Category: Talent Acquisition


What are the Hot Jobs of Summer 2015?

July 22nd, 2015

Last month we posted Hiring: All Signs Point to Growth, but are you wondering which industry groups top the employment growth charts? And which industries rank the lowest? Staffing Industry Analysts released the Hottest U.S. Job Markets: July 2015 Update earlier this month that answers these very questions.

Of 11 major industry groups, here’s how they ranked according to their composite growth score (CGS factors in the average monthly job growth over the prior 12, 6 and 3 months, as well as the level of acceleration or deceleration in growth observed over each of those periods).

  1. Professional and business services (74)
  2. Education and health services (72)
  3. Trade, transportation, and utilities (67)
  4. Leisure and Hospitality (64)
  5. Construction (62)
  6. Financial activities (47)
  7. Manufacturing (43)
  8. Information (43)
  9. Other Services (41)
  10. Government (37)
  11. Mining and Logging (15)

As you can see, of the 11 major industry groups, ‘professional and business services’ ranked highest in employment growth with a CGS of 74, and Mining and Logging ranked lowest with a CGS of 15. Within these major industry groups, 247 specific industries were ranked individually. Among all of the industries, here are the top 5 industries with the highest employment growth:

  1. Retail – Warehouse clubs and supercenters (78)
  2. Nonresidential electrical contractors (76)
  3. Computer systems design and related services (76)
  4. Management consulting services (76)
  5. Residential specialty trade contractors (74)

The 5 industries with the lowest employment growth were:

  1. Support activities for oil and gas operations (9)
  2. Agricultural, construction, and mining machinery (17)
  3. Oil and gas pipeline construction (19)
  4. Oil and gas extraction (21)
  5. Wholesale – Recyclable materials (21)

It’s also important to understand how many jobs there are in each of these industries. While some industries may have a high growth score, there may not be that many jobs overall in the industry. And then there may be some industries that do not have a very high CGS, but still employ a lot of people. So which industries boast a high CGS AND have a high overall employment number in summer 2015?

Industry  Composite Growth Score   Employment (in thousands) 
Retail – Warehouse Clubs & Supercenters 78 1,425
Hospitals 73 4,864
Computer Systems Design and Related Services 73 1,846
Offices of Physicians 71 2,538
Services for the Elderly and Disabled 70 1,526
Temporary Help Services 66 2,883
Restaurants and Other Eating Places 63 9,993



So what does this tell us? Any of the following would be a good place to look for jobs: healthcare jobs in hospitals, temp jobs at temporary employment agencies like Placers, jobs servicing the elderly and disabled, medical jobs at doctor’s offices, IT Jobs in all industries – and of course retail and restaurant jobs. Each are hot, hot, hot this summer 2015!

CBI Way: Improve Your Sourcing Efficiency

July 15th, 2015

Guest blog spot by Outside-In® Team Member Alex Patton

Sourcing and identifying qualified candidates can sometimes be tedious, frustrating work. While this isn’t groundbreaking news to many in the talent acquisition world, it is also a pain point that can be resolved by taking a step back, and examining your sourcing process. By identifying the defects or weaknesses in your sourcing process or strategy, you can create a more polished, more efficient method to your sourcing madness.

Creating a sourcing strategy can contribute to smooth, effective, and efficient sourcing. However, if there is a defect in your process prior to executing the strategy, a well thought out plan can only do so much. For example, it’s important to completely understand the job requirements, specifications and responsibilities before moving forward. When you jump into sourcing without a total comprehension of the job, your time invested can easily become a wasted effort. And that wasted effort will likely negatively impact your overall success. sourcing-efficiencyBeyond the initial strategy, you may also want to look at your sourcing metrics to measure how different sources are performing.

Posting job opportunities can be a great way to have candidates quickly pipelined. And job boards can still be effective, with 25% of job seekers saying that found their job by responding to a job board posting (International Association of Employment Web Sites). However, in 2006, that same survey said more than 31% of job seekers had the same response. So, how can you improve your efficiency with posting jobs? Think about your sources for posting. Not all resumes or applications are a fit for you position, and when you have a lot of “rejects” it will negatively impact your efficiency. While it doesn’t seem like a huge problem, every resume you must review as a sourcer, takes away from time you can be digging for candidates you know are an ideal fit. Can you eliminate a source that doesn’t produce quality candidates?

Sourcing is critical to the recruiting process and strong sourcing practices help ensure you meet critical metrics with regularity. Ultimately, weaknesses in your sourcing process can hurt your efficiency as you continue to execute your strategy. Don’t be afraid to take a breath, step back, and identify any defects that you may be overlooking while digging deep in the depths of the world wide web. Afterall, information is the critical ingredient to improve efficiency.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Magic or Science? How Talent Acquisition is Misunderstood

July 1st, 2015

Outside-In® Chronicles: Originally published with the title Talent Acquisition is a Science in July, 2011, this article still rings true today. Today the market may be different and there are new recruiting methodologies, but there is still a science behind recruiting that is misunderstood.

Talent Acquisition professionals are misunderstood. Generally, recruiters are rebellious. We color outside the lines and come and go when we please. Often times, this freedom is misinterpreted. Our work can be considered soft, simple, easy. But frankly, we never stop recruiting. We work at night and on weekends and there is science behind the mysterious, magical quality of our work.

Crazy scientist in glasses with a bulb or test-tube We often hear things like, “I don’t know how you do it, but can you get me another one just like Mary (or John or whomever).” It is this mystery and ambiguity that makes our work seem more like art than true science.

I have managed more than 1,000 recruiters in my career and I can share from experience that only a few are born to recruit. Those that are born with it have some common traits. They are naturally curious, they care about people and they have the energy of the “Energizer Bunny”. They go, go, go 24/7 and they move mountains for their customers. They make it look easy, when it is not. This work ethic, curiosity and personality can get you started but it takes great science to be a good recruiter.

The trouble with the science of recruiting is that there is not one standard formula. When it comes to hiring, our clients respect education and certifications. There are CPA’s, MBA’s, RN’s, EE’s… you name it, these certifications and degrees are a symbol of excellence in a particular field. But how do you know when a recruiter has reached a certain level? That they know, understand and excel in their field? For recruiters, it is not as cut and dry. We learn by doing and sometimes we are lucky to have a good mentor show us the way. We can take some course work or get an Internet certification, but we do not have certifications that translate. Have you heard of CPC or CTS? Probably not. I have had both, but now they mean nothing.

All we do is run Internet searches or review our databases. Right? This misunderstanding of our profession means we aren’t typically viewed with strategic importance. We are rock stars for a year. We are homeless the next. Our expertise is necessary during certain times of a business cycle like growth, acquisition, new product or business unit launches. But we have to be creative with our skills to show our value in down times of the business cycle.

Our customers see outcomes (the people we hire, the requisitions that aren’t filled) not process. They don’t care about things like sourcing or behavioral based interviews because they need what they need when they need it. But take a minute to think about the people on your team. Would you hire them if it were up to you? How would you find the right people to build the best team? With enough thought I think you’d agree that people are really the science behind the strategy — and good recruiters are the science behind it all.

Download our recent white paper to learn some of the science behind creating a sourcing strategy, and why you shouldn’t start recruiting without one.

2015-TSWP-SIG-PassiveTalent

Hiring: All Signs Point to Growth

June 24th, 2015

After reviewing recent news about recruiting and staffing trends in 2015, all signs point to growth. Below are excerpts from industry surveys and forecasts published this month (June 2015), and CBI Group President, Chris Burkhard’s response to the hiring optimism.

2015 recruiting trends

CFOs in the US are more confident now than they have been in years. – American Staffing Association
The 2015 CFO Outlook Survey conducted by Financial Executives International and Baruch College’s Zicklin School of Business found “67% of respondents indicated they have plans to hire at their company in the next six months, representing the highest percentage of CFOs to respond positively to this question in three years. The survey also found 77% of CFOs were not forced to reduce headcount over the past 12 months. Furthermore, 74% of respondents said wage levels they are paying are on the rise. The optimism index for US CFOs’ own businesses increased to 74.01 in this quarter’s survey, the highest reported since 2006.”

May Jobs numbers FAR exceeded expectations. – CareerBuilder
“U.S. employers added 280,000 jobs in May, which is the biggest job gain since the end of 2014 and much higher than the 225,000 jobs economists were expecting. That’s especially good news if you look back at some of the numbers from earlier this year.”

All metro areas set for job growth this year. – US Conference of Mayors
“2015 will mark the first year all 363 metro areas will see job growth since the economic recovery began, according to a new economic forecast released by the US Conference of Mayors and prepared by ISH Global Insight. The forecast also projects 316 metros, 87%, will see job growth greater than 1.0%, with only 47 areas, 13%, experiencing job growth of 1.0% or less.”

US staffing employment up more than 5% over year. – American Staffing Association
US staffing companies employed an average of 3.13 million temporary and contract workers per week in the first quarter of 2015, up 5.5% from the same period in 2014, according to data released today by the American Staffing Association. “Even with weak economic growth in the first quarter, demand for temporary and contract talent increased as businesses increased the size of their flexible and permanent workforces,” said ASA President and CEO Richard Wahlquist. “The continued growth in staffing employment means more long-term opportunities for job seekers.”

The US is projected to create 8 million jobs from 2014-2019 — a 5% increase. – CareerBuilder

“CareerBuilder has released a list of the industries expected to add jobs at an accelerated pace from 2014 to 2019… and it’s not just STEM jobs that look to have especially promising growth in the next several years. Technology and globalization continue to change the composition of the US workforce and push our economy in new directions. Based on EMSI’s data from more than 90 national and state employment resources, it appears the US is projected to create roughly 8 million jobs from 2014 to 2019 – a 5 percent increase. A significant number of industries will likely experience an even greater percentage gain during this period.

Around one-third of all U.S. industries are expected to outperform the national average for employment growth over the next five years. While it’s not surprising that technology and health care made the list, the accumulation of new jobs will take place within a diverse mix of industries requiring a broad range of skills and experience.”

The list represents 20 industries that are projected to add at least 10,000 jobs and experience 15% growth in employment over the next five years.

CBI Group President, Chris Burkhard’s response to signs of growth:

I am never more concerned than when all signs point to good times. Not to be contrarian in nature just for the sake of it. However, all of this demand, hiring and need for a contingent workforce solution will require a dramatic shift in how employers approach this “problem.” No longer can you post and pray with job boards or simply spend money to solve it. Organizations are going to need to make Talent Acquisition a strategy just like Finance, Operations, Sales and Marketing. And this time it is going to need to be foundational — pretty marketing around your employer brand or adding a few more recruiters on contract will not provide a sustainable fix. Talent strategy will need to be forever! Or until the next downturn or recession. And even then, great firms will be in a spot to take advantage of their strong position by scooping up the best talent!

CBI Way: Engaging Your Talent Pipeline

June 17th, 2015

By Outside-In® Team Member Alex Patton

Just as important as getting your talent pipeline started is keeping that same pipeline engaged with your business. Long before a position that needs to be filled quickly opens, you should be building relationships with the talent pools you’ve created or identified. There are number of ways to engage your pipeline. The methods that will work best for your talent pipeline will probably depend on the type of candidates that are in your pool. Let’s take a look at two strategies for engaging those candidates; social media and in-person networking.

According to a survey by ERE, just 38% of employers continuously recruit throughout a year. Talent pipelining is almost exactly that; keeping in touch with quality candidates, and forming a relationship that could pay dividends in the future. Your pipeline is like your business’ network. Think about sponsoring live networking events at a local college and give young professionals an inside look into your business, its values, and its goals. If you’re recruiting healthcare workers, promote an event for healthcare workers to your healthcare talent pipeline. Set a meeting place, a speaker, and an interesting presentation on new trends in the medical field, and explain the value the information could provide. Follow up the event with an email survey to the attendees in your pipeline and ask them to rate their experience and if they would attend another similar event for medical professionals.

The combination of personal networking and social media content can go a long way in keeping your pipeline engaged. The candidates could be interested in the next event or may be looking for more relevant content about their industry or even your company. Don’t forget to use social media and web content to your advantage. It’s easily accessible, simple to send out, and is a critical tool for keeping your pipeline aware and engaged.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Goodbye Job Boards

June 15th, 2015

The improvement of the economy is shifting the control back into the hands of talent, which means job boards are no longer the leading source of hire. Watch this video to find out what you can do to prepare for the death of job boards.

Download our Free White Paper – The Shifting Job Market: Preparing for the Death of Job Boards to learn how to create a sourcing strategy for identifying passive talent and why you shouldn’t start recruiting without one.

2015-TSWP-SIG-JobBoard

CBI Way: Getting Your Pipeline Started

May 20th, 2015

By Outside-In® Team Member Alex Patton

Having the ability to tap your own pipeline of talent when trying to fill open positions can be a game-changer. As discussed in the last CBI Way Blog, talent pipelining is about preparing for future openings, and easily identifying quality candidates quickly, reducing critical metrics such as time to fill. As you can probably predict, creating your pipeline starts with a familiar topic: engaging passive candidates.

CBIWayEngaging passive talent can be an incredibly effective way to encourage your pipeline’s success. First, identifying the profile and skillsets needed for future openings is going to help point you in the right direction for engaging those ideal candidates. For example, perhaps you want to build a pipeline of electrical engineers, knowing of a large project kicking off next year. You might be able to get a decent amount of names from LinkedIn, FaceBook, or old resumes on job boards. But more likely, the most effective source for building your pool of electrical engineers is going to be associations, niche groups, and seminars or events where candidates with the skillset you seek meet, interact, and engage one another. Gathering as much information possible about your pipelined candidates will take in-depth research and cross-referencing, but will pay dividends for the long term approach. Emails, telephone numbers, and social media profiles can all help bridge the gap to engagement.

Identifying the sources to generate passive candidates is an important step. But perhaps just as important is engaging that talent, and building relationships to foster interest and help drive referrals. In the next CBI Way blog, we’ll discuss some common strategies to produce success when attempting to engage your newly built talent pipeline.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Image courtesy of freedigitalphotos.net

CBI Way: The Talent Pipeline Situation

April 22nd, 2015

By Outside-In® Team Member Alex Patton

ID-100248873When planning the direction of your company, one of the most important aspects must be the talent supporting the business. Proactively thinking about the talent that will help drive your business can be a difference-making strategy to be a step ahead of the competition. In turn, building long-term relationships with quality candidates for future hiring, or talent pipelining, can be a critical investment as the job market continues to improve, with another 126,000 new jobs added in March, according to the Bureau of Labor Statistics.

Previously, we’ve talked about the challenge with the growing number of passive candidates – 75% of all candidates, according to LinkedIn’s 2015 Global Recruitment Trends survey, which increases the difficulty of quickly identifying and hiring top talent. Constructing a strong pipeline of candidates in specific industries is a great way to be ahead of the game while also increasing the potential for quality referrals, by spreading the word of hiring inside your business. Instead of reacting to a new requisition by sourcing, screening, and interviewing; having a pipeline of talent knocks out at least the first step of the process, also reducing the time-to-fill.

Additionally, maintaining the passive pipeline by keeping the talent engaged and aware of company openings and happenings can help build your brand, keeping your business on the top of candidate’s minds if their situation should change. While it may be time consuming initially, building your pipelines will become a regular strategy to meet your talent acquisition needs and pay dividends as a long-term strategy.

Stay tuned for the next CBI Way Blog to learn ways to best build your talent pipeline in the new age of social recruiting.

Have you heard about our talent pipelining service, talentSOURCE? Learn about the sourcing service and benefits by downloading the talentSOURCE PDF.

Image courtesy of freedigitalphotos.net.

 

Outside-In® Chronicles: Game of Jobs – Talent is Coming

April 8th, 2015

The Bureau of Labor Statistics recently posted that total nonfarm payroll employment increased by 126,000 in March, and the unemployment rate remained at 5.5 percent. With Game of Thrones Season 5 premiering this coming Sunday, and the staffing numbers on a continuous rise, we decided to bring this blog back from the vault to illustrate that the War on Talent is still alive and well and the battle for quality talent is increasing every day!

Game of Jobs – Talent is Coming

Originally published on April 23rd, 2014

If you look at the numbers in TV and talent of late, it’s clear to see that a lot more people are watching Game of Thrones (#1 download this week of all TV!) Who can blame them? It’s like General Hospital in the middle ages with enough family, fighting, war, and drunkenness to satisfy everyone.

GoT-LogoAnother key insight is that there is a new, more modern war for King’s Landing brewing. This is apparent in the US talent numbers, too. It’s just going to take a little longer for all of us to really notice. Job creation is way up for four straight months, bubbling up in the 40,000 range consistently. The 121,000 announced large reductions in force for the first quarter of 2014 are a 19-year low! And private employment is up, up, and up.Temporary staffing, services, hospitality, technical roles, IT, you name it.

However, no one is talking about it. Unemployment has remained flat. There is an interesting thing about public perception. All perceptions take time to change. I propose that it takes a good six months for the general public to change a perspective. Perhaps you’re always late for work. Everyone in the office knows it. Now suppose you work to change that perspective. And you come in diligently on time or even early! But I bet few will notice. You will still be known as the character that arrives late—for a long, long time. Over time perceptions change. People take notice. Others comment. Someone might even make a joke or compliment you for your efforts. Eventually being late is nothing more than a memory.

In the war for talent our economy has putted along for so long, far from roaring and not quite stopped cold like a Stark at a Red Wedding. Our common understanding is of recession and slower business times. Businesses are doing just OK. Big Companies are hoarding cash for the next growth opportunity. Yes, the stock market is doing well but that is for rich people, right? Or that is my retirement. That does not make my day-to-day life easier or put more money in my pocket. This common view has impacted careers and work systems. Today’s hiring managers have had so many choices from which to hire people, that they still believe it. That perhaps they can always hire slowly. They can always hire who they want. Even offer them salaries or whatever they might want.

Todays Game of Jobs is shifting right before our eyes. Fifteen years ago pundits predicted a talent war around right now. This was a long-term view based on the supply and demand of talent. That there simply were not enough or the right kind of workers available. That this would be a great time to be employed and that this is going to happen. Every day we talk to employers who have an aging workforce; a workforce of allied health workers or of pipefitters and tradespeople that simply cannot be replaced fast enough.

So if you think power changes hands fast with recent Game of Thrones episodes. Well, some day soon the workers will have control and families like the Lannisters will no longer have the advantage as the employer!

Image courtesy of hbo.com.

CBI Way: Tackling a Talent Community

March 25th, 2015

By Outside-In® Team Member Alex Patton

ID-100248481Identifying talent has become more of a prolonged process recently as candidates continue to have more options and opportunities. As of January, the national time to fill averaged just over 25 days, according to the DICE Vacancy Duration Measure. The CBI Way blog has been examining trends in sourcing with over 5 million job openings nationally. And, creating a talent community can be a great way to make identifying candidates more efficient and cut down on time to fill for future openings.

A talent community relies on engagement and inclusion of professionals, usually in a specific industry. Another method of social recruiting, talent communities can create a collection of candidates with a common interest to tap for future opportunities and help drive referrals. Two keys to building a great community are communication and great content to keep the community active and engaged.

Developing a personalized place where professionals can interact with different types of individuals, all holding the same interest is where the “community” aspect comes into play. Active talent, passive talent, hiring managers, and industry experts have a place to share content, discuss new trends, or even offer advice on best practices to land a new job. At first, you’ll be driving the content, but eventually, others will be asking questions, sharing trends, and helping to grow the community. Although you may not seek candidates currently, having that pool of engaged and interacting professionals can help reduce your time to fill.

Growing and promoting the talent community efficiently is imperative. The more the merrier. While it won’t happen quickly, as the community grows, so does the capability to identify the talent that is knowledgeable and most desirable.

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