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68% Of Employers Can’t Fill Open Positions

April 24th, 2017 Comments off
qualified candidates

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

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

What Does This Mean For You?

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

Here are a few ways to get started:

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

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

Find other ways to tackle the skills gap issue.

 

 

Overall Salaries Up 2.9% Over Past 4 Years

April 17th, 2017 Comments off
Talent Factor April 17

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

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

 

What Does This Mean for You?

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

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

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

April 10th, 2017 Comments off
talent network

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

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

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

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

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

 

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

March 27th, 2017 Comments off
background check bad hire

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

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

That’s why background checks are so important.

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

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

What Does This Mean For You?

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

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

 Do you believe these four myths about background checks?

38 Percent of Employers Have Increased Educational Requirements

March 20th, 2017 Comments off
educational requirements

Have you been thinking about increasing the educational requirements needed for jobs at your company?

If your answer is yes, you’re joined by over a third of today’s employers. According to a new CareerBuilder survey, 38 percent of hiring managers have increased educational requirements over the last five years. Thirty-three percent are hiring more workers with master’s degrees for positions that had been primarily held by those with four-year degrees, and 41 percent are hiring employees with college degrees for positions that had been primarily held by those with high-school degrees.

Why Raise Requirements?
Of the 2,605 hiring and human resource managers surveyed, those who increased educational requirements have noticed a positive effect across the board, in many critical areas:

  • Higher quality work: 61 percent
  • Productivity: 51 percent
  • Communication: 45 percent
  • Innovation/idea generation: 41 percent
  • Employee retention: 33 percent
  • Revenue: 26 percent
  • Customer loyalty: 24 percent

 

What Does This Mean For You?
Unsure about whether you should help your workforce reach these increased education requirements? About half of employers (51 percent) plan to provide more online, competency-based learning opportunities to their employees in 2017. Forty-one percent of employers are sending current employees back to school to get advanced degrees – with 14 percent fully funding the degree, and 22 percent funding it partially.

Investing in your employees’ education means investing in your business. Providing training to upskill current employees and helping employees go back to school to get their degree or certification can help improve your company’s bottom line.

Learn about inexpensive ways to fund employee training and education here.

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

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

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

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

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

 

What Does This Mean For You?

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

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

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

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

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

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

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

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

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

What Does This Mean For You?

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

Get CareerBuilder’s expert recruiting tips and trends, right to your inbox.

4 in 10 Employers Have Fired an Employee for Being Late

January 30th, 2017 Comments off
workplace flexibility

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

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

What Does This Mean For You?

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

Get CareerBuilder’s expert recruiting tips and trends, right to your inbox.

66% of Employers Plan to Offer Higher Salaries

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

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

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

What Does This Mean for You?

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

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

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

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

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

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

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

What Does This Mean For You?

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

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

49% of Workers Resolve to Save More

January 2nd, 2017 Comments off
recruitment technology challenges

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

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

 

What does this mean for you?

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

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

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

34% of Employers Cite Manually Posting Jobs to Sites as Top Recruitment Technology Challenge

December 26th, 2016 Comments off
recruitment technology challenges

When you have a job opening, you want to get it in front of as many potential candidates as possible, through as many different mediums as possible. Yet the process of posting jobs to various job boards and social media channels is time-consuming and takes up precious resources that could be better allocated toward engaging with candidates.

In fact, according to CareerBuilder research, 34 percent of employers say having to manually post jobs to several sites is one of the biggest challenges their organization is facing in terms of its recruitment technology. What’s more, 15 percent say their recruitment technology is outdated or limited in what it can do, and 14 percent say their technology isn’t efficient, and it takes too long to find and engage candidates.

What does this mean for you?

Time is valuable, so consider investing in recruitment technology that can give you time back in your day by posting jobs for you. Broadbean Job Distribution is an easy-to-use tool which distributes your open positions to relevant job sites and social media channels. Using a tool like this ensures you’re posting jobs more efficiently while also getting in front of candidates wherever they may be searching for jobs.

Get CareerBuilder’s expert recruiting tips and trends, right to your inbox.

 

 

IT Jobs Have Grown by 12% Since 2012

December 5th, 2016 Comments off
28% of Workers Will Celebrate Thanksgiving with Coworkers

December is underway and 2017 is almost upon us. In anticipation of the new year, CareerBuilder and Emsi have compiled a list of the top jobs for 2017. The list is based on pay, growth and number of jobs.

The study groups occupations into five categories: business and financial operations, IT, health care, sales and skill trades.

Of these categories, IT has seen the largest percentage growth over the past 4 years, with a job growth of 12 percent. Sales saw the lowest growth with 5 percent, while the other three categories each grew by 8 percent since 2012.

 

What does this mean for you?

As we gear up for a new year and you begin assessing your upcoming hiring needs, it’s worth knowing where you’re likely to face the stiffest competition for talent.

While technical roles that fall under IT have grown at the highest rate over the past four years, it is still the smallest category in terms of number of jobs. So, unsurprisingly, competition for the high-skill candidates to fill IT-related positions will likely continue to be fierce.

Get CareerBuilder’s expert recruiting tips and trends, right to your inbox.

28% of Workers Will Celebrate Thanksgiving with Coworkers

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

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

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

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

Family First

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

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

29% of Workers Have Side Gigs

October 31st, 2016 Comments off
candidate behavior

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

 

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

 

What does this mean for you?

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

 

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

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

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

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

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

What this means for you

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

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

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

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

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

October 17th, 2016 Comments off
increasing salaries

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

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

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

What Does This Mean for You?

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

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

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

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

September 26th, 2016 Comments off

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

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

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

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

What Does This Mean For You?

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

Get more details from the study here.

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

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

September 19th, 2016 Comments off
candidate behavior

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

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

What Does This Mean For You?

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

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

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

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

September 12th, 2016 Comments off
candidate behavior

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

 

What does this mean for you?

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

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

 

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

 

 

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

1 in 5 CEOs Say Biggest Recruitment Tech Challenge Due to Multiple Hiring Sources

August 15th, 2016 Comments off
wage growth

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

Did you know? The average company uses over 15 different tools to source and manage candidates, according to internal CareerBuilder research. But is all of this technology doing more harm than good?

In a separate CareerBuilder survey, 22 percent of CEOs said their biggest recruitment technology challenge is that they cannot coordinate across the many sources they use for hiring. Rather than making the process of sourcing and managing candidates easier, these multiple tools — each with their own metrics and data sets — only make the process more time-consuming and complicated.

In its ongoing mission to make life easier for recruiters and decrease the time needed to fill jobs, CareerBuilder and its technologists from Broadbean created Talentstream Recruit. Part of the new Talentstream Sourcing Platform, Talentstream Recruit combines all the tools recruiters use — from source to hire — into one intuitive software solution that can seamlessly integrate with other technology partners.

That means recruiters can view and search candidates, run reports, measure performance, manage job postings, engage with candidates, and more — all from one easy-to-manage dashboard platform.

Doing more with less

In today’s competitive labor market, recruiters can’t afford to waste time logging into and navigating multiple applicant tracking systems, resume databases and professional networking sites. They need a talent management system that not only simplifies the candidate search process, but also integrates with their current system.

By containing all of your talent acquisition and management tools in one simple platform, Talentstream Recruit streamlines the entire recruitment process and creates an uninterrupted workflow to help you make the right hires faster. Plus, it can seamlessly integrate with your existing recruiting tools.

Talentstream Recruit is the intuitive applicant tracking system top companies rely on to effectively attract quality talent and operate internal recruitment processes. Learn more about what Talentstream Engage can do for your business. 

Employers Use an Average of 15 Sources to Find Candidates

August 8th, 2016 Comments off
wage growth

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

The hunt for talent takes talent acquisition teams to more talent pools than ever before – with the average team searching 15 sources when looking for candidates. But, what if there were a search engine that pulled from all of those talent pools simultaneously?

There is: Broadbean Resume Search makes it easy for employers to run a single search across all of their external resources, effectively streamlining the search process. Not only that, but Broadbean also sources from publicly available social media sites, giving employers the most bang for their recruitment buck.

Why is Resume Searching so Important?

The market for talent is notoriously competitive, and any advantage in recruiting can be translated into an advantage for the company as a whole. By providing an easy and effective connection to all of your external sources, and seamlessly integrating with over 7,000 ATS/CMS systems worldwide, Broadbean makes finding candidates faster and easier so recruiters can focus on evaluating candidates rather than looking for them.

Learn more about what Broadbean can do for your business.

90% of Companies Buy Background Checks — But Many Get a Bad Deal

August 1st, 2016 Comments off

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

Did you know? A whopping 90 percent of companies buy background checks to vet potential or current employees, according to SHRM research — but many of them aren’t exactly getting what they signed up for. That is, unless what they signed up for was poor customer service, slow turnaround time, and paper-heavy onboarding processes.

That’s where Aurico is vastly different — and it’s a big reason why CareerBuilder and Aurico joined forces in 2016. Aurico provides a quick turnaround time – and, while you would be hard-pressed to hear someone say they have a close, trusting relationship with their onboarding provider – Aurico’s clients actually do. There’s a reason Aurico is No. 1 in customer service and quality: They offer a paperless system that integrates with most applicant tracking systems, real-time reporting, incredibly fast turnaround times, and very competitive pricing.

Why is background and drug screening so important?

Drug screening is a requirement for certain roles. Conducting thorough and timely drug screens keeps both the public and a company’s workers safe, especially when screened workers are operating machinery or heavy equipment. As you are hiring candidates who represent you and act as an extension of your company, accurate and thorough background checks are vital. Oh, and the cost of replacing an experienced worker who doesn’t work out can cost 50 percent or more of that individual’s salary.

2016 marks Aurico’s 25th anniversary, and they have a lot to show for it: The company is now a trusted partner of 4,500 clients, No. 1-ranked in HRO Today’s Baker’s Dozen, and listed on the Workforce Hot List. Aurico participates on the Inc. 5000 Honor Roll, and has earned both NAPBS accreditation and ISO 9001:2008 certification.

Through Aurico’s delivery of detailed background checks, companies are better armed with the information they need to make a character judgment on a candidate. Learn more about what Aurico can do for your business.  

 

1 in 6 Employers Plan to Hire More Recruiters in Next 6 Months

July 18th, 2016 Comments off
1 in 6 Employers Plan to Hire More Recruiters in Next 6 Months

One in 6 employers in the U.S. (16 percent) across all industries say they plan to hire more recruiters in the next six months to help bring new talent in the door, according to CareerBuilder’s 2016 Midyear Job Forecast.

Some of the in-demand roles employers said they will be recruiting for in the second half of the year are those tied to:

  • Cloud technology – 12 percent
  • Mobile technology – 11 percent
  • Social marketing – 11 percent
  • Providing a good user experience – 11 percent
  • Developing apps – 9 percent
  • Wellness – 9 percent
  • E-commerce – 9 percent
  • Financial regulation – 9 percent
  • Creating a digital strategy – 9 percent
  • Managing and interpreting big data – 8 percent
  • Cyber security – 8 percent

 

Among broader functional areas, employers will be hiring for:

  • Customer Service – 29 percent
  • Sales – 27 percent
  • Information Technology – 25 percent
  • Production – 20 percent
  • Accounting/Finance – 13 percent
  • Human Resources – 13 percent
  • Clinical – 12 percent
  • Business Development – 11 percent
  • Marketing – 11 percent
  • Research and Development – 11 percent

What Does This Mean For You?

Understanding what the U.S. hiring outlook will look like for the next six months can help you better plan and prepare for the road ahead, and adjust your talent acquisition strategy to land the talent you need.

We surveyed more than 2,100 hiring managers and HR managers to find out the latest and upcoming hiring trends and insights so you can stay in the know and remain a step ahead of the competition.

Get more highlights from CareerBuilder’s 2016 Midyear Job Forecast here.

70% of Human Resources Managers Advocate Higher Wages

July 11th, 2016 Comments off
wage growth

According to CareerBuilder’s 2016 Midyear Forecast, while hiring rates for the second half of the year will largely mirror those of 2015, one area where we will see significant growth is in workers’ wages.

The survey found that 70 percent of human resources managers believe their companies need to start paying workers higher wages in order to keep up with the competitive talent market.

Employers seem to be taking this advice to heart – 53 percent are planning on increasing compensation for current employees over the next 6 months, and 39 percent will increase starting salary offers for new employees.

What does this mean for you?

Competitive salary offerings have always been the most popular means of attracting and retaining talent in a competitive market – and not without reason. If offering higher wages isn’t an option, however, employers might be able to entire talent in other ways, such as competitive benefits, perks and opportunities for advancement.

Employers might also consider reskilling current workers or offering advanced or extended training to create the ideal candidate if current recruiting efforts aren’t working.

Up to 3 Hours Each Workday Lost to Smartphones, Other Distractions

June 27th, 2016 Comments off
Candidates Use 16 Different Resources During Job Search

They may be at work, but that doesn’t mean employees are actually working. According to a new survey from CareerBuilder, more than 1 in 5 employers estimate their employees are only productive for five hours of the day, thanks in large part to distractions such as smart phones, the Internet, and other co-workers. Of these distractions, mobile phones and texting habits present the biggest obstacle to productivity. When asked to name the biggest productivity killers in the office, employers cited the following:

  • Cell phones/texting: 55 percent
  • The internet: 41 percent
  • Gossip: 39 percent
  • Social media: 37 percent
  • Co-workers dropping by: 27 percent
  • Smoke or snack breaks: 27 percent
  • Email: 26 percent
  • Meetings 24 percent
  • Noisy co-workers: 20 percent

What Does This Mean For You?

While you can’t control what workers do — and attempting to ban cell phone usage, the internet and social media may force employees to look elsewhere for less rigid employers — you can manage it. Rosemary Haefner, chief human resources officer of CareerBuilder, suggests addressing the issue head on. “Have an open dialogue with employees about tech distractions,” she says. “Acknowledge their existence and discuss challenges/solutions to keeping productivity up.”

Want more insights from the study? Check out “What Are Workers Wasting Time On? Top 10 Employee Productivity Killers”

The Job Search Costs 1 in 5 Workers Money

June 20th, 2016 Comments off
Job Search Costs 1 in 5 Workers Money — Provide a Good Candidate Experience

In many cases, it costs money to make money. Nearly 1 in 5 U.S. workers (19 percent) say that they have to pay up before they get paid, according to a new CareerBuilder survey. Of them, more than 1 in 4 (27 percent) said it cost them $200 or more.

So, what are they spending the most money on during their job search? Not surprisingly, purchasing a professional wardrobe topped the list, followed by transportation and travel:

  • Clothing: 39 percent
  • Transportation: 22 percent
  • Travel: 21 percent
  • Printing (resumes, cover letters, etc.): 7 percent
  • Recruiters: 1 percent
  • Computer hardware/software: 1 percent
  • Networking events: Less than 1 percent

What Does This Mean For You?

Many job seekers are putting their best foot forward — and, in some cases, opening up the purse strings to land a job, so understand that they are making a financial investment in you. Treating them with respect throughout the job search process and providing them with an optimal candidate experience is key to winning them over.

Wondering what exactly candidates are expecting from you during their job search? We surveyed 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. So stop guessing and get insider answers from CareerBuilder’s 2016 Candidate Behavior Study.

Download CareerBuilder’s 2016 Candidate Behavior Study here. And join the conversation on Twitter: #TalentFactor.

76% of Candidates Want to Know About Day-to-Day Responsibilities

June 13th, 2016 Comments off
wage growth

Recruitment and hiring can be a complicated business, so CareerBuilder’s 2016 Candidate Behavior Study took a look at it in simple terms: What do candidates want to know?

According to the study, the question on 76% of job seekers’ minds is “What would my day-to-day job be?” Fifty-seven percent are wondering what skill sets employers consider negotiable versus non-negotiable skills.

These may sound like pretty basic queries, but employers who fail to address these questions in job postings or in the interview process are going to have a hard time finding interested candidates.

What does this mean for you?

Even if you’re a relatively young company or the open position is still brand new, it’s important to have a clear definition of what responsibilities the role will entail. Great job candidates may not want to just be another cog in the machine, but they also don’t want to be given no direction whatsoever. So whether you’re filling a recently vacated position or creating an entirely new role from scratch, make sure you understand what the role will start out as – and look for a candidate who will be able to help it grow from there.

Nearly 1 in 3 Industries Projected to Outpace National Job Growth Average

June 6th, 2016 Comments off

CareerBuilder just released a list of fast-growing industries with ample job prospects over the next five years. The study is based on data from Emsi, CareerBuilder’s labor market analysis arm that pulls data from over 90 national and state employment resources.

The U.S. is projected to create roughly 7.2 million jobs from 2016 to 2021 – a 4.6 percent increase — though many industries are projected to outpace the national average during this period.

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

Based on historical trends and the current hiring situation, we can expect to see nearly 1 in 3 industries add jobs at a rate that exceeds the national average. The growth will be broad-based, covering everything from IT services and developmental therapies to conservation, investment management, online shopping and sports instruction. When growth extends across a wide variety of industries, it’s a good indicator of stability and strength in the labor market.”

What This Means For You

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

Finding out where your competition is advertising for your fast-growing positions will help you maximize your visibility – and get the best candidates. The Job Posting Analytics feature within Emsi Analyst helps you do this by comparing the volume of job postings for a particular position to the number of hires made, demonstrating how much effort other organizations are putting in to attracting candidates for a position. Based on this data, you can determine whether you need to step up your efforts and increase resources to source the right talent.

See a list of some of the industries projected to add at least 10,000 jobs and see at least 15 percent growth in employment over the next five years.

 

52% of Employers Say They Wait for Candidates to Apply

May 30th, 2016 Comments off
Candidates Use 16 Different Resources During Job Search

According to CareerBuilder’s 2016 Candidate Behavior study, employers tend to prefer for candidates to come to them, rather than actively seek out potential candidates.

The study shows that more than half (52 percent) of employers wait for job seekers to apply to open positions. Similarly, only 20 percent of job seekers said they were recruited by an employer before applying.

It’s evident that compiling applications sent in from job seekers is how most employers prefer to fill openings – despite 39% of employers saying their biggest frustration is when unqualified candidates apply for positions.

What does this mean for you?

Employers hoping to fill open positions quickly and with the best candidates cannot be passive about recruiting. Job postings are essential hiring tools, but they should only be part of a larger strategy that includes active recruitment and building talent pipelines to ensure you’re not left with an unfilled position while you wait for the perfect candidate to come along.

 

Learn how to capture more of the right candidates and easily keep in touch with them through an optimized career site.

Candidates Use 16 Different Resources During a Job Search

May 23rd, 2016 Comments off
Candidates Use 16 Different Resources During Job Search

Job seekers are more aware of the job market than ever before – and they have the tools to navigate a job search, literally, at their fingertips. From good, old-fashioned networking to sending resumes and job applications from a smartphone, today’s candidates have what it takes to find their next career: patience and skill.

We surveyed over 5,000 job seekers in both the U.S. and Canada to achieve key insights into the habits of today’s candidates for our annual Candidate Behavior Study. This year, we found that job seekers use an average of 16 different resources to aid in their job search. This valuable research is performed to not only help a candidate determine their own place in the market, but also find job opportunities that fit their requirements. Keep in mind, job seekers perform this research before applying to a single open position.

What Does This Mean For You?

If your organization is posting jobs to only one job board, or searching through one resume database, you may be missing out on a majority of the job seekers available in the marketplace. To help increase your visibility and capture more candidate information, your company needs a diverse recruitment strategy with a presence across the internet. Job distribution software and tools that consolidate multiple resume databases into one search can increase your flow of candidates without adding additional time or steps to your process. Get more insights from CareerBuilder’s 2016 Candidate Behavior Study.

Learn more about Broadbean Job Distribution and Broadbean Resume Search from CareerBuilder.

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

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

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

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

What Does This Mean For You?

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

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

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

6% Growth in Temp Jobs Expected Through 2018

May 9th, 2016 Comments off
76% of Full-Time Employed Workers Are Open to New Job Opportunities

With plenty of resources available to research full-time job growth, it’s easy to forget about a job category that is key to filling in talent gaps and helping a company remain flexible in today’s marketplace – temporary and contract workers.

According to new research from Emsi and CareerBuilder, labor market data shows that employers plan to add 173,478 temp and contract jobs from 2016 to 2018 – an overall increase of about 6 percent. These new jobs will be created various industries and levels of pay giving every job seeker the opportunity to tap into this new job market.

The CareerBuilder study found the fastest growing temporary occupations with median hourly earnings both above and below $15 per hour. These jobs ranged from Software Application Developers growing by 6 percent and paying a median of $46.72 per hour, to Personal Care Aides (also growing by 6 percent) making a median $10.10 per hour.

What does this mean for you?

Your business needs to remain agile in today’s candidate market. As unemployment remains at one of the lowest rates we’ve seen in recent years, talent will be harder and harder to come by for full-time, essential positions. Nearly 3 million people are employed in temporary and contract jobs today, so keep this group of motivated workers in mind as you continue to develop a nimble recruitment strategy.

Is your company adding temp jobs this year? Tweet to us about it @CBforEmployers.

27% of Employers Hiring Recent College Grads Will Pay $50,000 or More

May 2nd, 2016 Comments off
76% of Full-Time Employed Workers Are Open to New Job Opportunities

 In a season of celebration, college graduates have one more thing to get excited about. According to CareerBuilder’s College Hiring Outlook survey, employers are looking to hire recent graduates – and willing to shell out big bucks to do so.

According to the survey, 37 percent of employers who plan to hire recent college graduates this year say they’ll be offering higher pay than they did last year. Additionally, 27 percent of employers planning on hiring new graduates say they’ll offer starting salaries of $50,000 or more.

What does this mean for you?

A competitive salary is a huge factor for job seekers, but it’s far from the only thing they’ll take into consideration. If you’re organization isn’t able to match the highest bidder, consider offering more flexible schedules, opportunities for advancement and other benefits that are particularly attractive to younger workers.

 

Planning on hiring recent college graduates? Turn to Emsi for College Recruiting to get essential data that will show you the best schools to target for your hiring needs.

76% of Full-Time Employed Workers Are Open to New Job Opportunities

April 25th, 2016 Comments off
76% of Full-Time Employed Workers Are Open to New Job Opportunities

More than 3 in 4 (76 percent of) full-time employed workers are actively looking or open to new job opportunities, according to CareerBuilder’s Pulse of Recruitment survey.

The research also shows that job seekers use an average of about 16 resources throughout each new job search. That’s a lot of resources, and only further proves the idea of today’s consumer candidate. Meanwhile, employers are doing their homework as well, using an average of 15 different resources to find candidates.

What Does This Mean For You?

This might not come as a huge surprise, but a higher base salary is the No. 1 reason candidates are looking for a new job.

With the vast majority of today’s workforce seemingly ready and willing to “jump ship” at a moment’s notice, it’s important for both employers and recruiters to understand what drives these candidates, so that they’re not just attracting them in the short term, but they also have an eye on retaining them in the long term. That means paying closer attention to things such as improved work-life balance, better advancement opportunities and improved benefits.

Follow the hashtag #PulseofRecruitment on Twitter for more stats and insights.

Join the conversation on Twitter: #TalentFactor.

50% of Employers List Retention as Top Business Priority

April 18th, 2016 Comments off
retention

In a perfect world, if you were given unlimited resources, what business challenges would you prioritize first?

That’s the question both staffing firms and staffing firm clients were asked in CareerBuilder’s latest Pulse of Recruitment survey. What’s interesting is that while staffing firms would ideally like to balance their time among hiring, retention, using data and implementing new technology, employers chose retention as their top priority.

Top priorities

Green – top staffing priorities; Blue – top client priorities

What Does This Mean For You?

If you’re a recruiter at a staffing firm, it’s important to understand your clients’ top priorities. Given today’s competitive job market, it’s clear employers would like to devote more resources to retaining their best employees. By demonstrating how you can assist them with their hiring needs, they can then focus more time on overcoming their other business challenges – including keeping top talent.

44% of Workers Have Gained Weight at Their Current Job

April 11th, 2016 Comments off
weight gain

The office candy bowl. The free after-meeting leftovers. The inactivity of sitting behind a desk for eight hours. It’s no surprise that workers across the U.S. feel like they’re packing on the pounds on the job.

According to a new CareerBuilder survey, 55 percent of U.S. workers believe they are overweight, and more than 2 in 5 say they have gained weight at their present job.

Workers say the top contributors of their workplace weight gain include:

  • Sitting at the desk most of the day – 53 percent
  • Being too tired from work to exercise – 45 percent
  • Eating because of stress – 36 percent

 

Some employers have taken notice and have put wellness initiatives in place to promote healthy office living. Still, while a quarter of employees (25 percent) have access to such employer-sponsored wellness benefits, including onsite workout facilities and gym passes, 55 percent of this group does not take advantage of them.

What Does This Mean For You?

Rosemary Haefner, chief human resources officer for CareerBuilder, says that while workers are becoming more health conscious, high-stress work environments and longer workdays make it difficult for employees to find time to act on their wellness goals. So, the onus is on employers to encourage workers in their pursuit of a healthier lifestyle. “To make wellness at work a priority, companies should emphasize its importance from top leadership down and focus on engagement, motivation, support and strategy when implementing new programs,” Haefner says.

Doing so will only lead to better employee morale – and give workers more of a reason to stick with your company in this increasingly competitive market.

 

69% of Employers Plan to Increase Salaries in Q2

April 4th, 2016 Comments off

CareerBuilder’s Q2 2016 U.S. Job Forecast revealed that the U.S. job market can plan for another successful quarter of growth. A survey of over 2,000 hiring managers and HR professionals found that 69 percent of employers plan to increase compensation during the next three months; 25 percent expect that increase to be at least 5 percent, and 44 percent say this salary increase will be 4 percent or less.

However, not every employer is planning a raise for employees – 2 percent expect a decrease and 29 percent say they will either stay the same or don’t know yet.

CareerBuilder also found that over a third of surveyed employers plan to hire more permanent or temporary staff during Q2 2016 (34 percent and 37 percent, respectively).

Matt Ferguson, CEO of CareerBuilder and co-author of “The Talent Equation,” says, “The vast majority of companies are either maintaining their headcount or adding new employees at various skill levels. This is promising news for college students approaching graduation and seasoned workers who want to re-enter the workforce or change jobs.”

What does this mean for you?

As more jobs are added in the marketplace, and a majority of employers plan to increase wages, competition for quality talent will continue to grow as well. Twenty-five percent of surveyed employees say they plan to change jobs this year, so keeping the talent you have should also be a main goal.

Labor market data can help you keep track of average salary ranges and workforce growth for jobs and geographic markets for which you hire.

Contact your CareerBuilder sales representative to discuss data tools that can help your business prepare for growth, like Emsi Analytics and Talentstream Supply & Demand. Don’t forget to ask about our suite of College Recruiting solutions to help make an impact on campus.

46% of Hiring Managers Say Time is Biggest Barrier to Solving Recruitment Problems

March 21st, 2016 Comments off
wage growth

Recruitment often gets the short shrift when it comes to budget allotments, so it can be easy to assume that most challenges hiring managers face stem from a lack of cash.

According to CareerBuilder’s new Enterprise Pulse of Recruitment Survey, nearly half (46 percent) of hiring managers reported that the biggest factor preventing them from overcoming their recruitment challenges is time. About a quarter (24 percent) said it was lack of budget, closely followed by lack of the right internal people to get the job done (21 percent) and lack of the necessary software or technology (9 percent).

 

ENT Pulse

What does this mean for you?

It’s no secret that time is a precious commodity, but it may be difficult to notice just how much efficiency can have an impact on your recruitment efforts. When faced with particularly tricky recruitment challenges, take a step back and consider the problem from another angle. As a recruitment professional, it’s important to evaluate your strategy, your systems and your team members to ensure everything is running as smoothly as possible.