Recruiting Trends, 2018-2019. 48th Edition. Part II: Recruiting Challenges, Tough Positions, Improving Recruiting and Major Hiring Outlook
Author: Gardner, Phil
Date: 2018-00-00
Type: Reports - Research
Subjects: Labor Market,Recruitment,Employers,Employees,Trend Analysis,Personnel Selection,Majors (Students),College Graduates,Job Applicants,Organizations (Groups),Employment Patterns,Organization Size (Groups),Small Businesses,Talent Development,College Students,Employment,Critical Thinking,Interpersonal Communication,Communication Skills,Teamwork,Job Skills,Employer Attitudes

This year approximately 3,300 employers attempted the survey with 2.560 providing enough information to be included in the analyses. Seventy-three percent (1859 respondents) are recruiters seeking full-time talent or hiring managers overseeing talent acquisition within their organizations. Other contributors include internship and co-op managers (11%), recruiters seeking experienced talent (10%), and those filling short-term assignments of six months or less (7%). The results presented here focus on the information provided in this and subsequent briefs by full-time recruiters, hiring managers, and internship and co-op managers. Every major industrial sector (based on major NAIC codes) provided information for this survey. Sectors providing the highest number of respondents included: construction, educational services, finance and insurance services, healthcare and social assistance, manufacturing, and business, professional, and scientific services. An employer from every state and several territories appeared among the respondents. The respondents were geographically distributed across the country. States providing the highest number of respondents included: California, Illinois, Massachusetts, Michigan, Texas, and Wisconsin. The sustained, often explosive, growth of the college labor market has strained the ability of organization staffing professionals to meet their yearly hiring goals. They face increased competition, lack of qualified candidates, disinterest in the types of positions available or the job's location. For some positions few applicants are available. In an attempt to engage potential candidates, college recruiting staffs are examining their practices and incorporating more transparency at each step of the process. Part II of the Recruiting Trends 2018-2019 report focuses on the challenges hiring professionals face as they recruit college candidates, the positions proving more difficult to fill, and efforts to improve the recruiting process. The report concludes with a look at the hiring prospects for different academic majors. The most difficult positions to fill are in the skilled trades; simply, there are too few candidates and not enough candidates in the training pipeline. Skilled medical positions (nursing, physical therapist and other specialists) also are very difficult to fill. Institutions training skilled medical talent are at capacity. Estimates from several source suggest that 60,000 qualified nursing applicants are denied admittance yearly due to lack of space. [For &quot;Recruiting Trends, 2017-2018. 47th Edition. Brief 2: Hiring Outlook by Industry Sector and Geographic Region,&quot; see ED586486. For &quot;Recruiting Trends, 2018-2019. 48th Edition. Part I: Hiring Outlook,&quot; see ED593305.]