DOCSLIB.ORG

2015 Job Seeker Nation Study

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
2015 Job Seeker Nation Study Job Seeker Nation Study Inside the Mind of the Modern Job Seeker 2015 Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 2 A recovering economy has placed job seekers in the driver’s seat. Half of employed job seekers see their current position as only temporary. It’s been a long road to recovery, but the economy is finally • Job seekers are surfing the wave of career bouncing back after the Great Recession. Businesses are opportunities. Technology sees the highest short-term growing, companies are hiring and quality talent is in high turnover, but no industry is exempt from job-hopping. demand. For the skilled worker, the job market has shifted • Over a quarter of job seekers view their in their favor, and professionals everywhere are taking current position as a stepping-stone, another advantage. The findings of the sixth annual Job Seeker indicator that people see their jobs as a growth Nation Study explore the progression of the job market, the experience rather than an endgame. modern job seeker’s approach to job hunting, and what this means for the workforce in 2015. • Money talks: it’s the most influential factor both in deciding to leave a job and in choosing a new one. What you need to know: • Men and women agree on one thing: both • The job market is looking up: compared to 2013, genders (38%) value work/life balance fewer people in 2014 said it was difficult to find a job. equally when considering a new job. • Everyone has their eye out for a better opportunity: • Job seeking is now a 24/7 activity: job 45% of workers will jump ship for a new job even seekers search for new positions on mobile though they are happy in their current position. during their commute (38%), on the job (30%) and even in the bathroom (18%). Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 3 The job market is 35% back—and job seekers 352014 +65Z are reaping the benefits. Reflecting on the past year,60 % of job 45% seekers are equally or more optimistic about job opportunities. 452013 +55Z The percentage of Job seekers who’ve said it is “harder” to find a job has decreased by 43% since 2012. 61% Q. Thinking of the past year, has it been easier or harder to find a job? 612012 +39Z Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 4 Satisfaction is no guarantee of employee loyalty. 45% of job seekers are satisfied in their current job, but open to a new one. SATISFIED AND OPEN (BY AGE) SATISFIED AND OPEN (BY INDUSTRY) 18-29 53% EDUCATION 51% 30-39 55% FINANCE/INSURANCE 47% 40-54 39% HEALTHCARE 55% 55+ 32% RETAIL 44% SERVICES 49% SATISFIED AND OPEN (BY EDUCATION) SOFTWARE/TECH 53% Regardless of age, HIGH SCHOOL industry or education, OR LESS 42% the grass is always 4 YEAR COLLEGE DEGREE 49% greener for job seekers. POST-GRAD 48% Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 5 No company is exempt from restless employees eager for a better opportunity. Millennials are twice as likely as 30-somethings to leave a job after just three years — and this gap only widens with age. Q. How frequently do you change jobs? Every 1-3 years Every 1-5 years % % 32 36% 16 50% 41% 32+68Z Finance/Accounting/ Insurance 1630-39 +84Z 41+59Z Retail 3618-29 +64Z Software/Technology 50+50Z % 5% 36 % 9 37% 37% 36+64Z 555+ +95Z Education 940-54 +91Z 37+63Z 37+63Z Healthcare Services Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 6 % 50 of employed job seekers see their current position as a placeholder. Younger job seekers in particular consider their positions temporary growth opportunities. Q. How would you describe your position at your current job? 39% 25% 32% 41% 39+61Z25+75Z 28% 32+68Z41+59Z 18-29 30-39 18-29 30-39 22% 28+72Z Stepping Stone 22+78Z 16% 8% 24% 12% Entry Level 16+84Z8+92Z 24+76Z12+88Z 40-54 55+ 40-54 55+ Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 7 Minimal pay and lack of growth make leaving a job inevitable. Job seekers primarily leave for higher compensation and better growth opportunities. Location Especially 18-29 - 16% 10% 32% Growth opportunities Especially in the10 +684+Z Especially in the Northeast - 38% South - 27% 16% Compensation Especially 32+662+Z 55+ - 21% 10% 16+1173+Z 10Work/life balance +1179+Z Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 8 Perks are great, but money talks. Compensation has the biggest impact on job seekers’ decisions to take a new job — company mission, What matters most to job seekers varies by age. leadership, and culture are negligible. MIDDLE AGED BABY BOOMERS MILLENNIALS COMPENSATION 61% LOCATION 42% WORK/LIFE BALANCE 38% 44% 44% 42% HEALTH BENEFITS 36% 44+56Z 44+56Z 42+58Z Health benefits Location Location GROWTH OPPORTUNITIES 35% 30-SOMETHINGS FLEXIBILITY TO WORK FROM HOME 25% CULTURE 21% % % 43 38 LEADERSHIP 15% 43+57Z Men and women equally value Growth Opportunities work/life balance COMPANY MISSION 12% 25+75Z Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 9 One size does not fit all — every job seeker shops differently. Q. Which of the following is important to you when applying for a job? Ability to apply for % Ability to see job listings % Amount of time to complete % 49 without registration 28 job application 21 jobs via mobile Younger job seekers expect a seamless application process. Ability to see job listings Ability to apply for Amount of time it takes to Ability to use LinkedIn profile or without registering. jobs on mobile. complete a job application: online resume to apply for a job: 5353% +47A 4949% +51A 3333% +67A 2929% +71A 2626% +74A 2929% +71A 1717% +83A 1919% +81A 18-29 30-39 18-29 30-39 18-29 30-39 18-29 30-39 5050% +50A 4242% +58A 1818% +82A 33% +97A 3131% +69A 2222% +78A 1313% +87A 1010% +90A 40-54 55+ 40-54 55+ 40-54 55+ 40-54 55+ Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 10 All social networks are NOT created equal in the job search. % of job seekers using social % of job seekers using social % of job seekers using social 67 media use Facebook 45 media use Twitter 40 media use LinkedIn GENDER GENDER GENDER MALE MALE MALE 71% 55% 51% 29% 41% 36% FEMALE FEMALE FEMALE ACROSS ALL INCOME LEVELS, FACEBOOK IS LOWER INCOME JOB SEEKERS ARE 4 TIMES LESS LOWER INCOME JOB SEEKERS ARE LEAST THE SOCIAL NETWORK OF CHOICE. LIKELY TO USE TWITTER IN THEIR JOB SEARCH. LIKELY TO USE LINKEDIN. % % <$25K 68% <$25K 35 <$25K 10 % % $25 - 49.9K 59% $25 - 49.9K 19 $25 - 49.9K 18 % % $50-74.9K 67% $50-74.9K 47 $50-74.9K 34 % % >$75K 68% >$75K 54 >$75K 56 EDUCATION LED TO FINDING JOB While Facebook, Twitter, and LinkedIn are 20% 51% 67% still the favorites for social job seeking, new 31% 25% 17% 20+80Z 51+49Z 67+33Z channels are encroaching on their territory. 31+69Z 25+75Z 17+83Z High school or less 4 year college degree Post-grad Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 11 For some job seekers, honesty isn’t the best policy on Facebook and Twitter. I’ve inflated my skills: I’ve fabricated job references: Highly educated job seekers are twice as likely than less educated job seekers to inflate skills. 18% 20% 27% 31% 18+82Z 20+80Z 4 years college Post-grad degree % 209 +80Z 27Social media job seekers+73Z 31Social media job seekers +69Z High school or less 2x as many men fabricated references on Facebook than women. Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 12 Mobile is gaining traction fast in the job hunt. Millennials are fueling the workforce, and 47% of them are using mobile in their job search. Q. Which of the following activities have you completed during your job search on a social network and on which device: mobile or desktop? UPDATED TWITTER PROFILES WITH SEARCHED FOR JOBS ON FACEBOOK UPDATED FACEBOOK PROFILE PROFESSIONAL INFORMATION % % % 15% 16 13% 15 13% 17 UPDATED LINKEDIN PROFILES % 30 % 21 % 30+70Z 9% 14 Tech job seekers and 21+79Z millennials update profiles Millennials search for jobs on Twitter the most. on mobile the most. Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 13 Job searching is no longer taboo. Job seekers are devoting time on mobile to Now, it’s easier and more find their next job. acceptable than ever to job shop in the open: 20% 32% 47% 38% 36% 20+80Z 32+68Z In bed During Commute In a restaurant Under 6 minutes 6-10 minutes 30% 21% 18% On the job During a meeting In the restroom 28% 14% 28+72Z 14+86Z 5% 8% 11-30 minutes Over an hour In a gym In a bar Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker Page 14 When it comes to interviewing, job seekers must be prepared for anything.
Load more

Recommended publications
  • Avoiding Discrimination and Filtering of Qualified Candidates by ATS Software
    UNLV Theses, Dissertations, Professional Papers, and Capstones 12-2016 Avoiding Discrimination and Filtering of Qualified Candidates yb ATS Software Katarina Drucker Follow this and additional works at: https://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons Repository Citation Drucker, Katarina, "Avoiding Discrimination and Filtering of Qualified Candidates yb ATS Software" (2016). UNLV Theses, Dissertations, Professional Papers, and Capstones. 2836. http://dx.doi.org/10.34917/9680524 This Professional Paper is protected by copyright and/or related rights. It has been brought to you by Digital Scholarship@UNLV with permission from the rights-holder(s). You are free to use this Professional Paper in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s) directly, unless additional rights are indicated by a Creative Commons license in the record and/or on the work itself. This Professional Paper has been accepted for inclusion in UNLV Theses, Dissertations, Professional Papers, and Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact [email protected]. Avoiding Discrimination and Filtering of Qualified Candidates by ATS Software by Katarina Drucker Bachelor of Arts and Contemporary Science Ryerson University 2008 A professional paper submitted in partial fulfillment of the requirements for the Master
    [Show full text]
  • Make Referrals Work for You
    Make referrals work for you. Referrals are easier, faster and cheaper than other candidates—and research shows they perform three times better over their first three years on the job.1 Capitalize on these advantages using Jobvite Refer, which puts easy-to-use social sourcing and referral tools in the hands of your employees. Power to your people • Strengthen your company’s employment brand when employees recommend your job opportunities Jobvite Refer makes it virtually effortless for to their friends. employees to share open job opportunities within their social networks. Success you can measure and reward • Start connecting on your employees’ favorite social platforms—such as Facebook, Twitter, Ever wonder how well your referral campaigns are and LinkedIn. working? Jobvite Refer provides instant visibility into • Let your employees send Jobvites, match friends your success. to open requisitions, and schedule automatic • Track referrals back to their sources, so you broadcasts about current openings. know who sent them and how they found you. • When referred candidates apply for a job, • Use dashboard analytics and reporting import referrals directly to your existing recruiting for informative views on your referral technology solution. program’s progress. • Quickly see which employees refer the most Stronger talent, broader reach candidates, or get a detailed analysis of your Jobvite statistics. Jobvite Refer helps you cost-efficiently extend your reach to • Use your analysis to reward your top referring include everyone in your employees’ social networks. employees, so you can build excitement throughout • Target more potential candidates of a higher caliber, the company — and keep those quality candidates using fewer resources.
    [Show full text]
  • Virtual Career Fairs
    The Recruiting Revolution: How Technology Is Transforming Talent Acquisition By: Shelly Gorman Director, Career Management MBA@UNC All Content © UNC Executive Development 2011 Website: www.execdev.unc.edu |Phone: 1.800.862.3932 |Email: [email protected] The Recruiting Revolution: How Technology Is Transforming Talent Acquisition Introduction We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. Promise This white paper: Identifies some of the major players in social media and describes their main features; Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates; Explores how leading organizations are using these technologies in their HR practices, and; Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices. Social Media This section highlights some of the major players in the social media market today, describes how recruiters are using social media technology to expand their talent pipelines, and how job seekers are using them to aid in their job searches. All Content © UNC Executive Development 2011 2 | P a g e The Recruiting Revolution: How Technology Is Transforming Talent Acquisition Some of the Major Players in Social Media More than 120 million users and growing.
    [Show full text]
  • HUMAN CAPITAL MANAGEMENT: SPECIAL FOCUS on HR TECHNOLOGY Your Single Source for “All Things Human Capital®”
    HUMAN CAPITAL MANAGEMENT: SPECIAL FOCUS ON HR TECHNOLOGY Your Single Source For “All Things Human Capital®” Mergers & Acquisitions | Strategic Advisory & Growth Capital October 2019 www.delanceystreetpartners.com Five Tower Bridge | Suite 420 | 300 Barr Harbor Drive | West Conshohocken | PA | 19428 HR Technology Sector Review As part of our Human Capital Management sub- sector research, Delancey Street Partners (“DSP”) is pleased to present this HR Technology Edition. This HR Technology Sector Review provides an overview of the current HR Technology market as well as a look into recent M&A transactions and private equity financings. We also provide special commentary on two key subsectors, the video interviewing/assessment space, and the programmatic recruitment space. We also provide our DSP perspective on the Rule of 40 for SaaS businesses. Delancey Street Partners Delancey Street Partners is an independent, industry-focused investment bank. We serve CEOs, Entrepreneurs, Shareholders and Boards of Directors of high growth and middle market private and public companies. Our services include strategic advisory, capital raising and independent board advice. We advise on sell-side and buy-side M&A, growth capital financings and recapitalizations. Bill Filip leads DSP’s Business Services & Technology practice, which includes a strong focus on the Human Capital Management marketplace. Additional DSP sectors include Healthcare, Industrial & Industrial Technology, and Infrastructure. We form long-term partnerships with our clients and commit
    [Show full text]
  • A Comparison with Traditional Recruitment and the Influences Of
    View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Theseus Maureen Sills E-recruitment: A comparison with traditional recruitment and the influences of social media A qualitative and quantitative review Helsinki Metropolia University of Applied Sciences Bachelor of Business Administration European Management Thesis 5 September 2014 Abstract Maureen Sills Author E-recruitment: Comparison with traditional recruitment and the Title influences of social media Number of Pages 55 pages + 3 appendices Date 5 September 2014 Degree Bachelor of Business Administration Degree Programme European Management Specialisation option Human Resource Management Instructor Louise Stansfield, Senior Lecturer Web 1.0 did not affect the recruitment process like social media does today. After the transitioning from Web 1.0 to Web 2.0 in the last ten years, a whole new world of recruitment appeared, E-recruitment. E-recruitment is a recent phenomenon that has brought forth a challenge for recruiters and job seekers. The purpose of this study was to explore whether the traditional recruitment process has diminished and what social media has influenced. In this paper, the author felt it appropriate to conduct a qualitative analysis along with a quantitative analysis to gain an eagle’s eye into the subject. Utilising secondary research to support and argue many points made by the empirical research, the author was able to come to a conclusion regarding the hypotheses made during researching. The research brought to light many findings, opening further research recommendations. E-recruitment is the present and the future of recruitment, but some aspects of traditional recruiting are here to stay.
    [Show full text]
  • Strategic Social Media 2/28/2018
    Strategic Social Media 2/28/2018 Strategic Social Media MAKING NEW CONNECTIONS ON TWITTER One advocate ‐> a movement to cure the incurable ALS Foundation $115M raised in Summer 2014 $96M to research projects E. Chandlee Bryan, [email protected] All Rights Reserved. 1 Strategic Social Media 2/28/2018 “The highest velocity culture shift seen in decades.” ‐ Edward Felsenthal, Editor‐in‐Chief, Time Sparking a Movement Mark Stelzner, Inflexion Advisors E. Chandlee Bryan, [email protected] All Rights Reserved. 2 Strategic Social Media 2/28/2018 Social networks accessed several times per day by internet users in the United States as of January 2018 What We Will Cover How to How to Why Tips to Read & Share Not Twitter? Bare Optimize (Post, Search & (The 24/7 Barrier Tweet (Profile & Share) Buster) (Communication Presence) Strategies) E. Chandlee Bryan, [email protected] All Rights Reserved. 3 Strategic Social Media 2/28/2018 Who shared it? A Primer in Conversational Business The use of messaging apps, speech‐based assistants and chatbots to automate communication and create personalized customer experiences at scale. Co‐Founder & CEO Aspiring Product Tech Strategist Investor in Growth Stage Marketer B2B The Twitter Conundrum • A simple format: Communicate in 140 280 characters or less. • Many uses • Valued at 7 times ($15.1B) more than the New York Times (<$2B) but… no definitive consensus on how to use it. E. Chandlee Bryan, [email protected] All Rights Reserved. 4 Strategic Social Media 2/28/2018 Why Twitter? 1. Communicate with Anyone Twitter doesn’t require agreement to connect and communicate, only right to refuse.
    [Show full text]
  • Supplier Response To
    Pre-Employment Background Screening, Related Products and Services August 15, 2019 Sterling’s Response to Request for Proposal: Region 4 Education Service Center Pre-Employment Background Screening, Related Products and Services Solicitation Number 19-13 Presen ted By: Cecilia Green Regional Director, Industrial, Government & Education O: 214.387.8552 M: 425.219.0865 E: [email protected] Sterling 1 State Street Plaza, 24th Floor New York, New York 10004 United States sterlingcheck.com Confidential & Proprietary This material prepared for Region 4 Education Service Center constitutes confidential and proprietary information of Sterling and its reproduction, publication or disclosure to others without the express authorization of the President, or the General Counsel, of Sterling is strictly prohibited. Cover Letter August 15, 2019 Crystal Wallace, Business Operations Specialist Region 4 Education Service Center 7145 West Tidwell Road Houston, TX, 77092 Hello, Thank you for the opportunity to respond to Region 4 Education Service Center’s (ESC) Request for Proposal for Pre-Employment Background Screening, Related Products and Services. Our proposal is valid and irrevocable for one-hundred twenty (120) days after the proposal due date and time. We understand that for ESC, finding reliable, talented professionals to work with goes right to the heart of your values—a relentless focus on safety and an uncompromising standard of quality. Organizations like ESC select Sterling as their background screening partner because they benefit from the scale, accuracy, and efficiency of the industry’s leading provider of background and identity services. We work with over 25,000 clients worldwide, including 25% of the Fortune 100.
    [Show full text]
  • Total Attorneys Jobvite Enables Innovative Technology-Enabled Law Services Fi Rm to Leverage Social Networking and Referrals to Fi Nd New Hires
    CASE STUDY Total Attorneys Jobvite enables innovative technology-enabled law services fi rm to leverage social networking and referrals to fi nd new hires ® Total Attorneys enters a new stage of growth Total Attorneys provides technology-enabled business services to Industry lawyers in solo practice and small law fi rms. By offering affordable, Legal Services fl exible solutions for offi ce management, business development and Location other administrative tasks, Total Attorneys enables lawyers to remain Chicago, IL focused on what they do best - practicing law. Headquartered in Chi- cago, the fast-growing law technology-enabled services fi rm has more Business Needs than 200 employees and plans to add an additional 75 employees across all departments through the end of 2009. Power referral hiring for fast-growing company Sarah Widner, Talent Manager at Total Attorneys, had used a variety of Management of entire recruiting recruiting applications at previous companies, but wanted a solution workfl ow for Total Attorneys that was simple and intuitive like popular web- Easy to use web application for based applications employees were using every day. And to run a everyone involved successful recruiting program, the company needed a robust applica- Cost-effective recruiting program tion to manage, administer and report on the entire talent acquisition process. Jobvite Solution “We’ve always benefi tted from hiring people through referrals. As we Use online social networks for hiring got larger, the referral pot emptied – we had hired everyone we knew,” Manage the entire talent acquisition said Sarah. “Then we needed a more robust recruiting program.“ process Upon researching recruiting solutions, Sarah found that Jobvite pro- Easy to use Web 2.0 application vided an easy interface for managing the complete hiring process – Successful referral hiring for a fraction applicant tracking, sourcing, career site, employee referral and report- of the cost of other channels ing.
    [Show full text]
  • Build Talent Pools, Source and Nurture Talent, Deliver Targeted Campaigns
    Build Talent Pools, Source and Nurture Talent, Deliver Targeted Campaigns The job markets are changing, and so is recruiting. More and more, recruiting for the right candidate takes the skills and tools of a marketer. Jobvite Engage is a complete recruitment marketing solution that provides candidate relationship management (CRM), contextual campaigning tools, and analytical insights, that’s a necessary companion to any ATS (Applicant Tracking System). Jobvite Engage will help find quality candidates to match the diverse needs of any organization. Whether it’s an early-career college graduate, or a highly-skilled specialist that’s needed, Jobvite Engage can bring awareness to employer brand on any channel, including social media and mobile, and provide the tools needed to nurture strong relationships. With Jobvite Engage, transforming from recruiting candidates to marketing quality people for your company has become a lot easier. Jobvite Engage can help: Centralize talent info in one managed database, that can be shared with colleagues and used again. Import resumes, contact info and other data to create searchable and reusable contact records. Tag your entire talent pool for specific traits or skills, and track every interaction with a contact so you always know his/her current status. Seamlessly convert contacts into candidates by integrating Jobvite Engage directly with your ATS. Track campaign success using analytics and reporting features, so that you can spend your time and resources wisely. Track team activity to talent pool growth and eliminate the risk of losing your valuable talent information when you have recruiter turnover. Interact and communicate with contacts to keep them interested and aware of your employer brand.
    [Show full text]
  • Auto Insurance Company Everquote Shifts Recruiting Into High Gear with Jobvite Hire
    CUSTOMER CASE STUDY Auto Insurance Company EverQuote Shifts Recruiting into High Gear with Jobvite Hire EVERQUOTE Challenges Solution Results Decentralized, Jobvite Hire One-stop shop for all manual hiring system applicant information Well-organized, Cluttered & easy-to-follow format Optimized hiring process disorganized workflow Detailed reports Analytically informed No data-driven insight decisions CUSTOMER CASE STUDY Jobvite allowed us to centralize everything; we finally had one location that contained all the information we needed for any given candidate. Buying insurance online can be a daunting process customizable workflow, sophisticated recruiting — there are myriad different companies, each one metrics and smooth interview scheduling capabilities, promising the best deal around. EverQuote, an EverQuote was able to take their recruiting efforts to independent insurance marketplace based out of a whole new level. Boston, aims to simplify the process by connecting customers with the best insurance rates and easiest A CENTRALIZED experience possible. The EverQuote marketplace has RECRUITING PLATFORM grown into a leading online auto insurance market in Without a basic ATS, EverQuote originally spent the United States, and with 131 employees to date, a great deal of time and energy manually tracking EverQuote is growing at a steady pace. their candidates. “All we had before [Jobvite] was a non-interactive career page that directed people Hiring quality team members at an expanding to an email if they were interested in a position,” company is always a challenge, but without a good says Assistant Director of Talent Acquisition Alyssa applicant tracking system (ATS) to support recruiting Planeta. From there, EverQuote’s recruiting team efforts, pinpointing top talent was even more difficult.
    [Show full text]
  • Linkedin Only One of Many Sites Used by Employers, Job Seekers
    REPORT Susan Jennings Kantari, [email protected] LinkedIn Only One of Many Sites Used by Employers, Job Seekers Companies: DHX, FB, GCI, LKND, MWW, YHOO December 18, 2012 Research Question: Will advertisers spend their non-Google ad and marketing budgets on LinkedIn, and is LinkedIn still the preferred site in the hiring community? Summary of Findings Silo Summaries Sources were split regarding LinkedIn Corp.‟s (LNKD) status as 1) ADVERTISING EXECUTIVES the hiring community‟s preferred site. None of the five staffing These four sources believe business-to-business (B2B) agencies and only one of four job seekers interviewed by advertisers are finding success with LinkedIn‟s platform Blueshift preferred LinkedIn over other hiring sites. However, but that the bulk of social media ad spending still resides four of six HR managers and two of three industry specialists with Facebook, Twitter Inc. and a dozen other platforms. said it is the favored recruitment tool. LinkedIn has branded—and priced—itself as a premium corporate site and needs to tweak that image to fully All four ad executives believe advertisers are finding success develop as a social platform. with LinkedIn, but the bulk of their budgets still lies with a plethora of other competitors. 2) HR MANAGERS Four of six sources view LinkedIn as a preferred method of A staffing agency, an HR manager and a job seeker described recruiting. Another prefers Craigslist while the remaining Craigslist Inc. as an effective recruitment tool that is free for source looks to trade associations; both cited cost- job seekers and costs only $75 for listing a position.
    [Show full text]
  • 2018 Recruiter Nation Study
    Recruiter 2018 Nation Survey THE TIPPING P INT The Next Chapter in Recruiting According to the Bureau of Labor Statistics, the United States unemployment rate fell to 3.7% in October 2018, a record low since December 1969. With jobless rates so low and the economy booming, there’s never been a better time to be an American in the workforce. But that also means there’s never been a harder time to be a recruiter. While for years we’ve been hearing about a tough talent market, this year, we’ve reached a tipping point. With more open jobs than people to fill them, and the market at near full employment, recruiters have been forced to leave the old school behind and try new things. So recruiters are getting creative, finding new ways to reach candidates where they are — whether that’s on Instagram or via text. They’re reevaluating what success looks like today, with quality hires and retention rates becoming higher priority than time and cost-per-hire. With such complex dynamics at play, we surveyed over 850 hiring professionals to better understand recruiting today — and how 2018 has forced the industry to evolve. 1 In 2018, There Are Now More Job Openings Than People to Fill Them Unemployment Level Job Postings 16,000 In July 2018, there were 14,000 6.3 million 12,000 unemployed 10,000 persons versus 8,000 6.9 million open jobs. 6,000 4,000 2,000 2002 2004 2006 2008 2010 2012 2014 2016 2018 Source: Bureau of Labor Statistics 2 A Tight Labor Market Means More Competition for Recruiters Recruiters believe hiring will become more 74% competitive in the next 12 months.
    [Show full text]