What to know when looking for Long Island jobs

June 6th, 2016

There are several things a job seeker should know when looking for Long Island jobs, among other jobs, according to Careerbuilder.

The seven facts every job seeker should know about job hunting:

1) It may take longer than you think to land the job. The average time it takes to find a job – from the moment a job search begins to the point of accepting an offer – is typically at least two months. Depending on the field and location, it can take even longer, so don’t get frustrated if you don’t get hired right away.

2) Companies aren’t done with you if you don’t get the job offer. Fifty-four percent of employers re-engage with past candidates who were not given job offers. Stay connected by joining an employer’s talent network or signing up to be automatically alerted to new job openings through job sites.

3) Your resume is not enough. More than half (53 percent) of employers say a resume doesn’t provide enough information for them to assess whether someone is a good fit for the job. If you’re just providing a resume, you may lose out. They want to see a cover letter, professional portfolio where applicable, recommendations and links to social media profiles.

4) Companies are looking for skills that may surprise you. Yes, companies want to know your work history and the hard skills associated with a particular job function. But, did you know that 63 percent of employers said one of the top questions they’re trying to answer when looking for candidates is “what are their soft skills?” Make sure to highlight these less tangible skills associated with personality such as having a positive attitude, being dependable and working well under pressure.

5) The competition may be putting in more hours than you. On average, job seekers spend 11 hours a week searching for jobs. Are you putting in more or less time than the competition?

6) You may not work in your field of study. 1 in 3 people (36 percent) don’t work in a career related to their degree. Keep an open mind. Employers focus on relevant skills and whether or not you seem trainable enough for the job, so you likely have more career options than you imagined.

7) Employers will pay more. With competition heating up for positions at all skill levels, two-thirds (66 percent) of employers plan to offer higher starting salaries this year<href=”#_ftn1″ name=”_ftnref1″ title=””>[1].Job seekers are in a better negotiating position, so you want to avoid taking the first offer in most cases.

 

Is there a right hire for Long Island jobs?

May 31st, 2016

Bosses are starting to recognize that there may be such a thing as a right hire for Long Island jobs.

According to a new survey from Monster.com, nine-in-ten small business owners (89 percent) identify hiring the wrong person for a job as a risk to the company, with half (51 percent) saying it is a major risk.

Small business owners today are very mindful of how hiring the wrong person can put their business in jeopardy. Among small business owners who view hiring the wrong person as a risk to their business, top reasons include a negative impact on the company’s reputation (68 percent) and decreased productivity (62 percent).

On average, small business owners spend $1,872 to hire someone new and up to 4 months searching for the right candidate, depending on the job level. Furthermore, about four in five owners are looking for a strong skill set for the industry (78 percent) and past job experience (77 percent) when hiring someone new, while half (52 percent) also look for something less tangible: grit.

“When we have a really great hire, it means to me that we have someone we can rely on, is here for the long-term and really becomes part of the Meyer Sound family,” said Helen Meyer, co-founder of Meyer Sound, a Monster small business customer (Meyer Sound’s Small Business, Big Hire story can be viewed here.)

Small business owners like Meyer Sound have unique needs and limited time, but without the necessary resources and data in place, the employee search can take a toll not only on them, but also on their business as a whole. As a result, more than half have settled for a candidate who was not as qualified as they would have liked (56 percent) or have previously made a wrong hire (62 percent). In addition:

  • 58 percent of owners fear laziness more than any other quality of a new hire.
  • 44 percent of owners fear the employee not getting along with customers; whereas 41 percent worry they do not have the right skills for the job.
  • Small business owners that have made the wrong hiring decision generally realize their mistake quickly – 70 percent realized it within the first three weeks, with about one-third (30 percent) being aware of it after only a few days.

Employers hire contract workers for computer rep jobs in Long Island

May 8th, 2016

More employers are using temporary workers to fill computer rep jobs in Long Island, among other job titles, according to a study from Careerbuilder.

New research from CareerBuilder and Emsi shows more companies will be tapping into this labor segment with temporary employment expected to add 173,478 jobs from 2016 to 2018 – an increase of 5.9 percent.

CareerBuilder compiled a list of fast-growing occupations for temporary employment from 2016 to 2018. The following occupations have at least 10,000 jobs available, are expected to grow 6 percent or more, and pay $15 or more per hour*:

Occupation Temp Jobs (2016) Temp Jobs (2018) % Change (2016 – 2018) Median Hourly Earnings
Computer Service Representatives 98,574 104,311 6% $15.27
Administrative Assistants (excluding legal, medical and executive)** 69,627 73,931 6% $16.22
Human Resources Specialists 67,956 73,094 8% $28.02
Construction Laborers 46,488 49,226 6% $16.23
Registered Nurses 42,260 44,885 6% $33.28
Bookkeeping, Accounting and Auditing Clerks 28,124 29,878 6% $17.73
Computer User Support Specialists 24,218 25,664 6% $23.27
Heavy and Tractor-Trailer Truck Drivers 21,683 23,038 6% $19.15
Machinists 21,187 22,512 6% $19.38
Software Developers, Applications 14,731 15,624 6% $46.72

 

Can social media cost people healthcare jobs in Long Island?

May 1st, 2016

A new survey from Careerbuilder shows that social media plays a big impact on healthcare jobs in Long Island.

According to CareerBuilder’s annual social media recruitment survey, 60 percent of employers use social networking sites to research job candidates, up significantly from 52 percent last year, 22 percent in 2008 and 11 percent in 2006, when the survey was first conducted. Additionally, 59 percent of hiring managers use search engines to research candidates – compared to 51 percent last year.

There’s a lot of buzz about the various ways social media blunders can cost you a job, but that doesn’t mean you should keep your profiles completely private. More than two in five employers (41 percent) say they are less likely to interview job candidates if they are unable to find information about that person online — a 6 percent increase since last year.

Thirty-six percent of employers who screen via social networks have requested to “be a friend” or follow candidates who have private accounts. Of that group, 68 percent say they’ve been granted permission – down from 80 percent last year.

Depending on what hiring managers find, candidates’ online information can help or hurt their odds of getting a job. Forty-nine percent of hiring managers who screen candidates via social networks said they’ve found information that caused them not to hire a candidate – on par with last year 48 percent. The following are the top pieces of content that turned off these employers:

  • Provocative or inappropriate photographs, videos or information – 46 percent
  • Information about candidate drinking or using drugs – 43 percent
  • Discriminatory comments related to race, religion, gender, etc. – 33 percent
  • Candidate bad-mouthed previous company or fellow employee – 31 percent
  • Poor communication skills – 29 percent

About one-third of employers who screen candidates via social networks (32 percent), however, found information that caused them to hire a candidate, including:

  • Candidate’s background information supported job qualifications – 44 percent
  • Candidate’s site conveyed a professional image – 44 percent
  • Candidate’s personality came across as a good fit with company culture – 43 percent
  • Candidate was well-rounded, showed a wide range of interests – 40 percent
  • Candidate had great communication skills – 36 percent

 

Networking opportunity boosts Long Island jobs

April 9th, 2016

A new networking opportunity for millennials is helping to boost Long Island jobs.

Nassau County Executive Edward P. Mangano and the Nassau 200 Executive Committee today announced plans to host a millennial networking forum at the Theodore Roosevelt Executive & Legislative Building, 1550 Franklin Avenue, in Mineola.

County Executive Mangano formed the Nassau 200 Millennial Think-Tank by surveying hundreds of young residents born between 1979 and 1995. T

he Think-Tank is charged with advising the County Executive on issues of importance to their generation as well as hosting events and conducting studies.

The Nassau 200 currently has three events planned for 2016—the Nassau 200 Networking Event; the Nassau 200 How to Start a Business Panel in September; and the Nassau 200 Art Show in December.

Residents born between the years of 1979 and 1995 are encouraged to attend the Nassau 200 Networking Event by getting tickets.

“My administration is committed to combatting the exodus of young people from Nassau County by creating jobs, fostering rental opportunities, and forging a strong bond between our young residents and their community,” stated County Executive Mangano.

Long Island franchise jobs added

April 3rd, 2016

More Long Island franchise jobs have been added, according to a recent report from ADP.

U.S. private-sector franchise jobs increased by 22,000 during the month of March, according to theADP National Franchise Report.

March 2016
Monthly Employment Change Employment Level (Thousands) Monthly Growth Rate (%) Contribution
to
Monthly
Growth
(%)
Year-Over-Year Growth Rate (%) 12 Month Average Growth Rate (%)
Industry
Total U.S. NonFarm Private Employment * 200,000 121,487 0.2% 2.1% 0.2%
Small Business (1-49 Employees) 86,000 50,973 0.2% 2.1% 0.2%
Total U.S. Franchise Employment 22,000 8,324 0.3% 100% 4.1% 0.3%
Restaurants 20,180 4,331 0.5% 92% 5.3% 0.4%
Accommodations 1,290 654 0.2% 6% 1.4% 0.1%
Gasoline Stations and Auto Repair 910 383 0.2% 4% -0.1% 0.0%
Personal Services 870 146 0.6% 4% 12.7% 1.0%
Food Retailers 310 151 0.2% 1% 3.3% 0.3%
Professional Services 270 98 0.3% 1% 2.0% 0.2%
Auto Parts and Dealers 170 1,270 0.0% 1% 6.1% 0.5%
Rental 110 39 0.3% 1% 2.7% 0.2%
Manufacturing 20 9 0.2% 0% 1.0% 0.1%
Personal Care Retailers (20) 77 0.0% 0% 3.1% 0.3%
Real Estate (60) 62 -0.1% 0% 1.0% 0.1%
Education (90) 59 -0.2% 0% -1.7% -0.1%
Building Material and Garden Equipment (170) 57 -0.3% -1% 5.0% 0.4%
Other (400) 449 -0.1% -2% 0.4% 0.0%
Leisure (720) 82 -0.9% -3% -5.4% -0.5%
Business Services (730) 458 -0.2% -3% 1.0% 0.1%
* ADP National Employment Report
Note: Sum of components may not equal total due to rounding. Industries are ranked based on monthly contribution to Total Franchise Employment

 

Long Island jobs added

March 28th, 2016

The number of Long Island jobs have increased, according to recent labor statistics.

In February 2016, New York State’s private sector job count increased by 18,700, or 0.2%, to 7,884,000, a new record high, according to preliminary figures released today by the New York State Department of Labor.

The statewide unemployment rate decreased from 4.9% in January to 4.8% in February 2016, slipping below the nation’s rate of 4.9% in February 2016.

New York’s unemployment rate is now at its lowest level since November 2007.

“The State’s labor market continued to strengthen in February 2016. Not only did New York State’s private sector job count reach a new record high, but our unemployment rate reached its lowest level in more than eight years and is now below the comparable U.S. rate,” said Bohdan M. Wynnyk, Deputy Director of the Division of Research and Statistics.

Since the beginning of Governor Andrew M. Cuomo’s administration, New York State’s economy has added 789,700 private sector jobs and experienced employment growth in 54 of the past 62 months.

The State’s private sector job count is based on a payroll survey of 18,000 New York employers conducted by the U.S. Department of Labor’s Bureau of Labor Statistics.

Monthly payroll employment estimates are preliminary and subject to revision as more data becomes available the following month.

The federal government calculates New York State’s unemployment rate based partly upon the results of the Current Population Survey, which contacts approximately 3,100 households in New York State each month.

IT manager jobs in Long Island paying well

March 10th, 2016

A new survey from Glassdoor shows that IT manager jobs in Long Island may be paying very well.

According to Glassdoor’s latest report highlighting the 25 Highest Paying Jobs in America for 2016, physicians, lawyers and research & development managers are bringing home the biggest paychecks. This report is entirely based on people with these jobs who have shared their salaries on Glassdoor over the past year.

Jobs with the highest salaries include:

1. Physician

  • Median Base Salary: $180,000
  • Number of Job Openings: 2,064

2. Lawyer

  • Median Base Salary: $144,500
  • Number of Job Openings: 995

3. Research & Development Manager

  • Median Base Salary: $142,120
  • Number of Job Openings: 112

4. Software Development Manager

  • Median Base Salary: $132,000
  • Number of Job Openings: 3,495

5. Pharmacy Manager

  • Median Base Salary: $130,000
  • Number of Job Openings: 1,766

6. Strategy Manager

  • Median Base Salary: $130,000
  • Number of Job Openings: 701

7. Software Architect

  • Median Base Salary: $128,250
  • Number of Job Openings: 655

8. Integrated Circuit Designer Engineer

  • Median Base Salary: $127,500
  • Number of Job Openings: 165

9. IT Manager

  • Median Base Salary: $120,000
  • Number of Job Openings: 3,152

10. Solutions Architect

  • Median Base Salary: $120,000
  • Number of Job Openings: 2,838
  • 11. Engagement Manager
    • Median Base Salary: $120,000
    • Number of Job Openings: 1,452

    12. Applications Development Manager

    • Median Base Salary: $120,000
    • Number of Job Openings: 263

    13. Pharmacist

    • Median Base Salary: $118,000
    • Number of Job Openings: 4,502

    14. Systems Architect

    • Median Base Salary: $116,920
    • Number of Job Openings: 439

    15. Finance Manager

    • Median Base Salary: $115,000
    • Number of Job Openings: 2,582

    16. Data Scientist

    • Median Base Salary: $115,000
    • Number of Job Openings: 1,985

    17. Risk Manager

    • Median Base Salary: $115,000
    • Number of Job Openings: 1,137

Program helps veterans get Long Island jobs

March 9th, 2016

A federal program is helping veterans acquire Long Island jobs, among other locations across the country.

The purpose of the Homeless Veterans’ Reintegration Program (HVRP) is to provide services to assist in reintegrating homeless veterans into meaningful employment within the labor force and to stimulate the development of effective service delivery systems that will address the complex problems facing homeless veterans.

HVRP was initially authorized under Section 738 of the Stewart B. McKinney Homeless Assistance Act in July 1987. It is currently authorized under Title 38 U.S.C. Section 2021, as added by Section 5 of Public Law 107-95, the Homeless Veterans Comprehensive Assistance Act of 2001.

Funds are awarded on a competitive basis to eligible applicants such as: State and local Workforce Investment Boards, public agencies, for-profit/commercial entities, and non-profit organizations, including faith based and community based organizations.

Grantees provide an array of services utilizing a case management approach that directly assists homeless veterans as well as provide critical linkages for a variety of supportive services available in their local communities. The program is “employment focused” and veterans receive the employment and training services they need in order to re-enter the labor force.

Job placement, training, job development, career counseling, resume preparation, are among the services that are provided.

Supportive services such as clothing, provision of or referral to temporary, transitional, and permanent housing, referral to medical and substance abuse treatment, and transportation assistance are also provided to meet the needs of this target group.

Are there enough degrees to fill engineering jobs in Long Island?

March 7th, 2016

New research from job board Careerbuilder shows there may not be enough college degrees to fill the engineering jobs in Long Island.

Nearly two-thirds (63 percent) of employers reported that they are concerned about the growing skills gap in the U.S., according to the latest survey from Careerbuilder.

While the programs highlighted in the study have grown at least 10 percent from 2009-2014 and had at least 10,000 completions in 2014, they’re still undersupplying candidates for occupations that already see big gaps between the number of jobs posted and the number of hires companies make each month.

For example, 157,591 people graduated with degrees in Computer and Information Sciences in 2014, a number that increased 41 percent since 2009. While the growth is encouraging, it’s not enough. On average, from Jan. 2015 to Jan. 2016, 689,685 computer and information technology jobs were posted each month in the U.S. However, the average number of hires was only 209,035 – leaving a gap of 480,650 positions.

“The skills gap can have a paralyzing effect on businesses, resulting in greater economic implications” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. “In addition to reskilling and upskilling our existing workforce, we need to step up efforts to inform younger generations about high-growth, high-earning occupations where jobs far outnumber available candidates.”

Program 2014 Postsecondary Completions Growth in Completions Since 2009 % Growth in Completions Since 2009 Avg. Monthly Job Postings (Jan. 2015-Jan. 2016) Avg. Monthly Hires (Jan. 2015-Jan. 2016) Gap Between Postings and Hires Projected Job Growth (2015-2020) No. of Associated Jobs (2015)
Computer and Information Sciences 157,591 46,128 41% 689,685 209,035 480,650 8.6% 4,691,330
Registered Nursing, Nursing Administration, Nursing Research and Clinical Nursing 248,627 75,923 44% 346,061 103,177 242,884 9.0% 2,956,717
Pharmacy, Pharmaceutical Sciences, and Administration 18,287 4,448 32% 54,307 16,655 37,652 7.2% 402,295
Human Resources Management and Services 26,480 2,416 10% 86,903 65,167 21,736 5.2% 1,066,144
Electrical and Electronics Engineering 26,367 4,274 19% 29,224 10,265 18,959 3.0% 317,576
Mechanical Engineering 32,429 9,193 40% 26,032 9,819 16,213 3.1% 278,995
Biology, General 85,014 19,039 29% 19,122 5,142 13,980 6.8% 148,902
Health Information/Medical Records Technology/Technician 11,622 6,071 109% 21,503 7,599 13,904 9.6% 195,120
Legal Assistant/Paralegal 16,309 2,265 16% 21,313 10,361 10,952 8.0% 276,741
Economics 40,103 5,691 17% 36,185 25,602 10,583 14.4% 519,427
Civil Engineering 19,690 4,247 28% 15,436 12,379 3,057 9.0% 275,057
Graphic Design 11,819 3,179 37% 14,886 12,536 2,350 2.2% 240,083