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.

The Advantages & Disadvantages of a Flat Organization

July 8th, 2015

Today’s organizations have no choice. Speed, the flow of information, and a 24/7 global world make it difficult for any team or organization to survive in a traditional, hierarchical, command & control structure. But maybe this is not about survival at all; but instead about organizational advantage!

Look to today’s brands and business success stories like Google or Zappos — what are people talking about? Culture. These firms are successful for many solid business reasons, and especially about the way they design their organizations. Things like org charts, roles, compensation and even leadership philosophies have become more than an afterthought — they can be a company’s true advantage! Each of these structural decisions can make a difference and create better outcomes for the business. Which got me thinking…

Pro Cons word on notebook page What are the advantages to flattening out your company?  And will the results be worth it the trouble? Here goes:

Advantages of Flat Organizations:

  • Lower Cost: Sometime around the mid-90s, businesses took out middle managers that were simply extra layers that helped organize the business but did not add value. Good luck finding a business that has a lot of middle management bloat today. This cut is basically permanent.
  • It’s easier to manage teams: In flat companies, business teams are organized in smaller units that are closer to the customer and where the team community is easier to manage. Strong teams often follow the “two pizza rule.” If it takes more than two pizzas to feed the team, then it might be best to break the group down into smaller units.
  • Decision-making is closer to the customer: Military organizations put the decision-making too far away from the customer. A flat company does the opposite, allowing employees who talk to customers every day to make decisions.
  • Empowerment of the “front line”: In a flat company, the power shifts in the organizational chart to the front lines, which creates empowerment amongst the ranks. This is a shift in cultural thinking. Give the front lines folks the go ahead to ask and solve customer problems!
  • Team-based problem solving: Instead of dumping problems & challenges in the leader’s lap, employees in flat organizations work as a team and garner input and feedback from many perspectives. This power of the team enables buy-in and change to often happen a little bit easier as folks are a part of the change!

So that is the good stuff. What are the downsides?

Disadvantages to Operating a Flat Organization:

  • Inability to shift in leadership style: Many leaders are not capable of changing up the way they lead. Even those leaders that want to change may not be able to adjust when the going gets tough. Power, control, titles and access to information are all either tools for all or weapons for a few!
  • Change management is difficult: Conversely, even if the leader can shift their leadership style, sometimes folks simply can’t handle the the change.
  • Time investment: In a world where we are judged by weekly status reports and quarterly earnings will anyone take the time to make the investment in a new way of operating before someone screams “results now!”
  • 9-5 workers aren’t interested in empowerment: Not all employees long to make decisions nor have the skills to be on active work teams. The organization must be prepared to provide the knowledge, training and ongoing framework for this to work.

For leaders every aspect of the business and its design is a decision. Where can you get more productivity; flat or with hierarchy? All that matters in the decision is what works for you and your shareholders. Even if that shareholder is you.

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.

Be Vulnerable, Be Curious

June 10th, 2015

Outside-In Companies are working on the value of being Open Book. To be clear, Open Book is the concept of opening your books to your shareholder(s) and employees so that they may use the information to improve or enhance the way the business is run. Not everyone likes or even grasps the financial concepts that make up financial statement, balance sheets or cash flow statements. BUT, if all see profits and losses and understand how their performance and decisions affect the numbers, then they can play a big part in impacting the success or failure of the business. There is strength in numbers, as they say.

Open-Book-FishLast week we celebrated our Open Book Values Holiday with some symbolism. To illustrate the meaning of Open Book, team members adopted a goldfish for the Outside-In office. We call him Vulnerable and he swims centrally in the office in a fishbowl for all to see. Vulnerable’s fishbowl represents the transparency and clarity you should expect from an Open Book company. Share, share, share it all! All of us should be willing to open our office doors, let customers into meetings, or share information about the state of the business freely. This requires the information to share. And it requires a culture that encourages, craves, even demands insights and information into running the business.

Having no information usually equates to risky decision making. More information gives you a real advantage or leg up on the competition. Most don’t bother, we prefer to take action rather then back up our thinking and really get clear on what the information is telling us!

We are far from great at being Open Book. This is an ongoing work in progress. For example, in order to be open book we must do a better job of encouraging critical thinking and information gathering by all. We must be curious. This concept must be led and encouraged by the leadership. We must teach and insist that all learn to gather information to make good decisions. And we must create opportunities for teammates to learn the financial concepts as well! We must appreciate the curious and insights that make ideas happen.

As we provide information on the business, we want it to spur further questions, which creates the need for more information, more reporting, and so on and so on. This is a never ending, self-perpetuating cycle right? We must be structurally ready to handle this need for reporting and information! We must be able to provide reports and data when needed so all can run their small business.

Our journey with Open Book is just beginning. I think we have much to do to maximize its potential on our companies. Do you work in an Open Book company? Jack Stack started all this with the Great Game of Business over 20 years ago. There are few concepts more polarizing and challenging to implement. However, if done well? Few values can create such far-reaching organizational value!

Outside-In® Chronicles: Summer Reading List

June 3rd, 2015

ID-100249568Summer reading is a part of the fabric that defines my free time as well as my summer vacation. The challenge is to decide how to recharge and rejuvenate with that precious time off. Do I really want to read an industry publication or study for that upcoming webinar to keep continuing education credits flowing? It’s not that I don’t like my industry or chosen profession, I just need space and time to decompress. The more space I can create or make more time to think, the more likely I am to find new ideas and thoughts that help with my day-to-day work!

However, sometimes it’s hard to get away without our smart phones tethered to our hand 24/7—we all have to find some compromise, right? The very device that lets you order pizza while on vacation or text the teenagers to find out when they will be home is the same piece of technology that pings every time there is a new email and some work issue that either ruins your vacation mood or requires immediate attention!

I once heard the pile of unread business magazines, articles, books, and white papers on your nightstand or work station referred to as the tower of guilt! I, for one, feel good when I take that pile of work and plow through it. Sometimes I read three or four books at the same time in rotation just to change topics for the sake of staying current. However, this is not the approach I like to take for summertime reading.

So if you’re trying too hard to work and want to recharge while coming back with a new perspective on your business, here are my top three must reads:
1. Anything by Gladwell. Malcom not only sees the world differently, but he does the research to back it up. Try The Tipping PointWhat the Dog Saw, or my all time favorite, The Outliers. If you want to think about your business place in a different way, try escaping to the world that Malcom creates!

2.  How to Win Friends and Influence People. So many smart people know something about their field of study or the technical aspects of their profession yet few invest in their relationships.  No books exists that is more time tested for helping you with tools and tips for great human relations skills!

3.  Zen and the Art of Happiness. Everyone gets down in the dumps from time to time. As Dale Carnegie is for great human relationships this book is for realigning your perspective on your daily life. Things happen to us each and everyday, it is what we do next that matters.

If you have a book that recharges and lifts your energy while helping you reflect and improve your business or your leadership persona please let us know!

The Practical Guide to Implementing the Value of Defined by Three Customers

May 27th, 2015

First things first, we all know there is only one paying customer. For the purposes of our value, specifically the way we think, we define our three customers as employees, paying customers, and vendors.

3Customers-01-150x150Defined by Three Customers is about balanced thinking and decision making for all three customer subsets. This is a compass designed to help guide us—it’s not foolproof nor perfect. However, it’s much more balanced than an equation where no thought or care for one “customer” comes into play.

Are you wondering if/how this is relevant to you? I can prove it to you! Did you ever work for the manager that never let his or her people leave the department or post for other positions? The manager’s needs in their job tend to get in the way of the needs of employees or the employer.

How about the salesperson who seems to never hit their plan because they are telling the marketplace and their prospects that they have a monthly quota to hit? They don’t do it intentionally, mind you. They show it in their actions—they are not balancing prospect needs and wants with their own needs.

How can you live the value Defined by Three Customers?

  1. As an employee taking care of your customer who will eventually take care of you, do things for your customers to add value and they will come back!
  2. Challenge (in a good way) and get to your vendors. You would be surprised what they can do to help if you share where you’re taking your business and what value they can bring to you get there!
  3. Sometimes one “customer” wins and another loses in the short term. We must have a long-term view. We can’t always get the employee the raise nor the feedback they crave. A vendor can’t always give favorable terms on their business. A leader can’t always make a balanced decision—their short budget depends on the quick hit. The key is to stay focused on the doing right things right everyday and we will balance the scales in the long run!
  4. Defined by Three Customers is an equal number of debits and credits in the relationship bank account. Make sure you’re taking care of your stakeholders all of the time!
  5. Think longer term. Think about taking care of all groups. Imagine you will break bread with your three customers on a regular basis. When we think about long-term relationships, we moderate our short-term needs and wants!

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

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