By margins so overwhelming they leave no room for doubt, HR practitioners enjoy working with their tech vendors and don’t think the software they provide is crummy.
If that surprises you, you’re in good company. William Tincup and John Sumser, two of the best-known names in HR consulting, admit to being surprised themselves when they tabulated the results of a technology survey they conducted as principal analysts for their firm, KeyInterval Research.
In their report, The Ideal Vendor Relationship, they report that 78 percent of the 1,100 participating practitioners answered “No” to the question “Is your HR software crummy?” While that doesn’t necessarily mean they think it’s the best thing since sliced bread, it’s not the result the authors expected.
“Our working hypothesis was that most HR practitioners disliked the technologies they use each day,” write Tincup and Sumser. Instead, “Most practitioners are simply not complaining about the quality of their tools and technologies.” keep reading…
Paralleling the national average wage growth, tech workers saw their pay rise 1.9 percent last year to an average of $89,450 annually, more than twice what the average U.S. worker earns.
But with 2014′s increase the lowest since 2010, there’s growing discontent in the ranks.
The annual Dice Tech Salary Survey says satisfaction with pay declined 2 percent in 2014 to 52 percent of the surveyed workers. That may not seem like much of a change, but it’s a big drop from 2012 when 57 percent expressed satisfaction with their pay.
“Tech pros are less happy with their earnings,” observed Dice President Shravan Goli, “Signaling to companies that in order to recruit and retain the best candidates, offering more will be necessary.” keep reading…
College graduation may still be five months away, but if you haven’t already been out on the campus recruiting circuit, you’re behind.
Two out of three employers started recruiting in the fall. About half have definite plans to hit the colleges this spring. For everyone else, if you start now, you may have a crack at hiring a humanities major or a senior earning a B.A. in education. Good luck, though, if you have reqs for computer scientists, engineers, or accountants.
According to the National Association of Colleges and Employers the outlook for college seniors in 2015 is much brighter than it has been. keep reading…
The pace of hiring will quicken in 2015, as more employers plan to add staff than at any time since the start of the recession.
Surveys by a trio of organizations found employers generally optimistic about growth in the year ahead, with more of them than at any time in the past seven years planning to add workers.
Released just this morning, CareerBuilder’s annual job survey found 36 percent of employers expect to add permanent, full-time staff this year. That’s a 50 percent increase over what employers said at the beginning of 2014.
Manpower’s Employment Outlook Survey, released early in December, found similar optimism among employers. The global staffing agency’s survey of 18,000+ employers found a seasonally adjusted 19 percent of them plan to add staff in the first quarter alone. keep reading…
Candidates are quicker to turn down offers, increasingly rejecting them within weeks of their first interview.
It’s another sign of what the vast majority of agency recruiters say is a candidate-driven employment market.
MRINetwork’s most recent Recruiter Sentiment Study says 83 percent of the 333 responding recruiters describe the current employment market as candidate-driven. In three years, the percentage of recruiters who say candidates are in the driver’s seat has risen 29 points. keep reading…
Private sector employers added 208,000 jobs in November, the seventh time this year that job growth has topped 200,000.
The report from HR services and payroll process ADP says that every one of the broad industry groups it tracks added jobs, with small businesses growing the fastest. Businesses with fewer than 50 employees created 101,000 new jobs. Employers with more than 500 workers contributed 42,000 new jobs.
“November continued to show solid job growth above 200,000,” said Carlos Rodriguez, ADP president and CEO. “Small businesses continued to drive job gains adding almost half the total for the month.”
Economists, however, were forecasting even stronger growth. Surveys put their expectations at an average of about 220,000 for the month. Bloomberg’s survey of 47 economists had predictions ranging from as little as 190,000 to as much as 262,000, with the average at 222,000. keep reading…
As our Thanksgiving gift to you ERE brings you this special edition of turkey-flavored Roundup. (And I thank you in advance for not leaving comments like, “Sure was a real turkey,” etc.)
The special feature is attorney Jeff Nowak’s family Thanksgiving song, with lyrics that everyone who has ever dealt with FMLA issues will enjoy (a word that may not coincide with your FMLA experience).
Click the image to hear Nowak’s rendition of Albuquerque Turkey and you’ll know in a flash why he keeps his day job as co-chair of Franczek Radelet’s Labor and Employment Practice. If you prefer to avoid frightening children and pets, you can read the lyrics here.
Turkeys Are History
OK so we didn’t spend much on your Thanksgiving present, but, hey, what did you get from your employer? Bloomberg tells us 80 percent of you got nada. Its survey says the tradition of employers handing out turkeys is almost one for the history books. Only 4 percent of employers still do that. keep reading…
CFOs are becoming more involved in human resources issues, as companies more and more break down traditional silos in favor of ever greater collaboration among departments and divisions.
Better than 8 in 10 CFOs say their responsibilities have expanded in the last three years to touch areas as diverse as marketing and operations. Human resources leads the list, with 21 percent of the 2,100 CFOs surveyed saying their job now includes at least some involvement with HR issues. Following closely, 19 percent of CFOs reported having some responsibility for IT. keep reading…
In what could be the strongest finish since before the recession, an increasing number of employers say they intend to hire full-time permanent workers this quarter.
CareerBuilder’s quarterly survey of employers found 29 percent of them expect to add permanent headcount before the end of 2014, an increase of four percentage points over those saying that last year.
While hiring expectations don’t necessarily translate into action, so far this year more employers have ended up hiring more workers than they told CareerBuilder they planned.
The survey doesn’t say how large the headcount will grow, but numbers from the U.S. Bureau of Labor Statistics show 2014 is on track to add more workers to the nation’s payrolls than at any time in a decade. Since January, employers have averaged 227,000 new jobs each month. For the same period last year, the average was 193,000. keep reading…
By a surprisingly large percentage, CIOs put more emphasis on skills and experience than on tech degrees from prestigious universities.
A Robert Half Technology survey of some 2,400 chief information officers at companies with more than 100 employees found 71 percent place “more weight on skills and experience than on whether or not a candidate attended college/university.” Another 12 percent said university prestige didn’t matter at all. keep reading…
Good morning valued reader. Before we get to today’s Roundup subjects — sex, drugs, and a British worker survey — I want to thank you on behalf of the entire ERE staff for coming to work today.
Those empty cubicles around you mean only one thing: You can catch up on your ERE reading.
And, since no candidate any hiring manager will want to hire will answer your call today, when you finish with this, you might as well clean up your desk, sort through your inbox, and, if you’re one of those people, clean out the office fridge.
That’s what most Brits do when killing time in the office. The upside is you have a clean desk, a clean mailbox, and the appreciation of your vacationing colleagues, except for that person whose mold experiment you tossed out. keep reading…
Employee referrals waned again in 2013 as a source of hire, as talent acquisition leaders increasingly leaned on other recruiting methods to fill their external hires.
The just released CareerXroads source of hire survey — its 13th — found the 50 participating employers, some with more than 200,000 workers, relied more heavily on direct sourcing and help from third party recruiters in 2013 than at any time in the previous decade.
They also accelerated their temp conversions, which, at 4.4 percent of the full-time hires, was nearly three times the rate in 2012.
In fact, except for print, every sourcing method tracked by the recruiting consultancy CareerXroads showed an increase in hiring activity. keep reading…
It’s a job seekers market, but hiring managers haven’t yet fully adjusted to the change, with 40 percent of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.
Better than 8 in 10 of the MRINetwork recruiters participating in the semi-annual MRINetwork Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25-point jump from the 2012 study. That means the professional, executive, and managerial candidates who are the majority of those recruited by MRI franchise offices can be more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept. keep reading…
Employers are expressing more optimism about the future and it’s showing in their hiring plans for the rest of this year.
CareerBuilder’s Midyear Job Forecast says more employers expect to add headcount in the next several months than said that last year. Employers told CareerBuilder they will add to the ranks of full and part-time workers, and 33 percent will increase their temp or contract staffing workers.
The CareerBuilder survey shows a brighter employment picture than the one at the beginning of the year. With the U.S. Congress mired in budget politics and with a renewal of the debt ceiling crisis looming, barely a quarter of the hiring managers surveyed for the report foresaw increased full or part-time hiring ahead. keep reading…
With National Nurses Week beginning today, Wanted Analytics took a fresh look at the hiring demand for nurses and found, to the surprise of no one who recruits and hires these professionals, that the number of advertised positions continues to rise.
The recession the nation is still climbing out of dampened demand at the end of the last decade, but since, hiring has come roaring back. Wanted’s report says the number of nursing jobs advertised online in the last 90 days was 18 percent higher than a year ago. Registered nurse was the most in-demand position, accounting for 63 percent of the posted jobs.
How many jobs does that represent? Wanted, which aggregates and analyzes help wanted postings from thousands of sites — corporate, agency, and job boards — reports there were 850,000 different nursing jobs online during the last 90 days. A little simple math tells us 535,500 of them were for RNs. keep reading…
Before you decide the grass is greener in agency recruiting, consult the Money Talks survey from Bullhorn. Released this morning, it shows agency recruiters on average earned $74,000 last year.
Some earned much more. Those who work primarily in contingent recruiting averaged $96,000. There’s no doubt that’s a goodly sum. Just keep in mind that a contingent recruiter earns zero unless the candidate they submit is hired, accepts the job, and keeps it usually for at least 90 days. keep reading…
With a self-assigned grade of B, and an even lower C+ from the hiring managers whose jobs they fill, recruiting leaders from companies large and small heard the news there’s much to do to improve those scores, and that the road is not going to get easier in the year ahead.
Speaking to the opening session of the ERE Recruiting Conference & Expo here in San Diego, ERE’s CEO Ron Mester told the hundreds of talent acquisition leaders in direct language that “You have a lot of work to do to improve … No one should be satisfied with a C+ or a B.” At another point in his hour-long presentation of a broad and extensive ERE survey of recruiters, their leaders, their bosses, CEOs and hiring managers, Mester said it will take a rethinking of the process to get to an A. “Rethink it,” he urged. “Challenge everything that you’re doing today.”
Unveiling some of the findings of the late March survey completed by more than 1,300 during his State of Recruiting presentation, Mester turned a spotlight on the disconnect between what the respondents agree should be the key measures of recruiting’s performance and what recruiting leaders and their teams believe is where the actual emphasis lies. keep reading…
Empathy is not a skill recruiters and hiring managers include on job descriptions, which explains why it’s in short supply among American managers.
How do we know this? Because the leadership coaching and outplacement firm Lee Hecht Harrison did a survey asking workers about their manager’s empathy. “How would you rate your manager’s ability to demonstrate empathy for employee situations?” was the question. Virtually non-existent, was the answer of 52 percent of the respondents.
“Empathy isn’t a weakness, but fundamental to good management,” says Kristen Leverone, senior vice president for LHH’s Global Talent Development Practice. keep reading…
With the rate of voluntary quits in the U.S. approaching pre-recession levels — 22.8 percent in 2013 — it’s no surprise that in a survey last year HR professionals and talent acquisition leaders identified retention and its twin “internal mobility” as one of the five top trends.
Nearly 40 percent of the 553 U.S. recruiting leaders who took part in LinkedIn’s global recruiting survey last year said they are increasing their internal hiring volume. Globally, the percentage was even higher.
“Internal candidates are typically higher quality; plus their skills, performance, and cultural fit are known,” LinkedIn’s Leela Srinivasan told SHRM in a report the society did on the survey. The report observed that 51 percent of the talent leaders acknowledged a “need to increase candidate awareness of relevant in-house opportunities.”
Now, just a few months shy of a year later, comes a new LinkedIn survey of workers who changed jobs. And what they told LinkedIn is that the No. 1 reason they left was the opportunity for career advancement.
Shockingly, 75 percent of the U.S. workers were unaware of their previous employer’s internal mobility program. We can’t tell if awareness would have made a difference, but the statistic does point up a very significant disconnect between what workers know and what HR thinks they know. keep reading…
Not having any luck reaching out to software engineers? Here’s some advice from Glassdoor: Keep trying.
Seventy percent of engineers say recruiters are one of the most common ways they hear about new opportunities. Friends, social media, former co-workers — nothing ranks higher than recruiters for new job information, with the very narrow exception of job boards. But with only 71 percent giving them the edge, it’s a statistical dead heat. And, when you consider how accessible and ubiquitous the posting sites are, recruiters must be doing something right.
What they most value in a recruiter is transparency. By far the largest share (81 percent) of the respondents to Glassdoor’s survey of some 1,400 employed software engineers said they most value recruiters who tell them the pros and cons of different companies. Recruiters who fudge even a little run the risk of a turndown should the candidate discover the company isn’t quite as it was portrayed. Nearly every engineer in the survey — 97 percent — said they read the online reviews before they accept a job offer. keep reading…