Final Summer 2012 Survey Report

1

Winter 2012 Survey Report

Talent Acquisition Practices in Greater Cincinnati

Staffing & Recruiting Committee

C

About this Survey

Page

About this Survey 1

First Quarter 2012 HiringPractices 2

Qualifications Sought inCandidates 4

Employee Turnover 6

Recruiting Practices 7

Some Positions Difficultto Fill 7

Compensation 9

Social Media and CandidateSourcing Method 10

Demographics 11

Industry Groups 11

Location, Location, Location 12

Employees in Organizationsor Companies 12

Outlook for Second Quarter2012 13


C

About this Survey

Page

About this Survey 1

Third Quarter 2012 HiringPractices 2

Within Position Levels 3

Contract/TemporaryEmployees 4

Candidate Qualifications 5

Fourth Quarter 2012 Outlook 7

ACA 7

Recruiting Practices 8

Difficult Positions 8

Attracting Candidates 9

Compensation 10

Candidate Sourcing 11

Social Media 12

Demographics 13

Industry Groups 13

Location, Location, Location 14

Employees in Organizationsor Companies 14

Table of Contents The Staffing & RecruitingCommittee of the GreaterCincinnati Human ResourcesAssociation (GCHRA) surveysarea hiring managers twiceeach year in order to trackstaffing practices among areacompanies and organizations.

The Summer 2012 Survey wasconducted between late Julyand mid-August 2012.

A total of 148 hiring managersresponded to the online survey,representing 126 companies ororganizations in GreaterCincinnati. The return ratefor the respondents was 5.5percent.

This rate is not strong enoughto say definitively that the datais representative of the talentacquisition community.The survey data, how-ever, may be taken asguidance to the state oftalent acquisition inGreater Cincinnati at thetime the survey was conductedin July and August 2012.

A comparison of the datareturned on the Simmer 2012

Summer 2012 Survey Report

Talent Acquisition Practices in Greater Cincinnati


Survey to the same questionsasked in the Winter 2012survey showed consistency inthe data between the twosurveys.

Respondents completed a totalof 40 questions designed tomeasure practices in fourareas:

Hiring practices in thethird quarter (July,August and September)of 2012

The outlook for hiringpractices in the fourthquarter (October,November andDecember) of 2012

Recruiting practices

Demographics of surveyparticipants and theircompanies ororganizations

About this Survey

2

reported their organization/company was hiring during thefirst quarter 2012.

Only 12 percent of surveyrespondents indicated theywere not hiring during thirdquarter 2012, down from the15.5 percent who reported thisduring the first quarter 2012.For those organizations/companies, 61.5 percent of re-spondents indicated theirorganization was in a holdingpattern – neither hiring nor

reducing the number ofemployees.

Another 23.1 percent ofrespondents indicated that ahiring freeze was in effect attheir organization/company.Only 15.4 percent ofrespondents indicated theircompany/organization wasdownsizing or rightsizing.

The types of hiring conductedby organizations/companiesfrom the Summer 2012 surveyare reported in Table A.

Third Quarter 2012 Hiring Practices

Hiring among GreaterCincinnati companiesduring the third quarterappeared to be up comparedto hiring in the first quarter2012.

Among the 107 survey respondentswho answered the question,“Thinking about your organi-zation/company as a whole,are you hiring between Julyand September 2012?” 87.9percent indicated their organiza-tion/company was hiring duringthe third quarter 2012. Thiscompares to 84.4 percent who

Table A

Types of Hiring Conducted by Organizations/Companies

Hiring Practice

ThirdQuarter

2012(percentage

ofrespondents)

FirstQuarter

2012(percentage

ofrespodents)

Hiring both to fill vacancies in existing positions and hiring fornew positions 68.2 61.6

Only hiring to fill vacancies in existing positions 29.5 28.3

Adding employees -- Only hiring for new positions 2.3 10.1

Third Quarter 2012 Hiring Practices Survey Respondents Report Hiring Within Position LevelsSurvey Respondents Report Hiring Within Position Levels

Non-exempt hourly – Non-technical – 60.9%

Exempt – Technical – 55.2%

Supervisor/Manager – 44.8%

Non-exempt hourly – Technical – 42.5%

Exempt – Non-technical – 41.4%

Non exempt salaried – Non-Technical –25.3%

Director Level – 24.1%

Non-exempt salaried – Technical – 18.4%

Executive Level – 9.2%

61 percent of respondents re-ported hiring at that level. Atthe same time, positions on theExecutive level were the leastfilled positions, with just ninepercent of respondents

For those companies/organizations where surveyrespondents reported hiring,positions in the Non-exempthourly-Non-technical level werethe most filled positions. Nearly

reporting hiring at that level.Respondents reported thefollowing hiring within levels attheir companies/organizations(Figure 1):

Survey Respondents Report Hiring Within Position Levels

Figure 1

Hiring Within Position Levels During Third Quarter 2012

(Total percentage of all levels is more than 100% becauserespondents could report hiring in more than one position.)










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reported their organization/company was hiring during thefirst quarter 2012.

Only 12 percent of surveyrespondents indicated theywere not hiring during thirdquarter 2012, down from the15.5 percent who reported thisduring the first quarter 2012.For those organizations/companies, 61.5 percent of re-spondents indicated theirorganization was in a holdingpattern – neither hiring nor

reducing the number ofemployees.

Another 23.1 percent ofrespondents indicated that ahiring freeze was in effect attheir organization/company.Only 15.4 percent ofrespondents indicated theircompany/organization wasdownsizing or rightsizing.

The types of hiring conductedby organizations/companiesfrom the Summer 2012 surveyare reported in Table A.

Third Quarter 2012 Hiring Practices

Hiring among GreaterCincinnati companiesduring the third quarterappeared to be up comparedto hiring in the first quarter2012.

Among the 107 survey respondentswho answered the question,“Thinking about your organi-zation/company as a whole,are you hiring between Julyand September 2012?” 87.9percent indicated their organiza-tion/company was hiring duringthe third quarter 2012. Thiscompares to 84.4 percent who

Table A

Types of Hiring Conducted by Organizations/Companies

Hiring Practice

ThirdQuarter

2012(percentage

ofrespondents)

FirstQuarter

2012(percentage

ofrespodents)

Hiring both to fill vacancies in existing positions and hiring fornew positions 68.2 61.6

Only hiring to fill vacancies in existing positions 29.5 28.3

Adding employees -- Only hiring for new positions 2.3 10.1

Third Quarter 2012 Hiring Practices Survey Respondents Report Hiring Within Position LevelsSurvey Respondents Report Hiring Within Position Levels










61 percent of respondents re-ported hiring at that level. Atthe same time, positions on theExecutive level were the leastfilled positions, with just ninepercent of respondents

For those companies/organizations where surveyrespondents reported hiring,positions in the Non-exempthourly-Non-technical level werethe most filled positions. Nearly

reporting hiring at that level.Respondents reported thefollowing hiring within levels attheir companies/organizations(Figure 1):

Survey Respondents Report Hiring Within Position Levels

Figure 1

Hiring Within Position Levels During Third Quarter 2012

(Total percentage of all levels is more than 100% becauserespondents could report hiring in more than one position.)










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Qualifications Sought in CandidatesHiring Status of Contract/Temporary Employees

Chart 1 displays the breakout of how respondents reported contract/temporary employees were hired fortheir organization/company. Contractors/temporary employees are defined as individuals not on theorganization/company payroll and who are not benefits eligible.

Chart 1: Hiring Status for Contract/Temporary Employers*3rd Qtr. 2012

Displayed as Percentage of Yes or No Responses( *d ef ined as ind ivid uals who are N OT o n co mp any/ o rg anizat io n's p ayro ll and N OT b enef it s el ig ib le)

2 1.5%3 4 .7% 3 1.4 %

4 1.3 % 3 8 .8 %

78 .9 %6 5.3 % 6 8 .6 %

58 .7% 6 1.2 %

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

HI R I NG c ont r a c t or s/ t e mpor a r ye mpl oy e e s t o f i l l wha t we r e

f or me r l yor ga ni z a t i ona l / c ompa ny j obs

ADDI NG c ont r a c t or s/ t e mpor a r ye mpl oy e e s t o f i l l ne w

c ont r a c t i ng/ t e mpor a r y j obs

REP LACI NGc ont r a c t or s/ t e mpor a r y

e mpl oy e e s t o f i l l e x i st i ngc ont r a c t i ng/ t e mpor a r y j obs

HI R I NGc ont r a c t / t e mpor a r ye mpl oy e e s t o e v e nt ua l l y f i l l a

c ompa ny posi t i on

Cur r e nt l y NOT H I R I NGCont r a c t / Te mpor a r y Empl oy e e s

Hir ing St at us

Yes No

Chart 2 shows the types of positions for which contract/temporary employees were hired during the thirdquarter 2012.

Chart 2: Positions Filled for Contract/Temporary Employees3rd Qtr. 2012

by Percent of Total Responses for Each Position( R esp o nd ent s C o uld Select M o re t han One Po sit io n Level)

7.8 %9 .8 %

3 1.4 %

19 .6 %

3 5.3 %

58 .8 %

11.8 %

19 .6 %

Director level Supervisor/ManagerExempt – Technical Exempt – Non-technicalNon-exempt hourly -Technical Non-exempt hourly – Non-TechnicalNon-exempt salaried – Technical Non-exempt salaried – Non Technical

The survey asked Human Resources hiring managers about the educational and work experience that or-ganizations and companies desire in candidates. Survey respondents were asked to provide informationabout candidates in three categories of positions: exempt employee positions; non-exempt employeepositions and hourly employee positions.

Exempt Positions

Survey respondents reported the following about desiredqualifications in candidates for exempt positions (percentages maytotal more than 100 percent because respondents could select morethan one educational level or work experience level as being soughtin candidates):

Nearly 87 percent of respondents indicated that collegegraduates with bachelor’s degrees were the most soughtcandidates

Master’s degree candidates were sought by nearly 43percent of organizations/companies

Candidates with technical or career college degrees weresought by 31 percent ofrespondents

Slightly more than 21 percent of survey respondentsindicated candidates with certificates in professionalprograms from accredited institutions were desired, whilejust 20 percent indicated high school graduates or GEDcertificates were sought for exempt positions.

Nearly 80 percent of respondents indicated that candidateswith two to five yearsexperience were the most sought candidates

Candidates with six to ten years experience were thesecond most sought candidates as indicated by nearly 67percent of respondents

Respondents indicated a major drop for desiredcandidates outside the two to ten years experiencerange: just 25 percent sought candidates with 11 to 15years experience; slightly more than 21 percent soughtcandidates with more than 15 years of experience; and 20percent sought candidates with less than two years ofexperience.

Non-exempt Positions

Survey respondents reported the following about desired qualifica-tions in candidates for non-exempt positions (percentages may totalmore than 100 percent because respondents could select more thanone educational level or work experience level as being sought incandidates):

Nearly 78 percent of respondents indicated that high school graduates orGED recipients were the most sought candidates

Both candidates withbachelor’s degrees andgraduates of technical orcareer colleges were soughtby nearly 41 percent oforganizations/companies

Candidates with certificatesfrom professional programsat accredited institutions weresought by slightly more than34 percent of organizations/companies

Those candidates with post-graduate degrees (i.e. Masters,J.D., Ph.D., M.D.) were theleast sought, coming in at justover five percent

When it comes to workexperience, candidates withtwo to five years of workexperience were the winners.Nearly 87 percent ofrespondents listed thesecandidates as the mostsought candidates.

Nearly 67 percent ofrespondents listed candidateswith less than two yearswork experience as thesecond most sought groupof candidates

Respondents indicated amajor drop for desiredcandidates falling outside thetwo years to five yearsexperience range: slightlymore than 33 percent seekcandidates with six to ten yearsof experience; just 16 percentseek candidates with 11 to 15years of experience; and slightlymore than 13 percent seekcandidates with more than 15

Qualifications Sought in Candidates


5

Qualifications Sought in CandidatesHiring Status of Contract/Temporary Employees

Chart 1 displays the breakout of how respondents reported contract/temporary employees were hired fortheir organization/company. Contractors/temporary employees are defined as individuals not on theorganization/company payroll and who are not benefits eligible.

Chart 2 shows the types of positions for which contract/temporary employees were hired during the thirdquarter 2012.


Exempt Positions

Survey respondents reported the following about desiredqualifications in candidates for exempt positions (percentages maytotal more than 100 percent because respondents could select morethan one educational level or work experience level as being soughtin candidates):

Nearly 87 percent of respondents indicated that collegegraduates with bachelor’s degrees were the most soughtcandidates

Master’s degree candidates were sought by nearly 43percent of organizations/companies

Candidates with technical or career college degrees weresought by 31 percent ofrespondents

Slightly more than 21 percent of survey respondentsindicated candidates with certificates in professionalprograms from accredited institutions were desired, whilejust 20 percent indicated high school graduates or GEDcertificates were sought for exempt positions.

Nearly 80 percent of respondents indicated that candidateswith two to five yearsexperience were the most sought candidates

Candidates with six to ten years experience were thesecond most sought candidates as indicated by nearly 67percent of respondents

Respondents indicated a major drop for desiredcandidates outside the two to ten years experiencerange: just 25 percent sought candidates with 11 to 15years experience; slightly more than 21 percent soughtcandidates with more than 15 years of experience; and 20percent sought candidates with less than two years ofexperience.

Non-exempt Positions

Survey respondents reported the following about desired qualifica-tions in candidates for non-exempt positions (percentages may totalmore than 100 percent because respondents could select more thanone educational level or work experience level as being sought incandidates):

Nearly 78 percent of respondents indicated that high school graduates orGED recipients were the most sought candidates

Both candidates withbachelor’s degrees andgraduates of technical orcareer colleges were soughtby nearly 41 percent oforganizations/companies

Candidates with certificatesfrom professional programsat accredited institutions weresought by slightly more than34 percent of organizations/companies

Those candidates with post-graduate degrees (i.e. Masters,J.D., Ph.D., M.D.) were theleast sought, coming in at justover five percent

When it comes to workexperience, candidates withtwo to five years of workexperience were the winners.Nearly 87 percent ofrespondents listed thesecandidates as the mostsought candidates.

Nearly 67 percent ofrespondents listed candidateswith less than two yearswork experience as thesecond most sought groupof candidates

Respondents indicated amajor drop for desiredcandidates falling outside thetwo years to five yearsexperience range: slightlymore than 33 percent seekcandidates with six to ten yearsof experience; just 16 percentseek candidates with 11 to 15years of experience; and slightlymore than 13 percent seekcandidates with more than 15



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Hourly Positions

Survey respondents reported the following about desired qualifications in candidates for hourly positions(percentages may total more than 100 percent because respondents could select more than oneeducational level or work experience level as being sought in candidates):

The most sought educational level for hourly position candidates is a high schooldiploma or GED as indicated by nearly 85 percent of survey respondents.

Nearly 33 percent of respondents seek candidates with a technical or career collegedegree and 30 percent of respondents indicate that candidates with certificates inprofessional programs from an accredited institution are desirable candidates.

College graduates with bachelor’s degrees are sought for hourly positions by nearly22 percent of respondents

Just under seven percent of respondents seek candidates with post graduate degrees(i.e., Masters, J.D., Ph.D., M.D.)

In terms of work experience, 76 percent of respondents seek those with less than twoyears of experience for hourly positions, while those with two to five years of experienceare sought by 68 percent of respondents.

Candidates with more years of work experience are the lesser-sought candidates forhourly positions: nearly 27 percent of respondents seek candidates with six to ten years ofexperience; candidates with 11 to 15 years experience and those with more than 15 years ofexperience are sought by slightly more than 13 percent of respondents.


Chart 3 shows the percentage of respondents who indicated their organizations/companies seekcandidates who fall into four diversity qualifications (percentages total more than 100 percent becauserespondents could indicate more than one diversity qualification):

Chart 3: Diversity Qualifications Sought in Candidatesby Percent of Total Responses for Each Qualification

( R esp o nd ent s C o uld Select M o re t han One D iversit y Qualif icat io n)

Veterans, 87.0%

Disabled, 76.8%

Gender, 92.8%

Ethnicity, 95.7%

Hiring Practices Outlook forFourth Quarter 2012

75.3 percent of respondents anticipate hiring inthis quarter

58.2 percent of respondents anticipate hiring bothto fill vacancies in existing positions and hiring fornew positions

32.8 percent of respondents anticipate hiring toreplace employees by filling only vacancies inexisting positions

62.7 percent of respondents anticipate fillingpositions for Non-Exempt hourly-Non-technicalpositions

55.2 percent of respondents anticipate fillingpositions for Exempt-Technical positions

38.2 percent of respondents anticipate fillingSupervisor/Manager positions

35.8 percent of respondents anticipate filling bothExempt-Non-technical and Non-exempt hourly-Technical positions

34.3 percent of respondents anticipate filling Non-Exempt salaried-Technical positions

Less than a third of respondents anticipated fillingpositions for Executive-level, Director-level, andNon-Exempt salaried – Technical positions

Survey responses show that more organizations/companies do not anticipate hiring contract/temporary employees than companies that doanticipate hiring contract/temporary employees

Affordable Health Care Act

Just prior to the survey being sent to possible respondents, the U.S.Supreme Court upheld the constitutionality of the Affordable Health Care Act.The survey added a question to gauge possible changes from previous hiringpatterns within the next 18 months as a result of the Supreme Court ruling.The results:

58.8 percent of respondents do not anticipate a change from pre-vious normal hiring patterns

2,1 percent of respondents anticipate an increase in normal hir-ing patterns

6.2 percent of respondents anticipate a decrease innormal hiring patterns

33.0 percent of respondents are unsure/do not know when askedabout a change from previous normal hiring patterns

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Hourly Positions

Survey respondents reported the following about desired qualifications in candidates for hourly positions(percentages may total more than 100 percent because respondents could select more than oneeducational level or work experience level as being sought in candidates):

The most sought educational level for hourly position candidates is a high schooldiploma or GED as indicated by nearly 85 percent of survey respondents.

Nearly 33 percent of respondents seek candidates with a technical or career collegedegree and 30 percent of respondents indicate that candidates with certificates inprofessional programs from an accredited institution are desirable candidates.

College graduates with bachelor’s degrees are sought for hourly positions by nearly22 percent of respondents

Just under seven percent of respondents seek candidates with post graduate degrees(i.e., Masters, J.D., Ph.D., M.D.)

In terms of work experience, 76 percent of respondents seek those with less than twoyears of experience for hourly positions, while those with two to five years of experienceare sought by 68 percent of respondents.

Candidates with more years of work experience are the lesser-sought candidates forhourly positions: nearly 27 percent of respondents seek candidates with six to ten years ofexperience; candidates with 11 to 15 years experience and those with more than 15 years ofexperience are sought by slightly more than 13 percent of respondents.


Chart 3 shows the percentage of respondents who indicated their organizations/companies seekcandidates who fall into four diversity qualifications (percentages total more than 100 percent becauserespondents could indicate more than one diversity qualification):

Hiring Practices Outlook forFourth Quarter 2012

75.3 percent of respondents anticipate hiring inthis quarter

58.2 percent of respondents anticipate hiring bothto fill vacancies in existing positions and hiring fornew positions

32.8 percent of respondents anticipate hiring toreplace employees by filling only vacancies inexisting positions

62.7 percent of respondents anticipate fillingpositions for Non-Exempt hourly-Non-technicalpositions

55.2 percent of respondents anticipate fillingpositions for Exempt-Technical positions

38.2 percent of respondents anticipate fillingSupervisor/Manager positions

35.8 percent of respondents anticipate filling bothExempt-Non-technical and Non-exempt hourly-Technical positions

34.3 percent of respondents anticipate filling Non-Exempt salaried-Technical positions

Less than a third of respondents anticipated fillingpositions for Executive-level, Director-level, andNon-Exempt salaried – Technical positions

Survey responses show that more organizations/companies do not anticipate hiring contract/temporary employees than companies that doanticipate hiring contract/temporary employees

Affordable Health Care Act

Just prior to the survey being sent to possible respondents, the U.S.Supreme Court upheld the constitutionality of the Affordable Health Care Act.The survey added a question to gauge possible changes from previous hiringpatterns within the next 18 months as a result of the Supreme Court ruling.The results:

58.8 percent of respondents do not anticipate a change from pre-vious normal hiring patterns

2,1 percent of respondents anticipate an increase in normal hir-ing patterns

6.2 percent of respondents anticipate a decrease innormal hiring patterns

33.0 percent of respondents are unsure/do not know when askedabout a change from previous normal hiring patterns

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Recruiting Practices

This section discusses the findings from survey questions that asked about three specific recruitingpractices: compensation, social media usage and candidate sourcing methods.

Two-thirds of survey respondents indicated that their or-ganizations/companies experience more difficulty than ex-pected in filling certain positions. Table B displays the resultswhen respondents were asked about difficulty in filling positions insix labor sectors:

Table B

Yes or No Responses to:

“Does your organization/company experience more difficultythan expected in hiring qualified candidates?”

Some Positions Are Difficult to Fill Relocation assistance (e.g.,financial, moving, tempo-rary housing, real estate,spousal/partner job-huntingassistance) (47.3 percent)

Tuition assistance for em-ployee and/or employee’sspouse and/or children(41.9 percent)

Highly attractive benefitspackages that exceedaverage benefitsofferings for the GreaterCincinnati area (37.8percent)

Literature, maps, guides,websites, social media sitesfor Greater Cincinnatiprepared by your company/organization (35.1 percent)

Career growth incentivessuch as professionalassociationmemberships, meeting orconference registrationfees, seminar registrationfees (35.1 percent)

Provide face-to-faceinteraction with potentialworkplace peers,escorted tours orattendance at cultural/civic events to selected can-didates duringrecruiting phase (33.8 per-cent)

Literature, maps, guides,websites, social media sitesfor GreaterCincinnati prepared byother groups (e.g.Chambers of Commerce,

According to the survey data, organizations and companies in the Greater Cincinnati area aretaking a variety of actions/incentives to attract qualified candidates to the area. Manyrespondents reported multiple actions/incentives (percentages total more than 100 percent becauserespondents could indicate more than one action/incentive):

Labor Sector

Percentageof

YESResponses

PercentageofNO

Responses

IT/Computer 60.4 39.6

Engineering 50.0 50.0

Scientific/Technical 41.0 59.0

Business 39.2 60.8

Healthcare 35.7 64.3

Manufacturing 34.1 65.9

Why Positions Are

Difficult to Fill

Companies and Organizations Use Multiple Actions to Attract Candidates

realty firms, visitorsbureaus, museums (29.7percent)

Company perks (e.g.,company car, Metropasses, tax assistance,increased insurancecoverage, bonuses, stockoptions, financialplanning, tickets to sportor cultural events,company cafeteria,company after-work gath-erings, company holidayparty/summer picnic)(28.4 percent)

Personal integration intocommunity (e.g.,introductions tomembers of civic/community groups,company volunteeractivities in thecommunity) for new hires(8.1 percent)

Respondents also reportedthat their organization orcompany was using methodsother than those listed above.Among those methods:

Initiated amilitaryrecruitingprogram toenhancecandidate poolacross the U.S.

Use atemporaryagency andoutsiderelationships

Among the reasons surveyrespondents reported for moredifficulty than expected inhiring qualified candidates:

Candidates don’t possessthe right work experience(58.8 percent)

Candidates don’t possessthe right skills (43.5percent)

Candidates don’t possessthe right educational/training background (35.5percent)

Can’t find candidates inthe salary range (33.9percent)

Mismatch between theposition qualifications andthe candidate’s salary/wage expectations (16.1percent)

Can’t find candidates inthe hourly rate range(14.5 percent)

Difficulty time in attractingcandidates toGreaterCincinnati (11.3percent)

Lack of appro-priateeduca-tional/trainingopportunities inthe GreaterCincinnati area(4.8 percent)

9

Recruiting Practices

This section discusses the findings from survey questions that asked about three specific recruitingpractices: compensation, social media usage and candidate sourcing methods.

Two-thirds of survey respondents indicated that their or-ganizations/companies experience more difficulty than ex-pected in filling certain positions. Table B displays the resultswhen respondents were asked about difficulty in filling positions insix labor sectors:

Table B

Yes or No Responses to:

“Does your organization/company experience more difficultythan expected in hiring qualified candidates?”

Some Positions Are Difficult to Fill Relocation assistance (e.g.,financial, moving, tempo-rary housing, real estate,spousal/partner job-huntingassistance) (47.3 percent)

Tuition assistance for em-ployee and/or employee’sspouse and/or children(41.9 percent)

Highly attractive benefitspackages that exceedaverage benefitsofferings for the GreaterCincinnati area (37.8percent)

Literature, maps, guides,websites, social media sitesfor Greater Cincinnatiprepared by your company/organization (35.1 percent)

Career growth incentivessuch as professionalassociationmemberships, meeting orconference registrationfees, seminar registrationfees (35.1 percent)

Provide face-to-faceinteraction with potentialworkplace peers,escorted tours orattendance at cultural/civic events to selected can-didates duringrecruiting phase (33.8 per-cent)

Literature, maps, guides,websites, social media sitesfor GreaterCincinnati prepared byother groups (e.g.Chambers of Commerce,

According to the survey data, organizations and companies in the Greater Cincinnati area aretaking a variety of actions/incentives to attract qualified candidates to the area. Manyrespondents reported multiple actions/incentives (percentages total more than 100 percent becauserespondents could indicate more than one action/incentive):

Labor Sector

Percentageof

YESResponses

PercentageofNO

Responses

IT/Computer 60.4 39.6

Engineering 50.0 50.0

Scientific/Technical 41.0 59.0

Business 39.2 60.8

Healthcare 35.7 64.3

Manufacturing 34.1 65.9

Why Positions Are

Difficult to Fill

Companies and Organizations Use Multiple Actions to Attract Candidates

realty firms, visitorsbureaus, museums (29.7percent)

Company perks (e.g.,company car, Metropasses, tax assistance,increased insurancecoverage, bonuses, stockoptions, financialplanning, tickets to sportor cultural events,company cafeteria,company after-work gath-erings, company holidayparty/summer picnic)(28.4 percent)

Personal integration intocommunity (e.g.,introductions tomembers of civic/community groups,company volunteeractivities in thecommunity) for new hires(8.1 percent)

Respondents also reportedthat their organization orcompany was using methodsother than those listed above.Among those methods:

Initiated amilitaryrecruitingprogram toenhancecandidate poolacross the U.S.

Use atemporaryagency andoutsiderelationships

Among the reasons surveyrespondents reported for moredifficulty than expected inhiring qualified candidates:

Candidates don’t possessthe right work experience(58.8 percent)

Candidates don’t possessthe right skills (43.5percent)

Candidates don’t possessthe right educational/training background (35.5percent)

Can’t find candidates inthe salary range (33.9percent)

Mismatch between theposition qualifications andthe candidate’s salary/wage expectations (16.1percent)

Can’t find candidates inthe hourly rate range(14.5 percent)

Difficulty time in attractingcandidates toGreaterCincinnati (11.3percent)

Lack of appro-priateeduca-tional/trainingopportunities inthe GreaterCincinnati area(4.8 percent)

10

Compensation

At the Manager, Director and Executive Levels for new hires:

49.4 percent of respondents indicated no change from 2011

43.8 percent of respondents indicated higher compensation than in 2011

Just 6.7 percent of respondents indicated lower compensation than in 2011

At the Exempt levels for new hires:



4.7 percent of respondents indicated lower compensation than in 2011

At the Hourly Technical and Hourly Non-Technical levels for new hires:




The survey asked respondents to report the salary increase ranges their organization/company is payingto current employees for the current fiscal year. Without exception, the greatest percentage wasindicated for salary increases between 2.0% and 3.9% for current employees.

Survey responses showed that in all position categories, companies continueed to hold the line oncompensation by reporting no change from 2011 to 2012.

What are the top three mosteffective recruiting/sourcingmethods used by anorganization/company?Survey data showed (totalsequal more than 100 percentbecause respondents couldindicate more than onemethod):

77.7 percent ofrespondents citedEmployee Referrals

55.2 percent ofrespondents citedCommercial onlinejob boards (i.e.,Monster, CareerBuilder,etc.)

36.8 percent ofrespondents cited theOrganization/Company website

Less than 25 percent ofrespondents cited socialmedia, search firms, rehires offormer employees, formercollege interns or formerCoOp students, referrals fromindustry contacts, jobfairs/campus career services,college/university websites,military websites, professionalassociations/conferences, oradvertising in traditionalmedia as effective recruiting/sourcing methods.

Survey Identifies theTop Three Most

Effective Methods forRecruiting and

Sourcing

Candidate Sourcing Methods and Social Media

Candidate Sourcing Methods

Among staffing and recruiting managers, candidate sourcingmethods remains a hot topic. The survey asked threequestions related to candidate sourcing.

Survey respondents were asked to identify which of threetalent management systems (TMS) their companies/organizations use in recruiting efforts. The results:

84.6 percent of respondents reported using Taleo

7.7 percent of respondents reported using Brass Ring

7.7 percent of respondents reported using Kenexa

As more and more companies encourage job applicants to fileapplications online, the use of electronic screening ofcandidate resumes, as opposed to an initial screening ofthe resume by a live company representative, has become amuch discussed issue.

The survey asked respondents if their company/organizationuse electronic screening for the resumes of job applicants.Job seekers filing applications with Greater Cincinnaticompanies have less than a 1 in 2 chance of havingtheir resumes electronically screened.

Sixty percent of respondents reported that their company/organization does not electronically screen resumes. Nearly38 percent of respondents indicated that electronic screeningis used to screen resumes in their company/organization,while slightly more than two percent of respondents did notknow whether or not their company/organization useselectronic screening of applicants’ resumes.

In a recently published book, “Why Good People Can’t FindJobs,” by Peter Cappelli, the author cited the widespread useof electronic screening of job applicants’ resumes as onereason for the so-called “skills gap” (when companies can’tfind applicants with the right skills for a job).

Survey respondents were asked how satisfied they werethat their electronic resume screening provides the bestpossible candidates from the pool of applicants for aposition. The respondents reported the following results:

60.6 percent of respondents reported being satisfied

21.2 percent of respondents reported being very satisfied

15.2 percent of respondents reported being unsatisfied

3.0 percent of respondents reported being very unsatisfied

11

Compensation

At the Manager, Director and Executive Levels for new hires:



Just 6.7 percent of respondents indicated lower compensation than in 2011

At the Exempt levels for new hires:




At the Hourly Technical and Hourly Non-Technical levels for new hires:




The survey asked respondents to report the salary increase ranges their organization/company is payingto current employees for the current fiscal year. Without exception, the greatest percentage wasindicated for salary increases between 2.0% and 3.9% for current employees.

Survey responses showed that in all position categories, companies continueed to hold the line oncompensation by reporting no change from 2011 to 2012.

What are the top three mosteffective recruiting/sourcingmethods used by anorganization/company?Survey data showed (totalsequal more than 100 percentbecause respondents couldindicate more than onemethod):

77.7 percent ofrespondents citedEmployee Referrals

55.2 percent ofrespondents citedCommercial onlinejob boards (i.e.,Monster, CareerBuilder,etc.)

36.8 percent ofrespondents cited theOrganization/Company website

Less than 25 percent ofrespondents cited socialmedia, search firms, rehires offormer employees, formercollege interns or formerCoOp students, referrals fromindustry contacts, jobfairs/campus career services,college/university websites,military websites, professionalassociations/conferences, oradvertising in traditionalmedia as effective recruiting/sourcing methods.

Survey Identifies theTop Three Most

Effective Methods forRecruiting and

Sourcing

Candidate Sourcing Methods and Social Media

Candidate Sourcing Methods

Among staffing and recruiting managers, candidate sourcingmethods remains a hot topic. The survey asked threequestions related to candidate sourcing.

Survey respondents were asked to identify which of threetalent management systems (TMS) their companies/organizations use in recruiting efforts. The results:

84.6 percent of respondents reported using Taleo

7.7 percent of respondents reported using Brass Ring

7.7 percent of respondents reported using Kenexa

As more and more companies encourage job applicants to fileapplications online, the use of electronic screening ofcandidate resumes, as opposed to an initial screening ofthe resume by a live company representative, has become amuch discussed issue.

The survey asked respondents if their company/organizationuse electronic screening for the resumes of job applicants.Job seekers filing applications with Greater Cincinnaticompanies have less than a 1 in 2 chance of havingtheir resumes electronically screened.

Sixty percent of respondents reported that their company/organization does not electronically screen resumes. Nearly38 percent of respondents indicated that electronic screeningis used to screen resumes in their company/organization,while slightly more than two percent of respondents did notknow whether or not their company/organization useselectronic screening of applicants’ resumes.

In a recently published book, “Why Good People Can’t FindJobs,” by Peter Cappelli, the author cited the widespread useof electronic screening of job applicants’ resumes as onereason for the so-called “skills gap” (when companies can’tfind applicants with the right skills for a job).

Survey respondents were asked how satisfied they werethat their electronic resume screening provides the bestpossible candidates from the pool of applicants for aposition. The respondents reported the following results:

60.6 percent of respondents reported being satisfied

21.2 percent of respondents reported being very satisfied

15.2 percent of respondents reported being unsatisfied

3.0 percent of respondents reported being very unsatisfied

12

Social Media

Cincinnati organizations/companies appear to be allocating more off the human resources orrecruiting annual budget tosocial media recruiting than in the past two surveys.

The Summer 2012 Survey data showed slight increases in the higher percentage levels ofbudgets devoted to socialmedia than in the past surveys, while the data showed fewerresponses in the lower budget percentage levels. The results from respondents to the Summer2012 Survey:

54.0 percent of respondents reported less than 1.0 % of budget allocated to social mediarecruiting

20.7 percent of respondents reported between 1% - 4.9% of budget allocated to social me-dia recruiting


5.7 percent of respondents reported 10% - 19.9% of budget allocated to social media re-cruiting

5.7 percent of respondents reported 20% or higher of budget allocated to social media re-cruiting

LinkedIn remains the clear leader among the social media tools used by respondents inthe recruiting and hiring process. Survey data showed the following usage of social media toolsby respondents:

88.6 percent of respondents reported using LinkedIn

42.9 percent of respondents reported using Craigs List

41.4 percent of respondents reported using Facebook

32.9 percent of respondents reported using Twitter

15.7 percent of respondents reported using Google+

10.0 percent of respondents reported using YouTube

2.9 percent of respondents reported using Flickr

2.9 percent of respondents reported using Google Social Media Analytics

1.4 percent of respondents reported using Klout

1.4 percent of respondents reported using Yammert

0.0 percent of respondents reported using Digg or SlideShare or Technorati or Yelp

Survey participants were asked what industry group their company or organization belonged to basedupon standard industry classification. Table C presents the industries reported by survey respondents.

Table C

Survey Participants by Industry Group

Demographics

This section of the survey asked questions about the companies and organizations represented by thesurvey participants.

Industry Groups

Industry Group

Percentageof

RespondentsManufacturing 19.0

Healthcare 15.2

Non-profit 8.9

Financial – banking, insurance 6.3

Government – federal, state, local 6.3

Distribution 5.1

Employment and staffing services 5.1

Information technology 3.8

Legal 3.8

Retail 3.8

Architectural services 2.5

Internet Services 2.5

Transportation 2.5

Agribusiness 1.3

Biotechnology 1.3

Chemicals 1.3

Civil and Structural Engineering 1.3

CPA Firm 1.3

Education 1.3

Hotel 1.3

HVAC Service and Construction 1.3

Marketing and sales 1.3

Real estate and property management 1.3

Religious 1.3

Telecommunications 1.3

13

Social Media

Cincinnati organizations/companies appear to be allocating more off the human resources orrecruiting annual budget tosocial media recruiting than in the past two surveys.

The Summer 2012 Survey data showed slight increases in the higher percentage levels ofbudgets devoted to socialmedia than in the past surveys, while the data showed fewerresponses in the lower budget percentage levels. The results from respondents to the Summer2012 Survey:

54.0 percent of respondents reported less than 1.0 % of budget allocated to social mediarecruiting



5.7 percent of respondents reported 10% - 19.9% of budget allocated to social media re-cruiting

5.7 percent of respondents reported 20% or higher of budget allocated to social media re-cruiting

LinkedIn remains the clear leader among the social media tools used by respondents inthe recruiting and hiring process. Survey data showed the following usage of social media toolsby respondents:

88.6 percent of respondents reported using LinkedIn

42.9 percent of respondents reported using Craigs List

41.4 percent of respondents reported using Facebook

32.9 percent of respondents reported using Twitter

15.7 percent of respondents reported using Google+

10.0 percent of respondents reported using YouTube

2.9 percent of respondents reported using Flickr

2.9 percent of respondents reported using Google Social Media Analytics

1.4 percent of respondents reported using Klout

1.4 percent of respondents reported using Yammert

0.0 percent of respondents reported using Digg or SlideShare or Technorati or Yelp

Survey participants were asked what industry group their company or organization belonged to basedupon standard industry classification. Table C presents the industries reported by survey respondents.

Table C

Survey Participants by Industry Group

Demographics

This section of the survey asked questions about the companies and organizations represented by thesurvey participants.

Industry Groups

Industry Group

Percentageof

RespondentsManufacturing 19.0

Healthcare 15.2

Non-profit 8.9

Financial – banking, insurance 6.3

Government – federal, state, local 6.3

Distribution 5.1

Employment and staffing services 5.1

Information technology 3.8

Legal 3.8

Retail 3.8

Architectural services 2.5

Internet Services 2.5

Transportation 2.5

Agribusiness 1.3

Biotechnology 1.3

Chemicals 1.3

Civil and Structural Engineering 1.3

CPA Firm 1.3

Education 1.3

Hotel 1.3

HVAC Service and Construction 1.3

Marketing and sales 1.3

Real estate and property management 1.3

Religious 1.3

Telecommunications 1.3

14

Location, Location, Location

Data from the Summer 2012 Survey showed that the Greater Cincinnati area serves as animportant location for the companies and organizations represented by the respon-dents:

56.3 percent of respondents reported that their national/global headquarters is locatedin the tri-state area

27.7 percent of respondents said their regional/divisional headquarters is located in thetri-state area

19.3 percent of respondents reported that their national/global headquarters is locatedoutside the tri-state area

Employees in Organizations or CompaniesEmployees in Organizations or Companies

The Summer 2012 Survey asked participants about the distribution of employees in their companies/organizations. Table D shows the percentage of respondents who indicated their company ororganization had employees or contract/temporary employees in specific locations.

Table DNumber of Employees in Organizations or Companies Represented

by Summer 2012 Survey Participants

(Reported as Percentage of Respondents; Grey Shading = No Response)

Number ofEmployees

Employees in theTri-State

Contract/TemporaryEmployees in the

Tri-State

Employees in theEntire

Company/CorporationLess than 10 5.6% 69.8% 3.4%11-50 10.1% 15.1% 3.4%51-100 19.1% 7.0% 18.2%101-250 30.3% 2.3% 29.5%251 or more 5.8%251-500 10.1% 8.0%501-1,000 11.2% 4.5%1,001-2,000 0.0% 6.8%2,001 or more 13.5%2,001-5,000 8.0%5,001-10,000 5.7%10,001-15,000 3.4%15,001-20,000 1.1%20,001 andabove 8.0%

Final Summer 2012 Survey Report

Business

Transcript of Final Summer 2012 Survey Report