CareerBuilder job forecast says slower hiring ahead

CHICAGO, Dec. 30 /PRNewswire/ — CareerBuilder.com, the nation’s largest online job site with more than 23 million unique visitors and over 1.5 million jobs, released the results of its latest survey, conducted by Harris Interactive(R), tracking projected hiring trends for 2009. The survey, titled “2009 Job Forecast,” was conducted from November 12 through December 1, 2008 among 3,259 hiring managers and human resource professionals in private sector companies.

“The job market of 2008 suffered as the U.S. economy weakened and entered into a recession,” said Matt Ferguson, CEO of CareerBuilder.com. “Looking ahead, recruitment levels are expected to be lower in the new year, but employers are not out of the mix completely; instead they’re taking ‘a wait and see’ approach to hiring. Fourteen percent of employers, surveyed by CareerBuilder.com, state they plan to increase full-time, permanent employees and 16 percent plan to decrease in 2009. The remainder of employers say they are unsure or don’t plan to make any changes to their headcount in the new year.”

Full-time

Fourteen percent of employers plan to increase their number of full-time, permanent employees in 2009, compared to 32 percent who anticipated increasing headcount in 2008. Sixteen percent plan to decrease staff levels in 2009 while 56 percent expect no change. Thirteen percent are unsure.

Part-time

Eight percent of employers plan to increase their number of part-time employees in 2009, down from 21 percent who expected to do so in 2008. Fourteen percent plan to decrease headcount in 2009, 62 percent expect no change and 15 percent are unsure.


Hiring By Region


Staff expansions are expected to be strongest in the South and West in 2009. Eighteen percent of employers in the South and 14 percent of employers in the West plan to add full-time, permanent employees compared to 13 percent in the Midwest and 11 percent in the Northeast. Employers in the Northeast are projecting one of the largest amounts of staff decreases at 19 percent, followed by 17 percent in the Midwest, 16 percent in the West and 14 percent in the South.


Hiring By Industry


Comparing select industries, job creation in Professional and Business Services and Information Technology is expected to carry into the new year. Twenty-eight percent of IT and 23 percent of Professional and Business Services employers plan to add full-time, permanent employees in 2009, followed by 20 percent of employers in Transportation and Utilities, 16 percent in Sales, 14 percent in Healthcare and 13 percent in Financial Services. Retail employers are also planning to expand staffs at 7 percent followed by 5 percent of Hospitality employers.

SEVEN MAJOR HIRING TRENDS FOR 2009

#1 Increased Salaries

Even as companies explore ways to cut costs, employers still plan to increase salaries in the coming year.

-- Sixty-six percent of employers report their companies will increase
       salaries for existing employees in 2009, down from 80 percent in 2008.
       Forty-six percent expect to raise salaries by 3 percent or more while
       10 percent anticipate increases of 5 percent or more.
-- One third of employers expect to increase salaries on initial offers to        new employees, down from 65 percent in 2008.  One-in-five (21 percent)        employers will raise salaries by 3 percent or more while 7 percent        anticipate increases of 5 percent or more. 

#2 Flexible Work Arrangements

Close to one third (31 percent) of employers say they plan to provide more flexible work arrangements in 2009. These arrangements include:

-- Alternate schedules -- come in early and leave early or come in later        and leave later -- 70 percent
-- Telecommuting options -- 48 percent
-- Compressed workweeks -- work the same hours, but in fewer days -- 40 percent
-- Summer hours -- 19 percent
-- Job sharing -- 13 percent
-- Sabbaticals -- 7 percent

#3 Green Jobs

Employers plan to become more environmentally aware in the new year. Thirteen percent of employers say they plan to add “green jobs” in 2009, compared to one-in-ten who say they added them in 2008. “Green Jobs” are positions that implement environmentally conscious design, policy, and technology to improve conservation and sustainability.

#4 Recruitment Tools

As recruitment budgets tighten, more employers are leveraging the Internet as a vehicle for finding potential employees. While nearly one quarter (23 percent) of employers say their overall hiring budgets will decrease for 2009, however, they plan to increase their recruitment spend on the following:

-- Online recruitment sites
-- 19 percent
-- Newspaper classifieds
-- 15 percent
-- Career fairs
-- 12 percent
-- Staffing firms and recruiters
-- 12 percent
-- Social networking sites
-- 7 percent

#5 Retaining Retirees

A quarter of employers surveyed report concern over the loss of intellectual capital at their organizations as a large number of baby boomers approach retirement age.

– Nearly one-in-five employers (17 percent) say they are likely to rehire retirees from other companies in 2009. Another 12 percent are likely to provide incentives for workers at or approaching retirement age to stay on with the company longer.

#6 Diversity Recruitment

When asked if there is a particular segment of diverse workers they plan to target more aggressively in 2009, employers pointed to Hispanic workers, women, African-American workers and mature workers.

– Nearly nine-in-ten (88 percent) employers report they will be placing the same or greater amount of emphasis on recruiting bilingual candidates in 2009.

#7 Freelance or Contract Hiring

As the nation waits for the economy to bounce back, employers are turning to freelance or contract workers to help support their businesses.

– Twenty-eight percent of employers anticipate hiring freelancers or contractors in 2009.

HIRING AND COMPENSATION IN Q1

Hiring

Seventeen percent of employers say they increased their headcount in the last three months. Twenty-two percent reduced headcount while 60 percent reported no change. One percent were undecided.

In the first quarter of 2009, 16 percent of employers say they plan to add employees. Sixteen percent will decrease headcount while 62 percent anticipate no change and 6 percent are undecided.

hungry? get jobbite

Here’s a new community for swapping job stories.

JobBite is a new place for professionals to share their experiences with others regarding their current and past employers. I’m sure all of us have worked with organizations that turned out to be very different than what we expected.

Job seekers often see only a one-sided message provided by their potential employer. JobBite can help provide a more balanced perspective by making available inside company information on things such as salary and company culture.

Glassdoor reveals naughty/nice ceo’s

We received an email from Glassdoor.com the company review site. Thought you might find this interesting.

‘Twas the week before Christmas and Glassdoor knows which CEOs have been naughty and which have been nice, at least according to their employees.  We’ve made a  list and checked it twice.  So, here’s who can expect a lump of coal in their stockings this year.

The naughty list is synonymous with Glassdoor’s “Watch List” – a term we coined for the CEOs with the highest disapproval ratings (with at least 50 reviews) and are at risk of being ousted. Other CEOs who’ve made the list, include recent additions like CSAA Inter-Insurance Bureau’s James R. Pouliot (62% disapprove), Amgen’s Kevin Sharer(54% disapprove), Sun Microsystems‘ Jonathan Schwartz (50% disapprove) and eBay’s John Donahoe (49% disapprove). RainBird CEO Anthony LaFetra is a “Watch List” veteran who remains a close second, followed by AOL CEO Randy Falco who is the third least popular.

Naughty CEOs
CompanyCompany RatingCEOCEO Approval
Rating (%)
CEO Disapproval Rating (%)
Office Depot2.2Steve Odland480
Rain Bird2.1Anthony LaFetra975
AOL2.7Randy Falco1368
Motorola2.6Greg Brown1066
EDS2.6Ron Rittenmeyer1265
CSAA Inter-Insurance Bureau2.2James R. Pouliot1262
Amgen3.2Kevin W. Sharer1554
Affiliated Computer Services2.4Lynn R. Blodgett1053
Sun Microsystems3.2Jonathan I. Schwartz2650
eBay2.8John J. Donahoe2049

In looking back on our Watch List members this year, a few received their own pink slips.

Genentech’s Art Levinson comes in as the #1 rated CEO (with at least 50 employees) with a 92% approval rating while and Office Depot‘s Steve Odland is the  least popular CEO with the highest disapproval rating of 80%.

NICE: Coming in at second place after Art Levinson is Apple’s Steve Jobs with a 90% approval rating. And despite a volatile year, four out of five Goldman Sachs’ employees approve of the job Lloyd Blankfein is doing.

Here are just a few of the reasons Art Levinson gets ranked so highly in Glassdoor.comreviews:

“Great products that make a difference in people’s lives, smart, interesting, fun people, company clearly values its employees and takes good care of them, very science and patient-driven, great perks and lovely campus.”


“A lot of employee centric benefits, along with the chance of working for a company that is very cutting edge. The company has a lot of potential for the future, and this is a great place to gain experience and to be able to include as part of my professional resume. This is a very friendly environment where employees are encouraged to network as well as take time off to be able to decompress. Every 6 years, a six week sabbatical is included to coincide with the 5 weeks of vacations that can be accrued for a total of 11 weeks off (that’s nearly 3 months off in 1 year.”

“A strong emphasis on communications and collaboration. A company wide decision-making structure that intrinsically forces authority downward to the lowest possible level providing many opportunities to exercise and test one’s judgment.”

Nice CEOs
CompanyCompany RatingCEOCEO Approval
Rating (%)
Genentech3.8Art Levinson93
Apple3.8Steve Jobs90
Goldman Sachs3.8Lloyd C. Blankfein88
Google4.0Eric E. Schmidt88
Procter & Gamble4.0A.G. Lafley88
McKinsey & Company4.0Ian Davis86
American Express3.6Ken Chenault80
NVIDIA3.4Jen-Hsun Huang80
Adobe4.2Shantanu Narayen79
NetApp3.9Dan Warmenhoven78

NAUGHTY: A Department Manager at Office Depot in Dallas, Texas writes “Fire Odland and kill ridiculous programs like ones listed above. Please, Please, Please give this company back to its workers. The corporate office in Delray Beach, FL is asleep at the wheel and frankly incompetent. Maybe If some of them would listen to or maybe even spend a few hours in a store they would understand their own business a little better. This company will fail If you do not get back to basics! Cheap no hassle prices and fast checkout! NO MORE PROGRAMS PLEASE!”

New career breaks, Holiday greetings from JobRadio.fm

We’re taking a bit of a break here at the station. There will be no new shows added until Jan 5th but we have added some new “career breaks” throughout the stream which talk about tips for keeping your job in a tough economy.

Also in the stream (in several places) is a new “LinkedIn for Job huntings tips” for your ears.

As we wrap up 2008, JobRadio.fm would like to wish you a very merry Christmas and a safe new years. In just a few short months since we launched, over 6,000 people have tuned in to our stream. And 2009 should prove to be a breakout year for our little station.

Thank you to everyone who has tuned in!

We’ll see you in 2009.

Over 55? U.S. dept of labor wants to help

Here’s some good news for older workers. The U.S. Department of Labor today announced a $10 million competition to connect workers 55 years and older to career opportunities in local industries.

“This $10 million competition will result in opportunities for older Americans who want to receive skills training and extend their participation in the workforce,” said Secretary of Labor Elaine L. Chao.

This solicitation for grant applications under the President’s High Growth Job Training Initiative, is open to local workforce investment boards as well as other entities that have the support of the local workforce investment board or that demonstrate how their activities will connect to regional talent and economic development strategies. Awards are expected to range from $750,000 to $1 million.

Currently, 12.4 percent of the U.S. population – or one in every eight persons – is over the age of 65. More than 25 percent of the working population will reach retirement age by 2010.

In the global economy, a region’s ability to develop, attract and retain a well educated and skilled workforce is a key factor in maintaining our nation’s competitiveness. Successful regions connect workforce skills and lifelong learning to regional economic and talent development strategies. Successful proposals will recognize that older workers can contribute to economic growth and their respective regions’ key industries.

Today’s announcement appears in the Federal Register and can be found online at https://www.doleta.gov/grants/find_grants.cfm or www.grants.gov. The deadline for applications is 4 p.m. EST on Thursday, Feb. 12, 2009. A Virtual Prospective Applicant Conference will be held at a time and date to be announced at the www.workforce3one.org Web site.

$100k job seekers can save time with RiseSmart Concierge Service

If you are a 100k executive in the job hunt check out this service to outsource your search.

RiseSmart is a job site that offers a unique Concierge Service for job seekers who are looking for positions in the 100k+ salary range. Once a job seeker signs up with RiseSmart, they enter their job preferences in their “RiseSmart Search Profile”. Then a RiseSmart Concierge will review the profile and begin a search of job openings in the area specified. By using the time-saving RiseSmart web site, people who are looking for that perfect high-level job can do so without having to do all the work themselves.

The cost for job seekers is $43.95 a month.

The Concierge Service is where RiseSmart differs from other job search sites. Once you have completed your profile, it is sent to a Concierge, a real person, who will review it and get an understanding of what type of position you are looking for. With that background knowledge, the Concierge will sort through the hundreds of job opportunities to find the ones that match what your background. The list of job openings that the Concierge selects will be sent to you for your review; new lists will be sent weekly. The ones you like, you can apply for, the ones you do not, you can take off the list.

Mike Ramer gives 7 job search strategies

“If you’re worried about your job or looking for a new one, you’re not alone,” says Mike Ramer, America’s Career Coach and president of Ramer Search Consultants. “The challenge for professionals today is finding a job to advance their career.”

After 20 years in executive search, Ramer developed and launched a job search consulting service for the career-minded. His “Seven Strategies” include:

1) Assess your situation. If you’re employed, what’s the chance you’ll lose your job? Talk to your manager, be upfront and express your concern. If there’s a high probability you could lose your job, start planning now.

2) Evaluate your strengths. Write down what you do best. List your top skills and abilities. Think about ways you can add value for a future employer. Get feedback by asking a trusted friend or co-worker.

3) Discover your passions. In your current job, what do you enjoy most? When you’re not working, how do you spend your time? What are your hobbies? What topics engage you in conversation? Again, write it down.

4) Craft your resume. Customize it with your unique background, skills and experiences. Quantify your accomplishments. Your resume is a reflection of you, so make it stand out. Be professional, yet personal.

5) Research the possibilities. Use the web and talk to others. Your ideal job is the intersection of what you do best (skills/abilities) and what you want to do (passions). This should fit your parameters (location, compensation, lifestyle, etc.)

6) Get the word out. Now go after the job you want. Build a contact list to include names, titles, websites, phone numbers and emails. When making contacts and networking, be memorable and aim to arrange meetings.

7) Stick to the plan. Stay focused and upbeat. Create activity everyday. Depending on your industry and experience, a job search could take three to twelve months. It’s always smart to have a contingency plan.

For help with your job search, consult with a career coach or job search professional. In today’s times, keep positive and remember this: “If you find a job you love, you’ll never work a day in your life.”


Career tip of the day

Here’s a good tip we overheard on JobRadio.fm

Volunteer to run your professional association’s job board. Get involved with the local chapter of a professional association you’d like to join. Not only is it good for networking but most associations have a web site and/or job section. If you volunteer to run it, you’ll get first shot at those jobs!

To find professional associations check out Jobtarget.com or this Yahoo directory link.