Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Monthly Archives: July 2009

Hugs All Around or Get the Heck Off Me: Is Touching at Work Okay?

I was recently reading a recent Wall Street Journal blog post about the appropriateness (or lack thereof) of touching at work. The article discusses touching of the physical sort, from an arm graze to fist bumping. And the question remains: When is it okay to touch co-workers -- or is touching just simply over the top? Some may recall the "Friends" episode featuring Chandler and his boss's habit of touching at work. Chandler was extremely uncomfortable with this "habit," while his boss (and fellow co-workers) didn't see anything wrong with it:

By in Talent Management

Job Seekers Want to Know: “Why Don’t You Call Us Back?”

Care to help us out here? 

Last week, my colleague Anthony Balderrama, a writer for our job seeker-focused blog, The Work Buzz, told me: 

“We often hear from job seekers who wonder why, when they apply – or even interview – for a position, they never hear back from the employer at all.”

So why is this, exactly?  Anyone can understand – especially if you’re getting up to 75 resumes for a single position – that you can’t always get back to every single applicant…but to never so much as e-mail or call someone back after an interview? Continue reading >>

By in Employment Branding, Interviewing, Talent Acquisition


CareerBuilder Leadership Series: Spotlight on Ron Williams, CEO of Aetna

ronwilliamsCEOOur latest CareerBuilder Leadership Series spotlight is on Ron Williams, chairman and chief executive officer of Aetna, one of the nation's leading diversified health care benefits companies. A strong proponent of meaningful health care reform, Mr. Williams has championed specific solutions in op-ed articles featured in The Wall Street Journal, Washington Post and The Financial Times, and he lends his time and expertise to a number of organizations, including the Business Council as vice chairman and the Council for Affordable Quality Healthcare, which he currently chairs. Ron talks to CareerBuilder about the power of employee suggestions, how leaders play a critical role in employee engagement, how he focuses on driving home diversity in the organization, and more. What is your philosophy as far as the role people play in your organization? At Aetna, we have a set of values we call The Aetna Way. The values really start with putting the people who use our services at the center of what we do. We maintain an intense focus on employee engagement because it is so fundamental and critical to our success. As a service business, we are what our employees do. You cannot go into any store in America, and buy one Aetna off the shelf - it doesn't exist. So our employees have to internalize the importance of their role in living our values and meeting our customers' needs. One way we measure how we're doing in this area is through an annual employee survey. This year, 94 percent of our 36,000 employees completed the survey, which is an extraordinary response rate. Through the survey they are able to tell us what they think is working well and where there is room for improvement. Can you give an example of an instance where an employee suggested an improvement for the company that you implemented and some effects you saw from that? One great example is that employees felt we should have company-wide recognition events. So we established The Aetna Way Excellence Awards to recognize employee excellence in living our values and meeting the needs of our customers. The awards are especially meaningful, because winners are nominated by their peers. Last year we had nearly 4,000 employees nominated for silver awards, the first level of awards. From that group of winners, we selected about 35 to 40 gold award winners, who went onto the Platinum awards or highest level of award, where roughly 10 individuals were recognized as the very best examples of the values of the company. That whole program came about as a result of employees suggestions that came through the survey. How do you ensure that employee engagement starts from day one and continues through the 10, 15, 20 years they might spend with your company? Our leaders play a critical role in employee engagement. We have a set of leadership expectations that lays out core behaviors, including the expectation that leaders will communicate, communicate, communicate. A big part of their regular communication is to help transmit the culture and the values of the company. For example, we put new leaders through a first impressions orientation program where a senior officer, like myself, the president of the company, the CFO or our head of human resources, will go in and talk with them to make certain that they understand the culture at Aetna, how seriously we take our values, and the expectations we have for them as leaders in fostering employee engagement. What is your set of values composed of? It has four values. The first is integrity, which is about both what you do and what you don't do. And we talk a lot about how we honor our commitments, behave ethically and do the right thing for the right reasons.. The second value is employee engagement, which we describe as leading people to success, valuing diversity and building confidence and pride in our company. The third value is excellence and accountability. It is doing what we say we are going to do when we say we are going to do it. The final value is really about quality service and value. Quality is so important in health care because most members presume that they are going to receive quality, but in reality, they may or may not. So we focus a lot on quality as one of the core values in our organization. How do you engage different members of your organization? One of the goals of an executive is to define reality for the organization, and to help the organization confront that reality quickly and effectively, and at the same time inspire managers and employees that these challenges can, in fact, be addressed. To give you an example, as I moved around the business community in the last half of 2008, it became clear that businesses were facing very substantial economic challenges. When our service team met with the benefit executives in our client organizations, they were not yet feeling a lot of that tension in their organization at that level. But when you talk to many executive leaders, they were clearly sharing their anxiety about how they saw the second half shaping up. So as the leader of the organization it is my job to define that reality, bring that reality back into the organization and say, "You may not yet be seeing what will be happening, but it is going to happen. We have to prepare for it happening," and develop the next set of products that will be responsive to where our customers are going as opposed to where they are today. Who or what has made the biggest impact in how you lead or interact with people?

By in Leadership Interviews, Retention, Talent Management

In Case You Missed It: Employment News for the Week of July 24

While you were mourning the death of Gidget, standing in line for a free cinnamon chip scone, or editing Sarah Palin’s resignation speech, here’s what was going on with the rest of the world this week…

Corporate America is learning the hard way that the first cut is the deepest… Are they high? Some say marijuana reimbursement claims could lower drug costs for employers. Continue reading >>

By in In Review


Sixty-Three Percent of Mature Job Seekers Have Applied for Jobs Below Their Level, CareerBuilder Survey Finds

olderworkerDo you know someone 55 or older who has been laid off in the past year and has had a hard time finding a new job? Are you one of them? If so, you're not alone; mature workers have been hit particularly hard in regard to recent job loss. While almost three-fourths (71 percent) of those ages 25 to 34 who were laid off in the last 12 months have found new jobs, just over a quarter (28 percent) of mature workers have been able to do so, the lowest percentage of all age groups. Competing with recent grads A new study from CareerBuilder shows that many mature workers are overqualified for the jobs to which they are applying, and are expanding their job search to include entry-level positions, internships, relocation and other options in an effort to secure gainful employment. Because of changes in the level and type of job they are searching for, mature job seekers are also now competing with recent college graduates and other new work force entrants for entry-level positions -- positions which they likely thought were long behind them. And 44 percent of mature workers have been told by employers that they're overqualified for a job. What your fellow employers are saying The good news about all of this? The majority of employers (65 percent) say they would consider experienced candidates who apply for jobs for which they're overqualified.
  • One in four employers (26 percent) reported they have received applications from workers over the age of 50 for entry-level jobs
  • An additional 11 percent have received entry-level applications from retirees
Mature workers offer a wealth of knowledge and experience that has translated into a significant competitive advantage for employers," said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. "Employers are considering mature job candidates for a variety of positions ranging from entry-level to senior-level to consultants to leverage their intellectual capital and mentor other workers. Twenty-nine percent of employers have hired a worker age 50 or older for a permanent position within their organization over the last six months.
"Need internship, will travel" Mature workers are also seeking out internships as an alternate way to break into longer-term employment. Seven percent of employers reported candidates 55 and older have applied for internships at their organizations. Over half of them (55 percent) say they would be willing to consider mature workers for internships, while 4 percent have already taken action and hired them. Relocating to a new city may often be an attractive option for those just out of college or in their early career years, but many mature workers are considering uprooting their current lifestyle and moving to land a new job. Pf mature workers who were laid off in the last 12 months and did not find a new job, 41 percent stated they would consider relocating to another city or state to find employment. Becoming their own boss Some mature workers are also using unemployment as an opportunity to open that bookstore, restaurant, or Internet business they've been talking about for (what seems like) years. Twenty-three percent of mature workers who were laid off in the last 12 months and did not find a job are considering starting their own business. What about those who did land a job? Of those mature workers who were laid off in the last 12 months and found another job:
  • 26 percent took a job in another field, with the vast majority (75 percent) reporting that they are enjoying the experience
  • In terms of compensation, 48 percent took a pay cut, while 40 percent landed positions with similar pay. Another 13 percent found jobs with a higher compensation rate than what they were previously earning.
Read the full press release on mature workers and entry-level jobs.

By in Economy, Retention, Survey Results, Talent Acquisition, Talent Management

The Recession is On Its Way Out. Is Your Talent Going With It?

Question: What are things we don’t want to see or hear about anymore?

Answer: Jon and Kate, “exclusive” Today Show interviews with Jackson family members, skinny jeans, and the recession.

Thankfully, with both Susan Boyle and the U.S. economy showing signs of recovery, we might be able to knock one of these annoyances off the list soon.  (Maybe even two…if Matt Lauer would ever read his e-mail…) 

According to the latest report from New York-based Conference Board, U.S. Continue reading >>

By in Economy, Retention, Talent Acquisition, Talent Management

In Case You Missed It: Employment News for the Week of July 17

This week, while you were averting tire troubles in France, getting snubbed by Emmy voters, or scoring free tickets to the Billy Joel/Elton John concert (Wait, you didn’t? Guess that was just me, then. Oh well…), here’s what was going on with the rest of the world…  

Economic stimulus? Stimu-LESS is more like it. Zing! Just an fyi…that Girl on Top author is giving your employees permission to lie to you. Continue reading >>

By in In Review

CareerBuilder SHRM 2009 Booth Presentations and Available Downloads

SHRM 2009 was packed with activities and distractions. How many of you spent a little too much time on Bourbon Street? No judgement here... In case you missed the opportunitiy to attend one of CareerBuilder's informational sessions, you can download the full presentation decks here. Also watch the full presentations taped during the SHRM conference. The Ression's Over - Now What? Presented by Jason Ferrara, VP Corporate Marketing
Unlocking Your Organization's True Potential Through Its People Presented by Corey Epperly, VP Personified Shared Apply: The Best Change You Haven't Made Presented by Mike Dutter, Strategic Services Director Recruitment Has Changed - Have You? Presented by Matt McCloskey, Director of Corporate Marketing London Calling - Staffing Reactions Abroad Presented by Robert Stinsa, Director of Pan European Sales Please let us know if you have any questions about the material presented here. Leave us a comment and we'll get back to you with more information.

By in News & Events, Retention, Talent Acquisition


And You Thought the TV Show Was Odd…Workers Reveal Unusual Moonlighting Gigs

If you’ve ever wondered what your employees do on their off-hours…well, you may want to skip the rest of this post and just keep wondering. (That is unless you want the image of them posing nude for art students in your head. Oops, have I said too much?)

An estimated one in ten American workers have taken on a second job in the last year to help makes ends meet, according to CareerBuilder’s latest survey, released today. Continue reading >>

By in Survey Results


Download Our Small Business Hiring Guide — Compliments of CareerBuilder

hiring-guideMoney Magazine just released its "Best Places to Live" for 2009, and while perusing the "winners," I noticed that the towns listed all had several factors in common to qualify them as the "best of the best," including a strong local economy, little crime, short commutes to work, low rate of unemployment, robust industry, great schools, affordable homes -- the list goes on. There is no one magic component that makes these towns desirable; it's a combination of factors that come together and compliment each other to make up a best place to live. Similarly, hiring isn't simply posting a job and accepting the first person who comes along. Successful employers view hiring as a multi-faceted process -- stemming from attraction all the way to retention, with several aspects in between. As an employer in today's economy, you must be cognizant of changing job seeker practices, communicative during your candidate engagement efforts, active in encouraging employee satisfaction and retention -- all while establishing and building a strong and recognizable brand and fostering a thriving internal company culture. (Whew!) There's a lot involved in being a successful business with the best employees on board, and sometimes, you need a hand to help you brush up on those areas which you've neglected -- or simply haven't thought about before. That's why we're happy to report that CareerBuilder's Small Business Hiring Guide is now available for you to download (for FREE... we must be crazy, right?!). What is it? The Small Business Hiring Guide is a how-to guide full of advice, tips, and trends, compiled by CareerBuilder's team of small business experts. It is designed to keep you up-to-date and armed with the latest on hiring so that you can make your most successful hires now -- or whenever you're ready. In the guide, you will learn:
  • How to improve your internal company culture
  • Tips to strengthen your employment brand
  • The importance of employee recognition
  • The six essential steps of the Talent Supply Chain: Brand Establishment, Candidate Attraction, Application Management, Onboarding, Retention, and Succession Management
  • ...and more.
You can download the full guide here.

By in Economy, Free Tools, Retention, Talent Acquisition, Talent Management

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