Monthly Archives: January 2016

US Contractors Gear Up For Recruitment Drive

Construction Workers Looking at RoofThe research by Associated General Contractors of America (AGC) and Sage Construction & Real Estate found that optimism is particularly high in Kansas.

The survey, conducted as part of The Challenges Facing a Growing Industry: The 2016 Construction Industry Hiring and Business Outlook, indicates that contractors foresee a positive year despite tight labor conditions, regulatory burdens and IT security challenges.

“The construction industry will continue to recover in 2016 as many firms add to their headcount amid growing demand in a range of private and public sector markets,” said Stephen Sandherr, the association’s chief executive officer. “The industry also faces a number of challenges that have the potential to dampen, and possibly even undermine, the sector’s recovery.”

Association officials noted that 71% say they will increase their headcount in 2016. In most cases, however, that hiring will only lead to modest increases in the overall size of firms. 63% of firms report their planned hiring will increase total headcount between 1% and 25% while 8% report they will expand their headcount by more than 25% this year.

Among the 30 states with large enough survey sample sizes, 95% of firms in Kansas plan to expand their payrolls in 2016 – more than in any other state. In contrast, 25% of firms in Pennsylvania report they plan to reduce headcount this year.

Contractors expect a mix of private and public sector market segments will drive demand for construction in 2016. As measured by the net positive reading – the percentage of respondents who expect a market segment to expand versus the percentage who expect it to contract – respondents are most optimistic about the outlook for retail, warehouse and lodging (21% net positive).

Respondents were also positive about the outlook for hospital (19% net positive), private office (19%), multifamily residential (14%) and higher education (13%) construction. And they are optimistic about the prospects school (12%) and public building (12%) construction, particularly in contrast to last year when contractors were generally pessimistic about all public construction market segments.

Contractors are less optimistic about other segments, including manufacturing, other transportation power and direct federal construction market segments. However, association officials noted that the survey was completed prior to enactment of federal legislation to increase funding for highways, transit and direct federal agency spending, and to extend the expiry date for wind, solar and other tax provisions helpful to construction.

Construction firms continue to cope with shortages of available workers, reporting that they are having a hard time finding either salaried or craft professionals. And 69% of respondents predict that labor conditions will remain tight, or get worse, during the next 12 months. Firms are responding to worker shortages by increasing pay and/or benefits. 49% of respondents report they have increased base pay rates, 30% report they are providing incentives and/or bonuses and 23% report they have increased their contributions to employee benefits to retain or recruit workers. And nearly half of firms report they plan to increase their investments in training and development compared to 2015.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

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How the Improving Economy Is Making Hiring Harder

Portrait of a very happy young man in a rain of moneyFor workers, a growing economy means better jobs and the ability to choose between quality jobs to find that next career move. For companies, a growing economy means more revenue and more opportunities to grow. But a growing economy also means that there are less qualified workers looking for jobs, and the lack of quality employees due to the constantly improving economy is proving to be a huge challenge for companies around the country.

Many Companies Are Feeling The Recruiting Crunch

Yahoo! Finance published the findings of a report done in October 2015 that indicated that 48% of companies in the United States are finding it extremely difficult to fill positions with quality employees. That number is up from 45% in September 2015, and it is a number that continues to rise. The simple truth is that, as the economy continues to improve, recruiting is becoming more and more of a problem for American companies.

Who Is Feeling It The Most?

The tremendous growth in the service sector means that service companies are finding it the most difficult to attract new employees. Larger companies seem to have an advantage in attracting quality employees over small businesses because larger companies can offer higher wages, and larger companies can offer more competitive health benefits.

Investing In The Brand

According to a report done by LinkedIn, companies are combating the recruiting issue by investing more money in making their company brand more attractive. Many companies indicate that finding quality employees is more important than sales, which means that taking a sales approach is probably not a bad idea. By investing in the company brand image, it can be possible to attract more quality employees and increase the company’s chances of finding better recruits.

What Does This Mean For Employees?

The end result of an improving economy to companies means that companies make more money. But the concern in the past has been that an improving economy does not always mean that there will be higher wages for employees. This lack of quality employees is the worst that the job market has seen in nearly a decade. Most economists feel that the need for higher quality employees will cause companies to raise wages to attract those employees for future growth. The hope is that the increase in wages will start to appear soon and help the economy to grow even further.

A growing economy is great for companies and workers, but it becomes a burden to companies when the workers become difficult to find. It is during these economic times, when the employment is so low, that new methods of recruiting differentiate in talent acquisition.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

Why Recruiting Has Become Marketing

Why Recruiting Has Become MarketingOver the years, recruiting has become marketing: it is not just about finding the right fit for your position anymore. Recruitment is about encouraging job seekers to apply for your company in the first place, but also about providing a positive candidate experience and retaining top talent. It is about conveying an authentic message out there to the public so that unsuccessful candidates do not feel rejected, and former employees still feel very strongly about their past employers.

Recruiting has become marketing because recruiters need to convince and sell, just like marketing folks do. Except recruiters do not sell what the company is producing, they sell the company itself: its corporate culture, values and mission, its workplace, its roles and advancement opportunities.

More than ever, human resources departments have to worry about employer branding and candidate experience. Companies do not only need to take care of their clients, they need to take care of their past and current employees as well as their past, current and future candidates. In other words, they need to take care of the public at large – or at least their target audience, whether for selling or hiring.

It is necessary to treat your current and future employees the way you would treat your clients. In fact, candidates and employees are like internal clients: they may not be interested in the products and services your company sells out to the world, but they still remain potential clients and active brand ambassadors, whether in a positive or negative way. As explained in the video below, today’s job seekers are in the driver seat. As a result, companies take employer branding and candidate experience more seriously. What most of them do not yet realize is that they need to start considering recruitment like an internal customer service.

Today candidates are more selective about the organizations they are willing to work for so that recruiters do not have sole power in the final decision when it comes to hiring. This makes the relationship between both parties more equal. If it is slightly unbalanced on the candidate side now, it is because the market tends to be candidate-driven rather than employer-driven. Since employers are no longer in a position of strength, companies have to consider candidates like clients.

But it takes quite the marketing skills to build up a strong and effective employer brand and offer simple and attractive application tools to the job seekers out there eager for an engaging but quick and easy candidate experience.

Because companies can offer relevant products and services to their clients based on data, recruiters should be able to do the same with candidates on employment websites and mobile apps. Just like marketing departments make plans and take actions to drive the client’s attention to their products or services, human resources should come up with targeted and engaging content and job offers.

A typical marketing strategy can be based on mobile, personalization and predictive advertising. A recruitment strategy is more similar to a digital marketing strategy today: it is about building awareness, engaging, nurturing and hiring. While the technology necessary is made available to us, it is more about our habits, behaviors and willingness to change our approach to recruitment.

Some companies will not have the time and money to invest on such major shifts, while others will. But it may be as simple as encouraging teamwork and collaboration between marketing and HR departments. It does not have to feel overwhelming: most companies with HR already have marketing departments. They just need to start working hand in hand more often.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…