Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Monthly Archives: July 2011

Urgent need for workers

Where Are the Workers? 7 Jobs That Need More Talent Now

Urgent need for workersIt’s the question on everyone’s mind (no, not “What are William and Kate talking about this very instant? or “Why did Michelle Obama eat a burger?“), but — where are the jobs? CareerBuilder’s just-released list, pulled from CareerBuilder’s Supply and Demand Portal data from the past six months, gives us some insight into just that.

The latest Supply and Demand Portal data reveals industries and positions where, for a multitude of reasons, there is a growing gap in the number of workers needed to fill job openings. We’ve already seen evidence that 47 percent of employers plan to hire full-time workers in the last six months of this year — and some U.S. regions are more promising more than others. By understanding the labor demand in particular markets and the ways in which talent pools grow or shrink depending on that demand, you can more effectively guide your recruitment strategy in terms of employment brand, compensation and overall advertising strategy.

CareerBuilder’s Supply and Demand Portal helps you be smarter by giving you real-time access to 1) the availability of active talent for any position (supply), and 2) where you will find the most and least competition for that talent (demand).

As CareerBuilder CEO Matt Ferguson says:

“The Supply & Demand portal enables employers to gain valuable market insights to develop more productive and cost-effective recruitment strategies. More than one-third of human resource managers we surveyed said they currently have positions for which they can’t find qualified candidates, a trend that continues to grow as the economy recovers and job prospects improve. While the U.S. still has a very competitive job market, there are areas within technology, health care and other fields that have a growing deficit in talent.”

So, without further adieu, the hottest industries with growing demand for workers:

By in Economy, Insights & Trends, Survey Results, Talent Acquisition

A business man with a smart phone and co-workers in the background

New iPhone App Creates Recruitment On The Go

You might call it the biggest anticipated iTunes release since The Beatles…

Today, CareerBuilder announced the release of its CareerBuilder for Employers iPhone app – available for a free download on iTunes.

Job seekers have long been using CareerBuilder’s original iPhone app to search for jobs on their mobile phones, but now there’s a place in the app world for employers, too. CareerBuilder for Employers gives employers access to job candidates anywhere, at any time directly from their mobile device. The application, called CareerBuilder for Employers, is available for download at iTunes.

“Being able to reach potential employees wherever you are provides a whole new level of speed, efficiency and convenience to recruitment,” said Brent Rasmussen, President of CareerBuilder North America, in today’s release. “Our new app is designed to help employers quickly connect with the fast-growing population of mobile job seekers and get a leg up on the competition for talent.”

App Features and Benefits
CareerBuilder’s new app enables employers to sync directly to their existing CareerBuilder accounts and provides the following features:

  • Employers can call, email, or send a letter to the applicant directly from their iPhone
  • Employers can save a candidate to a folder in their CareerBuilder account for later review
  • Employers can flip through applicants by swiping left or right on the application or use the page button at the top right
  • Employers can receive push notifications when new applications are available for review

Best of all, the app is free to everyone who wants to use it.

Speaking of (Free) Mobile Recruitment Resources…
feel, ahem, free to download our new eBook, The Evolution of Mobile Recruitment: What It Is, Why It Matters and Where to Start.

By in Free Tools, Mobile, Sourcing, Talent Acquisition

Be It Job Search or Candidate Search, We All Make Mistakes

#CBJobChatResume mishaps, interview no-no’s and follow-up faux pas…

We’ve all witnessed some degree of embarrassment – be it our own or others’ – when it comes to job search process. And last night’s #cbjobchat presented the perfect opportunity to reflect on these experiences.

As you may recall, #cbjobchat is our monthly Twitter chat, bringing together both job seekers and career experts, and dedicated to addressing today’s most pressing recruitment process questions.

What was interesting about last night’s chat was that a lot of the mistakes discussed were by no means exclusive to job seekers. In fact, a lot of recruiting experts could stand to listen to this advice as well…How so? Check out some of night’s best #cbjobchat sound bytes – from job seeker offenses to words of advice – and then see how recruiters and hiring mangers can apply these insights to their own jobs:

By in News & Events

SocialMedia_Webinar reap

Beyond Likes, Fans and Followers: 7 Ways to Rethink Social Media

This afternoon, social media strategist and business consultant Amber Naslund again lent her expertise to CareerBuilder’s small business clients – this time by hosting the free webinar, Social Media for Small Businesses.

Over the course of the hour, Naslund discussed why and how small businesses can apply the lessons of her book, The Now Revolution: 7 Shifts to Make Your Business Faster, Smarter and More Social, to engage both customers and employees and see bottom line results.

As always, Naslund was the perfect mix of energizing and insightful, offering useful tips and strategies that small business across every industry can apply to their organizations. Check out some of the major takeaways from the presentation, and then go here to download the complete webinar.

Top Takeaways: 7 Social Media Tips for Small Businesses

  1. Hire for Culture, Train for Skills. Naslund says we tend to do the opposite: hire for skills, figuring we can embroider people into the culture later. But the problem is that we don’t get people who are enthusiastic this way, who share in the mission of the company, who have a vested interest in the company and make for passionate brand ambassadors. Remember that your employees are your “unofficial marketing army…Harness their enthusiasm first,” Naslund says. “You can teach them the rest.”
  2. Bad Feedback Can Be Your Best Friend. Ignoring – or trying to avoid – negative feedback is a fruitless effort. For one thing, people are going to talk about your organization – good or bad – no matter what. Secondly, getting negative feedback, reviews or comments can actually be a good thing, because it provides insight into what organizations can fix or do better. The advantage of social media is how it enables us to find out things people are saying that they might not necessarily call or email customer service about.
  3. Don’t Relegate Social Media to One Part of the Business. Every department should play a role in social media – not just certain ones like communications or customer service. Figure out how social media can support the business goals across all departments. Every department – whether directly or indirectly – can support the company using social media.
  4. There is No “Magic Number.” Numbers tend to be meaningless if you don’t put goals around them.

By in Small Business, Social Media, Sourcing, Talent Acquisition, Webinars

now_hiring

The Five Ps of Recruitment Marketing: Day 5 – Promotion

Editor’s Note: This concludes our five week series on the Five Ps of Recruitment Marketing (product, price, people, placement, and promotion). Special thanks to Mike Dwyer for an afternoon conversation that inspired this series of blog posts. For a look at assessments on product, price, people and placement, view my previous posts.

Promotion involves the means by which a product is communicated to, or sold, to customers. Traditionally, these aspects of marketing could include direct mail pieces, television and radio advertisements, press and demonstration events, sponsorships and celebrity endorsements, coupons and rebates, brochures, packaging, and free samples. Today, promotions involve other tactics like websites, guerilla marketing, search engine and display advertising, email, and SMS communications.

There is an unending list of ways product benefits and features can be communicated to a highly defined audience. And what’s better is that recruitment marketers can use all these same tactics to market their product: jobs and culture. Promotions are not free however, so marketers factor cost of promotions into the product’s profitability the same way you factor cost per hire.

How do you decide which are right for your target talent?

By in Employee Engagement

June_Jobs

My, How Far We Haven’t Come: June’s Job Numbers

Before I go into today’s jobs numbers, can I just offer a word of advice to the economists out there?

Don’t play the lottery. Just don’t. You’re just not good at picking numbers lately.

Case in point? June’s Employment Situation Report, released this morning by the Bureau of Labor Statistics, which shows that the economy added only 18,000 jobs last month.

Now, it doesn’t take someone who tested out of college math (thankyouverymuch) to understand that 18,000 is quite a departure from the nearly 200,000 added jobs economists predicted would be added.

(I won’t even bring up how something very similar happened with last month’s projections.)

Here’s a summary of the June Employment Situation Report:

  • The U.S. economy added just 18,000 jobs in June, the fewest in eight months and far fewer than the 200,000 analysts originally anticipated.
  • Private employers added 57,000 jobs, while government agencies cut 39,000 jobs.
  • The unemployment rate increased from 9.1 percent to 9.2 percent, the highest it’s been since December.
  • The number of unemployed Americans in rose to 14.1 million in June from 13.9 million in May.

Also like last month, the government revised the previous month’s numbers to reflect that job growth was even slower than originally thought, with only 25,000 jobs added in May (down from the 54,000 jobs reported at the time).

And just to intensify that migraine point out exactly how bad these numbers actually are for hopes of ‘recovery’ (should we still be using that word?), remember that the economy needs to add 125,000 jobs a month just to keep up with the population growth.

So, yeah…Hard to believe it’s been two years since the recession ‘officially’ ended, huh? Doesn’t it seem like never ago?

By in BLS Reports, Economy, Insights & Trends

Jobs in America Squawk Box

CareerBuilder CEO Matt Ferguson Talks Market Trends, Job Improvement on Squawk Box

In anticipation of tomorrow’s BLS unemployment report, CareerBuilder’s CEO Matt Ferguson appeared on CNBC’s Squawk Box this morning to discuss job market trends; causes of current economic uncertainty; in which job areas we’re seeing the most improvement — and much more:

According to CareerBuilder’s Mid-Year Job Forecast:

  • Nearly half of U.S. employers (47 percent) plan to hire new employees in the second half of the year, up from 41% in 2010. The number of companies hiring specifically for full-time, permanent staff rose to 35% from 28% last year.
  • Customer Service, Information Technology and Sales remain the top three areas where companies say they will hire first in the back half of the year.
  • More than one-third (35 percent) of employers are concerned that key talent will leave their organizations as the economy improves, a trend that has become increasingly evident over the last six months; 18% of employers reported top workers left their organizations in Q2 2011, up from 14 percent in Q1 2011.

What’s your take on the newest job forecast results and on what Matt had to say about the market?

By in Economy, Forecasts, Insights & Trends, Talent Acquisition

RethinkSocialMedia

The Five New Social Media Rules for Employers

“We often say that if you don’t love social media, you suck at social media, and that’s often true,” social media consultant and business strategist Amber Naslund recently told me over email.

She has a point: You can’t fake enthusiasm if it’s not there, and if you try, it will come across in the social space. This truth can pose a problem for employers, who find themselves in an increasingly social world where “every employee is a potential spokesperson,” as Naslund writes in The Now Revolution: 7 Shifts to Make Your Business Faster, Smarter and More Social.

One need only look at companies like Zappos, IBM and Southwest to see how employers benefit when employees blog and tweet on their behalves. Unfortunately, not every employee is going to take an active interest in social media, and as hard as they might try, employers can’t force them to do so. Yet, if they give their employees a compelling reason to participate in social media, they won’t have to force anything.

Employers need to educate their teams about the potential and opportunity on the web. They can show each employee how social media can relate to their jobs and make them more effective, and that’s compelling to anyone,” says Naslund, who hosts a free webinar on July 12 to discuss how small businesses can find social media success in today’s landscape.

Below, Naslund provides five more things employers need to understand about social media in order to stay competitive in today’s ever-changing business world.

The Five New Rules for Employers on Social Media

By in Small Business, Social Media, Sourcing, Talent Acquisition, Webinars

CareerBuilder's 2011 Mid-Year Job Forecast

Get CareerBuilder’s 2011 Mid-Year Job Forecast (And Maybe Even Hug a Stranger)

CareerBuilder's 2011 Mid-Year Job ForecastThere’s good news (Justin Timberlake may save MySpace!), disappointing news (we’ll probably never get Friendster back), and news that makes us want to hug a stranger on the street: Despite ongoing concerns over threats to economic growth, CareerBuilder’s 2011 Mid-Year Job Forecast shows that employers remain positive in their hiring expectations for the remainder of the year. (It’s OK, you can hug that stranger on the street; we won’t judge.)

Just how positive are employers about the future of hiring, you ask?

Well, nearly half of employers (47 percent) plan to hire new employees from July through December of this year, up from 41 percent in 2010, according to the survey conducted by Harris Interactive© of more than 2,600 hiring managers and human resource professionals. (See the infographic here.)

Things are looking pretty good in other areas, too: The percentage of companies hiring is also higher than last year in some instances:

  • Companies hiring full-time, permanent employees – 35 percent this year, up from 28 percent in 2010
  • Companies hiring part-time employees – 15 percent this year, the same as 2010
  • Companies hiring contract or temporary employees – 12 percent this year, up from 9 percent in 2010

Which jobs are hottest for hiring?

The top three job areas in which businesses plan to hire first are those that involve being on the front lines with customers, and those that drive innovation. Customer service still claims the No. 1 spot for recruitment, with information technology slightly edging out sales this year for the No. 2 ranking on the list:

  1. Customer Service | 23 percent
  2. Information Technology | 21 percent
  3. Sales | 20 percent
  4. Administrative | 15 percent
  5. Business Development | 11 percent
  6. Accounting/Finance | 10 percent
  7. Marketing | 9 percent

As CareerBuilder CEO Matt Ferguson stressed, the U.S. is seeing job creation across the board, and though some factors may prevent a huge acceleration in hires, hiring activity doesn’t appear to be ending any time soon:

“Last year, certain sectors or departments in companies were producing jobs. This year, the U.S. is seeing job creation in all industries, functions and company sizes,” said Ferguson. “Our survey, listings on CareerBuilder.com, and conversations we have with employers on a daily basis all indicate that hiring activity will sustain and improve in the months to come with a diverse mix of jobs. While higher energy prices, debt, inflation and other factors may deter a significant acceleration in hiring, employers have encouraging news for the millions of Americans who are looking for jobs.”

Hiring by region: Where are employers hiring the most employees?

By in Forecasts, Infographics

FancyDresser

Do Clothes Make the Manager? Employers Weigh In

New survey shows bad hygiene and poor appearance can affect promotion decisions.

Kids today and their piercings, am I right!? That seems to be the attitude of nearly 37 percent of employers, who admitted in a recent survey they’d be less likely to extend a promotion to an employee with body piercings.

CareerBuilder recently surveyed nearly 2,878 employers to find out if personal appearance and hygiene affect promotion decisions, and if so, which personal attributes would make an employee less appealing for a promotion. Bad breath, disheveled clothing, piercings and tattoos ranked highest among factors.

The top personal attributes employers say would make them less likely to extend a promotion include:

  • Piercings – 37 percent
  • Bad breath – 34 percent
  • Visible tattoo – 31 percent
  • Often has wrinkled clothes – 31 percent
  • Messy hair – 29 percent
  • Dresses too casually – 28 percent
  • Too much perfume or cologne – 26 percent
  • Too much makeup – 22 percent
  • Messy office or cubicle – 19 percent
  • Chewed fingernails – 10 percent
  • Too suntanned – 4 percent

What this survey tells me is – all other things (e.g. leadership skills, job performance) being equal – appearance could be the deciding factor in whether or not you promote someone over another.

Would you agree? If not, what do you make of these results? How important is professional appearance in your workplace, and does it seem to affect who gets promoted and who doesn’t? Does that seem fair?

By in Survey Results

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