, 2010.
Does the BLS make available the raw data results of the surveys? The mission of the Bureau of Labor Statistics (BLS) is to collect, process, analyze, and disseminate essential statistical data to the American public, the U.S. Congress, other Federal agencies, State and local governments, business, and labor. In order to maintain credibility and trust with our survey respondents, confidentiality protections for our data are essential. Protecting the confidentiality of data is central to accomplishing the BLS mission. More information can be found on this subject at http://www.bls.gov/bls/confidentiality.htm.
What are the standard errors on the employment number and unemployment rate? At the 90 percent level of confidence, the standard error on the change in CPS employment is about +/- 400,000, and the standard error on the change in the unemployment rate is about +/- 0.2 percentage point. For the payroll survey, at the 90 percent level of confidence, the standard error on the monthly change in nonfarm employment is about +/- 100,000.
Who do you survey to get the temp employment number? The CES survey samples Temporary Help companies to estimate employment in Temp Help. Our sample includes firms of all sizes.
When will the data from the 2010 Displaced Worker Survey supplement be available for download? Those data should be available in the fall of this year.
Does the BLS break out employment by size of firm? The BLS does break out employment by size of firm from the Quarterly Census of Employment and Wages program. For more details see: www.bls.gov/cew
How are independent contractors and the self-employed counted? In the household survey, independent contractors and the self employed are counted as employed if they are operating their business. If their businesses are closed and they are actively seeking other employment, they would be considered unemployed.
Why is March selected as the bench mark month as opposed to other months? March is selected for the annual benchmark, because it has less seasonal variation than most months and no holidays.
Where can I find more specific information about the BLS’ unemployment calculation methodologies? You can find a number of documents describing the concepts and methods used in the unemployment calculations at: http://stats.bls.gov/cps/documentation.htm#ces_cps
What are some of the common reasons why the numbers in a prior months’ report could be revised? CES estimates may revise from additional sample received, corrections to previously reported data, and recalculation of seasonal adjustment factors using the most current data.
It goes without saying (at least, I hope it does) that you should know the behaviors and perceptions of your target audience before embarking on any sort of recruitment marketing campaign – that is, any sort of successful recruitment marketing campaign.
…Which is why you might find the recent findings from online advertising network Chitika interesting. Chitika recently studied users on MySpace, Facebook, Twitter and Digg, to find that each social site has a distinct makeup of users with unique tastes.
For instance, Twitterers mostly consume news, MySpace users want games and entertainment, Facebookers are into both news and community, and Digg’s audience has a mixed bag of interests.
Among the most interesting findings from the study:
Nearly half the traffic (47%) that Twitter generates falls into the news category
Facebook users top interests appear to be news (which accounts for 28% of traffic), community (17%) and how-to/DIY (13%).
MySpace users are most concerned with video games (28%) and celebrity and entertainment content (23%).
Digg users have nearly equal parts interest in news (18%), celebrity/entertainment (18 %), and video game content (17%), but the majority of their interests (26%) fall into “other.”
What do these findings mean to you as a recruiter?
For one thing, as this Mashable article points out, it should serve as a reminder of how integral social media has become as a communications tool. “It’s important information for marketers, advertisers and brands hoping to appropriately leverage each site,” writes Mashable’s Jennifer Van Grove.
Ditto for recruiting: This glimpse into social networkers’ behavior should give you an idea of not only which social networks your ideal talent is using and how they are using these networks, but also how you should shape your message based on which site you choose to spread that message.
(For instance, MySpace might not be the ideal place to recruit for many employers, but it could be a great avenue for employers who are looking for younger workers with enthusiasm for entertainment or video games to reach this audience. Want to get the attention of news-hungry Twitter users? Don’t just tweet out jobs. Link to interesting articles about something fun /exciting/positive/etc. your company is doing right now.)
Secondly, and more to Van Grove’s point, these findings represent exactly the type of research employers and recruiters should be conducting in order to build and enhance their recruitment strategy. As any marketing expert would tell you, you need to truly analyze and understand the behaviors of your target audience – in your case, current and potential employees – to ensure that your recruitment marketing dollars are being spent in the best possible way.
Well, kind of. If you’re imagining a bunch of ladies sitting around spilling their deepest, darkest employee secrets a la “The View,” replace that image with an independent report obtained with survey results from 41 companies and representing a total of 176,000 positions and 1.8 million U.S.-based employees in CareerXroads’ 9th Annual Source of Hire Study.
Still, the study’s findings are pretty interesting — and include survey results about how many companies plan to fill job openings this year,best sources of hire, and information on how companies can use and leverage this sources-of-hire data.
A couple of highlights from the study:
Best sources of hire
According to survey results, U.S. employers said referrals, career sites and job boards accounted for the majority of their new external hires in 2009 (62.2 percent).
Career sites and job boards accounted for 35.5 percent of new external hires in the U.S. in 2009.
CareerBuilder was ranked as the No. 1 source of hire within the job board category at 41.6 percent compared to 11.6 percent for its largest competitor.
Majority report more job openings this year
As far as job openings, almost half (48 percent) of company respondents say they plan to grow this year, while 37.9 percent of respondents say they will hold steady this year.
Only 10.8 percent say they will fill fewer openings in 2010.
Ch-Ch-Ch-Changes
Although we strive not to self-promote on The Hiring Site, this survey reminded us that some of you who are not customers may not be aware of our T-E-A-M philosophy and the new solutions we’ve recently launched as a response to the changing job market. As we have evolved beyond just a job board, we’ve started offering a suite of human capital solutions like talent consulting, in-depth data analysis and talent flow tracking, niche industry job sites, social media brand management, outplacement services and more. If you want to learn more or get a brush-up on the solutions we’re working on with other customers, you can check them out here.
With fewer employees coming in late to work these days than they did a year ago, you might think the well of bizarre excuses they come up with for being late was running low as well.
You’d be wrong.
According to CareerBuilder’s most recent survey, released today, 16 percent of workers said they arrive late to work at least once a week, down from 20 percent who said the same in last year’s survey. Eight percent of workers said they are late at least twice a week, down from 12 percent last year.
The decrease in tardiness could indicate that worries over job security may have workers taking punctuality – and their overall on-the-job performance – more seriously, says CareerBuilder’s vice president of human resources, Rosemary Haefner, in the press release.
Of the more than 5,200 workers who participated in the survey, 32 percent cited traffic as the biggest reason for being tardy, followed by lack of sleep (24 percent). Seven percent said getting their kids ready for school or day care was the cause of their lateness, while the same amount (7 percent) said bad weather was the culprit. Other common reasons included public transportation, wardrobe issues or dealing with pets.
And then…there were the following uncommon reasons employees have given for being late (according to hiring managers surveyed):
“I got mugged and was tied to the steering wheel of my car.”
“My deodorant was frozen to the window sill.”
“My car door fell off.”
“It was too windy.”
“I dreamt I was already at work.”
“I had to go to the hospital because I drank antifreeze.”
“I had an early morning gig as a clown.”
“A roach crawled in my ear.”
“I saw an elderly lady at a bus stop and decided to pick her up.”
“My dog swallowed my cell phone.”
Perhaps it is hard-to-believe excuses like these that help explain why 34 percent of hiring managers reported that they’ve terminated employees for being late (up from 30 percent who said the same last year).
Or perhaps employee tardiness indicates a bigger problem at hand, such as the need to better communicate the company’s tardiness policy, or simply a need among employees for a better work-life balance.
What do you think? How much can you forgive an employee for being late before it becomes a serious problem?
There are six words that, when used together, can cause a bit of anxiety (no, I’m not talking about So You Think You Can Dance?).
Consider this scenario: Your employee is rushing to get to work. He or she is driving a car, one hand on the wheel — and one hand on the smart phone. Every once in a while your employee anxiously glances down at the phone, anticipating the inevitable work correspondence. Your employee doesn’t have to wait long, because five minutes into the drive, you, the frazzled boss who’s up early and thinking about a project, decides to e-mail said employee, knowing full well your employee will check the message right away – and feel compelled to respond. You type those six very important words: What is the status on this?
You hit send.
This type of situation may be more of a problem than you realize. Whether you’re a boss who’s always connected and expects the same of your employees, or you’re an employee who feels pressured to be “on” at all times, even while driving – you may need to slow down a bit. According to the results of a new CareerBuilder survey of more than 5,200 workers, more than half (54 percent) of workers who have a smart phone or similar device said they check it when driving a vehicle — and many are risking safety on the road because they feel pressured to respond.
Which Industries are Most Connected On the Commute?
In comparing industries:
Sixty-six percent of sales workers used their smart phones while driving, more than any other group surveyed.
They were followed by professional and business services workers (59 percent).
Health care workers were third in terms of industry use (50 percent).
How Bad Is It?
It’s bad enough that almost of quarter (21 percent) of workers say they check their mobile device every time it vibrates or beeps — but worse that 18 percent report they are required by their company to be accessible beyond office hours via mobile device. In addition, 14 percent of workers said they feel obligated to constantly stay in touch with work because of the current tough economy.
It’s true that the lines between work and home lives are often blurry at best due to our ability to be connected in so many ways and at all hours of the day. It’s important for bosses to keep in mind, however, that if employees are not at work and you require them to correspond or make work decisions, there’s a possibility you could be putting them in danger.
And while it’s also true that employees are not always in the precarious position of driving while texting or e-mailing, consider that your employees have personal lives just like you. By corresponding during off-hours, you may be forcing them to respond while they’re mid-first-date (and nervous to begin with), enjoying a Broadway show, praying, or even attending to other “personal business” — in the bathroom. Workers with smart phones said they are checking in with the office on their smart phones from virtually anywhere and everywhere, including:
During a meal: 62 percent
On vacation: 60 percent
While in the bathroom: 57 percent
Lying in bed at night: 50 percent
At a movie, play, or musical: 25 percent
On a date: 18 percent
Working out at the gym: 17 percent
At a child’s event of function: 17 percent
At church: 11 percent
Think Before You Hit “Send”
While sometimes communication outside of the office may be necessary, consider your options before contacting — and decide whether the message you’re communicating is important enough to hit “send” regardless of where your employee may be at that moment. And think of your frequency — are you abusing your power as an employer, as well as your employee’s time? Or are you acting in good faith?
“It is challenging for workers to maintain a good work/life balance when they are constantly connected to the office, so turning their devices off is important for their health and safety,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The lines between work and life can be very blurry these days – 17 percent of workers said they feel like their work day never ends because of technology connecting them to the office. To reduce burnout and avoid potentially risky behavior, workers should allot technology-free time when away from work.”
Consider the three tips below to help you and your employee to work together on a work/life balance:
Encourage employees to turn off the smart phone while driving. Not only is it illegal in many states, but using a mobile device while driving is dangerous to both your employee and others on the road. Let your employees know that if it’s necessary to leave his or her smart phone on and a conference call or other urgent matter comes up, you want them to pull over to safely handle the situation.
Help your employee create a backup plan: Help your employee plan to have an out-of-office message or voicemail at the ready, and arrange for them to leave contact information for others on your team familiar with your employee’s area of the business who are able to step in if needed. Alternately, arrange to handle business yourself if you’re able to in a sticky situation. That way, any emergency can be handled appropriately if your employee can’t get to it — and you’ll still be aware of what’s going on.
Have a personal policy in mind. What are your parameters for getting in touch with your employees on off-hours or while out of the office? Where do you draw the line — and if you don’t, consider whether there are ways you can modify your plan and communicate that out to your employees.
What’s your take on the issue — is it a problem or a necessary evil in our current work environment?
Anyone else looking forward to the day we can say that we’re actually out of the woods with the current financial crisis (if only so we can put a moratorium on the phrase “out of the woods”)?
Well, we might have to hold out a little while longer, because as the latest employment report indicates, we’re, um…well, you know. Today, the Labor Department released its Employment Situation report for the month of February, and, as is often the case lately, there’s both good news and bad news.
The good news is that the number of jobs in February fell far below analysts’ expectations and that the unemployment rate did not go up. Despite this fact, the bad news, of course, is that unemployment is still at a remarkably high 9.7 percent and that employers cut 36,000 jobs.
Among the highlights of the report:
Employers cut 36,000 jobs in February (below analysts’ expectation of 50,000), compared with 26,000 jobs shed in January.
Since the start of the recession in December 2007, the number of unemployed Americans has nearly doubled to 14.9 million and the economy has shed 8.4 million jobs.
The U.S. unemployment rate held at 9.7 percent in February, and nonfarm payroll employment dipped slightly (-36,000).
Severe winter weather in parts of the country may have affected payroll employment and hours; however, it is not possible to quantify precisely the net impact of the winter storms on these measures.
Looking at various industries: Temporary help services added 48,000 jobs, while Health Care also continued to trend upward in February. Construction and Information both fell, at 64,000 and 18,000 jobs lost, respectively, while both Manufacturing and Retail were essentially unchanged.
Despite the up-and-down numbers over the last few months (36,000 jobs shed in February…26,000 shed in January…109,000 shed in December… 64,000 added in November, etc.), conditions are stabilizing overall.
“The large declines are behind us,” said Joel Naroff of Joel Naroff Economic Advisors in a podcast interview with MarketWatch today, in reference to the job loss numbers. Naroff added that the latest report gives a strong indication that, while we may not see strong job growth anytime soon, we will see positive growth.
In fact, employers are expected to add as many as 100,000 jobs a month later this year (and if President Obama okays the House’s new $15 billion plan to offer tax breaks to employers, it could further impact job growth in the coming months).
Millenials. Comprised of those born after 1980, or those 18-29 years old, they’re America’s newest generation. (And it’d be more fun if they were called this, no?) But what else are we learning about them, particularly when it comes to the workplace? A new report aimed at Millenials attempts to answer some of our unanswered questions.
Who are Millenials?
Fifty million people currently fall into the “Millenials” category. Pew Research Center, a nonpartisan fact tank that provides information on the issues, attitudes and trends shaping America and the world, has just released a report called “Millenials: Confident. Connected. Open to Change.”
The report, conducted by Pew Research Center’s “Social & Demographic Trends Project,” compares the values, attitudes and behaviors of Millenials with those of older adults, and seeks to shed some light on which formative experiences Millenials will carry throughout their life cycle. Among other findings, the report found that personality-wise, Millenials are confident, self-expressive, liberal, and upbeat, and are open to change.
Dissatisfied With Work Now — But Optimistic for the Future
Interestingly, although Millenials’ careers have been derailed — or at least detoured — with a recession, they are more upbeat than their elders about both their own economic futures and the state of the nation.
Having a high-paying career is cited by only 15 percent of 18- to 29-year-old respondents as one of the most important things in their lives, while things like a successful marriage and being a good parent rank much higher — even though unemployment for this age group is higher now than it has been in more than three decades.
Unemployed Millenials
Only 19 percent of unemployed Millenials say they have enough money to live the kind of live they want
89 percent, however, believe they will have enough income in the future
Employed Millenials
Just 31 percent of employed Millenials reported making enough money to lead the kind of life they want — leaving 69 percent who are not satisfied.
They are less satisfied than previous generations; 46 percent of Gen Xers, for example, cite satisfaction with their income.
Among those employed Millenials dissatisfied with their income, 88 percent are confident that they will be able to earn enough in the future.
How They View Their Elders
They respect their elders. Surprised? According to the report:
“A majority say that the older generation is superior to the younger generation when it comes to moral values and work ethic.”
New Einsteins
This generation is also poised to become the most educated generation in American history — a trend which, according to the report, is driven largely by the demands of a modern knowledge-based economy, but also by the millions of 20-somethings enrolling in educational institutions like graduate school or community college due to lack of a job. A record share of 18- to 24-year-olds (39.6 percent) were enrolled in college in 2008, according to census data.
BlackBerrys in the Bed
As we’ve discussed on the blog before, the lines between work and personal lives are getting blurrier by the minute.And now, Millenials are being called the first “always-connected” generation in history. According to the report:
“Steeped in digital technology and social media, they treat their multi-tasking hand-held gadgets almost like a body part — for better and worse. More than eight-in-ten say they sleep with a cell phone glowing by the bed, poised to disgorge texts, phone calls, e-mails, songs, news, videos, games and wake-up jingles,” the report says.
Social Media? Yes Please!
A whopping 75 percent of 18- to 29-year-old respondents said they have a social networking profile. And although this generation is characterized as wary of human nature and many have their profile on lockdown, there are still great ways to c0nnect on public pages and forums.
If you’re an employer and you’re not involved in social networks, you’re missing an opportunity to get in front of a huge group of potential candidates.
Education
When ranked with older generations at comparable ages, Millenials are shown to be more highly educated (in the formal sense).
More than half of Millenials (54 percent) have at least some college education, compared with 49 percent of Gen X, 36 percent of baby boomers, and 24 percent of the Silent Generation
Millenials, when compared with previous generations at the same age, are also more likely to have finished high school
Conversely, Millenials are less likely to be employed than their elder generations; 63 percent of Millenials are likely to be employed, compared to 70 percent of Gen Xers or 66 of baby boomers had been at the same age
Compared with the Silent Generation at the same age, Millenials are overall are more likely to be in the labor force
We’re Different
Like many of us (see what I did there?), sixty-seven percent of Millenials also see their age group as unique, according to the report. When asked why, the most popular response at 24 percent was “technology use.” Other responses included music, pop culture, and tolerance. And 6 percent say it’s because they’re smarter.
There’s much more to the report — you can read it in its entirety here.
Employers, what do you think, based on what you’ve experienced with Millenials in the workplace? And Millenials, do you agree with the report’s findings?
Stop me if you’ve heard this one…Money problems continue to plague American workers.
The latest evidence comes from a new CareerBuilder survey out today, showing that financial restraints are now putting a crimp in many older workers’ retirement plans.
According to the survey, 72 percent of workers over the age of 60 who said they are putting off their retirement are doing so because they can’t afford to retire. When comparing genders, the survey found that three-quarters (76 percent) of female workers over the age of 60 who said they are putting off retirement are doing so because they can’t afford it, while 68 percent of males said the same.
It’s Not All About the Benjamins… According to the release, financial reasons are not the only grounds for postponing retirement for workers over the age of 60.
Other reasons cited among those putting off retirement include:
Either enjoy their job or enjoy where they work and don’t want to leave it (71 percent)
Plan to stay because they need the health insurance and additional benefits provided (50 percent)
Fear retirement may just be boring (24 percent)
Enjoy feeling needed (15 percent)
If you work with or supervise mature workers, be ready in case they decide they want to stay aboard a little bit longer than originally planned. “Twenty-seven percent of hiring managers say they were approached about postponing retirements last year and were open to retaining mature workers,” sais Jason Ferrara, senior career advisor at CareerBuilder.
Employees wanting to postpone retirement could actually be good news for companies that are worried about losing or replacing some their most skilled, experienced and loyal workers during a time when they need them the most. If you’ve already replaced them, consider whether you can keep them on in another role or department, and see if they’d be open to that.
Help Yourself By Helping Your Employees Plan for Their Future
Whether postponed retirement is an issue at your company or not, right now might be a good time to check in with your employees – who are likely overwhelmed by the effects of the slow economy – and see if you can’t help ease their burdens. After all, if they’re focused on financial strains, they’re not focused on much else (as in, their work duties), and that doesn’t reflect well on you.
Rosemary Haefner, vice president of Human Resources at CareerBuilder, suggests setting up a meeting with your employees and members of your HR department, so employees can learn or be refreshed on what is available to help them save on monthly expenses. (It’s likely that your company offers a lot of benefits employees aren’t even aware of.) An informal meeting in which employees can ask questions and clear up uncertainties may be extremely helpful for them.
As a society, we are willing to quickly forgive (or at least forget) some mistakes, yet when it comes to others (cough Tiger Woods cough), we’re still unsure where we stand. In the world of candidate interviews, the balance between what is acceptable and what is not can often be shaky — particularly in our current economy, with competition and pressure for jobs is at a high. With that in mind, we’re a bit sympathetic to the “most unusual” and interview blunders listed below. Everyone makes mistakes, and by examining our weaknesses in interviews, maybe we can all learn something — and become more polished (candidates) and more prepared to handle tricky situations (employers).
The candidate interview anecdotes listed below are some of the results from a new CareerBuilder survey of more than 2,700 hiring managers.
Candidates’ most unusual interview blunders:
Candidate wore a business suit with flip flops
Candidate asked if the interviewer wanted to meet for a drink after
Candidate had applied for an accounting job, yet said he was “bad at managing money”
Candidate ate food in the employee break room after the interview
Candidate recited poetry
Candidate applying for a customer service job said, “I don’t really like working with people”
Candidate had to go immediately to get his dog that had gotten loose in the parking lot
Candidate looked at the ceiling during the entire interview
Candidate used Dungeons & Dragons as an example of teamwork
Candidate clipped fingernails
On another note, while some of the behaviors listed below wouldn’t fly in any interview (like, clipping fingernails — unless you’re applying for a nail technician job!), some of the behaviors below, when examined more closely, actually may make sense for some types of jobs — or should at least be given the benefit of the doubt by an employee.
What can employers learn from these examples?
1. When possible, give candidates the benefit of the doubt.
Candidates applying to your jobs are human, and like anyone else, they may do things you deem “weird” or “unusual” but that they see as normal. If you’re interviewing a really strong candidate, and they suddenly break out into poetry or impromptu beat-boxing, think about the implications on your business. Could this be a really creative candidate who just needs the right role and mentoring to thrive and help take your business to the next level?
Or if a candidate’s looking at the ceiling, might he or she be thinking hard or simply very nervous during interviews? Again, depending on the role at hand, these behaviors may simply not be acceptable (outside sales, for example), but if the candidate seems like a great candidate otherwise, what about getting him or her in a different setting or on the company floor and observing the interactions or ideas that come about? The candidate may surprise you
2. Consider that a candidate may in fact know something you don’t.
Using Dungeons & Dragons as an example of teamwork, although mentioned by an employer in the survey results as an “unusual response,” is actually not that far-fetched. It’s been reported that playing video games may lead to a lucrative tech job, for example, and that playing games like World of Warcraft can be great breeding grounds for real-world leadership skills. Whether it’s an affinity for video games or something else, a candidate’s ability to relate subjects he or she is passionate about to their job role may be worth a listen. Don’t be so quick to write the candidate off — he or she could be your next star employee.
3. Candidates have personal lives, just like you — and sometimes situations happen that are out of a candidate’s control.
A candidate’s dog got loose from its leash while waiting in the parking lot, and Concerned Candidate #1 must attend to his or her pet. Hey, it happens.We all have families, pets, and other personal things to attend to, and sometimes those things unintentionally cross over into our personal lives. A situation like this is more about how the candidate handles it. Does he or she handle it with grace and humor, apologize, and try to make up for the blunder? If so, you may consider letting Concerned Candidate #1 — if not Fido — into your office on a more permanent basis.
4. Sometimes candidates are hungry. That, however, does not excuse swiping food from the break room, as one candidate did, according to the survey. But candy at the reception desk may do the trick.
No, I mean you’re kind of livingIn Good Company, the 2004 film where Dennis Quaid’s character finds himself working for a much younger boss, played by Topher Grace. Oh, and also, you actually are in good company…
According to a new survey by CareerBuilder, 43 percent of workers ages 35 and older said they currently work for someone younger than them. (Sorry…no data on how many of these workers’ daughters were also dating their younger bosses.)
That figure increases to 53 percent when looking at workers age 45 and older, and to 69 percent for workers 55 and up. Perhaps not surprisingly, the survey showed that the younger boss/older worker dynamic can be a source of friction in the workplace, with 41 percent of those who work for someone younger saying they had difficulty taking direction from a younger boss.
The reasons it’s so hard to work for someone younger? According to survey participants:
They act like they know more than me when they don’t.
They act like they’re entitled and didn’t earn their position.
They micromanage.
They play favorites with younger workers.
They don’t give me enough direction.
(What do you think about these findings? Are you on either side of a younger boss/older worker relationship? If so, does that dynamic affect your workplace? Tell us in the comments section below, or keep reading for tips on how to better manage these types of relationships.)
Despite the differences between you and your younger boss or older employee, if you can recognize that you each bring something different and valuable to the table, Rosemary Haefner, vice president of human resources at CareerBuilder, says that will be the key to getting along and driving the business forward.
“By looking past their differences and focusing on their strengths, workers of any age can mutually benefit from those around them, creating a more cohesive workplace,” Haefner says in the press release.
PrimeCB.com, CareerBuilder’s job site for mature workers, offers the following tips for bridging generational differences at work:
Understand others’ point of view: Different generations tend to have differing opinions on a variety of topics, from management style to pop culture. Put yourself in others’ shoes to better understand where they’re coming from.
Adapt your communication: Younger workers tend to favor communicating frequently using technology, such as e-mail and instant messenger. Older workers may prefer more face-to-face contact. Both parties should take this and other communication differences into consideration when interacting.
Keep an open mind: Try not to make assumptions about those who are of a different age group than you. All workers have different skill sets and strengths, so see what you can learn from others rather than making judgments based on their age.
Ever had to answer to someone younger or manage someone older? What advice would you give to others?
Reality-TV-addicted hearts were breaking all over the country Monday night as Ali Fedotowsky left ABC’s “The Bachelor” and its newest bachelor, Jake, in order to keep her job. While Ali’s two worlds were separate, however, the lines between work and love are often much blurrier. In fact, 37 percent of workers have dated a co-worker at some point in their careers, according to CareerBuilder’s annual office romance survey of more than 5,200 workers.
Would Aly and Jake’s problems have been solved if they had just been in love while sitting in cubicles next to each other from 9 to 5? It’s possible; 32 percent of workers surveyed said they went on to marry the person they dated at work. On the flip side, though, 5 percent of workers surveyed said they’ve left a job because of an office romance.
“Employees are working longer hours and under increased pressure, creating an environment that could cause relationships to bloom. Workers need to keep it professional under all circumstances, though, to ensure that the quality of their work is not negatively impacted,” said Rosemary Haefner, vice president of human resources at CareerBuilder.
Climbing the romantic ladder
Dating “above you” on the corporate ladder? You’re not alone — many respondents indicated they’ve dated a superior. More women than men indicated they’ve dated someone above them in their company’s hierarchy; almost a third of women (30 percent) said they have dated someone who holds a higher position in their organization, while only 19 percent of men report they have done the same.
Longing looks over the water cooler
Some co-workers may simply be pining for their co-worker from afar. Eight percent of workers currently work with someone whom they would like to date, with more men (11 percent) than women (4 percent) reporting they would like to take that next step.
Many of those who said they’ve dated a co-worker revealed that they didn’t actually meet that special someone at the workplace. So, when and where are co-workers finally giving that “Tweet Me” candy heart to their crush?
Happy hour
Lunch
Working late at the office
Company holiday party
Business trip
Workplace responsibility
“Workplace relationships are more accepted these days, with 67 percent of workers saying they aren’t keeping their romance a secret. However, it is the responsibility of the individuals to understand company policy and make sure they adhere to it,” Haefner said.
Extreme Casual Fridays are not the way to go when it comes to getting the attention of your co-worker crush. Haefner offers the following tips for workers who may want to spark a workplace romance:
Know your company’s office relationship policy: While some companies are completely open to office romances, others may have stricter policies. Make sure both parties in the relationship are aware of potential rules or consequences.
Beware of social media: Before you start posting pictures and status updates about your newfound coupledom, it may be better to inform your co-workers or boss in person. That way, there is less chance for gossip or speculation.
Always take the high road: If your relationship should end, do your best to maintain professionalism and not let the issues affect your performance on the job.
Any workplace romance stories of your own to share?
Resilience is not only found among the Oceanic 815 survivors of “LOST” — who returned to TV last night after five seasons of battling hostile island dwellers, a mysterious smoke monster, and the bounds of space and time — but in taking a look at CareerBuilder’s updated survey among more than U.S. workers, it’s also evident among many workers who have been laid off in the last 12 months.
Although Bureau of Labor Statistics job loss numbers could be in the negative range for January, unemployed Americans continue to be steadfast in their job searches, and, according to CareerBuilder survey results, many workers laid off in the last 12 months have found new employment.
The Results
1. New Employment
Your company may even be among those who have brought on laid off workers this past year, as over half (58 percent) of those laid off in the last twelve months have found new jobs. Fifty-one percent have found full-time positions (up from 48 percent in June 2009) and 7 percent have found part-time positions (up from 3 percent in June 2009).
“Despite one of the most competitive job markets in decades, nine-in-ten workers say they have not given up on their job searches, and the amount of workers who have found work is evidence that their drive and determination are paying off,” said Brent Rasmussen, President of CareerBuilder North America. “The number of laid-off workers who have found new full-time and part-time jobs rose in the last six months. Although this good news reflects a healing economy, it also shows that job seekers are exploring career options in new industries and locations.”
2. Higher Salaries Of those workers who were laid off in the last 12 months and found new jobs, 61 percent reported they were able to negotiate comparable or higher pay for their new positions. Thirty-nine percent of workers took a pay cut.
3. Greener Grass
More than half (51 percent) of laid off workers who landed new jobs said they found work in a different field than where they were previously employed. One-third of workers said they really enjoy their new positions.
4. Movin’ Out
It appears from survey results that fewer unemployed workers would consider relocating for a job opportunity; on the other hand, the number of workers who actually took an out-of-area opportunity when it arose increased in comparison to June 2009 results.
Twenty-six percent of workers who were laid off in the last twelve months and found jobs relocated to a new city or state, up from 20 percent in June 2009.
Of those who are still looking for employment, 37 percent reported they would consider relocating for a job opportunity, down from 44 percent in June.
5. Entrepreneurship
Consistent with June 2009 survey results, many job seekers, unable to find jobs, are considering creating their own job. Twenty-nine percent of workers who have not found jobs are considering starting their own business.
6. Expanding the Search
How did workers who were laid off in the last 12 months have since gained employment find their jobs?
Personal referrals (22%)
Online job boards (21%)
Newspapers and other print classifieds (11%)
Recruiting/staffing firms (8%)
Career fairs (5%)
Social media sites such as Facebook, MySpace, and LinkedIn (4%)
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?
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?
If you’ve snuck a peek at CareerBuilder’s Big Game ad winners, you’ve probably noticed a recurring theme: workers questioning their current jobs because of workplace behavior.
Say what you will about the bizarre premises of casual Fridays with everyone in their underwear or, um, flatulent colleagues, but the inspiration behind these ads is sure to resonate with employees across the nation, if CareerBuilder’s latest survey is any indication.
The survey of over 4,900 workers nationwide, released Tuesday, found that 39 percent of workers don’t feel that they fit in with their colleagues. When asked to name specific behaviors that have made co-workers feel as if they don’t fit in, workers reponded with the following:
Co-worker ate the cheese off the pizza box at a company meeting.
Co-worker talks openly about flatulence.
Co-worker wears 3-D glasses with the lenses removed.
Co-worker repeatedly bangs a mallet on the table for no apparent reason.
Co-worker whistles 8 hours a day.
Co-worker chews tobacco and spits it into empty soda bottles.
Former boss brought a baby sippy cup to a meeting and started drinking out of it.
Co-worker cleaned fingernails using a counterpart’s business card while sitting in their office.
I’ll be the first to admit that some of these complaints seem ridiculous, but they’re obviously not ridiculous to the people complaining. (And living with someone who has a proclivity for whistling, I can attest to that.)
And as a manager, you might want to be aware if your employees’ habits are causing tension in the office. According to the Center for Dispute Resolution, employees are less likely to do work while fuming, think more about quitting and become less committed to their work.
Not that you should be playing office mommy or daddy, either…in which case, try the following tips from Rosemary Haefner, vice president of human resources for CareerBuilder to help your employees get along:
Encourage open communication. Don’t wait until there’s a problem, either. You should always be encouraging your employees to speak professionally and honestly with one another in order to promote a harmonious workplace.
Step in only when absolutely necessary. If an employee complains about a co-worker’s behavior and doesn’t feel he or she can approach that co-worker him or herself, it might be necessary for you to step in. (Check out my earlier post on resolving employee conflict.)
Let them agree to disagree. If your employees can’t come to an agreement with each other, the best alternative might be to simply switch things around, letting them move to another seat, office or cube.
Although the recession has been hard on many industries, the health care industry is one that has managed to thrive. Since the recession’s start, the health care industry has added 631,000 jobs, according to the Bureau of Labor Statistics, and has consistently added headcount each month. CareerBuilder’s annual health care hiring forecast indicates that this hiring momentum will likely continue into 2010. The survey was conducted between November 5 and November 23, 2009, among more than 240 health care employers.
Hiring in 2010
More than one in five (22 percent) health employers said they plan to increase the number of full-time, permanent employees this year, up from 17 percent last year.
Ten percent of employers said they had plans to increase the number of part-time employees at their organizations in 2010, in order to help meet demand.
“While most industries struggled with headcount since the start of the recession, health care was and continues to be one of the strongest industries for hiring,” said Jason Ferrara, vice president of corporate marketing for CareerBuilder.
“Forty percent of health care employers, by far the highest among industries we surveyed, have open positions for which they can’t find qualified candidates. This shows that there is high demand for qualified health care workers across a variety of areas; everything from medical assistants to records specialists to nurses.”
Five Health Care Recruitment Trends for 2010
1. Replacing Low-Performing Employees
Health care employers are taking advantage of the current labor pool’s large number of highly qualified candidates to strengthen their work force. Forty-three percent of health care employers say they plan to replace low-performing employees with higher performers in 2010.
What do health care employers really think of their employees’ performance? When asked to grade their current work force, 18 percent rated their employees an “A”, 68 percent a “B”, 13 percent a “C”, and less than one percent a “D” or “F. Whew.
2. More Flexibility
Flexible work options continue to be important to health care employers. Over a third (37 percent) of health care employers said they will provide more flexible work arrangements for employees in 2010, including:
Alternative schedules (74%) — Employees can come into work early and leave early, or come in later and leave later
Compressed work weeks (53%) Employees work the same hours, but consolidate work into fewer days
Telecommuting (40%) — Employees work from home or from another remote location
Job sharing (12%) — Employees share the same position in a company, each working part of the week
Summer hours (12%) — Workers enjoy condensed hours during the summer; typically 1/2 days on Fridays
3. Recruitment Tools
As the demand for quality health care employees continues this year, health care employers will leverage a variety of recruitment tools to fill their open positions. But on what are they planning to spend more money, exactly?
Online recruitment sites — (25%)
Newspaper classifieds — (20%)
Career fairs — (18%)
Social and professional networking sites — (13%)
Staffing firms and recruiters — (7%)
4. Freelance Workers
Because of the great demand for qualified workers, many health care employers are seeking out freelance or contract health care workers to supplement their needs. In fact, 34 percent of health care employers are hiring contract or freelance workers in 2010.
5. Green Jobs
“Green jobs” are defined as jobs that contribute significantly to preserving or restoring environmental quality. Being “green” is a rapidly growing movement within the health care industry as companies seek ways to run more efficiently; 10 percent of health care employers plan to add “green” jobs in 2010.
If you missed it, read the full press release here.
What makes a company great to work for? Recently, we asked all of you what you think makes your company great — specifically, how you sell your company to your ideal candidates. Your answers covered everything from honesty in your candidate expectations to allowing dogs in the office, and now, FORTUNE has released its own list of 2010’s 100 Best Companies to Work For. For the companies that made the cut, what makes them so great?
The answers include on-site child care, unlimited sick days, an absence of layoffs (some companies on the list have never had a layoff), time given to focus on creative projects, stock options, surfing lessons, the “no asshole” rule, high priorities on diversity — and that’s just a fraction of the amazing things some companies are doing to keep their employees happy and attract their ideal candidates.
What company strengths mentioned on FORTUNE’s list would be most appealing to your candidates and employees? Which do you share — and which are on your wish list?
Last week, we discussed CareerBuilder’s new survey about small businesses’ challenges for 2010, including the struggle to access necessary credit. Here, in a video clip from First Business, Rosemary Haefner, vice president of human resources at CareerBuilder, talks more about these challenges, CareerBuilder’s survey results, and the outlook for small businesses moving forward.
Although there are signs that the economy is beginning to heal, small businesses are still feeling aches and pains caused by the recession. About a third (34 percent) of small businesses — organizations with 500 employees or fewer — are unsure if they will have access to necessary credit in 2010, according to a new CareerBuilder survey conducted between Nov. 5 and Nov. 23, 2009, among more than 1,450 small businesses. In addition, 15 percent of small businesses said that an inability to access credit this year will prevent them from adding headcount.
A Look Back at 2009
Credit was more difficult to obtain in 2009, and small businesses tried, yet were at times unable, to meet the challenge. Seventeen percent of small businesses reported they were unable to access the credit needed to support their businesses in 2009, and of those companies, 26 percent were unable to add employees. On a positive note, however, of those companies who were able to access credit last year, 73 percent were able to hire new employees.
“While small businesses were hit hard during this recession, they will play a vital role as the economy bounces back,” said Brent Rasmussen, President of CareerBuilder North America. “After past recessions, small businesses re-energized the economy by driving innovation and putting people back to work. The majority of small businesses we talked to say they are confident they will not lose their businesses in 2010, and many are hopeful that they will be able to add staff to support their bottom lines and remain competitive.”
Looking Ahead -- Cautiously
While small businesses are cautiously optimistic as they begin this new year, they are still preparing to face some hurdles. When asked what their organization’s top challenges would be for 2010, small businesses reported the following:
Cost of health insurance — 42 percent
Marketing expenses and costs to build awareness — 26 percent
Attracting and hiring top talent — 22 percent
Government regulations — 21 percent
What do you predict your business’s biggest challenges will be for 2010, and what is your strategy for attack?
Just in time for the job market to start stabilizing, employers are getting something all-new to worry about: How to retain the very talent that helped them survive the downturn.
This should come as little surprise to employers who were forced to make tough business decisions last year, which often meant asking workers to take on heavier workloads with fewer resources and less pay. In fact, as I’ve mentioned before, it’s not unusual to see employees leave their companies following a downturn – when market conditions improve and more job opportunities open up. It seems all that cost-cutting eventually takes a toll on satisfaction levels.
The key to holding on to your most valuable employees, says Rosemary Haefner, vice president of human resources for CareerBuilder, is constant and open communication. Haefner says, “Employers should take workers’ pulses early on in the new year. That way, they can be aware of the issues that may affect their staff’s performance, retention rates and overall happiness on the job in the coming months.”
The survey found that job satisfaction overall is down from last year. Only 61 percent of employees reported satisfaction with their jobs in 2009, compared with 70 percent who said the same in 2008.
Among the survey’s other key findings:
Workers want more advancement and training opportunities…or else:
28 percent of workers say they are dissatisfied or very dissatisfied with the career advancement opportunities provided by their current employers.
26 percent of workers are dissatisfied or very dissatisfied with training and learning opportunities provided by their current employers.
90 percent of workers did not receive a promotion in 2009, and 23 percent felt they were overlooked.
27 percent of workers who did not receive a raise or promotion in 2009 said they would leave their current positions in less than a year if they did not receive either.
Of the 20 percent of workers who plan to switch careers/fields in the next two years, 41 percent say it’s because they want more career advancement.
A work/life balance? What is that?
More workers are dissatisfatisfied with their work/life balance this year than last year: 23 percent of workers say they are dissatisfied or very dissatisfied with their work/life balance, an increase from the 18 percent who said the same last year.
Where have all the good leaders gone?
Nearly a quarter (23 percent) of workers rate their corporate leaders as poor or very poor.
35 percent of workers cited an inability to address employee morale as a major concern with senior leadership
30 percent of workers said their senior leaders lacked transparency
28 percent of workers complained that senior leaders made major changes without warning
Just in case you weren’t already overwhelmed with trying to keep work place morale up, employee stress low and staff burnout at a minimum…Well, here’s one more thing to consider as you look for ways to maintain office productivity: the thermostat.
While companies may be tempted to keep office thermostats low in efforts to save money this season, the move could actually end up costing them – in the form of lost production. At the same time, however, blasting the heat isn’t any better, finds CareerBuilder’s most recent survey.
According to the survey of 4,285 workers nationwide, one third of workers say that office temperature – whether too high or too low – affects their productivity. The survey also found that…
27 percent of workers describe the temperature at their work place as “too hot,” while 19 percent of workers say it is “too cold.”
22 percent of workers said that a “too hot” work environment made it difficult to concentrate, while 11 percent of workers said the same about a“too cold” work place.
10 percent of workers say they have fought with a co-worker over the office temperature.
(Not everyone’s unhappy, though: 54 percent of workers described their workplace’s temperature as “just right.”)
On the surface, office temperature might seem like such an insignificant worry, but the fact that it affects production for one third of workers…well, that’s pretty significant. Rosemary Haefner, vice president of human resources for CareerBuilder, suggests that workers and employers work together on this issue to find common ground so productivity doesn’t suffer.
If the office temperature is hampering your employeess ability to work productively,help them find an alternative: Let them come in earlier (the temperature may fluctuate throughout the day, making some times more bearable than others); or move their work space to an unused conference room or office – maybe even a nearby café – for a portion of the day; or simply give them the option to telecommute a few times a month. And if those simply aren’t options, a company fleece would be a pretty decent holiday gift…
Any other ideas? Is the thermostat a source of heated debate (pun intended) in your office?
While it’s true that many companies have been forced to make difficult business decisions this year, many employers still plan to reward their employees for hard work with holiday perks like bonuses, gifts and parties — even if these perks are scaled back a bit. These results are from CareerBuilder’s recent survey about workplace holiday giving among more than 3,000 hiring managers and HR professionals. We’ve got the lowdown on what businesses are doing about bonuses, gifts, and the oft-infamous work holiday party.
Bonuses:
Nearly three in ten (29 percent) employers plan to give their employees holiday bonuses this year. Among that group, 16 percent are planning to give the same amount as in previous years, while 11 percent plan to give less.
Twelve percent of employers say they will not be issuing holiday bonuses even though they have in previous years.
Gifts:
More than a quarter (26 percent) of employers plan to give holiday gifts, with 15 percent planning to spend the same amount for workers as in previous years. Eight percent plan to spend less.
Another eight percent say they are not planning to give holidays gifts in 2009, even though they have in years past.
Parties:
Almost half (49 percent) of employers are planning a holiday party for their employees this year. Of that group, 30 percent plan to throw the same party as in previous years, while 18 percent are planning something on a smaller scale.
Eleven percent of employers don’t plan to have a holiday party in 2009 even though they have in previous years.
“After a challenging year, some organizations are cutting back on the holiday perks that they may have offered in previous years,” said Rosemary Haefner, Vice President of Human Resources for CareerBuilder. “Even though holiday bonuses, gifts and parties may be trimmed back this season, employers are doing what they can to reward their workers and get their staffs in the holiday spirit.”
So with cutbacks more prevalent in the workplace, how can you make your employees happy this holiday season? What do they really want?
Here are some alternative workplace gift-giving ideas:
The gift of financial preparedness.Help employees be realistic in their holiday budgeting this holiday season. Workers often need to budget more carefully around the holidays, so let your employees know upfront and early whether or not they can expect a bonus this season. This way, they will be able to gauge whether they’ll have that extra money for a plane ticket — or whether they’ll have to stock up on canned soups for dinner this season. Give your employees the gift of preparedness; their pocketbooks will thank you.
The gift of giving. Volunteering is a great workplace activity all year ’round, but if you’re looking for an alternative to the typical (and pricey) holiday bash, I can’t think of a better way than helping others in need by donating time to local charities. Volunteering with your team or company still allows you to be out of the office in a social setting while fostering your holiday spirit, giving back to your local community, and making the holiday a bit nicer for someone else. Sites like VolunteerMatch let you search for volunteer opportunities in your local area. Read more tips about finding a charity here and here, find an extensive list of charities here, and check out the Better Business Bureau’s “Charities and Donors” section for more resources.
The gift of fun. Even if your company holiday party is canceled, you can still celebrate the season with your employees with some warm drinks and hot food. Office potlucks are a great and budget-friendly way to have a low-key celebration in the office with your employees. Even better, as commuting after work hours can sometimes present obstacles for employees, you can host a potluck breakfast or lunch during the work day. As an alternative, screen a movie of your employees’ choosing, pop some popcorn and provide sodas, and have a low-key but entertaining in-office party.
The gift of appreciation. While material gifts are nice, sometimes nothing is better than getting a bit of recognition for work well done, whether it’s for a single project or an entire financial quarter’s worth of blood, sweat and tears. As we have learned, 79 of employees who quit their jobs cite a lack of appreciation as a key reason for leaving. Remember to say “thank you” to your employees this holiday season! Even small gestures, like a card or letter with your sincere words of thanks can mean a lot to your employees. Spontaneity of gestures can also be a nice change in the work routine; grab your employees coffee and bagels unexpectedly one morning — or dream up your own creative way to say “thanks.”
The gift of friends and family. While employees may enjoy coming to work, they may in fact be longing to spend more time with loved ones outside the office, especially around the holidays. Yes, businesses are busier than ever, often juggling fewer people and more work — but your employees will enjoy and appreciate even a small break from the grind. Consider letting them leave a bit early one afternoon, or offer a flexible work option for a week or two, like coming in early/leaving early, or working four 10-hour days so they can take a long weekend. Different options will work for different types of businesses — but employees will savor the gift of more time with loved ones — and they’ll likely come back more refreshed, relaxed, and focused post-holiday.
The gift of choice. One final idea: Ask your employees what they want this holiday season! Let them know that budgets are tight, but that you want to celebrate with them and show them your gratitude for their work and dedication. Let them brainstorm ideas, and pick one or implement them all.
What are you giving your employees this holiday season?
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