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    CHARTS OF THE DAY: On Increasing Job Openings and Scarce Candidates

    Today's chart(s) of the day come courtesy of Gluskin Sheff + Associates, and the excellent (and filled with charts) report from David Rosenberg titled 'The US Labor Market in Pictures, Tighter Than It Looks!', which provides a fantastic overview and re-set of the macro trends for employment in America.

    Taken from the Gluskin Sheff report, I want to call out two of the report's dozens of charts, the first on the growth in absolute job openings in the USA:

    Job openings continue to rise from the post-recession bottom, and with about 4 million current openings, seem on track to eventually climb to eclipse the pre-recession highs. In fact, if suddenly all 4 million openings were filled from currently (officially) unemployed workers, the unemployment rate would fall to about 4%.

    But of course things are not so simple or neat, and this next chart illustrates the challenges that many employers are reporting trying to fill jobs in a time of rising openings:

    Companies, especially smaller companies, are reporting increases in 'difficult to fill' positions, (a level just off it's five-year highs), and if you dig into the Gluskin Sheff report further, you will see that over 40% of companies are reporting 'few or no qualified applicants' for their openings.

    These trends of rising job openings combined with, at least for many types of jobs in many industries, are having a tightening effect on the labor market overall. I am not smart enough to try and tell you exactly why this is happening right now, it is certainly a complex and debatable set of circumstances that includes the aging workforce, the governmental safety net, firm's inability or unwillingness to invest in training candidates, and the 'fake-or-maybe-it-is-not-fake' shortage of candidates with the needed skills for the modern age.

    But the data seem to show one thing that is clear - the labor market is starting to show signs of tightening, probably making it more difficult for you in the short and medium term to deliver the candidates you need to sustain your business and talent objectives.

    It might be time to start re-thinking all the things that make your shop the place where increasingly scarce candidates want to land.

    Happy Wednesday.


    Reactions to notifications from various social networking sites 

    In no particular order of importance (and likely no overall importance whatsoever)

    "Person you don't know wants to be your friend on Facebook"

    "Who?" followed shortly by "Why?" followed shortly by "I really dislike Facebook already, I can't see how this will make it better." (Aside - Facebook is one of the few services that gets worse the more you use it. )

    "Person you don't know has just followed you on Twitter"

    "   "

    "Person you know has sent you a Direct Message on Twitter"

    "Please send me an email. I don't need another 'Inbox' to have to ignore."

    "Person ABC has mentioned you in their 'Follow Friday' tweet"

    "I remember 2008 too."

    "Person you don't know would like to add you to their professional network on LinkedIn"

    "Yes" followed shortly by "Please don't send me any LinkedIn messages. I don't need another 'Inbox' I have to ignore."

    "Person ABC is now following you on Quora."

    "Oh yeah, Quora. I should really try and attempt to answer a question on there someday.... Nah."

    "Person ABC has added you to their Google+ Circles."

    "People are still doing that? Huh."

    "Steve - here are some Pinterest boards we think you will like!"

    "Pinterest - it is pretty clear you don't know a thing about me."

    "Person ABC started following you on Instagram."

    "Be prepared to be consistently bored."

    "Person ABC wants to be your friend on Foursquare."

    "There are about three people that need to know where I am at any given time. You are not one of them." also "You will come to learn that I go to bagel shops a lot."

    "Person ABC favorited you page on About.me"

    "Now come on. About.me? Really? I am embarrassed to even have an About.me page."

    It does all seem a little silly sometimes, doesn't it?

    Happy Tuesday.


    PODCAST - #HRHappyHour 179 - Data Driven HR

    HR Happy Hour 179 - 'Data Driven HR' (Live from Equifax Workforce Solutions Forum 2014)

    Recorded Tuesday, April 1, 2014

    Hosts: Steve Boese, Trish McFarlane

    Guests: Dann Adams, President, Equifax Workforce Solutions and Mike Psenka, Senior Vice President Workforce Analytics, Equifax Workforce Solutions

    Last week Steve and Trish were able to attend Equifax Workforce Solutions Annual User Conference in Scottsdale, AZ and sit down with Dann Adams and Mike Psenka to talk about some of the ways that more advanced capability and increased availability of data and analytics are changing the way HR gets done, and increasing the opportunities for HR to contribute significant business value.

    Data is increasingly the 'must have' resource for HR leaders. It can allow the leveraging of that data and the related insights on pay, turnover, and job movement from a wide swath of industries and millions of data points in order to give organizations a better understanding of how their workforce trends stack up to their peers. It also means using data and decision support tools to ensure the organization is making the right decisions and remaining compliant with complex ACA requirements.

    Equifax Workforce Solutions through their technology solutions, extensive and robust data set from which to derive insights, and the domain experience of their team are at the forefront of delivering on the promise and potential that data and analytics offer to HR leaders and organizations. On the show, Dann and Mike share a few examples and share their insights as to how HR organizations can get the most value from these data driven approaches. 

    You can listen to the show on the show page here or using the widget player below: 

    Popular Business Internet Radio with Steve Boese on BlogTalkRadio


    Additionally, you can subscribe to the HR Happy Hour Show on iTunes, or for Android device users, from a free app called Stitcher Radio. In both cases just search for 'HR Happy Hour' and add the show to your podcast subscription list. 

    This was a fun and informative show and I would like to thank Dann, Mike, and everyone at Equifax Workforce Solutions for allowing the HR Happy Hour Show to be a part of Forum 2014. 


    Off Topic: Grunge Songs, Ranked

    In an ongoing experiment to discover if there is indeed a correlation between a blog post's lack of meaning and insight and it's popularity, I present to you for your consideration the definitive ranking of 'Grunge' songs.

    20. Glycerine - Bush

    19. Spoonman - Soundgarden

    18. Change - Candelbox

    17. Plush - Stone Temple Pilots

    16. Heart Shaped Box - Nirvana

    15. Malibu - Hole

    14. Even Flow - Pearl Jam

    13. Hunger Strike - Temple of the Dog

    12. Man in the Box - Alice in Chains

    11. Cover Me - Candlebox

    10. Cumbersome - Seven Mary Three

    9. In Bloom - Nirvana

    8. Pretend We're Dead - L7

    7. Violet - Hole

    6. Alive - Pearl Jam

    5. Black Hole Sun - Soundgarden

    4. Smells Like Teen Spirit - Nirvana

    3. Jeremy - Pearl Jam

    2. Interstate Love Song - Stone Temple Pilots

    1. Would? -  Alice in Chains

    Have a great weekend!


    CHART OF THE DAY: Better hope you're not a telemarketer

    I'm about to speak a little later this afternoon at the Achievers Aspire event in San Francisco on the topic of Robots in the Workplace (I know, shocking that this was the topic I pitched when the folks at Achievers asked me if I would be interested in participating in the event), and in doing a final review of the slides I am planning on presenting I figured I should share one of the most interesting charts from the deck - so here goes:

    (Source: Business Insider)

    It is probably not a shock to you or anyone that jobs like telemarketing, typists, and retail salespersons are coming under increasing threat from the rise of robots and automation, but take a look at some of the other, more surprising types of jobs that have a high likelihood of being automated away in the next two decades.

    Accountants, technical writers, even commercial pilots - these are not the kinds of jobs we initially think about when we consider the potential impact of robots and automation in workforces.

    I have a feeling my talk this afternoon might be a tough one - I am not at all sure that the HR leaders in this room that are not working at 'obvious' ripe for automation types of industries like manufacturing or call centers are really thinking all that much about robots and automation. But I think, or at least I am going to try and argue, that automation in its many forms, (robots, intelligent software algorithms, wearable devices, machine to machine interaction), are going to be in the forefront of the HR/Talent agenda for just about every organization of any size in any industry.

    It should be a fun talk. I will let you know how it turns out.