Blog

Employers Expand Benefits to Lure Talent

Employers Expand Benefits to Lure Talent:  Express Employment Professionals
Daily News, July 11, 2018
 
Businesses are expanding benefits as the competition for workers intensifies, according to an Express Employment Professionals survey of business leaders released today.
 
Respondents were asked, “What benefits, not including healthcare, does your company offer employees?”
 
Responses included the following: 
 
*Casual dress code:  16%
*Access to training/certification classes:  14%
*Flexible work schedule:  9.5%
*College tuition reimbursement:  8%
*Professional organization memberships:  8%
*Community service/volunteer opportunities:  7%
*Profit sharing/stock options:  7%
*Opportunities to work from home/remotely:  6%
*Cafeteria programs:  6%
*Company gym/membership discount at a local gym:  5.5%
*Generous/unlimited vacation time:  4%
*Opportunities to travel:  4%
*Child care:  0.5%
 
“It’s a job seeker’s economy, and that means employers have greater incentive to provide additional benefits, especially if they are already offering competitive wages,” Express CEO Bill Stoller said.  “Flexibility seems to be the priority for today’s employees, and benefits that help provide that flexibility — from days off and remote work to child care or continued learning — are likely to be well-received.”
 
The survey of business leaders was fielded in April and included 739 participants.

 

People Are Open to Considering a Job Change for a number of reasons; Benefits, Flexibility Among Them, according to Yoh Report April 2018

Only 15% of employed Americans said they would not leave their current job for any reason, indicating that a significant majority of people are open to a job change if the right offer came along, according to a survey released today by Yoh.  And when excluding a pay increase, employed Americans cited better benefits and a flexible work environment as the top reasons they would consider other job offers.
 
“As a specialized recruiting company, we see this first-hand every day,” Yoh President Emmett McGrath said.  “Those with top skills have choices, and these findings indicate that benefits and workplace flexibility offerings should be clear and compelling when speaking with a prospective candidate about a position.  It is absolutely critical that recruiters identify early in the process each job seeker’s desires when considering a new role, and pair them with opportunities that fit their specific career and lifestyle needs.”
 
Employed Americans may be more open to a job that’s further from home but offers remote work capabilities, the research found.  42% of the employed Americans surveyed said they would switch jobs for a flexible work environment, while only 24% would switch for a better commute. 
 
A few years ago, many companies began offering interesting perks like onsite gyms, daycare services, dry-cleaning, onsite baristas and more to keep employees engaged and content.  However, the survey found 73% of those surveyed would not leave their current job for a job that offers those types of perks, while 50% would leave for a job that offers better traditional benefits like retirement options, healthcare options, and vacation time.
 
Additional findings include:
 
*A larger proportion of employed women than men would consider leaving their current job for a flexible work environment, 44% vs. 39%, and a higher-level position may be more important for employed men as they are more likely to cite leaving for this reason than women at 40% vs. 30%.
 
*The least common reasons employed Americans said they would consider a job change were for a better commute, at 24%, and more perks such as onsite gyms, daycare, or dry cleaning, at 27%.
 
*Employed millennials ages 18 to 34 are more likely to report they would leave a current job for “a field of work I’m more interested in” than those aged 45-plus, at 43% vs. 24%.
 
*Of all age groups, those ages 35 to 44 had the highest proportion of employed Americans, 57%, indicate better benefits as a reason they would leave their current job for a new one.
 
The online survey of 816 employed US adults was conducted within the US by The Harris Poll on behalf of Braithwaite from March 27 to March 29, 2018.
 

 

Technical Worker Numbers Continue to Grow

Lately, we have been noticing a growing trend.  Contract job orders are increasing.  Technical hiring managers are telling us that they are having trouble meeting project deadlines and they are reaching out to us for qualified technical professionals to meet short-term needs.  Temporary employees have historically been hired to assist employers to meet business demands yet allow the employer to avoid the cost of hiring a permanent employee. Often, it is the expectation of the employer that if the temporary employee is successful, the temporary employee will be hired.

Recently, the number of IT workers grew at a pace faster than the national jobs rate, and better than many other sectors, including healthcare.  Temp, however, grew faster than all but two other sectors tracked by the Bureau of Labor Statistics.

Techserve-alliance-June-2014.jpg

TechServe Alliance, the national trade association of the IT and engineering staffing industry, reports IT employment grew 3.2% from June 2013 to June 2014, adding 144,200 workers. The Alliance says there were 4,664,800 IT jobs as of last month.

Engineering jobs also increased, the Tech Alliance said, but at a slower pace. From June to June, engineering jobs increased 1.8% to 2,506,300.

Nationally, the economy added 2.495 million jobs since June 2013, a growth rate of 1.83% on a seasonally adjusted basis. Private sector jobs increased 2.13%.

On a percentage basis, temp employment was among the fastest growing sectors tracked by the BLS. Ranking third, temp workers increased 216,000 to 2.87 million in June 2014, for an 8.4% increase.

The fastest growing sector — and at 209,200 workers, one of the smallest — was the “Other information services” category. Composed mostly of news syndicates, libraries, archives, exclusive Internet publishing and/or broadcasting, and web search portals, according to the BLS, the subsector grew 8.45% on a year-over-year basis.

Residential construction, which went from 610,000 jobs in June 2013 to 660,600 in June 2014 grew at a 8.3% rate.

Do your Managers prefer interviewing passive candidates over active candidates?

We are asked all the time about whether we source passive or active candidates and what tools and tactics we use in reaching those candidates.  A popular term for recruiters is Purple Squirrel when asked to describe the hardest candidate to find.  And BTW, I did see one in Indiana last fall!

When you find a very strong candidate who does not have his/her resume on a job board, you look good to your client.  After all, I'm told all the time, "We don't need you to find resumes that are on the job boards".  We can do that ourselves! 

Some hiring managers have decided that candidates found on the job boards are not good or they are damaged in some way.  When I hear that I think to myself, I hope that they don't find themselves a victim of a layoff or an outsourcing effort because their resume will be in a job board database whether they like it or not.  Somehow we have to fight the perception that active candidates aren't as strong as passive candidates.  It simply is not the case.

We recruit both active and passive candidates.  Why?

We strive to get the very best candidate interested in your opening.  Why miss anyone?  Whether the candidate is active or passive, they will talk freely with us and probably not as freely with you. Just because you have a great opportunity (a very pressing opening), the candidate has needs and wants also.  Candidates need to be ready and prepared to leave their current job. Starting out fresh and evaluating a job opportunity takes the average passive candidate a lot of time to process it all.  Candidates tell me all the time that they have built a reputation and a group of friends at one place and it’s very hard to cut ties and leave.  A new job is not just a career move, it’s also a new commute and a new office to sit in.  There are lots of things to think about; from a daily routine, to the relationships you’ve made to the summer picnics and parties.  It's scary to think about leaving and starting all over.

Active candidates want a new routine, a new group of friends and relationships, and a new challenge.   They desperately want a new challenge.  They are eager to hear about a company's job opening so that they can have the opportunity to earn a good paycheck and contribute to solving new problems.

We focus on recruiting both active and passive candidates and I urge you to also.  When you do reach out to passive candidates, find out what motivates them because that is what will attract them to your opportunity.  It's not the money or a shorter commute.  All candidates want the same thing.  They want to work with great people, to be challenged every day, and be seen as a person of value to the organization.

If you struggle with balancing recruiting both active and passive candidates, give us a call so we work with you to map a strategy to target both effectively.