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Ahiring.careerbuilder.com HIRING MANAGERS: STATE OF HIRING AND RETENTION

Introduction It’s no surprise that COVID-19 upended the world. More than three years in, it’s continuing to impact many aspects of our lives from how we interact and socialize to how and where we work. The impact to both companies and their employees has been tremendous and has driven many changes across the workforce and workplace. So, what should we expect as the year moves ahead? CareerBuilder partnered with Morning Consult, a global decision intelligence company, to find out what the current state of hiring looks like and what companies are doing to retain their current talent. The “Hiring Managers: State of Hiring & Retention” study is based upon a survey of 400 respondents who are the primary decision makers or are involved in hiring activities for their companies.

SECTION 1 THE STATE OF THE HIRING MARKET

What is the state of the hiring market and what are the biggest trends? While job seekers are looking for higher pay given inflation and more flexibility in schedule/work location, it would seem, the market is full of interested job seekers. Hiring Managers are notably concerned with the limited pool of qualified professionals (both entry level and experienced). Limited talent pool of qualified experienced professionals Limited talent pool of qualified entry level professionals

My organization has faced this issue Key recruiting priorities Top recruiting tools to accomplish prioritiesTop activities to find candidates In fact, 60% of Hiring Managers say improving the quality of new hires is a key recruiting priority. So how are they going about finding the right individuals? Use of Job Boards tops the list of tools used to accomplish this priority, followed by use of social networks, employee referrals, and company websites. Finding these qualified individuals is even more time sensitive than in the past, making these tools all the more important. Improving the quality of new hires Use of Job boards Job boards Increasing retention rates Use of social networks for recruiting Employee referrals Improving the speed of the hiring process Hiring for soft skills, as well as hard skills Candidate feedback surveys Use of applicant tracking software Company website Social media posts