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Delivering Tremendous Value – The StaffingU Market Demand Report

The simplicity of selling is believing you provide tremendous value to your clients and engaging in conversations to help economic buyers fully understand the value you delivery. One powerful way to deliver value right now is to help prospects and customers anticipate the market and edge-out their competitors through active hiring strategies. Their win will be in having temp and fulltime talent who are ready for the continuing influx of business in this recovery.

The following five roles are in high demand and, as a result, companies must actively onboard these individuals now in order to have the capacity to respond to increasing workloads:

1. Industrial Engineers – 71,800 open position (a 60.7% increase year-over-year)

2. Office Managers and Supervisors – 92,350 open positions (a 31.8% increase year-over-year)

3. Computer Software Engineers (Applications) – 90,081 open positions (a 32.5% increase year-over-year)

4. Customer Services Reps – 162,347 open positions (a 23.9% increase year-over-year)

5. Marketing Managers – 104, 514 open positions (a 20.5% increase year-over-year)

Data: WANTED Analytics | Analysis: StaffingU

Views: 11

Tags: Delivering Tremendous Value – The StaffingU Market Demand Report, Recruiting, Scott Wintrip, StaffingU

Comment by Henning Seip on May 25, 2011 at 10:57am

Scott,

According to the Bureau of Labor Statistics there are 202,990 Industrial Engineers on payroll in the US. The average rate of job openings is around 3% (according to the BLS). If there are 71,800 open positions for Industrial Engineers right now it would make it 26% which is 63,500 more open positions than what the BLS estimate is.

 

Can you explain that?

Comment by Charlotte Byndas on May 25, 2011 at 11:44am

Henning,

 

I was wondering the same sort of thing when I first saw the Wanted Technologies report.  I believe the number of open positions is being based on job ads thus the same job could be listed multiple times.  Scott is this your understanding?  Regardless of the 100% accuracy in the stats I find the overall trending interesting.

 

Charlotte

Comment by Carolyn Menz on May 25, 2011 at 3:21pm

Charlotte & Henning -

 

For full disclosure, I work for WANTED.  There are various ways that you can pull the WANTED data.  You can look at new job ads (with or without duplicates or total available job ads).  You can also query the data for different time periods.  I haven't spoken with Scott (and, I hope that he doesn't mind my jumping in here) so I am not exactly sure what criteria he used but I just took a look and over the past 30 days, there have been about 18,000 new job ads placed online for Industrial Engineers (excluding duplicates).  

 

Another thing to keep in mind - these jobs are not all necessarily adding new headcount.  Some of these open positions could be replacement as those who were in the jobs previously move either internally or to other companies or even retired.

 

Please let me know if you have any questions - I'd be happy to talk it through.

-Carolyn

Comment by Charlotte Byndas on May 25, 2011 at 4:00pm

Carolyn,

 

Thanks for jumping into the conversation.  Your information is helpful in understanding the data. 

 

-Charlotte

Comment by Henning Seip on May 25, 2011 at 4:29pm

Carolyn,

 

If you annualize the 18,000 job ads you counted over the past 30 days it would come out to 216,000 jobs that would need to be filled either through external additions or replacements. This would mean that the entire payroll of Industrial Engineers in the US would turn over in less than 1 year. 

 

Do I interpret you right?

Comment by Carolyn Menz on May 25, 2011 at 5:12pm

Hi Henning,

 

I think that I understand what you are saying - but I am not sure that you can annualize in that way.

 

We aren’t saying that the entire payroll will turnover.  Some of these positions are newly created (additive to the existing payroll), some will be replacement (turnover), and some will never actually be filled (no impact to payroll).  We know the what, where, and when for jobs being posted and taken down.  What we don’t know is the why – why the job was posted or why the job ad was taken down.

 

Does that help?  If you’d like, I’d be happy to discuss over the phone as well.   

-Carolyn 

Comment by Henning Seip on May 25, 2011 at 6:15pm
Carolyn,

According to the BLS the hires rate (across all occupations) is about 3% per month (about 36% annualized). With a US payroll for Industrial Engineers of 202,990 there would be a need to fill about 73,000 positions per year. The BLS number includes, among others, internal transfers, seasonal employees and short-term labor according to their methodology. This is 1/3 of your number which would mean that 2/3 of posted jobs are never filled.
Comment by Carolyn Menz on May 25, 2011 at 7:04pm

Hi Henning, 

 

There are two different things being measured here and in two different ways and for two different time periods which is why it is hard to compare.  The BLS data is estimated based upon employee surveys and the WANTED data is from our database of online job postings that we have created.  The BLS data is estimating number of people employed in that occupation and we are providing data on the number of job postings.  And, finally, the BLS data was an estimate from May 2010 (unless you found more recent data) and the data we are providing is from the past 30 days.  You can't annualize the job postings - it isn't consistent from a month to month basis.

 

If you'd like to discuss this in more detail, please feel free to email me at carolyn.menz@wantedtech.com.

 

Thanks.

-Carolyn

 

Comment by Scott Wintrip on May 26, 2011 at 3:57pm

Carolyn,

Thanks for responding to these questions directly about the data from WANTED and helping readers understand the information. For those who have not done so, check out their site at www.wantedanalytics.com. You'll find access to great information and tools in addition to the type of information stated here.

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