Posts tagged with "CareerBuilder"

Weight gain at work: Does this job make me look fat?

October 10, 2018

Your bank account may not be the only thing that’s getting bigger with every paycheck. Your waistline may be expanding, too, according to findings of a survey of 1,012 full-time employees nationwide released by CareerBuilder.

In fact, nearly half of U.S. workers (45%) believe they’ve gained weight at their current jobs. Of these workers, 25% say they’ve gained at least 10 pounds at their place of employment, and 10% say that they have put on 20 pounds or more.

As for what’s causing Americans to pack on the pounds, the majority of workers (53%) blame at least part of their on-the-job weight gain to the sedentary aspects of their positions. Nearly the same number (49%) claim that they don’t have the energy to work out, while 34% say they can’t find the time.

But lack of exercise isn’t the only problem. Poor eating habits are also rampant among workers. Two in 5 workers (41%) find themselves eating as a result of stress. It also doesn’t help that nearly one-quarter of workers (23%) eat out at least three times per week instead of bringing a lunch from home, and 21% can’t resist the temptations of the office candy jar.

So how can they stop those snack attacks? CareerBuilder advises:

  • Know your benefits. Many companies are offering wellness benefits to help employees take control of their health, such as corporate gym memberships, on-site wellness workshops, and smoking cessation programs. Ask your HR department what benefits are available to help you reach your health goals.
  • Abide by the 60/3 rule. If you work a desk job, you’re probably sitting for long periods of time, which can drain you both physically and mentally. Set a reminder for yourself to get up every 60 minutes and move around for at least three. Even short, but frequent breaks can help you alleviate any aches and pains from sitting, while re-energizing you for the rest of the day.
  • Pack your lunch. Nearly 25% of workers who have gained weight on the job attribute it to eating out at lunch. Bringing your own lunch will not only cut down on the extra calories that are hidden in your takeout meals; it will also cut down your costs.
  • Snack smartly. The vast majority of workers (72%) snack throughout the work day—which isn’t necessarily a bad thing, provided they are eating the right foods, such as fresh fruits and yogurt
  • Use your lunch break wisely. Go for a walk and do it outside if possible. The exercise, combined with some fresh air and vitamin D, will provide multiple health benefits, from stress relief to increased energy to a better mood.


Being there: Working parents scramble to attend children’s events

June 18, 2018

Have you missed your child’s on-stage appearance, classroom presentation, or soccer game? You are not alone. More than one-third (38%) of moms and dads missed a significant event in their child’s life due to work during the past year —and more than one in every five parents (21%) failed to show up at three or more events, based on findings of a survey of 1, 012 full-time workers nationwide sponsored by CareerBuilder and conducted by The Harris Poll.

There’s bad  news and good news: Managing your work and your children can be a struggle —and it’s especially hard during the summer—but according to the majority of workers with children at home (78%), it is possible to be successful, both in your career and as a parent.

“Work-life balance is certainly a struggle for all professionals, but we see workers moving past the idea that they have to give something up and that the sacrifice of either a career or parenting must be made,” said Jennifer Grasz, vice president of Corporate Communications for CareerBuilder. “Promoting a balance should be important to employers, too. When employees feel a greater sense of control and ownership over their own lives, they tend to have better relationships with coworkers, be more productive and are able to leave work issues at work and home issues at home.”

However, while more than half of workers with a child in the household (51%) say they feel equally successful in their role at work and as a parent, more than half of working dads (56%) feel this way, compared to only 47% of working moms. But counter-intuitively, while 33% of working moms say they feel more successful as a parent, only 22% of working dads could say the same.

When it comes to bringing home the bacon, both parents are responsible—fewer than one-third (32%) of working parents say they are the sole financial provider in their households. But when they were asked if they would leave their jobs if their spouse or significant other made enough money for their family to live on comfortably, only one-quarter (25%) said “yes.”

Similarly, 65% of employees with a child in the household said they would not be willing to take a decrease in pay to spend more time with their kids – a similar feeling in working dads (65%) and moms (66%).

Indeed, the researchers found, time at the office is taking a toll on some families. While the majority of working parents (66%) spend at least three hours a day with their kids, parents’ absence is noted by their kids. Nearly one-quarter of working parents (24%) say their children have asked them to work less, and a similar proportion (23%) say work is negatively impacting their relationship with their children.

Finally, having a child changes your family life, but how does it change your work life? Half of workers who are parents (46%) have not taken advantage of flexible work arrangements, but of those who have (54%), 37% say it has not affected their career progress.

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Tempers run hot and cold over office temperatures

May 24, 2018

Workers are hot under the collar over the office temperature. Indeed, nearly one in five (19%) of nine-to-fivers have secretly adjusted the office thermostat during the summer—13% to make it cooler and 6% to make it warmer—based on findings of a Harris Poll conducted on behalf of CareerBuilder and released on May 23,

According to the poll of 1,012 full-time workers in the private sector across industries and company sizes, nearly half of workers (46%) say their office is either too hot or too cold.

What’s more, fully 51% sitting that in an office that is too cold impacts their productivity, while 67% say sitting in an office that is too warm does the same.

Fifteen percent of respondents admit that they have argued with a co-worker about office temperature (7% of men vs. 22% of women). Drilled down by gender, findings suggest that women may feel temperature differently from men. Eighteen percent of men say they are too cold; 17%, too hot; while 36% of women are too cold; and 19% too hot.

Broken down by industry, retail has the hottest employees (28%), and healthcare has the coldest (30%).

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How to lose the job before you get it

February 23, 2018

What you don’t blurt out during a job interview may be just as likely to get you the gig as what you choose to reveal about yourself. That’s the message of over 1,000 hiring managers and human resource professionals who have seen it all—some of it, intensely awkward.

In fact, there are ten mistakes that instantly will destroy your chances of getting hiring—among them, failing to make eye contact or smile, or playing with something on the table.

According to findings of a CareerBuilder study, conducted by The Harris Poll and released on February 22, about half of employers (49%) know within the first five minutes of an interview if a candidate is a good or bad fit for a position, and only 8% make up their minds within a half hour or longer.

When you’re not prepared, crazy things can happen. When asked to share the most unusual things job candidates have done during the interview process, employers and hiring managers recalled individuals who:

  • Did not have the skills to do the job and stated, “Fake it until you make it” as his personal philosophy;
  • Asked interviewer if she was qualified to be doing her job;
  • Asked for a cocktail;
  • Asked to taste the interviewer’s coffee;
  • Called a government job something government-y;
  • Came to the interview wearing slipper;.
  • Wore a Darth Vader costume to the interview.
  • Spent a lot of time quoting Dwight D. Eisenhower, which had nothing to do with the position for which he was interviewing;
  • Leaned far forward with his head down during the first five minutes of the interview;
  • Offered the interviewer pumpkins and said they transfer good energy.
  • Pulled out a bag of drugs with his keys; and
  • Broke out in song in the middle of the interview.

And, even if you are the best candidate for the job, the researchers say, you can see a potential offer disappear by making avoidable mistakes. Here are ten instant deal-breakers, according to employers. Don’t be the candidate who:

  1. Is caught lying about something;
  2. Answers a cell phone or texts during the interview;
  3. Appears arrogant or entitled;
  4. Lacks accountability;
  5. Swears;
  6. Dresses inappropriately;
  7. Talks negatively about current or previous employers;
  8. Knows nothing about the job or company;
  9. Uses unprofessional body language; or
  10. Knows nothing about the industry or competitors.

When asked to identify the biggest body language mistakes job seekers make during an interview, hiring managers named the following:

  • Failure to make eye contact;
  • Failure to smile;
  • Playing with something on the table;
  • Fidgeting too much in his/her seat;
  • Bad posture;
  • Crossing their arms over their chest;
  • Playing with hair or touching one’s face;
  • Handshake that is too weak; or:
  • Using too many hand gestures.

“There’s a lot riding on an interview.You have to make a great first impression, have knowledge of your target company and its product, and know exactly how to convey that you’re the perfect fit for the job,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “The best thing you can do for yourself is to prepare and practice everything from your body language to answers to standard interview questions. You never get a second chance to make a first impression, so going in well-prepared is key.”

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44% of employers believe in ‘hire power’ in 2018

January 16, 2018

Fewer than half (44%) of U.S. employers nationwide plan to hire full-time, permanent employees in 2018—and just over half (51%) will hire temporary employees, based on findings of a poll of 888 hiring managers and HR managers released on January 9 by CareerBuilder.

Last year, the number planning to hire was 40%, so opportunities have increased slightly, according to the study, conducted on behalf of CareerBuilder by The Harris Poll.

However, the online job recruiter says, the most pressing question remains: How quickly can they fill those roles, if at all? Forty-five percent of HR managers currently have jobs they cannot fill because they cannot find qualified talent and 58 percent report that they have jobs that stay open for 12 weeks or longer.1

At the same time, employers will have a harder time holding on to current employees with 40% of workers planning to change jobs during the next 12 months.

“More job creation, higher voluntary employee turnover and intensified competition for talent will be the main themes surrounding employment in 2018,” said CareerBuilder CEO Matt Ferguson “There is a perfect storm happening in the U.S. labor market. Low unemployment paired with lagging labor force participation and a growing skills gap is making it very difficult for businesses to find qualified candidates—and this is for all types of roles.

“If employers want to remain competitive,” Ferguson added, “they are going to have to look to new talent pools and significantly increase their investment in training workers to build up the skills they require.”

With companies struggling to get new employees in the door, the poll found that they are exploring various sources for job candidates and increasing compensation in 2018—among them::

  • Capturing new talent earlyEmployers will start courting college students early: 64% plan to hire recent college graduates this year.
  • Importing talent: Employers will be looking beyond borders to find talent,with 23% planning to hire workers from other countries to work in the United States.
  • Re-engaging past employees: Employers will increase outreach to workers who know their business and have a history with them: 39%  plan to hire former employees in 2018.
  • Hiring for potential: 66% percent of employers said they will train and hire workers who may not have all the skills they need, but have potential; 44% of all employers plan to train low-skill workers who don’t have experience in their field and hire them for higher-skill jobs.
  • Boosting compensation: While wage gains have not reached desired levels, employers will become more aggressive with compensation levels for in-demand workers. Fully 30% plan to increase starting salaries for new employees by 5% or more, while 36% will do the same for existing staff.

While employers say functions such as customer service, sales, information technology and production will top their list for full-time, permanent hiring in 2018, they also pointed to other key areas where they will be adding headcount—including jobs tied to skilled labor (30%), data analysis (25%), digital marketing (17%), cybersecurity (15%), automation (12%) and artificial intelligence/machine learning (10%).

The West and Northeast are leading the regions in the percentage of employers hiring full-time, permanent employees at 49% and 47%, respectively; followed by the South (45%). The Midwest continues to lag other regions with 33% of employers planning to hire in 2018.

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Companies waste average of $15K on ill-advised hires

December 8, 2017

Make no mistake about it: At some time in a career, everyone takes the wrong job—or hires the wrong person. Nearly three out of four employers (74%) say they’ve hired someone “who is not a good fit” for a position and realized their misstep within weeks, based on findings of a survey released by CareerBuilder on December 7.

But, when it comes to workplace bloopers, few carry as hefty of a price tag as making a wrong hire. According to the researchers, companies lost an average of $14,900 on every bad hire in the last year.

When asked how a bad hire affected their business in the last year, employers cited less productivity (37%), lost time to recruit and train another worker (32%) and compromised quality of work (31%).

The survey of 2, 257 full-time hiring managers and HR professionals—and of 3,597 full-time workers across industries and company sizes in the U.S. private sector—was conducted online by Harris Poll from August 16 through September 15.

“It’s important to note that there’s a ripple effect with bad hires. Disengagement is contagious: Poor performers lower the bar for other workers on their teams, and their bad habits spread throughout the organization,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “The best thing hiring managers can do is put in the time and effort on the front end to make sure they have the best available pool of applicants for every job opening. And, just as importantly, have good procedures in place for evaluating candidates.”

But how do you know if you’ve hired the wrong person? When asked what made them think they had made the wrong decision, employers who have made a bad hire said:

  • While the candidate didn’t have all the needed skills, they believed he or she could learn quickly(35%);
  • The candidate lied about his other qualifications (33%);
  • We took a chance on a nice person (32%);
  • HR was pressured to fill the role quickly (30%);
  • We had a hard time finding qualified candidates (29%);
  • We were focused on skills and not attitude (29%);
  • We ignored some of the warning signs (25%);
  • We lacked adequate tools to find the right person(10%);
  • We didn’t do a complete background check (10%); or
  • The hiring manager didn’t work close enough with HR (7%).

What’s more, employers aren’t the only ones making regretful decisions. Two in three workers (66%) say they have accepted a job and later realized that it was a bad fit—and while half of these workers (50%) have quit within six months, more than a third (37%) have stuck it out.

Workers who said they had taken a job only to realize it’s a bad fit said they noticed their mistake based on: toxic work culture (46%), their boss’ management style (40%), a lack of match between the actual job description and the job listing and interviews (37%), and/or a lack of clear expectations around the role (33%).

While the cost of hiring the wrong person can be high, the cost of letting a good worker go is even higher. According to employers, the average cost of losing a good hire was $29,600 this year. And while 75% of workers say they’re loyal to their current employer, many fewer (54%) say they feel their company is loyal to them—and nearly a third (31%) say they are likely to change jobs in the next year.

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More than half of job candidates do not negotiate salary

November 2, 2017

Do prospective employees attempt to negotiate their pay or do they simply accept what they are offered? Results of a CareerBuilder survey released on October 27 showed that the majority of workers (56%) do not negotiate for more money when they are offered a job.

Those who avoid it say they don’t attempt it because they don’t feel comfortable asking for more money (51%), they are afraid the employer will decide not to hire them (47%), or they don’t want to appear greedy (36%).

However, the truth is, CareerBuilder says, that while most job candidates avoid negotiating, the majority of employers are expecting a counter offer. Fifty-three percent of employers say they are willing to negotiate salaries on initial job offers for entry-level workers, and 52% say that when they first extend a job offer to an employee, they typically offer a lower salary than they’re willing to pay so there is room to negotiate.

With these dynamics  in play, how much money is being left on the table? Employers who offer a lower salary (26%) admit that  their initial offer is $5,000 or more less than what they are willing to offer the most attractive candidate for the position.

The national surveys were conducted online by Harris Poll on behalf of CareerBuilder in two stints: From May 24 through June 16, respondents included representative samples of 2,369 full-time employers and 3,462 full-time U.S. workers across industries and company sizes in the private sector/ From August 16 through September 15, respondents included a representative sample of 2,257 full-time employers across industries and company sizes in the private sector.

So who is most likely to negotiate for higher pay? The survey found that a new hire’s willingness to negotiate the first job offer may come with more experience. Forty-five percent of workers 35 or older typically negotiate the first offer, which is higher than workers ages 18-34 (42 %).

What’s more, nearly half of men (47%) say they negotiate first offers, compared to 42% of women.

Information technology workers (59%) are the most likely to negotiate salary, followed by sales professionals (55%), and financial services (53%) and healthcare workers (48%).

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