Recruiting Trends

Recruiting Just Got A Lot Harder: 5 New Reasons Why

by Tallulah on October 13, 2014

Mall Crowd Recruiting Just Got A Lot Harder: 5 New Reasons Why

The latest employment data show an economy in real recovery. Although this is great news for all, the numbers reveal a tightening labor market, adding pressure on hiring departments to meet increased demand for full- and part-time employees and manage a holiday hiring season poised to set records.

Here are 5 reasons why your job may have just gotten a lot harder:

  1. Recruiting Difficulty Measured At a Four-Year High

  2. “In September, for the fifth consecutive month, recruiting difficulty reached four-year highs.” (Source: SHRM LINE Employment Report October for 2014)

    SHRM’s LINE Report measures many areas, one among them is difficulty in recruiting top-level talent, surveying 500 private-sector HR professionals from both the manufacturing and service sectors—the two sectors accounting for 90 percent of the private labor force.

    Both sectors showed the following:

    • Strong hiring rates in October
    • Increased recruiting difficulty for the fourth straight year
    • Raised pay for new hires
  3. Average Time-to-Fill is Now 26.5 Working Days, Its Highest in the Past 14 Years

  4. In a recent ERE article, John Zappe reports:

    “In August, it took an average of 26.5 working days (Mon-Sat) to fill a job, says the monthly Dice-DFH Vacancy Duration Measure… [T]he measure is now at its highest level in 14 years.”

  5. Employee Wages Are On the Rise

  6. “Real growth in the private economy, excluding government, has been about 3%+ per annum… That’s a pretty strong rate of growth…There’s also been a substantive growth in average hourly wages [in the past three years].”  - Mark Zandi, chief economist of Moody’s Analytics. Video | Infographic

    Very positive news for workers, and the economy, but as the labor market tightens and as we continue to see a consistent rise in wages per quarter and year, hard-to-fill positions may not only take more time to satisfy, but become also more costly to secure.

    Signs of a strong economy could also encourage a rise in consumer confidence, and surveys suggest the holidays may be coming early this year.

  7. Seasonal Holiday Hire Head Count Could Top Numbers Unseen Since 1999

  8. “U.S.-based retailers may hire more than 800,000 temporary staff for the first time since 1999…That would top last year’s 786,200 hires.” Source: Bloomberg News

    US Holiday Retail Chart Recruiting Just Got A Lot Harder: 5 New Reasons Why
    The NRF last stated that purchases this year could advance 4.1 percent to $617 billion in November and December. In comparison, last year’s percent gain was only 3.1 percent, and the 10-year average is 2.9 percent.

    Major retailers and parcel shipping companies are bracing for a record season; for example, UPS is set to top their 2013 estimated hire count by 73 percent, that’s roughly  95,000 temporary jobs.

  9. Highest Demand In Years for Q4 Full-Time AND Temporary Workers

  10. “Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19thconsecutive quarter of year-over-year increases.” - Greg Palmer, founder and managing director of G. Palmer & Associates, a California human capital advisory firm. (Source: ERE)

    Workers employed by staffing firms now account for 2.1 percent of the total U.S. workforce, a historic high.

    NYC Small Recruiting Just Got A Lot Harder: 5 New Reasons Why

    Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

    Full-Time Talent In High-Demand, But Gainfully Employed Still Cautious of Quitting Current Job For New Opportunities

    “The Bureau of Labor Statistics says job openings (as of August, the most recent month available) hit 4.4 million, the level seen before the recession. However, the number of workers quitting their job was 2.3 million, still significantly below the pre-recession rate.” (Source: Fordyce Letter)

Good News is Still Very Good News

Despite the hiring challenges that come with adjusting to the fits and spurts of economic recovery, getting up and out of a recession will always prove a much better ride than the one we had going into one.

So as we all roll up our sleeves through a busy hiring season and new year, let’s remember that this is the good part, and we have a lot of tools at our reach—like social recruiting—to aid in the new era of hiring.

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Roundup Social Recruiting Roundup: 3 Top Posts You Might Have Missed

We’ve scoured the web to find the best posts on social recruiting — so you don’t have to. Catch up on the latest survey findings, tips, and ideas in the world of social media and hiring.

  1. How to Get Hired in a Digital World – InfographicUndercover Recruiter – Read Time: 2 mins.

  2. Although this infographic is intended for the digital job seeker, it lists some notable stats for employers who are paying attention to the rise of social recruiting:

    • 30% of all Google searches are job-related
    • 78% of recruiters have made a hire through social media
    • Close to 8 recruiters out of 10 have already hired through social media
    • Employers who used social media to hire found a 49% improvement in candidate quality
  3. Social-Media StorytellingHRE Online – Read Time: 4 mins.

  4. HRE discusses the surprising HCI survey results that speak to how employers are adopting and using social recruiting:

    72 percent of organizations use social media for recruiting, but only 55 percent believe they’re using it effectively.

    The article asks HR pros, employers, and human capital analysts to share what they’ve observed to be the most effective social recruiting strategies and weigh in on why some organizations might be missing the mark.

    Related: 3 Qualities of Highly Successful Social Recruiters

  5. The Easy Way to Get a Social Influencer Advocating Your Brand Is to Hire OneEntrepreneur - Read Time: 3 mins.

  6. This post lists the steps in sourcing a social influencer, which the author claims could help drive awareness to your brand–especially if you own a small business or startup.

    “Social media has given rise to a new breed of social influencers capable of driving 16 times more engagement with your target audience than paid or owned media programs.”

    Will one’s social media clout find its way onto future resumes? Or has this era already dawned?


Follow us on Twitter for the latest social recruiting content and virtual events – like our upcoming webinar on Social Recruiting Best Practices. Share your top industry posts using the #TMJEdu so we can share it with our community!

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10891456256 0b557c1564 5 Social and Mobile Recruiting Posts You Might Have Missed

Aside from the story on the NSA using encrypted tweets to recruit code breakers, below are 5 stories on today’s recruiting tips and trends you might have missed.

  1.  Your Employer Brand Owns The Candidate ExperienceForbes -Read Time: 2 mins
  2. Employer Branding goes way beyond slapping on logos and slogans to a Twitter cover photo. This post argues that employer reputation should run as deep as evaluating and reforming the candidate experience and the employee experience. Read on to see how you can push your Employer Brand standard.

  3. Facebook Users Engage With Brands Most on FridaysMarketingProfs - Read Time: 3 mins
  4. Get the edge on your Facebook engagement by testing the findings from a recent Adobe study, which found Friday is the day when users were most actively engaging with brands, as well as brands’ videos.

  5. How to Hire Without Spending a Fortune. (Hint: Use Social Media.)Entrepreneur – Read Time: 2 minutes
  6. Yet another post on the cost-effective benefits of social recruiting. The article lists tips on other low-cost outlets and mentions a 1-800-Contacts case study that spiked click-throughs and tripled applicant quality.

  7. How To Hack HiringTechCrunch - Read Time: 3 mins
  8. This myth-busting post explains why Google threw out those surprise interview questions their employer brand was once famous for. Find out what other tips and trends are emerging, or receding, from Tech HR that may apply to your business.

  9. 4 Questions to Ask BEFORE Planning Your Mobile Recruiting Strategy [Illustration]The Middle Ground Blog – Read Time: 30 Seconds
  10. After that reading sprint, rest your eyes on this illustration on Mobile Recruiting prep questions to ask before you choreograph your next big mobile play. The illustration itself was entirely created on a mobile device–apparently in just 10 seconds.

Do you have any posts on modern hiring tips and trends? Please share them below.
 

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trophy And the Social Recruiting Survey Award Goes to...
We had a great time in Las Vegas last week meeting and talking with the ever-lively HR professionals at the HR in Hospitality Conference.

Since the conference did not end with an awards ceremony, as some shows do, we’ve put together an unofficial list of winners from an informal survey we took on the expo floor.

So, without further adieu, the winners are…

Most Used Social Platform for Recruiting after LinkedIn:

Facebook just edged out Twitter to take first position. This is actually close to the SHRM data collected last year (Slide 14) which found recruiting use of Twitter to trail that of Facebook by about 15%.

However, what we found more revealing than the difference in adoption of these platforms was, rather, the similarity in what the respondents wanted us to note, namely:

  • Their Marketing Department officially owned these social channels.
  • These channels naturally aimed to drive branding and engagement first.
  • Their main challenge was how to balance brand engagement with recruitment activity on these feeds.

We assured them that they can balance that brand engagement with recruitment activity via social media. In fact, keeping Twitter job channels and Facebook careers tabs separate from a brand’s main engagement channel is actually a best practice we apply and preach at TweetMyJobs.

Most Common Reason Someone Came Directly To Our Booth:

Bandwidth. Our most engaged conversations were with professionals who were already managing, at some level, a social recruiting tactic. Usually this management was manual—copying and pasting job listing URLs from their career site and posting onto various social platforms.

But those who had the best question, the most defined problems, came to our booth ready to share their challenges because they had arrived at a tipping point. They were outgrowing the current method and needed to graduate to a robust solution that could grow alongside their business.

3 graphic flyer TMJ 1b web And the Social Recruiting Survey Award Goes to...

 Above is an excerpt of our New TweetMyJobs Product One Sheet that we debuted at the show. To request a copy, please contact us and note it in your message. We’ll send you one right away.

Most Candid Answer to Our Most Asked Question:

“So how are you using Social Media for recruiting today?”

The individual replied with confidence, “Well I’m glad you asked.” Then after a pause, “We are using it very poorly.”

Although I cannot disclose to whom I can credit this candid, and comically delivered, quote; I will say that the conversation that followed was one of our most engaging talks at the conference.

We discovered that this HR Pro was handling a good amount of requisitions a month and was already utilizing social media to reach qualified candidates—but was doing so by posting jobs one-by-one on Twitter manually, fastidiously, heroically.

Again, at a certain volume, the biggest problem becomes bandwidth, and the biggest demand—intelligent, automated job distribution.

Most Given Reason for Not Having Yet Adopted Social Recruiting:

“I want to, but my Boss/Colleague/Company is a little behind the Social Recruiting curve.” 

We even received a more aggressive response, and possibly borderline threat:

“Our HR Director doesn’t ‘get’ Social Recruiting. So our Social Recruiting strategy is to get a new Director,” they laughed.

I laughed, nervously.

We’ve heard this before: Company culture and the dearth of social recruiting education were the most often cited barriers. But in the year 2014, can the lack of social recruiting education really be blamed anymore?

Consider our observation that the main question surrounding Social Recruiting has greatly shifted in just the past few years from “What is Social Recruiting?” to “How can we implement Social Recruiting better?”

Since most HR pros know what Social Recruiting is today, the barrier may truly be more cultural than educational.

Most Engaging Topic During the HR Tips & Trends Panel:

Millennials and Baby Boomers. Perhaps the most memorable fact I left with from the conference was that, for the first time ever, the Hospitality Industry boasts an employee demographic spanning across five generations—at times Baby Boomers and Millennials working “smack right up against each other,” as Debbie Brown, VP of HR at Four Seasons Hotels and Resorts phrased during the panel session.

Brown expounds on what millennials are looking for in their work:

“For Millennials, a job is not just a job; they expect an experience,” and then added for comedic kick, “…whatever that means.”

However, fellow panelist Alan Momeyer, VP of HR at Loews Corporation, finds a point of similarity, “It’s a search for meaning for the Millennials—not much different from the Baby Boomers.” He adds, “People don’t retire unless they feel like they are going to something.”

Momeyer weighs in a little more on the Baby Boomer Exodus, warning, “Baby Boomers will leave at some point, and they will leave a leadership vacuum you may not be prepared for.”

Momeyer may be urging his colleagues to prepare for the coming Boomer Exodus, but according to a recent survey, 63% of CFOs remain nonchalant about the big exit.

The talk was a great reminder of how unique the Human Capital space is and how it demands from its top leaders a deep understanding of age, cultural, and generational issues which are in a constant state of flux and usually at the center of debate.

Attend any HR conferences recently? Have you observed similar shifts in conversation surrounding Social Recruiting in the past few years? Share your comments below. We’d love to hear from you.

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bayada logo Social Recruiting to Fill 16,000 Healthcare Positions
We’re working with thousands of companies of all sizes helping to amplify their employment brand and distribute their jobs throughout social media. We’ve seen successes in industries from retail and hospitality to finance, technology, healthcare and more. One of those healthcare partners is BAYADA Home Health Care, an innovative company that employs more than 20,000 nurses, home health aides, therapists, medical social workers, managers, and other health care professionals.

BAYADA Home Health Care is making over 16,000 hires per year. To find passive candidates in some of their hard to fill roles BAYADA partnered with TweetMyJobs. The adoption of social recruiting has been a great success for the company and their entrepreneurial culture.

The results? BAYADA received more than 1,000 applicants in just a few months through TweetMyJobs, and dropped their time-to-fill average from 65 days to 55 days.

Click to learn more and download the full Bayada case study.

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This week in San Francisco,  HR pros and recruiters from around the world are gathered at the Social Recruiting Strategies Conference to discuss new and existing ways to implement social recruiting strategies to find the best candidates. Leading brands and organizations are in attendance to share their best practices and success stories.

ihg logo ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Over the last few years, IHG has been strategically building a social media presence to attract and engage with talent worldwide, and has utilized TweetMyJobs to do much of the heavy lifting of distribution, targeting, and branding for their social recruiting needs.

GaryZukowski ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Gary Zukowski, Founder of TweetMyJobs

During their session “IHG + TMJ = ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs“, Francene Taylor, Director of Resourcing for the Americas, and Gary Zukowski, Founder of TweetMyJobs, will share IHG’s expanding footprint in social recruiting and how this effort is driving revenue to their organization.

If you’re at SRSC, join Gary and Francene on January 31 at 10:30am pacific. The conference has been pre-approved for 18 HRCI credits!

Featured speakers at the Social Recruiting Strategies Conference also include UPS, Groupon, NPR and many more. If you’re not at the San Francisco conference, follow along on Twitter: #SRSC

TweetMyJobs has many features to develop a successful social recruiting strategy for your organization. Learn more and change the way you recruit.

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