Staffing & Recruiting 2011 Mid Year Job Forecast

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Staffing & Recruiting 2011 Mid Year Job Forecast

  1. 1. CareerBuilder’s2011 Mid-Year Job Forecast
  2. 2. From the desk oF eriC Gilpin Greetings, As we head into the second half of 2011, I am both excited and apprehensive about what the coming months and years will bring with regard to the U.S. economy, the labor market and emerging technologies. The economy is recovering, but at a rate that lends itself to cautionary decision-making. Fortunately, the temporary employment sector has never been better positioned to capitalize on this shift in the market. Consider the following statistics around the rise of contingent work in the United States: Temporary employment in May 2011 was 9.1 percent higher than May of 2010. Staffing Industry Analysts project revenue growth of 12 percent in 2011 and 9 percent in 2012 in the temporary employment sector. In addition, the Bureau of Labor Statistics projects a 19.1 percent growth in Employment Services from 2008 to 2018. As we work toward a robust economic recovery, and as more companies realize the need to bring more people on board, flexible staffing solutions will be the conduit to drive business forward. We know, however, that the success of this industry and our organizations is not subject purely to external factors; the experience and value we deliver to our clients, candidates and internal employees have the most profound impact on our bottom line. This forecast provides the knowledge you need, gathered from business consultants, industry experts and your peers, to stay informed on the latest trends and position you to capture this growth as companies continue to embrace the value of a flexible workforce. We appreciate your business and look forward to serving as a resource to you and the staffing industry in the coming months. Sincerely, Eric Gilpin President, Staffing & Recruiting Group, CareerBuilder Gilpin@careerbuilder.com1
  3. 3. CareerBuilder’s2011 Mid-Year Job ForecastWill escalating energy costs impact hiring in the back half Similar to last year’s study, the top three functional areasof the year? Eighty-three percent of U.S. employers say no. for which businesses plan to hire first are those on theCareerBuilder’s latest job forecast shows employers remain front lines with customers and those driving innovation.positive in their hiring expectations for the remainder of 2011 Customer Service remains in the No. 1 spot fordespite ongoing concerns over threats to economic growth. recruitment with Information Technology slightly edgingNearly half of employers (47 percent) plan to hire new out Sales this year for the No. 2 ranking on the list:employees from July through December, up from 41 percent in 1. Customer Service - 23 percent2010. The number of companies hiring specifically for full-time, 2. Information Technology - 21 percentpermanent staff rose 7 percentage points over last year: 3. Sales - 20 percent • Hiring full-time, permanent employees – 35 percent, 4. Administration – 15 percent up from 28 percent in 2010 5. Business Development – 11 percent • Hiring part-time employees – 15 percent, the same as 2010 6. Accounting/Finance – 10 percent 7. Marketing – 9 percent • Hiring contract or temporary employees – 12 percent, up from 9 percent in 2010 do you plan to hire new employees in the “Last year, certain sectors or departments second half of 2011 (Jul. 1st to dec. 31st)? in companies were producing jobs. This year, the U.S. is seeing job creation in all industries, functions and company sizes,” said Matt Ferguson, CEO of CareerBuilder. “Our survey, listings on CareerBuilder.com, and conversations we have with employers on a daily basis all indicate that hiring activity will sustain and improve in the months to come with a diverse mix of jobs. While higher energy prices, debt, inflation and other factors may deter a significant acceleration in hiring, do you plan to hire new employees in the employers have encouraging news for the second half of 2011 (Jul. 1st to dec. 31st)? millions of Americans who are looking for jobs.” The CareerBuilder survey of more than 2,600 hiring managers was conducted by Harris Interactive from May 19 to June 8, 2011. 2011 Mid-Year Job Forecast | 2
  4. 4. hiring By region hiring Full-time employees in the second half of 2011 By region All regions are trending above 2010 in hiring prospects for the second half of 2011 with the South appearing the most optimistic. • South – 38 percent hiring full-time, up from 27 percent last year • West – 35 percent hiring full-time, up from 28 percent last year • Northeast – 34 percent hiring full-time, up from 29 percent last year • Midwest – 32 percent hiring full-time, up from 28 percent last year employee turnover this quarter, have top workers left The competition for specialized talent is expected to heat your organization for other jobs as up as employers recruit and try to retain top performers the economy has improved? for hard-to-fill positions in areas like healthcare and technology. More than one-third (35 percent) of employers are concerned that key talent will leave their organizations as the economy improves, a trend that became increasingly evident over the last six months. Eighteen percent of employers reported top workers left their organization in the second quarter, up from 14 percent in the first quarter. shortage of skilled Workers One half (50 percent) of employers reported there is a Looking at a subset of Human Resource managers, more shortage of skills within their organization, up from than one-third (36 percent) reported they have positions 48 percent last year. The biggest shortages were reported for which they can’t find qualified candidates, up from in the areas of Information Technology, Customer Service 32 percent last year. and Communications. does your company, at your location, currently have open positions for which is there an area of expertise where you cannot find qualified candidates? there is a shortage of skilled workers (sample of human resource managers) within your organization?3 | 2011 Mid-Year Job Forecast
  5. 5. hiring in Q2 2011Twenty-nine percent of employers added full-time, permanent In terms of hourly employment, 59 percent of employersheadcount in the second quarter, up from 24 percent last reported no change in the number of hours offered in theyear and 28 percent last quarter. Eleven percent decreased second quarter compared to the same time last year.headcount while 59 percent made no change in staff levels Eleven percent said hours were cut while another 11 percentand 1 percent were unsure. stated hours had increased.this quarter (2nd quarter, Apr. 1 - Jun. 30, 2011), if your company, at your location, employsis your company, at your location, increasing, hourly workers, how have their hours on decreasing or making no change in the average changed in the second quarter 2011 number of full-time, permanent employees? compared to the same period in 2010?hiring in Q3 2011For eight consecutive quarters, actual hiring exceeded in the third quarter (Jul. 1 - sep. 30, 2011) doeswhat was originally anticipated, indicating that employers your company, at your location, plan totend to be more conservative in projections than hiring increase, decrease or make no change to itsbehavior. Looking forward, 26 percent of employers number of full-time, permanent employees?plan to add full-time, permanent employees in the thirdquarter, but if trends persist, that number may come inhigher at quarter end.Eight percent expect to downsize staffs. Sixty-one percentanticipate no change while 5 percent are undecided.Looking at actual hiring for the third quarter in 2010, 25percent of employers reported they had hired full-time,permanent staff while 12 percent decreased headcount. For more inFormAtion ABout Current reCruitment trends, JoB ForeCAsts or CAreerBuilder solutions, ContACt your ACCount representAtive or CAll 800-960-5203. 2011 Mid-Year Job Forecast | 4
  6. 6. spotliGht: key eConomiC indiCAtors EMpLoyMEnT SITuATIon updATE froM BurEAu of LABor STATISTIcS Total Nonfarm Payroll Employment As the economy continues to (Month-over-Month) improve, there are many indicators +500 K to watch that monitor both the pace of the recovery and the +400 K health of the staffing industry. +300 K This page is meant to provide a snapshot of several indicators +200 K available to help you stay educated +100 K and plan for the future. p p 0K for MorE InforMATIon -100 K 217K on payroll employment and government data, visit the -200 K Bureau of Labor Statistics at -300 K -300K www.bls.gov. July 2009 June 2011 p: preliminary SOURCE U.S. DEPARTMENT OF LABORstAFFinG industry stAtistiCs JUNE puLSE SurVEy 2011 on Market Conditions 2.3%To get more details on TechServe Alliance’s Pulse To get the latest report from the American Staffing Association’sSurvey visit www.techservealliance.org. weekly Staffing Index, visit www.americanstaffing.net. *Due to the slight delay between when this report was written and when it was released, some industry statistics included in this section may not be the most current available. Please reference the actual source to verify.5 | Key Economic Indicatiors
  7. 7. FoCus: ClientsSeptember 27, 2011 (10:30 a.m. to 11:30 a.m. Central)ThE fIVE STAr STAndArd: crEATE A MEMorABLE – And rEcoMMEndABLE – cLIEnT ExpErIEncE The five Star Standard: create a Memorable – and recommendable – client Experience, hosted by business expert, former yahoo! executive and New York Times Best-Selling author, Tim Sanders. It’s common knowledge that getting the customer experience right is critical to business growth. So why do so many businesses still get it wrong? In this presentation, business expert and The New York Times bestselling author Tim Sanders will demonstrate effective customer experience and customer relationship management strategies. Gain all-new insight into growing and maintaining a strong customer base. Sanders will also discuss how an ever-evolving business landscape calls for change – not just within the organization, but among managersthemselves. Learn the management strategies necessary to drive organizational change, the ways to identify when change is neededand solutions for overcoming any challenges along the way.reGister todAy At: WWW.CAreerBuilder.Com/stAFFinGWeBinArsAn InTErVIEW WITh: TIM SAndErSIn your best-selling novel, Love is the Killer Your most recent book, Today We Are Rich: What are a few of the main takeaways staffingApp: How to Win Business and Influence Harnessing the Power of Total Confidence, executives and recruiters can expect fromFriends, you teach your readers what it means explains the importance of confidence on both listening to your webinar on September 27th?to become a lovecat. How could staffing a personal and professional level. Do you think • You must feed your mind good stuff. Reduceand recruiting firms benefit from practicing these principles apply to professionals in an the Chicken Little talk. Increase yourbusiness the lovecat way? industry in which technology is used increasingly professional development and innovationWhen I say that someone is a business lovecat, in place of human interaction? research. Will recommend several books andI mean that she is successful because she’s When you possess a confident business outlook, resources towards this end.focused on growing relationships through you’ll embrace new technologies and leverage • Move the conversation forward. Focus on thegiving. She creates success in other people’s them. If you are just ‘trying to get by’, you’ll Solutions required by your customers and whatlives, and they in turn bring incredible hold on to legacy ways of doing things and fear your company can bring to bear on them.opportunities into hers. It’s a virtuous circle. anything that requires an investment of time or money. I’ve learned that confidence is the key to • Invest in relationships. Program mentoring andOf course, this is easier said than done. For networking into your ‘Customer Relationshipmany, we believe that business is a dog- being innovative and current. Management’ approach. Will offer severaleat-dog world, where few can really be For many staffing and recruiting professionals, takeaway practices towards this end.trusted. For staffing and recruiting firms, the the last few years might have sucked the • Measure business success beyond yoursecret then is to focus on helping your end confidence out of you – dealing with customers balance sheet. Look at the difference youcustomers succeed – both at the enterprise that were more concerned with price than value make for the customer’s business instead.and professional level. (convenience, quality, speed). This might impactIf, for example, you mentor your clients on the quality of your relationships internally or withthe market, the playing field and the industry, customers, where you’ve become transactional.you will expand your relationship. This leads To move the conversation forward again (from don’t forget to share the ondemandto loyalty, better information for future RFPs, problems to solutions) is to move the business webinars from Joseph Michelli andforgiveness when things go wrong and a host forward again. The good news is that the chester Elton with your teams.of other business benefits. recession is an equal opportunity fear machine Check them out at:In short, don’t just sell solutions, sell – as bad as you have it, your competitors have it just the same. Whoever gets their ‘mojo’ back www.careerbuilder.com/StaffingWebinarsrelationship driven solutions. first is likely to be the disrupter not the disrupted. Staffing Leader Webinar Series | 6
  8. 8. Andrew limouris president & Ceo medix staffing solutions how much emphasis does your firm place on the internal employee experience? The internal employee experience in the is the lifeblood of our company. Without the fuel of an enthusiastic, dedicated team, Medix would not be the thriving organization it is today. Medix spotlight: focuses on constantly empowering our employees to be experts and innovators. We also want our employees to embrace a company culture that is supportive and fun, much like a family. Medix strives diligently to identify new ways to What staffing empower, entertain and enrich our employees. Firm executives have there been any major changes in your company that had a significant impact on the internal employee experience? have to say on did they have an impact on your bottom line? One considerable change we have made as an organization in the internal the past year has been adopting a “Carrot Culture” at Medix. We invited speaker Chester Elton to speak at our National employee Sales Conference last year to teach our team how to embrace the Carrot Culture, which is rooted in emphasizing daily, experience weekly and monthly employee recognition. This has positively affected our bottom line, as the Carrot Culture has incited more productivity and excitement in our offices. tammi heaton, Coo These executives are focused on pridestaff providing the best experience how much emphasis does your firm for their internal employees to place on the internal employee experience? help drive their business forward. Take a moment to review their We believe that when you have a great culture and great people, responses and then answer these greater things happen. At PrideStaff we have a heavy emphasis questions for your own business. on the internal employee experience as it helps us achieve our goals: to attract talented professionals, to provide them with challenging and rewarding work, and to retain our staff members. We believe personal goals drive business goals. When we are able to show individuals they are able to reach their personal goals through defined business objectives that cascade up or down and tie into the mission and vision, it helps with overall retention, which ultimately impacts the bottom line.7 | Q&A Panel
  9. 9. does your firm currently have a process in place for gauging when new hires learn about Volt’s 61-year history of success asemployee satisfaction or collecting feedback on the quality explained by the Company’s Co-founder Jerome Shaw. Ourof their work environment? goal is to foster the same innovative and entrepreneurial spiritWe foster daily and weekly communication with all employees. We in each employee. Throughout their careers with Volt, internalstrive to always be acutely aware of the relationship an employee employees are given opportunities to improve their knowledgehas with their direct supervisor, as this can have a significant impact and capabilities through interactive, online training. Leadershipon their job satisfaction. Professional development and coaching is development training and career pathing are further catalystsprovided at every level within the organization. for innovative thinking and empowering each employee to be part of our solutions. lori schultz, president have there been any major changes in your company that had yoh a significant impact on the internal employee experience? have there been any major changes did they have an impact on your bottom line? in your company, which significantly Volt’s implementation of Six Sigma in 2002 has had a significant impacted the internal employee impact on the internal employee experience through a experience? did they have an culture shift from “tribal knowledge” to a culture that balances impact on your bottom line? statistics-based analytical methods with employee expertise Yoh and our parent company, Day and creativity.& Zimmermann, launched an internal blog for the company’sexecutive staff that gives them a platform for interacting directly eric Gilpin, president,with our employees. The blog has not only helped to better staffing & recruiting Groupconnect us as leaders to our employees, but it also helps make CareerBuilderthe strategic planning process more open and gives opportunityfor any employee to contribute. These efforts are going a long how much emphasis does your firmway in making employees feel like they are part of a close knit place on the internal employeecommunity and not just a lone employee in a huge corporation. experience? One of the things I love most aboutdoes your firm currently have a process in place for gauging working at CareerBuilder is that weemployee satisfaction or collecting feedback on the quality truly practice what we preach – that an organization’s biggestof their work environment? asset is its people. Our company is at a stage of growth in whichAbsolutely – I don’t think we would be where we are today we are continuously evolving. We depend on employees at everywithout one. In addition to regular performance reviews and level to grow and adapt with all of the changes and obstacles thatgoal setting discussions employees have with their managers, come our way. It is my job as a leader to provide the tools to helpwe run an in-depth annual employee engagement survey. The our team perform at a high level.results are critical to helping us identify which investments onthe internal customer experience are working best and areas does your firm currently have a process in place for gaugingwhere we need to improve. employee satisfaction or collecting feedback on the quality of their work environment? Each year, we reach out to our employees across the globe to tom daley, president gather anonymous feedback on how they feel we are delivering volt Workforce solutions on our company values. The responses we receive from this how much emphasis does your firm survey contain valuable insight that we use in our ongoing place on the internal employee efforts to build a customer-focused and employee-driven experience? organization. Although leaders meet with their employees Understanding the tremendous through regular one-on-ones where they solicit candid advantage inspired and motivated feedback, this survey helps us benchmark our progress and internal employees bring to our hear the voice of the entire company on the areas that shapecandidates and clients, Volt places a high level of emphasis the organization.on our internal employee experience. This begins on day one, Q&A Panel | 8
  10. 10. internAl employee experienCe The internal employee experience plays a monumental role in the success of your staffing firm. do you know what your employees are saying about you? What they value most in a workplace? Their overall level of satisfaction? We do. In the 2011 Opportunities in Staffing guide (coming in Q3), CareerBuilder and Inavero have partnered to bring you the first nationwide study to include not only candidate and client perceptions of the staffing industry, but also those of your internal employees. did you know? • nearly 70 percent of staffing firm employees expect their compensation to increase in the next 12 months, and nearly half believe that growth will exceed 5 percent. • c-level executives and executive search recruiters are most optimistic about their salary growth in the next 12 months. • Temporary and contract recruiters are the most likely to expect their salaries to remain unchanged or drop in the next 12 months. Look for the Opportunities in Staffing guide within the next three months to learn what staffing employees are saying about their companies, their work environment and the industry. With cutting edge industry insights, you can drive your business forward from the inside out. how does employee satisfaction drive bottom line results? Find out when you download our recent webinar on the internal employee experience, How One Great Team Can Change an Organization. Learn from New York Times Best-Selling author and business consultant Chester Elton about proven ways to… • Effectively promote teamwork. • Increase employee engagement, productivity and loyalty. • Create bottom line results. To view this webinar, see a previous webinar or register for an upcoming webinar, visit: www.careerbuilder.com/staffingwebinars9 | Internal Employee Experience
  11. 11. events CAlendAr:there’s more to see in Q3 (And Q4)CareerBuilder looks forward to every opportunity to foster ourrelationship with clients and become more engrained in thestaffing industry. With that in mind, we hope you’ll check us out atthe following events:septemBer 22-23, 2011STAFFING INDUSTRY ANALYSTS’ tWenty speAkinGHEALTHCARE STAFFING SUMMITwww.staffingindustry.com/Conferences-Webinars/ enGAGements,Conferences/2011-Healthcare-Staffing-Summit 14 stAtes, AndLocation: Philadelphia Marriot Downtown, PA 11 industry meetinGs... On behalf of CareerBuilder, thank you for making these visits over the last two quarters worthwhile.oCtoBer 11-14, 2011 Through these events, you’ve shared experiences and insights that are invaluableAMERICAN STAFFING ASSOCIATION’S STAFFING WORLD to our ability to understand your organization,www.americanstaffing.net/convention your challenges and your goals. For thatLocation: Hilton New Orleans Riverside, New Orleans, LA we’re grateful. We’ve always believed that our success is tied to yours and never has that been so evident as it is right now. We look forward to continuing these conversations and working together to promote the success of the staffing industry as a whole. If you would like to have a careerBuilder leader speak at your local chapter meetingnovemBer 2-4, 2011 or association event, please contact:TECHSERVE ALLIANCE’S IT SERVICES INDUSTRYCONFERENCE & TRADESHOW nATALIA VIdMArwww.techservealliance.org/conference2011/index.cfm Business Development ManagerLocation: Sheraton Wild Horse Pass Resort & Spa, Phoenix, AZ Staffing & Recruiting GroupTwo additional breakout sessions hosted by leaders from E: Natalia.Vidmar@careerbuilder.comCareerBuilder’s Staffing & Recruiting Group. p: 773.527.2975 Staffing Leader Webinar Series | 10
  12. 12. survey methodologyThis survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder among2,662 U.S. hiring managers (non-government) between May 19, 2011 and June 8, 2011 (percentages for somequestions are based on a subset, based on their responses to certain questions). With a pure probabilitysample of 2,662, one could say with a 95 percent probability that the overall results have a sampling error of+/- 1.90 percentage points. Sampling error for data from sub-samples is higher and varies.About CareerBuilder®careerBuilder is the global leader in human capital solutions, helping companies target and attract theirmost important asset - their people. Its online career site, CareerBuilder.com®, is the largest in the UnitedStates with more than 24 million unique visitors, 1 million jobs and 40 million resumes. CareerBuilder workswith the world’s top employers, providing resources for everything from employment branding and dataanalysis to recruitment support. More than 9,000 websites, including 140 newspapers and broadband portalssuch as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites.Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company and The McClatchy Company (NYSE:MNI),CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia. For moreinformation, visit www.careerbuilder.com.stAy ConneCted And Join the disCussion: CareerBuilder for Staffing and Recruiting: Employer Blog: www.facebook.com/careerBuilderforStaffing www.thehiringsite.com CareerBuilder for Employers: CareerBuilder Staffing and Recruiting: www.twitter.com/cBforEmployers http://linkd.in/cBStaffing

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