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/ 1 /
RECRUITER ENGAGEMENT PLATFORM
2018 IN TALENT ACQUISITION & THE 2019 IMPACT
/ 2 /
THE REALITY OF RECRUITING
THE ONLY CONSTANT IS CHANGE! A staggeringly low unemployment rate that plummeted to 3.7%.
A controversial skills gap impacting key industries. Recruiting
processes become obsolete. Talent acquisition increasingly
recognizes the benefit of strategically partnering with the
business. Many predictions were made for talent acquisition in
2018, but so many more things happened that no one saw coming.
What were the heavy hitters in 2018 that are impacting the
recruiting wave into 2019? We’ll explore these and other insights
as we turn to close out a decade of some of the most powerful
events in talent acquisition history!
/ 3 /
of respondents to our
annual survey feel that the
current hiring market is
more challenging now than
in the past1
90%
TOP CHALLENGES IN TALENT ACQUISITIONTHE LANDSCAPE HAS CHANGED, THE PAIN IS REAL
of recruiters today are
experiencing challenges in
finding key candidates more
so than it was even
just a year ago
59%of recruiters cite a shortage
in skilled labor as a major
issue when sourcing
candidates2
59%
of recruiters today state
that the obstacles in finding
key candidates are
harder than they were
five years ago
62% of recruiters cite
competition from other
recruiters an issue when
sourcing candidates2
52%
of job seekers find that
it’s easier to find a job now
than it was five
years ago 3
70%
of job seekers are waiting for
that perfect job offer for that
dream job and have stated
they would ‘only accept a job that I really
want to do’ 4
43%
It ’s no secret. Today’s hiring climate
is hotter than it has been since the
dawn of time. Kidding, but sometimes
it feels that way! To combat these
obstacles, many recognize the
benefits of top level alignment and
how those relationships influence TA’s
ability to better support the business’
goals. But how to get there?
/ 4 /
KEY INDUSTRY SPOTLIGHT: INFORMATION TECHNOLOGY
One top industry feeling the pinch? Information
technology. The top 3 methods employed by leaders in
technology when dealing with a challenging role to fill are:
This is a marathon, not a sprint – we spoke
with David Lucey, VP of Talent Acquisition
at Epsilon and Dan Tran, Recruiter at
Greenhouse regarding achieving this
critical piece. When building a strategic
talent group, the company’s value prop
needs to perfectly align with the employee
value prop - and be clear to the recruiter
out in the field speaking with candidates.
Identifying who the key stakeholders are in
recruiting and hiring in your organization is
key. Figure out what can you do to establish
strong relationships with those people
internally, and cultivate those, so as to be at
the forefront of the process instead of in a
reactive state. Once everyone is in lock-step
with data points such as the business need
for the role and the high-level objectives for
this potential hire, the process has a solid
foundation.5 More than 70% of those in
the C-Suite desire a more impactful role in
talent acquisition decisions.6 Ensuring your
TA team is in lock-step with business goals is
imperative to your success moving forward.
Collaborating with your talent acquisition
leaders will help ensure the right candidates
are hired for the critical roles that will move
the dial toward achieving company goals.
Employers will be well served to reflect on
2018 and self-audit the wins and losses –
what worked and what didn’t? Integrating
the three keys to strategic recruiting success
– people, process, and technology – is
paramount. Within our ‘Supercharge Your
Talent Acquisition Strategy’ webinar Matt
Buckland, VP of Customer Advocacy at
Workable suggested breaking out of what
can be seen as archaic mindsets – remove
the walls that make up departmental silos –
if you’re recruiting for the tech team, pull
up your chair next to them to figure out
exactly what they are looking for.7
UTILIZE A RECRUITER IN THAT AREA OF
EXPERTISE
EXERCISE FLEXIBILITY ON ROLE REQUIREMENTS AND
OFFER TRAINING WHERE NEEDED
DIVVY UP ROLE BETWEEN
CURRENT TEAM8
BUILDING A STRATEGIC TALENT GROUP EMPLOYER BRAND HEALTH & STRATEGIC ALIGNMENT WITH THE BUSINESS ARE TOP CONCERNS
/ 5 /
EBB & FLOW OF JOBS GROWTH
THE LABOR MARKET CONTINUED TO TIGHTEN THROUGH 2018In September of last year, the unemployment rate dipped to a 49-year
low of 3.7%. This, along with a slow-down in U.S. job growth pointed
to a tightening of labor market conditions. Cut to December, the
unemployment rate increased to 3.9% with the number of unemployed
at 6.3 million. If we look back to the end of 2017, the unemployment
rate hit 4.1% with 6.6 million unemployed persons.9
/ 6 /
HEALTHCARETALENT SHORTAGE SHOWING
EXPONENTIAL GROWTHIn the past ten years, jobs in healthcare have grown by 18%.
In 2018 alone, healthcare added 346,000 jobs, an increase
over the 284,000 added in 2017.14 It’s no secret that the U.S.
workforce with available healthcare professionals has not kept
up with demand. By the year 2030, it ’s estimated that there will
be a shortage of 121,300 doctors, and by 2020, a shortage of
over 154,000 nurses. By 2030? That number explodes to a
shortage of over 510,000 nurses. Over 1.2 million healthcare jobs
are open in any given month…with only 633,000 getting filled.
Highly competitive education programs not keeping up with
demand for graduates, the retiring of healthcare professionals,
the large aging baby boomer population, the list goes on and on
as to the cause, but so far, no solid solutions.15
At the start of 2018, job growth within industry technology was
stagnant, with the number of IT jobs in the U.S. growing by .01%
in February of that year and growing by only .05% in March to just
over 5.3 million.16 Looking to 2019, 29% of employers are forecasted
to expand their IT headcount, with cybersecurity as a top priority.17
However, 87% are finding it challenging to find ideal candidates for
their open roles. The top skills in immediate demand:
¬ Cybersecurity
¬ Cloud Security
¬ Cloud Computing
¬ Cloud Architecture
¬ Business Intelligence & Reporting Services
¬ Database Management
¬ Virtualization
¬ Web Development
¬ Design
¬ Mobile Development18
KEY INDUSTRY SPOTLIGHT
INFORMATION TECHNOLOGYFOLLOWING A STAGNANT 2018,
SOME GROWTH IS PREDICTED FOR 2019
/ 7 /
THE QUIRKY TRENDS IN SALARIES
A CLOSER LOOK AT THE UNEMPLOYMENT RATE & ITS IMPACT ON WAGESThe lowest unemployment rate seen in decades, more open roles
than there are candidates – it’s a candidate’s market, right? Salaries
must be on the rise to snag those valuable candidates, right? You’d
think so, but you’d be wrong – at least at first.
/ 8 /
Salary growth
in 2017 started
off in a slump.
In December, the annual
median base pay in the
United States grew 1.1 percent year over
year to $51,210.21.
1.1%
$5,120
After a decade of consistently flat
pay raises, we are witnessing a slight
uptick as companies are feeling pressure to
boost salaries, given the low unemployment rate
and the best job market in many years.20
SANDRA MCLELLANNA REWARDS BUSINESS LEADER, WILLIS TOWERS WATSON
INSIGHTS INTO SALARY PERFORMANCE
2017 SET THE STAGE THE FINE PRINT OF 2018 WAGE GROWTHIn Q2 of 2018 we saw wages finally start to keep up with inflation as wesaw a nearly 10-year high in compensation
Increase for both nonexempt
hourly & salaried employees
3.0% Increase for executives3.1%
While this wage growth is the highest since the recession of 2008, take-home
compensation is not expected to increase due to a forecasted decrease in
incentives such as sign-on bonuses.19
A high-profile example of this
was Amazon’s announcement
of increasing the hourly wage
of warehouse workers to $15, as well
as an increase for hourly logistics and
customer service employees.
After some celebratory
high-fives, it was soon realized
that in order to roll out this
increase, stock grants and bonuses would be
eliminated – effectively decreasing the overall
compensation. We’ll track and report back if
this will grow into a widespread
trend throughout 2019.
ANTICIPATED WAGE GROWTH FOR 2019
THE GENDER PAY GAPThe pay gap between genders has been an issue for decades. When looking at the pay
between men and women across industries, it has been found that the gap is as large
as 20%. This is significantly reduced when looking at men and women performing the
same role. A leading factor that is thought to impact this gap is the lack of women
in top management/executive roles. Starbucks announced that they had fully closed
the gap and achieved pay equity for 100% of its U.S. workforce, with plans to do the
same for their international employees. To make progress in this issue, Nike declared
the company will adjust salaries for 10% of its staff, including both men and women –
raising salaries for 7,000 employees and updating their annual bonus process.
This pay gap issue can be remedied if organizations address pay parity across
the organization and continue to strive to increase the percentage of women in
the best paying parts of the labor market, including the most senior roles and
function such as engineering and technical fields.28
Maryam Morse, Senior Client Partner at Korn Ferry
¬ Following the overall salary trends, real wages for graduates were virtually flat.
¬ College grads in 2018 made on average $50,390, a 2.8% increase over the 2017 average of $49,000.26
¬ Engineering majors would have the highest average starting salaries of $66,521*
¬ Computer science graduates brought in the second-highest starting salary at $66,005*
* These wages are less than a 1% increase from the previous year.27
FULL OF HOPE, LACK OF PAYGRADUATE WAGES FLAT YEAR OVER YEAR
WHICH JOBS ARE BRINGING IN THE MOST INCOME? TECHNOLOGY AND HEALTHCARE FOR THE WINAs far as the highest-paying jobs in the U.S., those in the technology and healthcare industries take top billing. Physician, pharmacy manager, and
pharmacist are some of the top in healthcare – with thirteen of the top twenty-five jobs landing in the tech industry.23 Still, only 19% of workers in
the U.S. are content with their current salaries. About 60% stated an extra $6,000 per year would increase their satisfaction.24 While many yearn for
higher pay, only 39% opted to negotiate their wage with their last job offer. Of those, 46% of men and 34% of women go for the ask. Perhaps not
surprisingly, those aged between 18-34 are most likely to sit at the negotiation table.25
/ 10 /
WHERE HAVE ALL THE CANDIDATES GONE?
SO MANY OPEN ROLES, SO FEW CANDIDATES
As optimistic as CEOs may be for the global economy
this year, the top concern remains attracting and
retaining talent.
Looking at the skills shortage at a global level, 45% stated they
aren’t able to find the skills they need – this is up 40% from 2017
and is the highest in over a decade. Employers in Japan reported
the most difficulty at 89% followed by Romania at 81% and Taiwan
at 78%.30 By the year 2030, skilled talent shortages will continue to
slow down global growth and have a large negative effect on major
economies if not addressed. The years 2020, 2025 and 2030 have
been identified as major milestones when looking at the gap of talent
supply and demand across 20 industries. The shortage could create
85.2 million unfilled jobs and as much as $8.5 trillion
in unrealized revenues.31
SKILLS SHORTAGE HAS FAR-REACHING IMPACTSMALL AND LARGE BUSINESSES GLOBALLY FEELING THE PINCH
39%
60%
75% of employers stated their industries were facing severe skills shortages
a record number of small business owners reported job openings that were not filled in that current period
of small business owners stated they were trying to hire but 90% reported few or no qualified applicants for the position32
of employers stated that the problem is so far-reaching that it’s negatively impacting productivity, employee satisfaction, and turnover – with construction, technology, and life sciences feeling the brunt of it33
To cope with worker and skill shortages down
the road, this year’s survey results tell us that
organizations are fundamentally rethinking the
composition of their future workforces.
Nearly 80% of CHRO respondents foresee greater use of contingent
non-traditional employees. Moreover, three-quarters of them anticipate
a rise in digital labor solutions such as robotic process automation.29
Rebecca RayExecutive VP, Knowledge Organization
The Conference Board
92%
/ 12 /
CYBERSECURITYCybersecurity has reportedly been hit with the skills gap challenge
more than most. 46% of those in cybersecurity feel it will be
challenging or impossible to keep up with not only the increase of,
but the complexity of threats they will encounter in the next year.
An increase in staff of 24% is thought to be needed in order to
manage these threats. Adopting additional automation practices
is thought to be a key solution to this issue, per 80% of those in
cybersecurity.34
In the U.S. there are currently about three million nurses –
according to reports, this number will need to grow by more
than one million registered nurses by 2022 in order to support
growing healthcare needs.
Home Health Aides
Personal Care Aides
Nurse Practitioners
Physical Therapists
39%
34%
47%
31%
KEY INDUSTRY SPOTLIGHT
HEALTHCARE
AUTOMATION TO COMBAT SKILLS GAP
BY 2027, 5 OF THE 10 TOUGHEST JOBS TO FILL FALL WITHIN HEALTHCARE35
80%
increase in adoption
/ 13 /
RECRUITING & TECHNOLOGY SITTING IN A TREE
TRANSFORMING TALENT ACQUISITION FOR THE BETTER
About 69% of those in the U.S. feel that the job search today
is lacking the personal touch – it ’s too impersonal. Another
80% feel that when they are applying for a job, their resume
tends to fall into a ‘black box’. On the f lip side though, 83%
applaud the adoption of technology in the job hunt process
as it has made the job easier.36 Such is the constant tug of
war with the growing pains of recruiting and technology.
/ 14 /
A whopping 63% of hiring managers feel that the interview process as we
know it does not effectively identify a candidate’s soft skills.
Another 57% say the traditional interview process also fails when attempting to
understand a candidate’s weaknesses.
To combat this, some recruiters are trying solutions such as online skills
assessments and job auditions.38
Others have adopted text messaging to allow recruiters and job candidates to
communicate more easily.
Another option growing in popularity is the automation of phone screen
interviews via voicemail. Candidates answer standard interview questions at their
convenience which speeds up the hiring process for employers – the downside
to this approach is that the interview at that stage is one-sided and leaves no
option for the candidate to give real-time feedback or ask questions.
SMART SOURCING & INTUITIVE INTERVIEWINGRecruiters can leverage algorithms that pinpoint key aspects of their search –
previous experience, skill level, education, etc.INTELLIGENT PROCESS UPDATES OR IMPERSONAL INTERACTIONS? Citing such tools as social media, smartphone
apps, virtual job fairs, artificial intelligence, and
webchats with employers many candidates as
well as recruiters are leveraging innovations
in technology to weather these choppy
employment waters. We chatted with Greg
Hawkes, Senior Strategic Talent Sourcer at
Houghton Mifflin Harcourt, regarding the
growth of AI as a tool in TA, “AI and chatbots
aren’t completely there yet, but they are
getting better. AI processes need to focus on
aggregation and automating process workflows
that currently take a lot of manual work. It ’s
separating yourself from other recruiters via
more personal reach outs with candidates, not
just blasting roles out to people.”37
/ 15 /
ON AVERAGE, 80% OF CANDIDATES TAKE ADVANTAGE OF THIS OPTION!
TAKING ACTION SPOTLIGHT:
HOME DEPOT OPTIMIZING INTERVIEW SCHEDULING
APPLICANTSSELF-SCHEDULE IN-PERSON INTERVIEWS
APPLICANTS CHOOSE THE MOST CONVENIENT INTERVIEW TIME AVAILABLE
80,000 POSITIONS WITHIN HOME DEPOT WERE OPEN LAST SPRING
The power of data opens up a myriad of
opportunities for each organization to achieve
success. The insights gleaned from the data
you track can impact how you source, recruit,
hire, and retain talent. These metrics can
be used to calculate predictive analytics
which can then be used to make intelligent,
competitive moves toward key goals.
As mentioned earlier, algorithms can be
used to power reports you can run to identify
potential candidates via specific requirements,
how open someone is to accept a new
opportunity…all the way to using video that
analyzes such traits as honesty and character.
DRIVING PROGRESS WITH DATA
THE INSIGHTS GLEANED FROM THE DATA YOU
TRACK CAN IMPACT HOW YOU SOURCE, RECRUIT, HIRE, AND
RETAIN TALENT
/ 16 /
ATTRACT & RETAIN TOP TALENT
SNAGGING CANDIDATES STARTS AT THE OFFICE
Labor and skills shortages are still high on the
list of challenges for talent acquisition in 2019.
As such, 51% of employers have prioritized investing
in on-site benefits and technology solutions that can
propel them further. A current mantra is ‘beating the
competition for talent begins in the workplace.’39
/ 17 /
WORK FLEXIBILITY
AN INCREASINGLY VALUED BENEFIT
Work flexibility is a perk that shows up on most desired benefits
lists – 65% of workers believe they would be more productive at
home rather than in a traditional office environment.
The top four reasons for this are:
Fewer distractions
Fewer interruptions from colleagues
Reduced stress from commuting
Minimal office politics40
Reskilling is rapidly increasing as a most wanted ‘perk’, especially as
the labor market continues to tighten and technology innovations
continue to impact the workplace. Only 40% of employees feel their
managers are helping them develop the skills they need for their
current role, and even fewer believe their employers are preparing
them for a solid career path.41
75%
74%
71%
65%
EMPLOYER BRAND
HUGE IMPACT WHEN ATTRACTING TOP TALENT
You can offer all the ‘most wanted’ perks in the world, but if
your employer brand isn’t up to par it’ll all be a waste of time
and resources. 69% of candidates stated that the strength of
the employer’s brand is very important when they are weighing
a job offer. The top five aspects that candidates evaluate when
reviewing your employer brand are:
Employee Referrals
Company Website
Online Review Site
Employee Testimonials
Media Coverage42
Per David Harden, CEO of Recruiting.com, a simple yet core aspect
to be aware of is - what do your employees brag about to others
when describing where they work? 43
59%
56%
38%
28%
24%
/ 18 /
EDUCATION:
Employers Building Pathways to Overcome Skills Gap
¬ Google will offer 10,000 free
scholarships to U.S. workers and
students – whether or not they end
up working at Google.
¬ Taco Bell has partnered with Guild
Education to provide education for all
210,000 team members of all their
U.S. restaurants. Employees will have
access to college advisors, tuition
discounts, certificates, and degrees.
¬ McDonald’s is providing college tuition
assistance to over 16K employees via
their Archways to Opportunity education
program. They recently announced
plans to increase the program with an
additional $150 million over five years
and lowering eligibility requirements.
¬ Walmart and Google are making a
$5 million grant to invest in reskilling the
U.S. workforce to match skills to roles,
via three organizations testing solutions
for this challenge: Drucker Institute,
Opportunity @ Work, and Inclusion
Innovation Challenge (an MIT initiative).
¬ Walmart is partnering with Guild Education
to subsidize the cost of higher education.
PARENTAL LEAVE:
Cultivating Long-Term Employment Relationships
¬ Walmart is expanding both maternity and
parental leave benefits, as well as helping
cover adoption expenses and give out
one-time bonuses of up to $1,000.
¬ Google increased paid maternity leave,
which led to a decrease in the rate at
which new mothers quit by 50%.
¬ Virgin Group, Netflix, and Amazon
extended paid parental leave.
¬ In addition to expanding its parental
leave policy, Starbucks Corp. now offers
subsidized childcare of U.S. employees.
HIRING BONUSES:
Sweetening the Offer to Pull in the Right Talent
¬ Last summer, Disney World doubled its
hiring bonuses for hiring jobs, including
part-time roles.
¬ Union Pacific was offering up to $20,000 in
hiring bonuses for current employees and
new hires for crew positions in Denver.
¬ The city of Tulsa, OK has launched a
‘Tulsa Remote’ program where those
with full-time remote employment could
be eligible to earn a $10,000 bonus to
move to Tulsa.
TAKING ACTION SPOTLIGHT
/ 19 /
THE IMPACT OF GEN Z & MILLENNIALS
Millennials and Gen Z are already changing the
nature of work in more ways than one.
/ 20 /
GEN Z
ALIGN WITH THEIR MOTIVATORS FOR MAXIMUM YIELD
Over 80% of those in Gen Z feel that learning from
failure on work projects will increase innovation,
and 17% believe that failure will lead to additional
risk-taking – which could lead to exciting discoveries.
In addition, more than 70% feel that an open mindset
is more valuable than having a specific skillset.
What may be surprising to most is that while Gen Z
embraces digital innovations, more than 90% prefer the
human aspect of their work. Over 60% also value having
co-workers with a range of education and skill levels,
with another 20% appreciating working with folks from
different cultures and backgrounds.44
/ 21 /
MILLENNIALS
HOW TO HIRE: SOLID CAREER PATH & COMMUNITY IMPACT
Millennials make up 35% of the U.S. workforce, and the
older end of this generation are now in their late 30s.
One of the top motivating factors for this group is how
an organization will help them to learn and therefore
further their careers. As well, 83% of millennials believe
that the organization they work for should be active in
their community and make a positive impact. Prioritizing
flexible work environments as well as healthcare and
tuition reimbursement are also top perks.45
/ 22 /
AUDIT INTERNAL PROCESSES FOR SUCCESS
As organizations recognize that attracting these
key generations is critical for talent growth and solid
progress toward company goals, challenges abound.
71% of organizations believe outdated processes and
murky career paths would cause Millennials and Gen Z
to quit. Another 69% feel that their organizations are
finding it challenging to offer benefits that would be of
value to these groups, such as flexible schedules and
workplace wellness.46
IS YOUR ORGANIZATION READY TO LURE THESE IMPORTANT AGE GROUPS?
Our webinar stream, ‘Redefine Your Sourcing Strategy
for Millennials and Gen Z’ focuses on key tactics
and strategies to implement in order to win within
this large percentage of the workforce.47
/ 23 /
2019 & BEYOND
The unemployment rate is forecasted to average
3.7% in Q1 of 2019. As for the jobless rate forecasts for
Q2 and Q3, those remain unchanged at 3.6% which is
expected to maintain through Q4 of 2019 as well.48
/ 24 /
LOW UNEMPLOYMENT RATE TO REMAIN…FOR NOWEmployers will continue to have to be nimble in 2019 and beyond. Attracting and retaining
talent, and in unique ways, will remain a core element. In fact, companies with increased
engagement experience on average a 59% decreased turnover, as discussed in our
webinar, ‘The True Cost of Not Having a Talent Management Strategy’.49
DIGITAL RELEVANCY WILL BE A KEY TREND
Digital relevancy will be a key trend – ensuring their organization is up to
speed on the latest emerging technologies to both attract candidates
but also to increase productivity within their talent acquisition team.
Training opportunities as well as a flexibility to manage work-life balance
will be key to hiring and retaining those key candidates.
EMERGING TECHNOLOGIES HELP SUPPORT TOUGH RECRUITING EFFORTS
A critical area of talent acquisition will be roles associated with artificial
intelligence – less so for ‘taking over’ human roles but more so for supporting the
workforce as they make progress toward key goals. Incorporating values around
company culture, diversity, and inclusion will be imperative when looking to entice a
larger talent pool – employer brand is a top concern for job seekers.
/ 25 /
TIPS FOR A POWERFUL 2019
Rather than focusing on a laundry list of skills that would be a ‘plus’ it ’s recommended that
employers zero in on a short-list of non-negotiable requirements – then get creative
with upskilling and training new hires on desired ancillary abilities. More than 80% of
C-level executives rate agility as the most important characteristic of a successful
organization.50 An example would be companies that leverage third-party
recruiting, contingent workers, and contracting in order to fill any talent gaps.
Powering all of these trends will be data. Whether it’s to track the performance
of your internal talent acquisition organization, the third-party recruiters you
leverage, or your hiring-at-large, making data-driven decisions is the number
one tool that will create a clear roadmap to your business goals.
With 74% of employers looking to expand headcount in 2019
(up from 65% in 2018) and 61% planning on raising wages (up from 48% in 2018),
this year in talent acquisition will be another exciting one of growth…and obstacles:
65% ranked finding skilled candidates as the top hiring challenge for 2019 followed
by meeting compensation requirements and identifying diverse candidates.51
Regardless the landscape, the year is sure to have twists and turns on the
way to ultimately achieving your goals! Cheers to an impactful 2019!
/ 26 /
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2. https://www2.staffingindustry.com/site/Editorial/Daily-News/Most-recruiters-say-job-more-difficult-skilled-labor-shortage-47235
3. https://s1.q4cdn.com/959385532/files/doc_downloads/research/2018/Job-Attitudes-Survey.pdf
4. https://www2.staffingindustry.com/site/Editorial/Daily-News/Express-Employment-Professionals-asks-why-people-are-still-jobless-despite-low-unemployment-environment-46170
5. https://www.bountyjobs.com/resources/talent-acquisition-evolved/
6. https://markets.businessinsider.com/news/stocks/new-cielo-study-finds-companies-dramatically-shifting-strategies-to-compete-for-talent-while-business-functions-struggle-to-agree-on-priorities-1027593592
7. https://www.bountyjobs.com/resources/supercharge-ta-strategy/
8. https://www2.staffingindustry.com/site/Editorial/Daily-News/Tech-leaders-use-variety-of-tactics-to-recruit-talent-security-roles-take-longest-to-fill-47468
9. https://www.bls.gov/news.release/empsit.nr0.htm
10. https://economicgraph.linkedin.com/resources#view-all
11. https://www.bountyjobs.com/resources/talent-acquisition-report/
12. https://www2.staffingindustry.com/site/Editorial/Daily-News/US-employers-report-strongest-hiring-outlook-in-12-years-ManpowerGroup-48372
13. https://www.brookings.edu/research/countering-the-geography-of-discontent-strategies-for-left-behind-places/
14. https://www.bls.gov/web/empsit/ceshighlights.pdf
15. https://www.forbes.com/sites/richardlevick/2018/12/05/five-steps-to-heal-the-healthcare-workforce-shortage-crisis/#64681834aec6
16. https://www2.staffingindustry.com/site/Editorial/Daily-News/Pace-of-IT-job-growth-picks-up-in-March-but-still-anemic-TechServe-Alliance-reports-45722
/ 27 /
REFERENCES17. https://www2.staffingindustry.com/site/Editorial/Daily-News/IT-departments-to-add-staff-next-year-cybersecurity-skills-most-in-demand-48019
18. https://www2.staffingindustry.com/site/Editorial/Daily-News/IT-hiring-to-increase-in-first-half-but-staffing-challenges-exist-Robert-Half-Technology-48401
19. https://www2.staffingindustry.com/site/Editorial/Daily-News/Employers-raise-salaries-to-recruit-but-reduce-bonuses-and-other-payouts-Aon-47534
20. https://www2.staffingindustry.com/site/Editorial/Daily-News/Slight-uptick-in-worker-pay-forecast-for-2019-Willis-Towers-Watson-47068
21. https://www.prnewswire.com/news-releases/us-wage-growth-stagnant-in-december-up-11-percent-year-over-year-300576162.html
22. https://www.federalreserve.gov/monetarypolicy/files/BeigeBook_20180117.pdf
23. https://www2.staffingindustry.com/site/Editorial/Daily-News/Healthcare-jobs-are-in-lead-but-tech-still-dominates-list-of-top-paying-jobs-Glassdoor-47085
24. http://blog.indeed.com/2018/01/25/salary-report/
25. http://rh-us.mediaroom.com/2018-02-05-Starting-Salary-Negotiable-or-Not
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27. https://www2.staffingindustry.com/site/Editorial/Daily-News/Engineering-majors-have-highest-projected-starting-salary-at-66-521-44742
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31. https://www.businesswire.com/news/home/20180502005330/en/Korn-Ferry-Study-Reveals-Global-Talent-Shortage%C2%A0Could
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