We surveyed 218 HR professionals and 1369 employed and unemployed working professionals on their views of employer branding practices, impact, and influence. The slideshow below is an excerpt of the report.
Download the full study here.
The American Trucking Association estimates that the U.S. is short 30,000 truck drivers and only 15% of employment demand will be met by 2022.
An ERE article published last year explains the situation:
“More than in the labor market overall, employment in transportation related occupations are highly attuned to economic fluctuations. Acting as a bellwether of the nation’s economic health, that employment fell dramatically during the Great Recession. As the economy began to recover, transportation hiring outpaced other industries for two years starting in 2011. Now, consumer spending continues to improve and the energy industry is booming, meaning that demand for drivers is higher than ever.“
AIM NationaLease is the largest, privately owned truck leasing company in North America, and AIM is just one of many companies facing this unique talent challenge.
In CareerArc’s most recent case study, AIM shows what is possible through social recruiting: AIM doubled career site traffic within the first six months of the partnership.
“Like many, we list our openings on the major job boards,” said Shenika Oliver, Director of Recruiting, AIM. “But after integrating with CareerArc, we saw a sharp difference in our site traffic:
So you’re officially on Twitter: You have an account set up, with a real (non-egg-head) photo, and have grown to really love the limits of 140-character communication. You tweet content relevant to your industry and occasionally share links to job postings, or what we call job tweets.
You have the basics of social recruiting covered; it’s almost all you need. But the one thing you lack is also one of the main reasons why you joined Twitter to recruit talent and promote your employer brand: applicants.
Want to know what you might be doing wrong, and how to fix it? Here are the four likely Twitter mistakes you’re making that could be costing you your best hires.
Moreover, Price also revealed that in order to fund the wage increase, he is slashing his own $1M annual salary down to the $70,000 salary floor.
Watch the video of Price delivering the good news with his staff, and pay close attention to the amount of jaws that drop as he discusses the details of the raise.
Price’s decision received a great amount of praise and, as Price expected, critiques from naysayers. However, he may have just inspired a movement.
Salesforce CEO Mark Benioff announced today that in an effort to ensure “women are treated 100 percent equally at Salesforce in pay, opportunity and advancement,” he will be, “methodically examining the pay of all 16,000 employees at his cloud-based software company to ensure pay equality.”
If the week flew right passed you and you need to catch up on industry news, have no fear: We’ve put together a list of the leading news, tips, and opinions that circulated in Human Capital this week to keep you informed and up to speed.
If you’ve read any HR publication these past weeks, you likely already know the top three trends that will impact human capital in 2015:
In last month’s issue, we covered the top trends to impact human capital in 2015, and chief among them were increased turnover—up by 44% in 2014—and the increased focus on retention and employer branding.
Our recent survey, The 2015 Workplace Flexibility Study, comes right in time, revealing the types of workplace benefits organizations invest in and how these programs are actually swaying job seekers and retaining employees. The study also uncovered a powerful disparity in employee and employer views of work-life balance:
While 67% of employers feel workers have work-life balance, 45% of employees disagree.
Is this overestimation of employees’ work-life satisfaction hurting organizations? We found that companies’ estimation of employee work-life balance wasn’t the only area employees and employers failed to see eye-to-eye.
