IntegraBlog

Hiring Trends for 2008

by: Michelle Fish | CEO
Although job creation levels dipped a bit in 2007, it was overall a steady year for the job market.  What should we expect in 2008?  CareerBuilder.Com recently released the results of their annual Job Forecast Survey which reports that steady job creation in the Professional and Business Services as well as Information Technology is expected to continue into the New Year.   

The report also lists the 8 major hiring trends for 2008.  I've summarized the trends below, or you may download the entire report here.

1. Bigger Paychecks

About 64% of employers plan to give raises of 3 percent or more to their existing staff, while more than half expect to raise their starting salary offers for new hires.

2.  Flexible Work Arrangements

60% of employers report that they currently offer flexible work arrangements, such as alternate schedules, compressed work weeks, and telecommuting.  Another 39% expect to offer these perks in 2008.

3.  Screening Candidates via the Internet

Nearly one-half of employers use search engines and social networking sites to research candidates.

4.  Rehiring Retirees

About 21 percent of employers plan to rehire retirees from another company in 2008, with another 14% expecting to offer incentives to employees approaching retirement to stay on board longer.

5. Diversity Recruitment

85% of employers report that they will be placing the same or greater emphasis on recruiting bilingual candidates in 2008, with Spanish being the most important bilingual language.

6. Freelance or Contract Hiring

31% of employers anticipate working with freelance or contractors in 2008 to help support business initiatives.

7.  More Comprehensive Healthcare Benefits and Special Perks

One-in-five employers expect to offer more comprehensive or better health benefits to employees in the New Year.  One-in-ten plan to offer special perks such as company car, stock options, free childcare, and educational reimbursement.

8.  Career Advancement

In response to more than 50% of workers stating that upward mobility is more important than salary, one-in-four employers are likely to provide more promotions and career advancement opportunities in 2008.

More on "Fit"

by: Renee Boatwright | VP of Recruiting
I want to take the opportunity to respond a great comment a reader brought up in my previous post titled "Benefits of Hiring Employees that Fit." The concern was...."If a company bases their hiring decisions mostly on 'fit,' would this open up the company to possible discrimination lawsuits due to its subjective nature?"

I think this is a great point and one that I’m sure other readers would question as well. When speaking in terms of CORPORATE culture I disagree with the statement that “most people fit with other people in similar socio-economic and racial backgrounds”. When I refer to “fit,” I am speaking mostly of work ethics and factors such as office communication, work schedule, office layout, dress code, meeting frequency, screen savers, voice mails, emails, etc. Corporate culture would never be derived from sex, race, age or ethnicity. Similar work ethics and other common culture fit determinants can be found in organizations from China to US, Ireland to Chile, and from your minimum wage line-level positions to your six + figure C-level positions.

I do agree that discrimination can be an issue in determining culture fit if the process is not standardized and implemented in the same fashion for the company as a whole; not by department or division only. To control the culture fit process, organizations should compile and publish a standard list of interview questions to ensure that all candidates are given the opportunity to express their individual culture and ensure that discrimination is not an issue. The questions can be as simple as “Do you like to dress professionally or casually while at work?” or “Are you in favor of morning huddles?” Culture is so important that it would be a detriment not to ask the questions in fear that discrimination could be an issue.

Benefits of a Recruiting Open House

by: Mia Andrews | Recruiter
Holding an open house can be a great way to reach a substantial pool of potential candidates in a short period of time.  Open houses allow you to meet a lot of candidates face-to-face in a more relaxed environment rather than in a traditional interview setting.  This method of recruiting is also very effective in filling high volume orders in a short amount of time, allowing recruiters to focus on other aspects of their busy days.

To maximize the quality of potential applicants, be as specific as possible with the language used in newspaper or online advertisements.  If an ad is very explicit in describing the skill set and requirements for the position, it nearly guarantees a better turn out of qualified applicants.  You don’t want an applicant to come to an open house and be surprised at the specific requirements of the position; this only wastes your time and theirs.

Open houses also help standardize the information given to a large number of applicants, everyone will get the same information in the same way.  To ensure delivery of accurate information, make sure that the recruiters who are running the open house are on the same page regarding the requirements and hiring process.

Open houses are being utilized more and more as a recruiting technique for all types of industries and can be a great success if time and effort are put into communicating what is expected of both applicants and recruiters!   

Attract Generation Y through Non-Traditional Company Benefits

by: Joanna Gammon | Client Relationship Manager
More than 70 million Americans were born between 1977-2002 (or a narrower definition of 1978-1989), and known as Generation Y.  This Generation is not as interested in a company’s “typical” benefits package, but is more attracted by the company’s non-traditional benefits.  If you’re wondering what it takes to attract this group, focus on non-traditional benefits such as:.

Retirement Plans
Earlier generations faced financial insecurity by experiencing layoffs, the dot-com bust, and the Enron scandal. Today's newest entrants into the workforce, Gen Yers, are generally more precautious when it comes to money and savings and are enticed by 401(k) retirement plans.

A survey by Purchase, N.Y.- based Diversified Investment Advisors says that “37% of Gen Yers expect to start saving for retirement before they reach 25, with 46% of those working now indicating they already do. And 49% say retirement benefits are a very important factor in their job choices. Among those eligible, 70% of the Gen Y respondents contribute to their 401(k) plan.”

I knew what a Roth IRA was before graduating college and had an account set up within 6 months of being employed at Integra Staffing.     

Work-life balance
The baby boomers tended to put a high priority on their career, while today's youngest workers want their jobs to accommodate their family and personal lives.  We want flexibility, telecommuting options, shorter work days or 4 day weeks, and the option to work part time or leave temporarily when children come into the picture.  We want our employers to support our outside activities even if that means cutting out of the office a little early from time-to-time.  Extended lunches, the opportunity to volunteer throughout the day, tuition reimbursement for continuing education, more paid time off, etc. are other desires.  An interesting idea my company offers - After 5 years of employment, you are eligible to take a Sabbatical – 1 month of paid time off (not including our 2 weeks paid vacation).  Side note: Integra was voted the #1 Best Place to Work in Charlotte in the small business category!  All companies nominated implemented the above.          

Business Casual Dress Code
In the workplace, conflict can arise over a variety of issues, but one in particular is dress code.  Baby Boomers are accustomed to the suite and tie look as Generation Y is more comfortable in flip-flops, tattoos and capri pants.  Appropriate office attire can become outdated and needs to be reevaluated every so often.   
Instant feedback
As mentioned in a previous post, Gen Y employees look for constant feedback as they have had this type of recognition from parents, teachers, and coaches their whole life.  They will resent it or accept it, and make all appropriate changes.  No matter what, day-to-day interaction is needed (not 1 year review) or they may feel lost if communication is not regular.