U.S. Job Forecast 2017 – Hiring by Numbers

By Published September 27, 2017
U.S Job Forecast 2017

The survey conducted online by Harris Poll on behalf of CareerBuilder between November 16th and December 6th, 2016. The results of the U.S. Job Forecast 2017 survey indicates that employers place emphasis on candidate’s soft skills, offer better wages and reach out to qualified candidates via texts to invite them for an interview. It counted in a representative sample of 2392 human resource professionals, hiring managers across company sizes and industries.

U.S Job Forecast 2017

Here are three key takeaways of U.S. Job Forecast 2017

1. Temporary Hiring Continuous to be Strong. Forty-nine percent of employers expect to hire contract or temporary employees over the next three months (Q2). Many organizations are continuing to rely on contract or temp workers, enabling a more flexible workforce.

2. The boost in full-time permanent hiring. Forty-six percent of employers agreed that they increased their full-time permanent employees in Q1 – the growth is 9 percent up as compared to same period in 2016.

3. Best Hiring outlook. Forty-five percent of U.S companies plan to hire permanent, full-time employees in the second quarter. It is great news for job seekers who are seeking full-time employment.

Advice for Employers – How to hire best contract workers

“Contract Workforce is re-writing the rules of talent.”

It is evident from the U.S job forecast 2017 that there is a significant rise in demand for temporary or contract employees. However, the catch here is many organizations are without a definite path to – discover, source, attract and hire the talent for temp roles. It is challenging for organizations to find top-notch people who are open to new opportunities and also looking for a contractual position.

Recently, industry speculators like HBR analyzed contractual or temp employment industry and suggested a few tips that can help hiring managers and recruiters understand the contractor’s mindset. Also, assist in developing strategies to assimilate them into their existing workforce.

  • Go beyond conventional hiring hot spots.

In the era of disruptive technology and social media – if you intend to stick to traditional sourcing methods then it might be the under-utilization of your resources and time. Today, the digital-savvy candidate spends most of their time online, and platforms like Facebook, LinkedIn, and Snapchat or Instagram are excellent sources where recruiters can find their contract employees. It is imperative to take a step towards social recruiting and leverage the social media to recruit the best and brightest.

  • Be open to industry transfers.

HBA analysis also indicates that “seventy percent of contractors or temp employees who switched jobs in past year moved to an entirely different industry.”

So, if your search area is confined to your industry only then it is time to look outside. Moreover, as far as experience level is concern – the contract workforce is available from junior or mid-level work experience who are willing to take on contract positions to gain both marketable skills and career flexibility.

  • Competitive Compensation.

According to the survey, salary or pay cheque is number one priority for contract employees. This is a bit challenging for organizations in designing the compensation package of contractors. In some industries, temp workers earn 10 to 20 percent more than regular employees – to entice the competitive talent and to make up for the nonexistence of benefits.

Designing a competitive compensation for contractors always starts with excellent negotiation skills where both the parties receive a satisfactory outcome.

Organizations need the flexibility to evolve with the dynamic nature of modern work world. To find the top-notch contractual talent help, you stay competitive. Moreover, to find such talent, you need to look beyond your horizon – explore big markets, different industries and leverage the recruiting technology. Onboarding, the temp employees, can help drive your business and offer flexibility to steer shifting market dynamics.

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Source – CareerBuilder. com & HBR.org

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