ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted July 18, 2019 by

Community College Graduates: An Overlooked Sweet Spot

Community College Graduates: An Overlooked Sweet Spot

When you say the word “college,” most people automatically think of four-year institutions that award degrees in traditionally white-collar fields like marketing, accounting, journalism or human resources. When you’ve earned that college degree, you’ve got your golden ticket to prestige and (hopefully) a good-paying job.

On the other hand, talk about community colleges and the stereotypes kick in: “It’s just a cheap way to get your basic classes in.” “They’re for students who can’t get into real colleges.” “Easy way to pull a 4.0.” “You know, the teachers aren’t real professors—they have day jobs.” “All the degrees are useless these days.”

Let’s quash those stereotypes now. Long derided as the last bastion of education for disappearing industries like manufacturing, the fact is community colleges are adapting to changes in today’s workforce at an admirable rate. Today’s students leave community college prepared for their future careers, both specific and translatable to a number of other fields.

To give you an idea of the types of programs being offered these days, here are just some of the associate degree offerings available at Washtenaw Community College in Ann Arbor, Michigan:

  • Engineering Technologist – Manufacturing
  • Welding Technology
  • Automotive Service Technology
  • Powertrain Development Technician
  • Accounting
  • Business Office Administration (Administrative Assistant or Law Office Administration)
  • Management
  • Retail Management
  • Supply Chain Management
  • Early Childhood Education
  • Child Development
  • Construction Management
  • Construction Technology
  • Heating, Ventilation, Air Conditioning and Refrigeration
  • Criminal Justice
  • Paralegal Studies/Pre-Law
  • Criminal Justice – Law Enforcement
  • Baking and Pastry Arts and Management
  • Culinary Arts and Management
  • Digital Video Production
  • 3D Animation Arts
  • Graphic Design
  • Photographic Technology
  • Web Design and Development
  • Computer Science: Programming in Java
  • Information Systems: Programming in C++
  • Computer Systems and Networking
  • Cybersecurity
  • Nursing – RN and LPN
  • Physical Therapist Assistant
  • Radiography
  • Surgical Technology
  • Broadcast Media Arts
  • Journalism
  • Technical Communication

This list doesn’t even include the many transfer programs for students who plan to continue their education at a four-year college—or remain at the campus to finish their bachelor’s degree through one of the many community college-university partnerships available these days.

It also doesn’t include the dozens of certificate and advanced certificate programs available to students and professionals for continuing education. And depending on the size of the institution, many community colleges offer other types of programs for ever-in-demand professions like emergency medical services, diagnostic medical sonography, respiratory therapy, civil technology, plumbing, fire science and much more.

The next time you update your recruiting plan, be sure to include community colleges. Especially since a major segment of students are 25 years and older (7.6 million students in 2018, according to the National Center of Education Statistics) you may very well be pleasantly surprised at how easily graduates’ education and skills translate to the positions you’re looking to fill.

Sources:

https://nces.ed.gov/fastfacts/display.asp?id=372

Posted May 24, 2019 by

5 Ways Small Businesses Can Compete for Top Talent in a Tight Job Market

When it comes to recruiting top talent, it’s always been a challenge for smaller businesses to compete with large, well-known companies. While large organizations have name recognition, big marketing budgets and fully-staffed departments dedicated to human resources and talent acquisition, smaller companies must find more creative ways to attract and retain high-quality candidates.

In today’s tight labor market, this challenge has become more formidable. Consider this: In June of this year, the Bureau of Labor Statistics reported that there are 6.7 million jobs open in the U.S. and only 6.4 million available workers to fill them. Low unemployment coupled with a shortage of talent in many areas, has made hiring a tough job for companies of all sizes, but particularly for small- to mid-sized organizations.

According to a 2018 report from Vistage International, a peer mentoring organization for CEOs, business owners and executives of small- to mid-sized companies, 61% of small and mid-sized businesses expect to increase their workforce in the next 12 months. In addition, a recent CareerBuilder survey found that companies across the globe are looking to revamp their hiring efforts to fill both temporary and full-time positions in 2019. The same survey found that 44% of businesses are planning to hire full-time employees and 51% are planning to hire temporary employees. But roughly half of all the hiring managers surveyed said they are unable to fill much-needed positions due to a lack of qualified talent.

The heightened competition for talent has increased salaries and benefits across many industries, as well as the number of company perks. In this highly competitive environment, smaller companies, who are not able to offer the same type of compensation and benefits packages, must find other ways to grab the attention of job seekers and find the best candidates for open positions. Some proven strategies include:

1. Form Relationships with Candidates

The first step in forming relationships is to “get social.” Smaller businesses must have a strong presence on LinkedIn and other social media. A Pew Research Center survey found that 79% of Americans who were looking for work used the Internet to view job listings, learn about companies and apply for jobs. Of those, 34% said online resources were their most important tool.

It’s also important for small businesses to have a well-developed LinkedIn profile. These profiles are free and offer great exposure. They help candidates find businesses that they would otherwise never know about. LinkedIn also serves as a free resume database, allowing job seekers to search though hundreds of candidates and reach out to those who are a great match. Keep in mind, however, that LinkedIn is far more popular amongst Gen X’ers and Baby Boomers than Gen Z’ers and Millennials. LinkedIn’s own statistics indicate that only 1.5% of Gen Z’ers and Millennials use LinkedIn even on a monthly basis.

In addition, forming a relationship involves being more “hands on” throughout the recruiting process. Provide company updates or news and check in with candidates via a personal phone call or email. During the interview process, include executives and managers who may be working with this person. This shows the candidate that they’re valued enough for the CEO or other executives to take the time to speak with them.

To relate with younger candidates, it’s also important to adopt a mobile-enabled application process, which means that not only must it be possible to apply for a job using an Android or iPhone, but that it’s easy to do without having to use third-party services such as “Apply With LinkedIn.” Most candidates either don’t have those third-party services, don’t know how to use them, or don’t want to use them.

Mobile devices are increasingly becoming more entrenched in our everyday life, especially within younger populations. According to Glassdoor, 89% of job seekers say their mobile device is an important tool for job searching and 45% use it to search for jobs at least once a day.

2. Attend Networking Events and Job Fairs – and Seek Referrals

When you’re shopping for caviar, but you have a fast food budget, you must work harder to find candidates. Simple job postings rarely do the trick. Even with a small staff, it’s worth the time and effort to attend networking events and job fairs. While the big company names draw candidates to an event, it puts you in good company. Not only do these events expose you to candidates who don’t know who you are, it allows you to present your company “in person.” Talking with someone face-to-face and conveying your enthusiasm and passion for your workplace and the position are more effective than a job posting. Of course, that means sending the right person to represent your company at job fairs and other events! Make sure they’re representing your company in the best light possible.

A Jobvite Job Seeker Nation Study found that 39% of job seekers rated initial contact with a company as making the biggest impact on their impression of an organization. You can capitalize on this by presenting a friendly, but knowledgeable face at job fairs, taking the time to really get to know candidates and what they want, and following up with personalized emails – something that larger companies are unlikely to do.

Small businesses can also broaden their reach by working with the right partners, such as recruiting agencies, co-ops, chambers of commerce and professional networking groups, which may result in listings in professional directories and word-of-mouth referrals.

Finally, look inside your company. Your employees can be your most passionate advocates. In fact, research by Deloitte found that employee referrals are the number one way organizations find high-quality hires. Fifty-one percent of companies surveyed named employee referrals among their top three most effective sources. Let employees know you have open positions and encourage them to share job postings with family, friends and professional associates. You may also consider offering a small bonus to employees who recommend someone who is hired. Of course, the more you rely on referrals, the less diverse your workforce will be — and numerous studies prove that diverse workforces are more productive.

3. Build and Maintain College Campus Relationships

The first step in working with colleges is to carefully research which schools are the best fit for your organization — including majors, quality of programs, student population, school location, etc. Once selected, the most successful university relations and recruiting programs take a long-term approach, building and maintaining relationships. Work closely with the career center staff to learn about a college’s culture, student demographics, degree programs and traditions. Then take it a step further by getting to know other key contacts, including faculty and administrators.

Even when your company is not hiring, be sure to maintain these relationships. Look for ways to stay involved: Can you offer a co-op or internship program (internships are a highly-effective way to find full-time hires and increase retention)? Can you volunteer to help with mock interviews or critiquing resumes? Can you speak to students about skills that employers are looking for?

Another factor to consider is whether you need to target candidates by which school they attend (or attended) at all. A rapidly increasing minority of employers, both large and small, are using workforce productivity data and discovering that the college an employee attended is poorly correlated (and sometimes even negatively correlated) with the productivity of the employee. Why? Reasons vary, but one explanation is that those who graduate from elite schools rarely stay with their first employer for as long as those who graduated from second- or third-tier schools.

If you want a diverse, inclusive and productive workforce, you should supplement your on-campus recruiting efforts with so-called virtual recruiting efforts, which typically means advertising your part-time, seasonal, internship and entry-level jobs on sites like College Recruiter that primarily target students and recent graduates of all one-, two- and four-year colleges and universities.

4. Promote Company Culture

When you can’t compete with compensation, you can still attract top talent by promoting your company’s culture and perks. The good news for small businesses is that competitive wages aren’t the only thing that can attract employees. Younger workers consider overall culture to be a major contributor to job satisfaction, according to a Society for Human Resource Management survey.

You may not be able to offer a fully-stocked kitchen and exercise rooms ala Google, but flexible work hours, remote work options, monthly workplace events, professional development courses, community-involvement and other perks can be very attractive to the right candidates.

According to a 2018 study by SCORE, a business mentoring network in the U.S., employee perks not only attract better, more qualified employees, but they are also such a powerful selling point that they can boost employee retention and job satisfaction levels. In fact, SCORE reports that benefits and perks in the workplace are often more important to employees than higher pay. The percentage of employees who took the following perks/benefits into account when choosing an employer were:

  • Flexible hours – 88%
  • More vacation time – 80%
  • Work-from-home options – 80%
  • Student loan assistance – 48%
  • Free gym membership – 39%
  • Free snacks – 32%
  • Weekly free outings – 24%

If you offer special perks, be sure to promote them. A great way to do that is to include video in your marketing efforts. A small number of job boards, including College Recruiter, not only allow you to include video within your job postings, but even let you do so for free!

5. Highlight Intangible Benefits

There are many benefits to working with a smaller company, such as greater flexibility, more diversity in day-to-day responsibilities, less bureaucracy, closer relationships, teamwork and the opportunity to make a direct impact on the bottom line. These benefits can be particularly attractive to younger workers who value “hands on” work that results in meaningful contributions from the get-go.

In addition, top talent is drawn to companies that are innovative and offer opportunities to grow and learn. You can use this to your advantage by talking about how candidates won’t be “boxed in” by a role, as happens within many large organizations. The nimble nature of small companies allows employees to wear many hats, which can be very appealing and can often compensate for a lower salary.

Today’s candidates have far more power during the job search and are also job hopping more than ever before. To succeed in this candidate-oriented job market, it’s important for small businesses to develop innovative recruiting and hiring strategies to fuel growth.

Sources:
“Best Practices for Recruiting New College Graduates,” by Mimi Collins, National Association of Colleges and Employers, NACE, October 13, 2017.
“Recruitment Statistics 2018: Trends & Insights in Hiring Talented Candidates,” TalentNow.com, February 2, 2018.
Vistage International, 2018 CEO Report on Business Growth
“What’s More Important at Work: Better Perks and Benefits or a Higher Salary,” Biospace, June 27, 2018.
“7 Tips for Small Businesses Competing with Large Employers for Talent,” Collegeforamerica,com, Workforce Insights, June 28, 2017.

Posted May 13, 2019 by

Salary Statistics and What They Mean to You

First, the good news: The unemployment rate in the U.S. is the lowest it’s been since 2001, and the percentage of prime working age adults who are employed is the highest it’s been since 2008.1 Though this improvement in the job market hasn’t been consistent across all industries, job functions and regions, there appears to be an overall improvement.

While this is undoubtedly positive for both graduates seeking jobs and the economy, it presents a few challenges for agencies and employers, particularly small to mid-sized companies. Many positions are getting harder to fill and candidates now have more choices, and therefore, increased bargaining power, often giving larger employers an advantage.

Though location, benefits, flexible hours and work environment are important factors in a career decision, salary is still ranked as the most important influence. A recent survey by Glassdoor shows that 67 percent of job seekers pay attention to salary when scanning job ads, more than any other piece of information on a position.

With that in mind, we’ve gathered some statistics on average starting salaries for 2018 graduates to help with your recruiting efforts this year.

Average Starting Salary Projections by Discipline/Bachelor’s Degree for the Class of 20181

1. Engineering $66,521 +less than 1% over last year
2. Computer Science $66,005 +less than 1% over last year
3. Math & Sciences $61,867 (Physics – $69,900) +4.2% over last year
4. Business $56,720 (Marketing – $62,634) +3.5% over last year
5. Social Sciences $56,689 +6% over last year
6. Humanities $56,688 +16.3% over last year
7. Agricultures & Natural Resources $53,565 no information available
8. Communications $51,448 -less than 1% versus last year

 

According to NACE’s Winter 2018 Salary Survey report, students earning engineering, computer science, and math and science degrees are not only expected to be the highest-paid graduates at the bachelor’s-degree level but will also be in the highest demand.

WHAT’S LOCATION GOT TO DO WITH IT?

While an entry-level Software Engineer in the San Francisco Bay area can expect an average salary of $109,3502, the same position in Michigan has an average starting salary of $64,544.3 This is just one example of the often-sizable differences you’ll find in salaries based on geography. As you might expect, the two major factors that determine these variations are demand and cost-of-living.

States with the highest cost-of-living, such as Washington D.C. and California must adjust salaries upward in order to provide “livable compensation” and attract talent, while states with lower cost-of-living, such as Mississippi and Arkansas will typically offer less in for the same position.

States with the Highest Cost-of-Living

  1. Hawaii
  2. Washington D.C.
  3. New York
  4. California
  5. New Jersey
  6. Maryland
  7. Connecticut
  8. Massachusetts
  9. Alaska
  10. New Hampshire

Source: The Motley Fool, “15 States with the Highest Cost of Living,”
Christy Bieber, July 5, 2018.

Demand for a particular job also affects salaries. In fact, job availability is a major factor for candidates when determining where to live. Based on research by U.S. World News and Report, the states with the highest overall job growth are:

  1. Hawaii
  2. North Dakota
  3. Colorado
  4. Utah
  5. New Hampshire
  6. Nebraska
  7. Minnesota
  8. Iowa
  9. Massachusetts
  10. Wisconsin

Of course, these rankings refer to overall employment. Demand for specific jobs may differ by state, as well. For example, web developers and solar panel installers are in high demand in California, while Ohio is looking for more registered nurses to fill open positions.                            


SAME OCCUPATION, DIFFERENT PAY?

In addition to geography, the salary for a particular job can differ dramatically. The most obvious reason is that no job is exactly the same, even if a position has a similar job title. Variations in job responsibilities, company size and requirements all impact pay for jobs within the same occupation. The wider the variations, the greater the salary ranges. Some of the factors that affect salaries in the same occupation include:

Education/credentials: In many cases, jobs that require advanced degrees or professional certification earn more than others in the same occupation who don’t expect these credentials. Employers who require more credentials typically offer higher salaries, even when the job title is the same.

Experience and skill: In general, the longer someone does a job, the more productive he or she becomes and can, therefore, command a higher salary for their expertise. Candidates who have in-demand skills also may earn more.

Industry or employer: Salaries for the same or similar job titles often vary by industry and employer due to working conditions, type of clientele, training requirements, and demand.

Job responsibilities: Not all Marketing Managers are created equal! There are wide variations in job responsibilities under certain job titles. In major corporations, for instance, this position may require managing a large department and a very generous budget, while smaller enterprises will have fewer people to oversee, smaller budgets and comparatively less responsibilities.

Competition and performance: Some occupations are extremely competitive, and therefore, must offer higher salaries to attract the most successful employees. Workers whose pay depends on their job performance also might have very high wages.

The occupations with the biggest differences in salaries/wages are:4

  • Arts, entertainment and sports
  • Healthcare
  • Management
  • Sales, business, and financial
  • Science, math, and engineering

As you look to recruit talent in 2019 and beyond, knowing what salary to offer based on your industry, job demand, geography and job requirements can help you attract and place the best candidates for every position.


1National Association of Colleges and Employers (NACE), 2018 Winter Salary Survey
2PayScale, 2018.
3Indeed.com, 2018.
4U.S. Bureau of Labor Statistics, 2018.

Posted April 16, 2014 by

Boom! 64% of Employers Plan to Hire Recent College Grads

Employers Planning to Hire GradsConditions are expected to improve for college graduates entering the job market this spring, as the economic recovery continues to gain momentum.  In fact, nearly two out of three employers surveyed by a leading employment consulting firm plan to hire from among this year’s crop of 1.8 million grads.

In the survey conducted among 100 human resources professionals in early April by global outplacement and coaching consultancy Challenger, Gray & Christmas, Inc., 64 percent of respondents said their companies plan to recruit from the pool of graduates entering the job market this spring.  Twelve percent of respondents said that while they have recruited college graduates in the past, there are no plans to do so this year.  About 10 percent said they never recruit college graduates, preferring candidates with “a few years” of work experience.

“This is the first year we have conducted this survey. So, while we do not have comparable data from previous years, the fact that a majority of respondents reported plans to hire college graduates is certainly a positive sign for this year’s pool of entry-level job seekers. This, combined with continued improvements in the overall economy, contributed to an optimistic outlook for this year’s graduates,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas. (more…)

Posted April 04, 2013 by

23% of Employers Plan to Hire Additional Workers in Q2

Matt Ferguson, CEO of Careerbuilder

Matt Ferguson, CEO of Careerbuilder

Stable hiring is expected for the second quarter as U.S. employers continue to size up a market that is producing moderate economic growth, according to CareerBuilder’s latest job forecast. Twenty-six percent of employers plan to increase full-time, permanent headcount in the next three months, similar to projections for the previous two quarters, but trending below Q2 estimates last year.

The national survey, which was conducted online by Harris Interactive© from February 11 to March 6, 2013, included more than 2,000 hiring managers and human resource professionals across industries and company sizes.

“The U.S. job market is in a better place today, but concerns over spending cuts, wavering global economies and other factors are weighing on employers’ minds,” said Matt Ferguson, CEO of CareerBuilder. “We expect continued stability and improvement as the year goes on. When we look at listings on CareerBuilder.com, job growth isn’t confined to technology and healthcare and other areas that have fared well post-recession. The rebound in the housing sector is having a positive influence on job creation for related industries that have been struggling.” (more…)

Posted August 15, 2012 by

40% of Workers Live Paycheck to Paycheck, Down From 46% in 2008

Pay slip / paycheckFewer American workers are reliant on their next payday to make ends meet, according to a new survey. Forty percent of workers report that they always or usually live paycheck to paycheck, a slight decrease from 42 percent in 2011. This year’s figure marks a recession-era low, continuing a downward trend from a peak of 46 percent in 2008, during the early days of the financial crisis.

The nationwide survey – conducted between May 14 and June 4, 2012 among more than 3,800 full-time workers – found that a majority of those currently living paycheck to paycheck (53 percent) were not doing so until 2008. Additionally, 37 percent of workers say they sometimes live paycheck to paycheck, while 23 percent say they never do. Twenty percent of workers were unable to make ends meet at least once in the last year.

Workers making at least six figures are feeling more confident in 2012. Twelve percent of workers who earn $100,000 or more always or usually live paycheck to paycheck – trending down from 14 percent in 2011 and 17 percent in 2010. (more…)

Posted July 06, 2012 by

Private Sector Employment Up 176,000 in June

ADP National Employment ReportAlthough the U.S. Department of Labor Statistics reported today that only 80,000 jobs were created in June, employment in the U.S. nonfarm private business sector actually increased by 176,000 from May to June, on a seasonally adjusted basis. The estimated gain from April to May was revised up slightly, from the initial estimate of 133,000 to a revised estimate of 136,000. So why the difference? Government agencies — especially state and local — are shedding employees almost as fast as private sector employers are hiring them.

Employment in the private, service-providing sector rose 160,000 in June, after rising a revised 137,000 in May. Employment in the private, goods-producing sector added 16,000 jobs in June. Manufacturing employment added 4,000, reversing May’s decline. (more…)

Posted July 05, 2012 by

Good Economic News: Manufacturers Resist Layoffs Despite Sluggish Sales

Planned layoffs fell to a 13-month low in June, as U.S.-based employers announced job cuts totaling 37,551 during the month.  That is down 39 percent from the 61,887 announced job cuts in May, according to the latest report on downsizing activity released Thursday by global outplacement consultancy Challenger, Gray & Christmas, Inc.

The June total is 9.4 percent lower than the 41,432 planned job cuts announced during the same month a year ago.  It is the lowest monthly total since May 2011, when employers announced plans to eliminate 37,135 workers from their payrolls. (more…)

Posted May 08, 2012 by

Economy Gained 1.9 Million Jobs In Past Year

Bureau of Labor StatisticsThere were 3.7 million job openings on the last business day of March, little changed from February but up significantly from a year earlier, the U.S. Bureau of Labor Statistics reported today. The hires rate (3.3 percent) and separations rate (3.1 percent) were unchanged in March. This release includes estimates of the number and rate of job openings, hires, and separations for the nonfarm sector by industry and by geographic region.

Job Openings

The number of job openings in March was 3.7 million, little changed from February. Job openings increased in the manufacturing sector. The number of total nonfarm job openings has increased by 1.3 million since the end of the recession in June 2009. (more…)

Posted May 03, 2012 by

Unemployment Rates Fall in 342 of 372 Metros; San Francisco Best of the Best

Bureau of Labor StatisticsUnemployment rates were lower in March than a year earlier in 342 of the 372 metropolitan areas, higher in 16 areas, and unchanged in 14 areas, the U.S. Bureau of Labor Statistics reported today. Thirteen areas recorded jobless rates of at least 15.0 percent, while 17 areas registered rates of less than 5.0 percent. Two hundred sixty-seven metropolitan areas reported over-the-year increases in nonfarm payroll employment, 96 reported decreases, and 9 had no change. The national unemployment rate in March was 8.4 percent, not seasonally adjusted, down from 9.2 percent a year earlier.

Metropolitan Area Unemployment (Not Seasonally Adjusted)

In March, 54 metropolitan areas reported jobless rates of at least 10.0 percent, down from 116 areas a year earlier, while 109 areas posted rates below 7.0 percent, up from 62 areas in March of last year. El Centro, Calif., and Yuma, Ariz., recorded the highest unemployment rates in March, 26.2 and 23.8 percent, respectively. Ten of the other 11 areas with jobless rates of at least 15.0 percent were located in California. Bismarck, N.D., registered the lowest unemployment rate, 3.5 percent, followed by Lincoln, Neb., and Midland, Texas, 3.7 percent each. A total of 220 areas recorded March unemployment rates below the U.S. figure of 8.4 percent, 141 areas reported rates above it, and 11 areas had rates equal to that of the nation.
(more…)