The Ongoing Impact of the Recession—Overall Financial Health and Hiring

SHRM Survey Findings: The Ongoing Impact of the
Recession—Overall Financial Health and Hiring

March 12, 2013

Introduction

• This is Part 1 of a series of SHRM survey results about the ongoing impact of the U.S. and
global recession, which began in 2007. Overall results will be reported separately in three
different topic areas:
 Overall financial health and hiring.
 Recruiting and skill gaps.
 Global competition and hiring strategies.

• New for 2012, overall results will also be reported separately for California.

• Industry-specific results will be reported separately for each of the eight industries that
were included in the sample:
 Construction, oil, mining and gas.
 Federal government.
 Finance.
 Health.
 High-tech.
 Manufacturing.
 Professional services.
 State and local government.

The Ongoing Impact of the Recession—Overall Financial Health and Hiring ©SHRM 2013 2

Key Findings: Organizations’ Financial Health

• What percentage of staff have organizations lost since the U.S. and global recession
began in December 2007? Overall, three-quarters (76%) of organizations indicated they
had lost 10% or fewer employees since the recession began. Twenty-nine percent of those
organizations had not lost any employees.
 Results were similar to 2011, although both in 2012 and 2011 organizations reported
fewer job losses compared with 2010.
 The health and finance industries reported the fewest layoffs, with 40% and 37%,
respectively, losing no staff.
• What percentage of staff have organizations lost in the last 12 months? One-half (49%) of
organizations lost no staff in the past year, and one-third (33%) reported losing up to 5% of
employees.
 Smaller organizations were more likely to have lost no employees compared with
larger organizations.
 All industries faired better than the federal government (27%) in terms of having lost
no employees in the last 12 months.
• How does the financial health of organizations compare to 12 months ago? Overall
financial health reported in 2012 was slightly better than it was in 2011. One-half (51%) of
organizations reported a mild to significant improvement (42% in 2011), whereas one-
quarter (27%) were in a mild or significant decline (34% in 2011).

Key Findings: Hiring

• Are organizations currently hiring? Over three-quarters (78%) of organizations hired full-time
employees in 2012, a slight increase from 73% in 2011. Fewer organizations hired part-time
employees (38%) or full-time temporary/contract (37%) positions, and one-quarter (26%)
hired part-time temporary/contract employees.
 Larger organizations (500 to 24,999 employees) were more likely to be hiring
compared with smaller organizations (1 to 499 employees).
 Hiring for full-time contract/temporary employees was the highest for the federal
government (51%), high-tech (51%) and manufacturing (45%) industries compared
with other industries.
• For what type of positions are organizations hiring? Most organizations hired at
nonmanagement levels (71% for hourly and 70% for salaried positions), and one-half (49%)
hired for management positions such as directors and managers. One out of five
organizations (20%) hired at the executive/upper-management (e.g., CEO, CFO) level.
 These findings are very similar to what was found in 2011.
 The health industry had the highest percentage of organizations hiring for
nonmanagement hourly (91%) positions, and the high-tech industry was highest for
nonmanagement salaried (95%) positions.


Key Findings: Creating Completely New Positions

• Are organizations creating new positions or replacing jobs lost? Of those organizations hiring,
over one-half (57%) mainly hired direct replacements of jobs lost, whereas 31% hired for
completely new positions. Eleven percent of organizations added new duties to the jobs lost.
 Although there were no changes from 2011, both 2012 and 2011 showed a decrease in
hiring for new positions and an increase in hiring direct replacements of jobs lost
compared with 2010.
 Smaller organizations (1 to 499 employees) were more likely to be hiring for completely
new positions than were larger organizations (500 or more employees).
 State or local governments (76%) were more likely than all other nongovernment
industries to be hiring direct replacements of jobs lost.
 The high-tech (53%); professional services (44%); and construction, mining, oil and gas
(40%) industries had the highest percentage of organizations that were hiring for
completely new positions compared with health, federal government, and state and
local government industries.


Key Findings: Skills for Completely New Positions

• Do completely new positions require new and different skill sets?
 Compared with the skills required for the jobs lost since the recession began:
 One in five organizations (19%) required completely new and different skill sets.
 Over one-half (58%) of organizations required a mixture of new skills and the same
type of skills for new positions.
 About one-quarter (23%) required approximately the same types of skills as those
required before the recession.
 Compared with the skills required in existing jobs in your organization (for organizations
that had not lost any jobs since the recession began):
 Few organizations (5%) required completely new and different skills.
 About one-half (54%) of open positions required a mixture of new skills and the
same types of skills.
 Two in five organizations (42%) required approximately the same types of skills.
• Is it difficult to recruit for positions requiring new and different skill sets? Three in five (63%)
organizations reported it was somewhat or very difficult to recruit for completely new
positions or positions with new duties added that required new and different skill sets.

What do these results mean to the HR profession?

• Staffing for replacement needs: In the coming years, HR professionals are likely to be
staffing for replacement needs more than filling newly created positions. According to the
U.S. Bureau of Labor Statistics’ (BLS) 2010-2020 Employment Project Report, slower
population growth will lead to a decreasing overall labor force from 2010 to 2020. It
projects 54.8 million total job openings in this time period with more than half—61.6
percent—resulting from ―replacement needs‖, i.e., the need to replace workers who retire
or otherwise permanently leave an occupation. Replacement needs will exceed new job
growth vacancies in 4 out of 5 occupations.
• Increasing productivity: Some industries are using fewer employees to do more with less,
possibly resulting in employee burnout and turnover. The federal government in particular
was most likely to have lost jobs.
• Improving financial health: HR professionals reported slightly improved financial health in
2012, and economists are expecting continuing incremental economic growth in 2013.
With over one-half (51%) of organizations reporting mild to significant improvement,
organizations may be more likely to add jobs in 2013 than in previous years if economic
conditions continue to improve.
• Investing in training and upskilling: With a mix of new and different skill sets required for
most new openings and a slower growing labor force, HR professionals and organizations
may need to invest more in training and employee upskilling.


Since the U.S. and global recession began in December
2007, what percentage of regular full-time jobs at your
organization has been lost (e.g., due to layoffs, attrition)?

29% 2012 (n = 3,236)
0% of staff 31%
2011 (n = 2,273)
29%
1% to 5% of staff 28% 2010 (n = 2,342)

18%
6% to 10% of staff 18%

10% or fewer staff (2012 & 2011 data) 76%
77%
*Less than 10% of staff (2010 data) 65%
11% to 20% of staff (2012 & 2011 data) 13%
12%
* 10% to 20% of staff (2010 data) 22%
8%
11%
2%
More than 50% of staff 3%
2%

Note: Percentages may not total 100% due to rounding. An asterisk (*) indicates that 2010 data had different categories than
2012 and 2011 data: “Less than 10% of staff” and “10% to 20% of staff.”


Comparisons by industry
• The finance and health industries are more likely than the construction, mining, oil and gas; federal government;
manufacturing; and state or local government industries to have lost 0% of staff since the U.S. and global recession
began in December 2007.

Construction, mining, oil and gas (25%)
Finance (37%) Federal government (22%)
>
Health (40%) Manufacturing (25%)
State or local government (22%)

Note: Only statistically significant differences are shown.


Comparisons by organization staff size

• Organizations with 1 to 499 employees are less likely than organizations with 500 or more employees to have
encountered any staff losses since the U.S. and global recession began in December 2007.
• Organizations with 1 to 99 employees are less likely than organizations with 100 to 499 employees to have encountered
any staff losses since the U.S. and global recession began in December 2007.

Comparisons by organization staff size:
Percentage of organizations that lost 0% of staff

1 to 99 employees (40%) 500 to 2,499 employees (22%)
> 2,500 to 24,999 employees (22%)
100 to 499 employees (29%) 25,000 or more employees (13%)

1 to 99 employees (40%) > 100 to 499 employees (29%)



In the last 12 months, from August 1, 2011, to July 31, 2012, what
percentage of regular full-time jobs at your organization has
been lost (e.g., due to layoffs, attrition)?

0% of staff 49%





More than 50% of staff 1%

n = 3,277




• The construction, mining, oil and gas; finance; health; high-tech; manufacturing; professional services; and state or local
government industries are more likely than the federal government to have lost 0% of staff in the last 12 months.


Finance (56%)
Health (55%)
High-tech (47%) > Federal government (27%)
Manufacturing (52%)
Professional services (48%)




• Organizations with 1 to 99 employees are more likely than organizations with 100 or more employees to have lost 0% of
staff in the last 12 months.
• Organizations with 100 to 499 employees are more likely than organizations with 2,500 or more employees to have lost
0% of staff in the last 12 months.
• Organizations with 500 to 2,499 employees are more likely than organizations with 25,000 or more employees to have
lost 0% of staff in the last 12 months.


100 to 499 employees (51%)
500 to 2,499 employees (44%)
1 to 99 employees (62%) >
2,500 to 24,999 employees (39%)
25,000 or more employees (29%)
2,500 to 24,999 employees (39%)
100 to 499 employees (51%) >

500 to 2,499 employees (44%) > 25,000 or more employees (29%)



Compared to 12 months ago, would you say your organization’s
overall financial health is improving, has not changed or is
declining?

13%
Significant improvement 9%
7%

38%
Mild improvement 33%
35% 2012 (n = 3,362)
2011 (n = 2,277)
22%
No change 24% 2010 (n = 2,333)
25%

20%
Mild decline 26%
24%

7%
Significant decline 8%
9%


declining?


• The construction, mining, oil and gas; finance; health; high-tech; manufacturing; and professional services industries are
more likely than the federal government and state or local government to have seen significant improvement in their
organization’s financial health compared to 12 months ago.
• The finance industry is more likely than the health industry to have seen significant improvement in its organization’s
financial health compared to 12 months ago.

Finance (19%)
Health (11%) Federal government (3%)
>
High-tech (17%) State or local government (4%)
Manufacturing (17%)

Finance (19%) > Health (11%)


declining?


• Organizations with 1 to 99 employees and 2,500 and more employees are more likely than organizations with 100 to 499
employees to have seen significant decline in their organization’s financial health compared to 12 months ago.


2,500 to 24,999 employees (9%) > 100 to 499 employees (4%)


Is your organization currently hiring for any of the following types
of staff?

78%
Full-time staff 73%
62%

38%
*Part-time staff
2012 (n = 3,480-3,481)
2011 (n = 2,286)
37%
2010 (n = 2,308)
*Full-time contract/temporary

26%
*Part-time
contract/temporary

Note: Percentages do not total 100% due to multiple response options. An asterisk (*) indicates this question was not asked in
2010 or 2011.

Is your organization currently hiring full-time or part-time staff?

• The health and high-tech industries are more likely than the professional services industry to be currently hiring full-time
staff.
• The health industry is more likely than the construction, mining, oil and gas industry to be currently hiring full-time staff.

Health (85%)
> Professional services (72%)
High-tech (83%)

Health (85%) > Construction, mining, oil and gas (73%)

• The health industry is more likely than the construction, mining, oil and gas; federal government; finance; high-tech;
manufacturing; professional services; and state or local government industries to be currently hiring part-time staff.


Federal government (35%)
Finance (53%)
Health (69%) > High-tech (17%)
Manufacturing (15%)

Is your organization currently hiring part-time staff? (continued)


• The finance industry and state or local governments are more likely than the construction, mining, oil and gas; federal
government; high-tech; manufacturing; and professional services industries to be currently hiring part-time staff.
• The federal government is more likely than the construction, mining, oil and gas; high-tech; and manufacturing
industries to be currently hiring part-time staff.
• The professional services industry is more likely than the manufacturing industry to be currently hiring part-time staff.


Finance (53%)
> High-tech (17%)
Manufacturing (15%)

Federal government (35%) > High-tech (17%)
Manufacturing (15%)

Professional services (27%) > Manufacturing (15%)


Is your organization currently hiring full-time contract/temporary
staff?

• The federal government and high-tech industry are more likely than the construction, mining, oil and gas; finance;
health; professional services; and state or local government industries to be currently hiring full-time contract/temporary
staff.
• The manufacturing industry is more likely than the finance, health, professional services, and state or local government
industries to be currently hiring full-time contract/temporary staff.


Finance (26%)
> Health (34%)
High-tech (51%)

Finance (26%)
Health (34%)
Manufacturing (45%) >


Is your organization currently hiring part-time contract/temporary
staff?

• State or local governments are more likely than the construction, mining, oil and gas; finance; high-tech;
manufacturing; and professional services industries to be currently hiring part-time contract/temporary staff.
• The federal government and health industries are more likely than the construction, mining, oil and gas; finance; and
manufacturing industries to be currently hiring part-time contract/temporary staff.
• The professional services industry is more likely than the construction, mining, oil and gas industry to be currently hiring
part-time contract/temporary staff.


Finance (17%)
State or local government (39%) > High-tech (24%)
Manufacturing (17%)

> Finance (17%)
Health (33%)
Manufacturing (17%)

Professional services (25%) Construction, mining, oil and gas (14%)


Is your organization currently hiring full-time or part-time staff?

• Organizations with 500 to 24,999 employees are more likely than organizations with 1 to 499 employees to be currently
hiring full-time staff.
• Organizations with 100 to 499 employees and 25,000 or more employees are more likely than organizations with 1 to 99
employees to be currently hiring full-time staff.


500 to 2,499 employees (90%) 1 to 99 employees (56%)
>
2,500 to 24,999 employees (91%) 100 to 499 employees (81%)
> 1 to 99 employees (56%)

• Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to be currently
hiring part-time staff.
• Organizations with 100 to 499 employees are more likely than organizations with 1 to 99 employees to be currently hiring
part-time staff.


500 to 2,499 employees (50%)
2,500 to 24,999 employees (54%) >



Is your organization currently hiring full-time contract/temporary
staff?


• Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to be currently
hiring full-time contract/temporary staff.
hiring full-time contract/temporary staff.
full-time contract/temporary staff.


2,500 to 24,999 employees (59%)
> 100 to 499 employees (30%)
500 to 2,499 employees (47%)
500 to 2,499 employees (47%) >



Is your organization currently hiring part-time contract/temporary
staff?


• Organizations with 2,500 or more employees are more likely than organizations with 1 to 2,499 employees to be currently
hiring part-time contract/temporary staff.
hiring part-time contract/temporary staff.
part-time contract/temporary staff.


2,500 to 24,999 employees (41%)
> 100 to 499 employees (21%)
500 to 2,499 employees (33%)
500 to 2,499 employees (33%) >



At what level(s) is your organization hiring full-time regular staff?

Nonmanagement 71%
hourly employees
72%

Nonmanagement 70%
salaried employees
71%
2012 (n = 2,722)
2011 (n = 1,660)
Management 49%
(e.g., directors, managers)
54%

Executive/upper management 20%
(e.g., CEO, CFO)
22%

Note: Percentages do not total 100% due to multiple-response options. Only respondents whose organizations were currently
hiring full-time regular staff were asked this question.

Is your organization hiring nonmanagement, hourly employees?

• The health industry is more likely than the construction, mining, oil and gas; federal government; finance; high-tech;
manufacturing; professional services; and state or local government industries to be hiring nonmanagement, hourly
employees.
• The construction, mining, oil and gas; finance; manufacturing; and state or local government industries are more likely
than the federal government, high-tech and professional services industries to be hiring nonmanagement, hourly
employees.

Finance (77%)
Health (91%) > High-tech (42%)
Manufacturing (77%)

Finance (77%)
> High-tech (42%)
Manufacturing (77%)


Is your organization hiring nonmanagement, salaried employees?

• The high-tech industry is more likely than the construction, mining, oil and gas; federal government; finance; health;
manufacturing; professional services; and state or local government industries to be hiring nonmanagement, salaried
employees.
• The federal government and the professional services industry are more likely than the construction, mining, oil and gas;
finance; health; manufacturing; and state or local government industries to be hiring nonmanagement, salaried
employees.

Finance (68%)
High-tech (95%) > Health (59%)
Manufacturing (66%)

Finance (68%)
> Health (59%)
Manufacturing (66%)

Is your organization hiring executive/upper management
employees?

• State or local governments are more likely than the construction, mining, oil and gas; manufacturing; and professional
services industries to be hiring executive/upper management employees.
• The federal government and the high-tech industry are more likely than the manufacturing and professional services
industries to be hiring executive/upper management employees.
• The health industry is more likely than the manufacturing industry to be hiring executive/upper management
employees.

State or local government (25%) > Manufacturing (14%)

Federal government (27%) Manufacturing (14%)
>
High-tech (26%) Professional services (14%)

Health (23%) > Manufacturing (14%)


Is your organization currently hiring nonmanagement, hourly or
salaried employees?


hiring nonmanagement, hourly employees.
• Organizations with 100 to 499 employees and 25,000 or more employees are more likely than organizations with 1 to 99
employees to be currently hiring nonmanagement, hourly employees.


>
2,500 to 24,999 employees (78%) 100 to 499 employees (71%)
> 1 to 99 employees (54%)

• Organizations with 500 or more employees are more likely than organizations with 1 to 499 employees to be currently
hiring nonmanagement, salaried employees.


500 to 2,499 employees (78%)
2,500 to 24,999 employees (84%) >


Is your organization currently hiring other management (e.g.,
directors, managers) employees?


• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to be
currently hiring other management employees.
• Organizations with 500 to 2,499 employees and 25,000 or more employees are more likely than organizations with 1 to
499 employees to be currently hiring other management employees.
other management employees.


500 to 2,499 employees (57%)
>
25,000 or more employees (69%) 100 to 499 employees (39%)



Is your organization currently hiring executive/upper management
employees?


• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 2,499 employees to be
currently hiring executive/upper management employees.
499 employees to be currently hiring executive/upper management employees.
executive/upper management employees.


500 to 2,499 employees (24%)
>



Which of the following best describes, in general, the nature of
full-time, regular positions your organization is currently hiring?

57%
Direct replacements of jobs lost
(e.g., due to layoffs, attrition) since 58%
the recession began
41%

31% 2012 (n = 2,665)
2011 (n = 1,640)
Completely new positions 30%
2010 (n = 1,378)
47%

11%
New duties added to jobs lost
(e.g., due to layoffs, attrition) since 12%
the recession began
12%

Note: Percentages may not total 100% due to rounding. Only respondents whose organizations were currently hiring full-time,
regular staff were asked this question.

full-time, regular positions your organization is currently hiring for
jobs lost (e.g., due to layoffs, attrition) since the recession began?

• State or local governments are more likely than the construction, mining, oil and gas; finance; health; high-tech;
manufacturing; and professional services industries to be hiring direct replacements of jobs lost.
• The health industry is more likely than the construction, mining, oil and gas; high-tech; manufacturing; and professional
services industries to be hiring direct replacements of jobs lost.
• The finance and manufacturing industries are more likely than the high-tech industry to be hiring direct replacements of
jobs lost.

Finance (55%)
Health (64%)
State or local government (76%) >
High-tech (34%)
Manufacturing (53%)

High-tech (34%)
Health (64%) >
Manufacturing (53%)

Finance (55%)
> High-tech (34%)
Manufacturing (53%)


• The high-tech industry is more likely than the federal government; finance; health; manufacturing; and state or local
government industries to be hiring completely new positions.
• The construction, mining, oil and gas industry and the professional services industry are more likely than the federal
government, health, and state or local government industries to be hiring completely new positions.
• The finance industry is more likely than the federal and state or local governments to be hiring completely new positions.


Finance (36%)
High-tech (53%) > Health (27%)
Manufacturing (32%)

> Health (27%)

Finance (36%) >

Health (27%)
> State or local government (14%)
Manufacturing (32%)



499 employees to be hiring direct replacements of jobs lost.
• Organizations with 2,500 to 24,999 employees are more likely than organizations with 1 to 99 employees be hiring direct
replacements of jobs lost.


>


• Organizations with 1 to 499 employees are more likely than organizations with 500 or more employees to be hiring
completely new positions.


500 to 2,499 employees (25%)
> 2,500 to 24,999 employees (23%)


Compared with the skills required for jobs lost (e.g., due to layoffs,
attrition) since the recession began in December 2007, do these
completely new full-time, regular positions require:

58%
A mixture of new skills and
the same types of skills
57%

23% 2012 (n = 391)
Approximately the
same types of skills
28% 2011 (n = 467)

19%
Completely new and
different skills
15%

Note: Only respondents whose organizations had lost jobs since the recession began in December 2007 and were hiring full-
time staff for “completely new positions” were asked this question.

Compared with the skills required for jobs lost (e.g., due to
layoffs, attrition) since the recession began in December 2007, do
these completely new full-time, regular positions require:


• Organizations with 500 to 2,499 employees are more likely than organizations with 1 to 99 employees and 2,500 to 24,999
employees to be requiring approximately the same types of skills as those required in the jobs lost since the recession
began.


500 to 2,499 employees (37%) >
2,500 to 24,999 employees (15%)

• Organizations with 1 to 99 employees are more likely than organizations with 500 to 24,999 employees to be requiring
completely new and different skills compared to the skills required in the jobs lost since the recession began.


500 to 2,499 employees (12%)
1 to 99 employees (35%) >
2,500 to 24,999 employees (11%)


Compared with the skills required in existing jobs in your
organization, do these completely new full-time, regular positions
require:

A mixture of new skills and
54%
the same types of skills

Approximately the
42%
same types of skills

Completely new and
5%
different skills

Note: n = 437. Percentages do not total 100% due to rounding. Only respondents whose organizations had not lost jobs since
the recession began in December 2007 and were hiring full-time staff for “completely new positions” were asked this
question.

For the new full-time, regular positions being created by your organization
that require new and different skill sets, how easy or difficult do you think it
will be or has it been thus far to find qualified individuals for those positions?

4%
Very easy 5%
16%

33%
Somewhat easy 32% 2012 (n = 852)
45%
2011 (n = 528)
53%
2010 (n = 749)
Somewhat difficult 56%
36%

10%
Very difficult 7%
3%

Note: Only respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or
“completely new positions” that required either “a mixture of new skills and the same types of skills” or “completely new and
different skills” were asked this question.

For the new full-time, regular positions being created by your organization
that require new and different skill sets, how easy or difficult do you think it
will be or has been thus far to find qualified individuals for those positions?

• The health industry is more likely than the construction, mining, oil and gas; high-tech; manufacturing; and professional
services industries to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.
• State or local governments are more likely than the manufacturing industry to indicate it will be or has been somewhat
easy to find qualified individuals for new full-time positions.

High-tech (23%)
Health (54%) >
Manufacturing (20%)

State or local government (40%) > Manufacturing (20%)

• The manufacturing industry is more likely than the health industry to indicate it will be or has been somewhat difficult to
find qualified individuals for new full-time positions.


Manufacturing (63%) > Health (40%)


Demographics


Demographics: Organization Industry

State or local government 20%

Manufacturing 14%

Professional services 13%

Health 13%

Finance 11%

Construction, mining, oil and gas 10%

High-tech 7%

Federal government 7%

Other 6%

Note: n = 3,481. Percentages do not total 100% due to rounding.


Demographics: Organization Sector

Privately owned for-profit 43%

Government 25%

Publicly owned for-profit 17%

Nonprofit 12%

Other 3%

n = 3,294


Demographics: Organization Staff Size

1 to 99 employees 26%

100 to 499 employees 33%

500 to 2,499 employees 19%

2,500 to 24,999 employees 16%

25,000 or more employees 6%

n = 3,208


Demographics: Other

Does your organization have U.S.- Is your organization a single-unit organization or
based operations (business units) only, a multi-unit organization?
or does it operate multinationally?
Single-unit organization: An organization
U.S.-based operations only 76% in which the location and the 36%
organization are one and the same.
Multinational operations 24% Multi-unit organization: An organization
64%
that has more than one location.
n = 3,311
n = 3,325

For multi-unit organizations, are HR policies and
What is the HR department/function for
practices determined by the multi-unit headquarters,
which you responded throughout this
by each work location or by both?
survey?
Multi-unit headquarters determines HR
Corporate (companywide) 68% 50%
policies and practices

Business unit/division 19% Each work location determines HR
3%
policies and practices
Facility/location 13%
A combination of both the work location
n = 2,206 and the multi-unit headquarters 47%
determines HR policies and practices
n = 2,204


SHRM Survey Findings: The Ongoing Impact of the
Recession—Overall Financial Health and Hiring

Survey Methodology
• Response rate = 15%
• 3,481 HR professionals from a randomly selected sample of SHRM’s membership
participated in this survey
• Margin of error +/-2%
• Survey fielded August 28, 2012 – September 14, 2012


About SHRM Research

• For more survey/poll findings, visit www.shrm.org/surveys

• For more information about SHRM’s Customized Research Services, visit
www.shrm.org/customizedresearch

• Follow us on Twitter @SHRM_Research

Project leader:
Tanya Mulvey, survey research analyst, SHRM Research

Project contributors:
Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, Survey Research Center, SHRM Research
Jennifer Schramm, GPHR, manager, Workplace Trends and Forecasting, SHRM Research

Copy editor:
Katya Scanlan, SHRM Knowledge Center


The Ongoing Impact of the Recession—Overall Financial Health and Hiring

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