Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Monthly Archives: November 2011

Many workers are shopping online

It’s Getting Personal: Workers, Employers, and Internet Use at Work

Economy be damned – it looks like Cyber Monday may hit record sales this year. Cyber Monday, otherwise known as the online (and seemingly safer) version of Black Friday, has become the No. 1 online shopping day of the year. A new CareerBuilder survey shows that many workers are not only using Cyber Monday to satisfy their winter boots craving or snag a new TV at a bottom-barrel price, but are actually making their e-shopping habits part of a year-round lifestyle. Continue reading >>

By in Infographics, Insights & Trends, Survey Results

Job Posting

Do This, Not That: 8 Job Posting Tips for Better Candidates

“We want an ad so compelling that makes someone say, ‘That seems like a cool company. I want to check that out.’” - Jay Goltz

While discussing ways companies can bring in better quality candidates and eliminate hiring mistakes during his recent webinar, Hire With Purpose, small business expert Jay Goltz suggested companies pay more attention to the content of their job postings. While it might not seem like it, job postings play a major role in the hiring process. After all, consider how much time you take to scan a resume – that’s probably about the same amount of time a job seeker takes to review a job posting. In other words, you have mere seconds to grab – and keep – a job seeker’s attention, so what you say - and how you say it - matter. With a little effort, however, you can turn your ordinary job posting into one that truly stands out in the eyes of job seekers, drives more applications and leads to better hires. All it takes is knowing what to include – and what to avoid – when creating your next job posting. Consider the following tips: DO THIS: Utilize keywords as often as possible. NOT THAT: Get keyword-happy. The more keywords your job posting contains that are relevant to the position – and that job seekers might use to search for jobs – the easier it is for search engines to find it; in effect, the higher it will appear in organic search results. Look at your job posting and consider where you can substitute keywords job seekers might use in their searches. (For example, instead of saying, “The person in this position will be required to…” say, “The Marketing Manager will be required to…”) Just don’t flood the posting with so many keywords that you lose the message. DO THIS: Go traditional with job titles. NOT THAT: Advertise for “rock stars” or “rainmakers.” Not only are these terms nondescript, but job seekers aren’t searching for these terms. Stick to advertising for more traditional job titles, which will increase the ability for your postings to show up in search results on job boards, search engines and social media sites. DO THIS: Think beyond healthcare and 401(k)s. NOT THAT: Leave out “Free Bagel Fridays” What may seem like small perks are really a window into your company’s culture. And that, for job seekers, plays a major role when considering potential employers. While you should definitely still include traditional benefits like healthcare and retirement, remember that the little things count, too – and are often what differentiate you from any other organization. In fact, when considering which benefits to include in your posting, seek the advice of those who know best – your current employees.

By in Candidate Sourcing, Job Postings, Talent Acquisition, Video, Webinars

employers welcome back middle managers

Employers Plan to Bring Back Middle Management Positions

employers welcome back middle managersFirst it was Arrested Development. Then it was Beavis and Butthead, followed by layaway and (presumably) pantyhose. Now, the latest comeback story of the season involves middle management. Middle management positions were a significant casualty of recession-era layoffs, but new research from CareerBuilder’s various industry sites indicate that many employers saw counterproductive consequences and are now rehiring for those positions. Employers surveyed in the retail, IT and healthcare industries indicated plans to bring back previously eliminated middle management jobs for the purpose of bringing structural gaps and addressing market demands. When assessing the impact of downsizing middle management, employers who made cuts in these industries cited both positive effects (cost-savings and more efficient operations) as well as negative ones (structural and emotional drawbacks). Don’t know what you got till it’s gone? According to industry experts, part of the reason for the resurgence in middle management jobs is that employers are now realizing just how essential middle management is to the organization.
“Middle management often gets a bad rap for adding bureaucratic layers to an organization, but these roles can be essential in maintaining team cohesion, retaining core talent and providing direction to workers,” says Bill Meidell, product director of Jamie Carney, product director of, agrees. “When a department lacks leadership or direction, it is easier to see the value of middle management,” Carney says. “The data suggests that middle management plays an important role in making an employee’s work experience meaningful and productive.” “Middle management is essential to providing balance and direction within complex organizations,” adds Rob Morris, product director of “They play important roles from onboarding new employees and tracking progress to building positive morale and maintaining chains of communication – all things that are difficult to do without.”
Check out details for each industry survey below…

By in Economy, Health Care, Industries, Insights & Trends, Retail, Survey Results

Behind the Boss: CareerBuilder Takes a Peek at Company Leaders’ Personal Style

CEOs, COOs, CFOs, senior vice presidents and other company leadership figures recently donned monogrammed robes, gathered around a bonfire in an undisclosed location, and answered a series of questions about their personal habits, including preferred style of dress, Bieber versus non-Bieber hairstyle, lunchtime brain wave patterns, and favorite martini garnishes. OK, not really (though that's how it happened in my head). In reality, CareerBuilder and Harris Interactive© got together to survey 561 hiring managers in senior leader roles to get the scoop on senior leaders' personal habits -- and here's what they had to say:

What company leaders said about their everyday habits:

By in Infographics, Insights & Trends, Survey Results, Talent Management


CareerBuilder Leadership Series: Spotlight on Eric Affeldt, CEO of ClubCorp

"We're all here to do the same thing: take care of our members."

In the following interview with CareerBuilder, Eric L. Affeldt, President and CEO of ClubCorp, discusses the importance of being on a first-name basis with employees, how he gets employees to give 100 percent and the three thingsevery leader should do to ensure success. How do people have an impact on the daily business across the organization? Our employee partners are the living embodiment of what ClubCorp is all about. We have some terrific physical plants and gorgeous clubs, but if the service isn’t there, and if the employees don’t make the members feel special, it doesn't matter how pretty it is. How do you relate to your employee partners from a CEO level? First of all, approachability is a given. Any employee partner who calls or emails gets direct access to me. When I go out to visit properties in the field, my nametag says “Eric” not “Mr. Affeldt”. I believe I should be on a first-name basis with them, and there should be no distinction between what they are doing and what I can help them do. We're all here to do the same thing: take care of the guests. As far as leadership in general, what are some of the most important lessons you’ve learned along your journey? I believe strongly that if leaders do three particular things, they’ll be successful no matter what business they’re in: First, establish a direction or a vision for either the company or a division. Martin Luther King didn’t say, “I have a strategic plan.” He said, “I have a dream.” It’s very important for leaders to be able to visualize what perfection or what a really great day would look like. Second, in order to achieve that dream or vision, leaders have to allocate resources—both in terms of capital as well as people. They have to put the right people in place as well as deploy the capital appropriately in order to achieve the dream. The third thing is, ensure execution. It doesn't do any good to have a really neat dream and to have allocated the resources and then just kind of walk away and hope that it happens. Great guest experiences are not the result of great accidents. They happen by design.

By in Leadership Interviews

Smiling Businesswoman With Laptop

Video Interviews Done Right: Lessons From Walmart

“There’s a connection between culture and recruiting,” Mike Grennier, Senior Director of Corporate Recruiting for Walmart Stores, Inc., told an audience of hiring resources professionals at the annual  HR Technology Conference in Las Vegas last month. Grennier was leading a session on virtual interviewing, a practice Walmart began just two years ago in hopes to create a more efficient recruiting process that benefits both company and candidate. They consider the effort a success: Not only has the practice enhanced Walmart’s ability to recruit more candidates across many geographic regions at a fraction of the normal spend, but it also helped them to create a better candidate experience and, in effect, strengthen their employment brand. “Candidates love that we take the time to do this because it shows that we care about efficiency, and it saves them time,” Grennier says. Not only that, but the effort also makes Walmart stand out from its competitors. “It tells the world we’re being more green.”

By in Insights & Trends, Interviewing, Talent Acquisition

Honoring World War II Veterans, 1945

Veterans Day 2011: A Closer Look at the Challenges and Opportunities Veterans Face

Honoring World War II Veterans, 1945Tomorrow, on Veterans Day 2011, we take time to honor the scores of men and women who have fought for our freedoms. While we often honor our military veterans with words, how can we make a difference by taking action on some of those words? A great way for businesses to take the lead on this is by hiring a veteran. This Veterans Day is an opportune time for all of us to take a closer look at the strengths veterans bring to the workplace and discuss ways to help tackle the challenges many face -- and a new CareerBuilder survey of more than 2,800 hiring managers helps us do just that.

What kinds of challenges are veterans facing?

Well, as of October 2011, more than 850,000 veterans were unemployed, and the jobless rate for post-9/11 veterans was 12.1 percent -- well over the national average. This problem isn't going away, but instead becoming more of a challenge: According to, more than 1 million service members are projected to leave the military between 2011 and 2016. Veterans' skills are often highly specialized, and it is sometimes difficult for them to determine how to translate those skills to those that employers are seeking in a civilian workplace environment. Brent Rasmussen, president of CareerBuilder North America, has some advice for veterans struggling to reconnect and adapt to a civilian workforce:
“The survey shows that employers recognize the unique value military experience can bring, but that they don’t always understand how military skills fit into corporate America. Veterans will need to clearly make that connection in their resume, cover letter and job interviews as they enter this new chapter of their careers.”

New job resources for veterans

Resources are popping up everywhere to help veterans adjust to their new civilian lives and find jobs. In New Brunswick, NJ, for example, veterans are learning to release stress, heal, and adapt to civilian life through music classes, and CareerBuilder has recently launched a job site matching military veterans and employers, Exclusively for veterans returning to the job force, the site includes a tool for discovering how one's military skills translate to the civilian world, career advice and resources, and much more. Sites like VETransfer are aimed at helping veterans with an entrepreneurial streak start their own businesses by connecting them with financing and equipping them with the necessary resources to get their venture started. Veterans who believe they have a skills gap hindering their job search can also participate in the CareerBuilder Re-Employment Initiative, a paid internship program aimed at helping veterans and unemployed job seekers bridge the IT skills gap. This paid program will consist of several weeks of classroom training followed by up to six months of on-the-job, hands-on training with an assigned CareerBuilder software developer. Interested?  See the job description and apply here.

By in Attracting Military Veterans, Diversity in the Workplace, Insights & Trends, Survey Results

Make the Right Hire

No More Bad Hires: Business Expert Shares Tips to ‘Hire With Purpose’

Make the Right HireEarlier today, while you might’ve been busy vowing never to eat again, voting for your favorite Muppet (Swedish Chef, anyone?), or shopping for that very special Jaleel White fan in your life… Nationally recognized small business expert, speaker and author Jay Goltz was discussing small business hiring trends and best practices for a free webinar titled Hire With Purpose. In case you were busy with any of the aforementioned activities - or simply want to hear it again - lucky for you, we've got two ways to make sure you don't miss out on the webinar's great content: Simply download a recording of Hire With Purpose here or keep reading to check out some of Jay’s best sound bytes on the following topics: On why hiring the right people is crucial…
  • “If you want to have a great company, you can’t do so without great people.” Seventy-five percent of management is hiring the right people in the first place, Goltz says. Unfortunately, most small businesses don’t have a hiring protocol, which can be dangerous, when, according to Goltz’s estimates, only 1 out of 10 applicants will be a great hire.
  • “People might forgive bad service, but not bad attitude.” Case in point for why you need to have great employees – they are the face of your business. You can’t always account for things going smoothly in the world, but when you have great people in place to deal gracefully with occasional mishaps, your business will be all the better for it.
On three things to do now to hire great employees…
  • “Create a compelling ad.” “We want an ad so compelling that makes someone say, ‘That seems like a cool company. I want to check that out.” Great job ads include things like, “You’ll love our culture,” “Our people are valued,” and “our environment is open and challenging with plenty of freedom.” Talk to your current employees to see what they love about working at your company and include that. “You want to inspire people to apply to your company.”
  • “Conduct great interviews – or find someone who can.”Ironically, Goltz says, the very qualities that make people great entrepreneurs – a love of talking, the desire to see the best in people – make them terrible interviewers. They often do not dig deep enough to see why someone might not be a good employee. Fortunately, there’s likely someone at your organization who has a talent for the craft and can dig deep to find great employees. A key to conducting great interviews is to ask better questions. Below are some of Goltz’s personal favorites, the answers to which offer insights into a candidate’s personality, work ethic and drive:
    • “Why did you leave your last job?”
    • “How did you handle a difficult situation at your last job?”
    • “If you were in charge of your last company, what would you change?”
  • “Check references. Always.” “Not only is reference-checking one of most important things you can do as part of the hiring process, but it’s also one of most unused resources out there,” Goltz says. Hiring someone without checking references is “like playing with fire.” When checking references, listen for the red flags. Great candidates’ references are often forthcoming with information and compliments; not-so-great candidates, however, have references who are less willing to talk (whether because they don’t want to be unkind or perhaps fear legal ramifications, etc.). Whatever you do, however, do NOT skip this step, Goltz says. “Trust me, it’s better to make 20 reference calls to guarantee right employee than deal with nightmare of dealing with a bad employee.”
On the crucial first day…
  • “Make sure employees walk away from their first day knowing they made the right decision.” Few things are as important to keeping new employees around as giving them a great first day on the job. To ensure this, to the following three things: Introduce them to everyone they’ll work with; Have their work area prepared for them ahead of time; and have someone take them out to lunch (or take them yourself!)
On one final thought….

By in Interviewing, Selection, Small Business, Talent Acquisition, Talent Management, Webinars

take a step back to evaluate your recruiting efforts

Move Your Recruitment Strategy Forward by Taking a Step Back

take a step back to evaluate your recruiting effortsIs your recruitment process based on what you know about job seekers…or what you think you know about job seekers?

If there’s one thing over 15 years of in-depth research on job seeker behavior and perceptions have taught us, it’s that now, more than ever, experience matters when it comes to the ability to drive quality candidates to apply for your open positions. A recent CareerBuilder and Inavero study revealed that top talent wants to engage with prospective employers and experience what it’s like to work for their company before they decide to apply to a position – and they’re increasingly utilizing emerging technology to do it. How do job seekers really see you? Three questions to ask If you’ve never taken a step back to consider the experience you offer candidates – from their perspectives – it’s time to do so now. Below are three forms of emerging media candidates utilize today to find opportunities and research potential employers. In effect, they also provide employers the opportunity to interact with and engage with job seekers on their terms. The following exercises will help you see the experience you’re providing candidates – from their point of view.
  • Are You Mobile Friendly? Try searching for jobs at your company from your mobile device. Is your company's career site "mobile-friendly" and easy to navigate? Are the pages easy to view and read? Can you easily search for and retrieve opportunities and information about your company? The rate at which people are using mobile devices to exchange information is growing exponentially – and it’s showing no signs of slowing down. If you don’t have a ‘mobile-friendly’ website that enables easy navigation and viewing, you’re missing out on a crucial opportunity to reach the growing number of job seekers who search for – and share – opportunities and information on their mobile devices.
  • Do You Engage on Video? Enter the term "work at [your company]" on YouTube. Then do the same for your competitors. If you were a candidate, which company would capture your attention more? As the fastest-growing medium for consuming content, videos have an ability to engage candidates and tell a more complete story that is unmatched by any other medium. They are also easy-to-create and can live on nearly any platform by which job seekers search for jobs (job boards and search engines, social networks, company websites, etc.). From “day in the life” videos” to employee testimonials, video gives companies an edge in offering job seekers a peek into the experience of what it’s really like to work for an organization.

By in Candidate Sourcing, Insights & Trends, Webinars

CareerBuilder's Social Media Manager, Jenny Weigle

18 of Your Burning Social Media Questions, Answered

A few months ago, Amber Naslund (or @ambercadabra, as some of you may know her), VP of Social Strategy for Radian6 , hosted “Social Media for Small Businesses,” a webinar encouraging small businesses to take a look beyond likes, fans and followers and rethink the way they view how they’re using social media to help reach their business goals. Continue reading >>

By in Insights & Trends, Small Business, Social Media, Talent Management

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