Report on human resources recruiting and staffing practices and issues from a survey of recruiting and staffing managers in Greater Cincinnati.

1. Staffing & Recruiting Committee
C
Summer 2012 Survey Report
Winter 2012 Survey Report
Talent Acquisition Practices Greater Cincinnati
Talent Acquisition Practices inin Greater Cincinnati
About this Survey
Table of Contents The Staffing & Recruiting
Committee of the Greater
Survey to the same questions
asked in the Winter 2012
Page Cincinnati Human Resources survey showed consistency in
Page Association (GCHRA) surveys the data between the two
About this Survey 1
About this Survey 1 area hiring managers twice surveys.
First Quarter 2012 Hiring each year in order to track
Third Quarter 2012 Hiring
Practices 2 Respondents completed a total
staffing practices among area
Practices 2 of 40 questions designed to
Qualifications Sought in companies and organizations.
measure practices in four
Within Position Levels
Candidates 3
4 The Summer 2012 Survey was areas:
Contract/Temporary
Employee Turnover 6 conducted between late July
 Hiring practices in the
Employees 4 and mid-August 2012.
Recruiting Practices 7 third quarter (July,
Candidate Qualifications 5 A total of 148 hiring managers August and September)
Some Positions Difficult responded to the online survey,
Fourth Quarter 2012 Outlook 7 of 2012
to Fill representing 126 companies or
ACA 7 organizations in Greater  The outlook for hiring
Compensation 9
Cincinnati. The return rate practices in the fourth
Recruiting PracticesCandidate
Social Media and 8 for the respondents was 5.5 quarter (October,
Sourcing Method 10 percent. November and
Difficult Positions 8
Demographics 11 This rate is not strong enough December) of 2012
Attracting Candidates 9
Industry Groups 11 to say definitively that the data  Recruiting practices
Compensation 10 is representative of t h e talent
Location, Location, Location 12 acquisition communit y.  Demographics of survey
Candidate Sourcing 11
Employees in Organizations The survey data, how- participants and their
Social Media 12 ever, may be taken as companies or
or Companies 12
Demographics 13 guidance to the state of organizations
Outlook for Second Quarter t a l e n t acquisition in
Industry Groups
2012 13 Greater Cincinnati at the
Location, Location, Location 14 time the survey was conducted
in July and August 2012.
Employees in Organizations
or Companies 14 A comparison of the data
returned on the Simmer 2012
1

2. Third Quarter 2012 Hiring Practices
Hiring among Greater reported their organization/ reducing the number of
Cincinnati companies company was hiring during the employees.
during the third quarter first quarter 2012.
Another 23.1 percent of
appeared to be up compared
Only 12 percent of survey respondents indicated that a
to hiring in the first quarter
respondents indicated they hiring freeze was in effect at
2012.
were not hiring during third their organization/company.
Among the 107 survey respondents quarter 2012, down from the Only 15.4 percent of
who answered the question, 15.5 percent who reported this respondents indicated their
“Thinking about your organi- during the first quarter 2012. company/organization was
zation/company as a whole, For those organizations/ downsizing or rightsizing.
are you hiring between July companies, 61.5 percent of re-
The types of hiring conducted
and September 2012?” 87.9 spondents indicated their
by organizations/companies
percent indicated their organiza- organization was in a holding
from the Summer 2012 survey
tion/company was hiring during pattern – neither hiring nor
are reported in Table A.
the third quarter 2012. This
compares to 84.4 percent who
Table A
Types of Hiring Conducted by Organizations/Companies
Third First
Quarter Quarter
2012 2012
(percentage (percentage
of of
Hiring Practice respondents) respodents)
Hiring both to fill vacancies in existing positions and hiring for
new 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
2

3. Survey Respondents Report Hiring Within Position Levels
For those companies/ 61 percent of respondents re- reporting hiring at that level.
organizations where survey ported hiring at that level. At Respondents reported the
respondents reported hiring, the same time, positions on the following hiring within levels at
positions in the Non-exempt Executive level were the least their companies/organizations
hourly-Non-technical level were filled positions, with just nine (Figure 1):
the most filled positions. Nearly percent of respondents
Figure 1
Hiring Within Position Levels During Third Quarter 2012
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%
(Total percentage of all levels is more than 100% because
respondents could report hiring in more than one position.)
3

4. Hiring Status of Contract/Temporary Employees
Chart 1 displays the breakout of how respondents reported contract/temporary employees were hired for
their organization/company. Contractors/temporary employees are defined as individuals not on the
organization/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 ar e N OT o n co mp any/ o r g aniz at io n' s p ayr o ll and N OT b enef it s elig ib le)
Yes No
100%
90%
80%
70% 58 .7% 6 1.2 %
6 5.3 % 6 8 .6 %
60% 78 .9 %
50%
40%
30%
20% 4 1.3 % 3 8 .8 %
3 4 .7% 3 1.4 %
10% 2 1.5%
0%
H I R I N G c o n t r a c t o r s/ t e m p o r a r y A D D I N G c o n t r a c t o r s/ t e m p o r a r y R EP L A C I N G H I R I N Gc o n t r a c t / t e m p o r a r y C u r r e n t l y N OT H I R I N G
e m p l o y e e s t o f i l l wh a t we r e e mpl oy e e s t o f i l l ne w c o n t r a c t o r s/ t e m p o r a r y e mpl oy e e s t o e v e nt ua l l y f i l l a C o n t r a c t / T e m p o r a r y Em p l o y e e s
f or me r l y c ont r a c t i ng/ t e mpor a r y j obs e m p l o y e e s t o f i l l e x i st i n g c o m p a n y p o si t i o n
or ga ni z a t i ona l / c ompa ny j obs c ont r a c t i ng/ t e mpor a r y j obs
Hir ing St at us
Chart 2 shows the types of positions for which contract/temporary employees were hired during the third
quarter 2012.
Chart 2: Positions Filled for Contract/Temporary Employees
3rd Qtr. 2012
by Percent of Total Responses for Each Position
( R esp o nd ent s C o uld Select M o r e t han One Po sit io n Level)
7.8 %
19 .6 % 9 .8 %
11.8 %
3 1.4 %
19 .6 %
58 .8 %
3 5.3 %
Director level Supervisor/Manager
Exempt – Technical Exempt – Non-technical
Non-exempt hourly -Technical Non-exempt hourly – Non-Technical
Non-exempt salaried – Technical Non-exempt salaried – Non Technical
4

5. Qualifications Sought in Candidates
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 information
about candidates in three categories of positions: exempt employee positions; non-exempt employee
positions and hourly employee positions.
Exempt Positions  Both candidates with
bachelor’s degrees and
Survey respondents reported the following about desired graduates of technical or
qualifications in candidates for exempt positions (percentages may
career colleges were sought
total more than 100 percent because respondents could select more
by nearly 41 percent of
than one educational level or work experience level as being sought
in candidates): organizations/companies
 Nearly 87 percent of respondents indicated that college  Candidates with certificates
graduates with bachelor’s degrees were the most sought from professional programs
candidates at accredited institutions were
sought by slightly more than
 Master’s degree candidates were sought by nearly 43 34 percent of organizations/
percent of organizations/companies companies
 Candidates with technical or career college degrees were  Those candidates with post-
sought by 31 percent of graduate degrees (i.e. Masters,
respondents J.D., Ph.D., M.D.) were the
 Slightly more than 21 percent of survey respondents least sought, coming in at just
indicated candidates with certificates in professional over five percent
programs from accredited institutions were desired, while  When it comes to work
just 20 percent indicated high school graduates or GED experience, candidates with
certificates were sought for exempt positions. two to five years of work
 Nearly 80 percent of respondents indicated that candidates experience were the winners.
with two to five years Nearly 87 percent of
experience were the most sought candidates respondents listed these
candidates as the most
 Candidates with six to ten years experience were the
sought candidates.
second most sought candidates as indicated by nearly 67
percent of respondents  Nearly 67 percent of
respondents listed candidates
 Respondents indicated a major drop for desired
with less than two years
candidates outside the two to ten years experience
work experience as the
range: just 25 percent sought candidates with 11 to 15
second most sought group
years experience; slightly more than 21 percent sought
of candidates
candidates with more than 15 years of experience; and 20
percent sought candidates with less than two years of  Respondents indicated a
experience. major drop for desired
candidates falling outside the
two years to five years
Non-exempt Positions
experience range: slightly
Survey respondents reported the following about desired qualifica- more than 33 percent seek
tions in candidates for non-exempt positions (percentages may total candidates with six to ten years
more than 100 percent because respondents could select more than of experience; just 16 percent
one educational level or work experience level as being sought in seek candidates with 11 to 15
candidates): years of experience; and slightly
 Nearly 78 percent of respondents indicated that high school graduates or more than 13 percent seek
GED recipients were the most sought candidates candidates with more than 15
5

6. Qualifications Sought in Candidates
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 one
educational level or work experience level as being sought in candidates):
 The most sought educational level for hourly position candidates is a high school
diploma or GED as indicated by nearly 85 percent of survey respondents.
 Nearly 33 percent of respondents seek candidates with a technical or career college
degree and 30 percent of respondents indicate that candidates with certificates in
professional programs from an accredited institution are desirable candidates.
 College graduates with bachelor’s degrees are sought for hourly positions by nearly
22 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 two
years of experience for hourly positions, while those with two to five years of experience
are sought by 68 percent of respondents.
 Candidates with more years of work experience are the lesser-sought candidates for
hourly positions: nearly 27 percent of respondents seek candidates with six to ten years of
experience; candidates with 11 to 15 years experience and those with more than 15 years of
experience are sought by slightly more than 13 percent of respondents.
Chart 3 shows the percentage of respondents who indicated their organizations/companies seek
candidates who fall into four diversity qualifications (percentages total more than 100 percent because
respondents could indicate more than one diversity qualification) :
Chart 3: Diversity Qualifications Sought in Candidates
by Percent of Total Responses for Each Qualification
( R esp o nd ent s C o uld Select M o r e t han One D iver sit y Qualif icat io n)
Veterans, 87.0%
Ethnicity, 95.7%
Disabled, 76.8%
Gender, 92.8%
6

7. Hiring Practices Outlook for
Fourth Quarter 2012
 75.3 percent of respondents anticipate hiring in
this quarter
 58.2 percent of respondents anticipate hiring both
to fill vacancies in existing positions and hiring for
new positions
 32.8 percent of respondents anticipate hiring to
replace employees by filling only vacancies in
existing positions
 62.7 percent of respondents anticipate filling
positions for Non-Exempt hourly-Non-technical
positions
 55.2 percent of respondents anticipate filling
positions for Exempt-Technical positions
 38.2 percent of respondents anticipate filling
Supervisor/Manager positions
 35.8 percent of respondents anticipate filling both
Exempt-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 filling
positions for Executive-level, Director-level, and
Non-Exempt salaried – Technical positions
 Survey responses show that more organizations/
companies do not anticipate hiring contract/
temporary employees than companies that do
anticipate 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 hiring
patterns 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 in
normal hiring patterns
 33.0 percent of respondents are unsure/do not know when asked
about a change from previous normal hiring patterns
7

8. Recruiting Practices
This section discusses the findings from survey questions that asked about three specific recruiting
practices: compensation, social media usage and candidate sourcing methods.
Why Positions Are Some Positions Are Difficult to Fill
Difficult to Fill
Two-thirds of survey respondents indicated that their or-
ganizations/companies experience more difficulty than ex-
Among the reasons survey pected in filling certain positions. Table B displays the results
respondents reported for more when respondents were asked about difficulty in filling positions in
difficulty than expected in six labor sectors:
hiring qualified candidates:
Table B
 Candidates don’t possess
the right work experience Yes or No Responses to:
(58.8 percent) “Does your organization/company experience more difficulty
 Candidates don’t possess than expected in hiring qualified candidates?”
the right skills (43.5
percent)
 Candidates don’t possess
Percentage Percentage
the right educational/
of of
training background (35.5
YES NO
percent) Labor Sector Responses Responses
 Can’t find candidates in
IT/Computer 60.4 39.6
the salary range (33.9
percent) Engineering 50.0 50.0
 Mismatch between the Scientific/Technical 41.0 59.0
position qualifications and Business 39.2 60.8
the candidate’s salary/
wage expectations (16.1 Healthcare 35.7 64.3
percent) Manufacturing 34.1 65.9
 Can’t find candidates in
the hourly rate range
(14.5 percent)
 Difficulty time in attracting
candidates to
Greater
Cincinnati (11.3
percent)
 Lack of appro-
priate
educa-
tional/training
opportunities in
the Greater
Cincinnati area
(4.8 percent)
8

9. Companies and Organizations Use Multiple Actions to Attract Candidates
According to the survey data, organizations and companies in the Greater Cincinnati area are
taking a variety of actions/incentives to attract qualified candidates to the area. Many
respondents reported multiple actions/incentives (percentages total more than 100 percent because
respondents could indicate more than one action/incentive) :
 Relocation assistance (e.g., realty firms, visitors
financial, moving, tempo- bureaus, museums (29.7
rary housing, real estate, percent)
spousal/partner job-hunting  Company perks (e.g.,
assistance) (47.3 percent)
company car, Metro
 Tuition assistance for em- passes, tax assistance,
ployee and/or employee’s increased insurance
spouse and/or children coverage, bonuses, stock
(41.9 percent) options, financial
planning, tickets to sport
 Highly attractive benefits
or cultural events,
packages that exceed
company cafeteria,
average benefits
company after-work gath-
offerings for the Greater
erings, company holiday
Cincinnati area (37.8
party/summer picnic)
percent)
(28.4 percent)
 Literature, maps, guides,
 Personal integration into
websites, social media sites
community (e.g.,
for Greater Cincinnati
introductions to
prepared by your company/
members of civic/
organization (35.1 percent)
community groups,
 Career growth incentives company volunteer
such as professional activities in the
association community) for new hires
memberships, meeting or (8.1 percent)
conference registration
Respondents also reported
fees, seminar registration
that their organization or
fees (35.1 percent)
company was using methods
 Provide face-to-face other than those listed above.
interaction with potential Among those methods:
workplace peers,  Initiated a
escorted tours or military
attendance at cultural/ recruiting
civic events to selected can- program to
didates during enhance
recruiting phase (33.8 per- candidate pool
cent) across the U.S.
 Literature, maps, guides,  Use a
websites, social media sites temporary
for Greater agency and
Cincinnati prepared by outside
other groups (e.g. relationships
Chambers of Commerce,
9

10. Compensation
Survey responses showed that in all position categories, companies continueed to hold the line on
compensation by reporting no change from 2011 to 2012.
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:
 60.5 percent of respondents indicated no change from 2011
 34.9 percent of respondents indicated higher compensation than in 2011
 4.7 percent of respondents indicated lower compensation than in 2011
At the Hourly Technical and Hourly Non-Technical levels for new hires:
 65.5 percent of respondents indicated no change from 2011
 31.0 percent of respondents indicated higher compensation than in 2011
 3.67 percent of respondents indicated lower compensation than in 2011
The survey asked respondents to report the salary increase ranges their organization/company is paying
to current employees for the current fiscal year. Without exception, the greatest percentage was
indicated for salary increases between 2.0% and 3.9% for current employees.
10

11. Candidate Sourcing Methods and Social Media
Candidate Sourcing Methods Survey Identifies the
Top Three Most
Among staffing and recruiting managers, candidate sourcing
methods remains a hot topic. The survey asked three Effective Methods for
questions related to candidate sourcing. Recruiting and
Survey respondents were asked to identify which of three
Sourcing
talent management systems (TMS) their companies/
organizations use in recruiting efforts. The results: What are the top three most
effective recruiting/sourcing
methods used by an
 84.6 percent of respondents reported using Taleo organization/company?
Survey data showed (totals
 7.7 percent of respondents reported using Brass Ring equal more than 100 percent
 7.7 percent of respondents reported using Kenexa because respondents could
indicate more than one
method) :
As more and more companies encourage job applicants to file
applications online, the use of electronic screening of
candidate resumes, as opposed to an initial screening of  77.7 percent of
the resume by a live company representative, has become a respondents cited
much discussed issue. Employee Referrals
The survey asked respondents if their company/organization  55.2 percent of
use electronic screening for the resumes of job applicants. respondents cited
Job seekers filing applications with Greater Cincinnati Commercial online
companies have less than a 1 in 2 chance of having job boards (i.e.,
their resumes electronically screened. Monster, CareerBuilder,
Sixty percent of respondents reported that their company/ etc.)
organization does not electronically screen resumes. Nearly
 36.8 percent of
38 percent of respondents indicated that electronic screening
respondents cited the
is used to screen resumes in their company/organization,
while slightly more than two percent of respondents did not Organization/
know whether or not their company/organization uses Company website
electronic screening of applicants’ resumes.
In a recently published book, “Why Good People Can’t Find Less than 25 percent of
Jobs,” by Peter Cappelli, the author cited the widespread use respondents cited social
of electronic screening of job applicants’ resumes as one media, search firms, rehires of
reason for the so-called “skills gap” (when companies can’t former employees, former
find applicants with the right skills for a job).
college interns or former
Survey respondents were asked how satisfied they were CoOp students, referrals from
that their electronic resume screening provides the best industry contacts, job
possible candidates from the pool of applicants for a
fairs/campus career services,
position. The respondents reported the following results:
college/university websites,
military websites, professional
 60.6 percent of respondents reported being satisfied associations/conferences, or
advertising in traditional
 21.2 percent of respondents reported being very satisfied
media as effective recruiting/
 15.2 percent of respondents reported being unsatisfied sourcing methods.
 3.0 percent of respondents reported being very unsatisfied
11

12. Social Media
Cincinnati organizations/companies appear to be allocating more off the human resources or
recruiting annual budget to
social media recruiting than in the past two surveys.
The Summer 2012 Survey data showed slight increases in the higher percentage levels of
budgets devoted to social
media than in the past surveys, while the data showed fewer
responses in the lower budget percentage levels. The results from respondents to the Summer
2012 Survey:
 54.0 percent of respondents reported less than 1.0 % of budget allocated to social media
recruiting
 20.7 percent of respondents reported between 1% - 4.9% of budget allocated to social me-
dia recruiting
 13.8 percent of respondents reported between 5% - 9.9% 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 in
the recruiting and hiring process. Survey data showed the following usage of social media tools
by 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
12

13. Demographics
This section of the survey asked questions about the companies and organizations represented by the
survey participants.
Industry Groups
Survey participants were asked what industry group their company or organization belonged to based
upon standard industry classification. Table C presents the industries reported by survey respondents.
Table C
Survey Participants by Industry Group
Percentage
of
Industry Group Respondents
Manufacturing 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

14. Location, Location, Location
Data from the Summer 2012 Survey showed that the Greater Cincinnati area serves as an
important location for the companies and organizations represented by the respon-
dents:
 56.3 percent of respondents reported that their national/global headquarters is located
in the tri-state area
 27.7 percent of respondents said their regional/divisional headquarters is located in the
tri-state area
 19.3 percent of respondents reported that their national/global headquarters is located
outside the tri-state area
Employees 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 or
organization had employees or contract/temporary employees in specific locations.
Table D
Number of Employees in Organizations or Companies Represented
by Summer 2012 Survey Participants
(Reported as Percentage of Respondents; Grey Shading = No Response)
Contract/Temporary Employees in the
Number of Employees in the Employees in the Entire
Employees Tri-State Tri-State Company/Corporation
Less 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 and
above 8.0%
14