Recruitment Tips, Employer Trends, and Hiring Insights from CareerBuilder

Monthly Archives: December 2012

talent statistics

2013 Hiring Trend: Employers Scouting Talent at Other Organizations

According to CareerBuilder’s 2013 Job Forecast, employers may come knocking, solicited or not. Nearly one-in five workers (19 percent) reported they have been approached  to work for another company in the last year when they didn’t apply for a position with that organization.

Sales workers were the most likely to report being courted at 33 percent, followed by 31 percent of professional & Business Services workers and 26 percent of Information Technology workers. Continue reading >>

By in Talent Acquisition, Talent Factor

2013

What 2013 Has in Store for Us: The Annual Hiring Forecast Is Here

Although 2013 is expected to bring more jobs (along with spiked eggnog-fueled versions of Auld Lang Syne and maybe a not-so Rockin’ Eve sans Dick Clark), U.S. employers are playing it cool right now. According to CareerBuilder’s annual hiring forecast, conducted among 2,611 hiring managers and HR professionals and 3,991 workers, more than a quarter — 26 percent — of hiring managers plan to add full-time, permanent employees in the New Year, up three percentage points over 2012. Continue reading >>

By in Forecasts, Industries, Insights & Trends

talent statistics

Two Weeks Into New Job, 35 Percent of Workers Already Preparing for Next One

According to the 2012 Candidate Behavior Study, 35 percent of workers begin preparing for their next job within weeks of starting a new one. Why so soon? The explanation is simple: The job search process never really ‘shuts off’.

The below video shares more learnings from CareerBuilder’s Candidate Behavior Study.

Have Talent Factor delivered to your inbox. Subscribe via email and receive a new stat every Monday at 3:30 p.m. Continue reading >>

By in Talent Factor

bad hire

How to Hire the Wrong Person

By Robert Half International

The search for a suitable candidate to fill a vacancy can be challenging. At various stages in the process, companies tend to make critical errors that result in hiring the wrong person. Below are the six most common mistakes hiring managers make, along with ways to avoid or correct them.

1) Using a Job Description That Doesn’t Reflect Reality

Some companies dust off a job description before launching the hiring process only to stumble because their summary no longer reflects the job’s day-to-day responsibilities. Continue reading >>

By in Guest Contributor, Talent Acquisition

Choosing an ATS

Evaluate and Select Your Recruiting Software in Six Easy Steps

Since the beginning of time (in software years, anyway), the general consensus has been that making a list of needs versus wants is the best way to start a new recruiting software and ATS vendor evaluation process —and I tend to agree.

1) Figure Out What You Want—and What You Need

As your vendor evaluation becomes more time intensive and as new vendors enter the picture, having a basis upon which to eliminate a poor vendor fit is critical. Continue reading >>

By in HR Software

talent statistics

Bad Hires Cost Some Companies as Much as $50,000

Whether it’s a negative attitude, lack of follow through or other concern, the impact of a bad hire is significant. Not only can it create productivity and morale issues, it can also affect the bottom line.

According to a new CareerBuilder study, 69 percent of employers reported that their companies have been adversely affected by a bad hire this year, with 41 percent of those businesses estimating the cost to be over $25,000, and 24 percent said a bad hire cost them more than $50,000. Continue reading >>

By in Survey Results, Talent Factor

Cost of Bad Hires

What Bad Hires Really Cost Companies (Hint: It’s More Than Just Morale)

Bad hires cost some companies as much as $50,000, new survey reveals.

According to a new CareerBuilder study, 69 percent of employers reported that their companies have been adversely affected by a bad hire this year, with 41 percent of those businesses estimating the cost to be over $25,000, and 24 percent said a bad hire cost them more than $50,000. Continue reading >>

By in Insights & Trends, Survey Results

talent statistics

Top Five Bachelor Degree Occupations with the Most Job Growth Post-Recession

The competition for educated, specialized labor has intensified as market demands increase in both the services and manufacturing sectors. Job growth in 2013 is likely to follow similar patterns of the last few years. While it’s probably no surprise that technology and engineering skills are in high demand, companies will increasingly look to add headcount for  production-related fields, marketing, health care and financial services. Continue reading >>

By in Talent Factor

Timothy Roberts, CareerBuilder Job Seeker Spotlight

Job Seeker Spotlight: Tim Roberts, Architecture and Engineering

People are so much more than the skills or work history listed on their résumés. With Job Seeker Spotlight, we give individuals the opportunity to highlight their creativity, personality and passion to employers who are looking to hire today. To connect with any of our featured individuals, log into the Resume Database and search by name and location. If you don’t currently have access, subscribe today. Continue reading >>

By in Empowering Employment, Job Seeker Spotlight

talent statistics

Fifty-Four Percent of Candidates Use Social and Professional Networks for Job Research

While online search, traditional networking and job boards are the top three ways candidates find jobs, workers approach their job search much like a consumer purchase, using multiple avenues to evaluate potential employers months before they take action and apply to positions.

To dig deeper into company culture, market standing and new developments,

84 percent will read the company’s website 54 percent will research companies on social and professional networks 53 percent will read news about the company online

Most research resources are used prior to a candidate applying for a job, illustrating the importance of a good first impression and the need for organizations to be fully aware of their digital footprint. Continue reading >>

By in Social Media, Talent Factor

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