The importance of building trust for Long Island jobs

August 3rd, 2016

A new report from Payscale showcases the importance of Long Island jobs.

According to Payscale, there is a disconnect between HR departments that set the compensation budgets, line of business managers who know the employees best and the employees themselves. CEB research shows that 75 percent of employee conversations regarding pay happen with their managers, not HR personnel.

However, only 17 percent of companies are ‘very confident’ in their managers’ ability to discuss compensation with employees, according to PayScale’s 2016 Compensation Best Practices Report. PayScale Crew uses real market data to bring everyone together and fosters more meaningful conversations about compensation that are based in fact.

“I used to spend countless hours trying to make sense of compensation data in spreadsheets when I was adjusting compensation for my team,” Paul Shortell, Senior Vice President, Professional Services and Consulting at Data Intensity. “PayScale Crew made the process so much easier because I could immediately see where each employee was in relation to the compensation scale for their position. As a result, I allocated pay raises in a fraction of the time and felt much more confident explaining my rationale for a raise to each member of the team.”

“With PayScale Crew, our managers have all the information they need at their fingertips, so they no longer need to ask HR to provide answers or additional compensation details multiple times,” said Jeracah Lawless, HR Director at HPM Building Supply. “The software has dramatically improved our process for awarding compensation increases across the company because managers get immediate insight, not just raw data.”

Low-wage workers with Long Island jobs may qualify for grants

July 31st, 2016

A new round of grants from the Department of Labor may go to low wage workers with Long Island jobs, among other jobs.

The U.S. Department of Labor has announced the availability of approximately $100,000 in funding through the new Portable Retirement Benefits Planning grant program.

Administered by the department’s Women’s Bureau, the program seeks to assist those workers who have traditionally lacked access to an employer-provided retirement benefits program (including independent contractors) or are otherwise less likely to have income from pensions or assets. Changing work arrangements in the high- and low-tech sectors place a greater importance on need for millions of workers – whether they are employees or independent contractors – to be able to take benefits from job to job to ensure greater retirement security.

“These grants are a continuation of the U.S. Department of Labor’s ongoing efforts to support innovation aimed at increasing the availability of retirement savings options and making such benefits more portable. Such efforts are critical to ensuring that more Americans can enjoy retirement security in this changing economy,” said Sharon Block, senior counselor to the secretary of labor and principal deputy assistant secretary for policy at the U.S. Department of Labor.

The department will award two to four grants between $25,000 and $75,000 each to nonprofit organization. The grants are intended to help such organizations develop certain program planning activities needed to initiate development of portable retirement benefits programs for their stakeholders or target populations. Such activities must involve assessing the challenges and barriers unique to low-wage workers with little to no retirement savings, researching opportunities to expand or build new portable retirement vehicles, or identifying associated legal constraints that would need to be addressed before implementing these types of programs.

Retirement security is essential to ensuring American workers’ long-term economic security – but retirement wealth has not kept pace with the nation’s aging population and other economic and demographic changes. Today, one out of three workers does not have access to a retirement savings plan, including half of workers at firms with fewer than 50 employees and more than three-quarters of part-time workers.

Working 9-5 at Long Island IT jobs

July 30th, 2016

Some experts say the 9-5 Long Island IT jobs are a thing of the past.

According to a recent survey from Careerbuilder, nearly 3 in 5 workers (59 percent) believe the traditional 9-to-5 work day is a thing of the past. Forty-five percent of workers say they complete work outside of office hours; and 49 percent say they check or answer emails when they leave work.

A higher proportion of workers in age groups 45 to 54 (65 percent) and 55 and older (61 percent), agreed that the typical eight-hour work day was a thing of the past than any other age group. By contrast, only 42 percent of workers aged 18 to 24 say the traditional 9-to-5 workday is outdated.

Workers 55 and older also say that they don’t keep working (60 percent) or check/respond to emails (54 percent) outside of office hours – again higher than any other age group. For example, only 52 percent of workers in the 18 to 24 age group say they do not keep working after business hours; and even less (41 percent) say they do not check or answer work emails outside of the office.

While similar percentages of men and women (58 and 60 percent, respectively) say the typical 9-to-5 workday is a thing of the past, men are still more likely than women to work and respond to emails once they leave the office.

Forty-nine percent of men say that they work outside of office hours, versus only 42 percent of women. Men are also more likely to remain tied to the office when they leave – 54 percent say they answer emails outside of office hours, as opposed to 43 percent of women.

Getting a response via email from a co-worker or business partner can also depend on their profession. IT (68 percent) and sales (65 percent) professionals say they check or respond to emails after business hours – perhaps making them more likely to craft a response.

Funds go to help apprentices find Long Island jobs

July 8th, 2016

A new found of funds is helping apprentices find Long Island jobs, among other locations.

States across the nation have the opportunity to expand registered apprenticeship programs that provide pathways for American workers from all backgrounds to acquire the skills and knowledge needed for good-paying jobs in fields such as information technology, healthcare, advanced manufacturing, building trades, cybersecurity and business services, through a new U.S. Department of Labor grant competition announced.

The Obama Administration is ‘all in’ on apprenticeship for a simple reason: it works,” said U.S. Secretary of Labor Thomas E. Perez. “Apprenticeships are a time-tested, earn-while-you-learn model that helps create opportunities for American workers to succeed while providing employers with the reliable pipeline of skilled talent they need to thrive in today’s global economy.”

The department will award approximately 33 grants totaling $50.5 million.

The ApprenticeshipUSA State Expansion Grants are the second phase of the department’s $90 million funding strategy announced in April to grow and diversify registered apprenticeship. These grants build on historic bipartisan Congressional support and follow an unprecedented $175 million investment in apprenticeship announced by the Obama administration in September 2015.

Apprenticeships benefit employers seeking a highly skilled workforce, and improve workers’ career prospects. Research shows more than 87 percent of apprentices retain their jobs after completing their programs, with an average starting wage above $50,000 per year. In addition, studies from around the globe report that for every dollar spent on apprenticeship, employers get an average of $1.47 back in increased productivity, reduced waste and greater front-line innovation.

Companies recruit for digital jobs in Long Island

July 7th, 2016

The U.S. hiring outlook for the next six months is expected to mirror the same period in 2015 — but paychecks will likely become a little bigger — according to CareerBuilder’s Midyear Job Forecast. More than half of employers will raise wages for current employees while 2 in 5 will offer higher starting salaries on job offers in the second half of the year, which may include digital jobs in Long Island.

 

Looking across all industries, 1 in 6 employers (16 percent) said they plan to hire more recruiters in the next six months to help bring new talent in the door. Some of the in-demand roles employers said they will be recruiting for in the second half of the year are those tied to:

  • Cloud technology – 12 percent
  • Mobile technology – 11 percent
  • Social marketing – 11 percent
  • Providing a good user experience – 11 percent
  • Developing apps – 9 percent
  • Wellness – 9 percent
  • E-commerce – 9 percent
  • Financial regulation – 9 percent
  • Creating a digital strategy – 9 percent
  • Managing and interpreting Big Data – 8 percent
  • Cyber security – 8 percent

Among broader functional areas, employers will be hiring for:

  • Customer Service – 29 percent
  • Sales – 27 percent
  • Information Technology – 25 percent
  • Production – 20 percent
  • Accounting/Finance – 13 percent
  • Human Resources – 13 percent
  • Clinical – 12 percent
  • Business Development – 11 percent
  • Marketing – 11 percent
  • Research and Development – 11 percent

 

While full-time, permanent hiring among most small, medium and large organizations is expected to be on par with the back half of 2015, a 5 percentage-point acceleration is anticipated for small businesses with 251 to 500 employees:

  • 50 or fewer employees – 27 percent hiring, the same as last year
  • 51 to 250 employees – 53 percent hiring, up from 51 percent last year
  • 251 to 500 employees – 64 percent hiring, up from 59 percent last year

Among larger companies with more than 500 employees, 3 in 5 hiring managers (62 percent) plan to add full-time, permanent headcount at their location, the same as last year.

 

In addition to reporting the largest year-over-year gain for the percentage of employers expecting to add full-time, permanent staff, the West is also outpacing the other regions. The Northeast is the only region that reported a decline — though is still near the national average for hiring — while the Midwest continues to lag the national average. Hiring in the South will be akin to last year and match the national average.

  • West – 53 percent hiring, up from 46 percent last year
  • South – 50 percent hiring, on par with 49 percent last year
  • Northeast – 49 percent hiring, down from 52 percent last year
  • Midwest – 46 percent hiring, the same as last year

 

Teaching jobs in Long Island in the spotlight

July 1st, 2016

Careerbuilder is singing the praises of those who do teaching jobs in Long Island, among other heroic jobs, in a new survey. Other heroic jobs include:

Teachers

  • Number employed: 4,031,658
  • Ration to U.S. population: 1 teacher for every 80 people
  • Median income: $55,557
  • Why we can’t live without them: Teachers give our children knowledge and understanding of the world around them, while preparing them for adulthood. This number includes teachers from kindergarten through secondary education, including Special Education.

Construction Laborers

  • Number employed: 1,335,944
  • Ratio to U.S. population: 1 construction worker for every 242 people
  • Median income: $31,658
  • Why we can’t live without them: One of the most physical occupations on this list, construction workers can be found operating a wide variety of hand and power tools – from a hammer and nails to cement mixers – at construction sites around the country. They build our bridges, skyscrapers, houses and just about everything else.

Electrical and Telecommunications Line Installers and Repairers

  • Number employed: 238,922
  • Ratio to U.S. population: 1 line worker for every 1,355 people
  • Median income: $60,965
  • Why we can’t live without them: Electronic devices are part of our everyday lives. Cables travel long distances from power stations to provide electricity and phone communications to almost every structure in the U.S. When the power goes out, we also rely on these workers to locate and fix the problem as quickly as possible.

Refuse and Recyclable Material Collectors

  • Number employed: 134,250
  • Ratio to U.S. population: 1 collector for every 2,412 people
  • Median income: $34,258
  • Why we can’t live without them: Researchers from Yale University estimated that Americans throw out about five pounds of trash per person, per day. That’s a lot of garbage we don’t want crowding our streets, so we need these individuals to keep our neighborhoods sanitary.

Police and Sheriff’s Patrol Officers

  • Number employed: 675,939
  • Ratio to U.S. population: 1 officer for every 479 people
  • Median income: $60,466
  • Why we can’t live without them: Police officers across the country maintain order and respond to emergency situations at a moment’s notice to apprehend criminals every day.

Firefighters

  • Number employed: 314,928
  • Ratio to U.S. population: 1 firefighter for every 1,028 people
  • Median income: $48,859
  • Why we can’t live without them: Firefighters keep communities safe from one of the most destructive natural forces on the planet. According to the National Fire Protection Association, fires were responsible for 3,275 civilian deaths and $11.5 billion in property damage in 2014.

EMTs, Paramedics and Ambulance Drivers

  • Number employed: 266,853
  • Ratio to U.S. population: 1 worker for every 1,214 people
  • Median income: $32,510
  • Why we can’t live without them: Workers in these professions provide emergency medical treatment and patient transportation to medical facilities in dire situations. These professionals are trained to move fast, think quickly and they may just save your life someday.

Registered Nurses

  • Number employed: 2,870,340
  • Ratio to U.S. population: 1 nurse for every 113 people
  • Median income: $69,077
  • Why we can’t live without them: Nurses are the lifeblood of most medical operations from hospitals and nursing homes to home care. Workers in this profession typically interact with patients more frequently than doctors and provide hands-on assistance in a number of ways.

Military Occupations

  • Number employed: 2,098,652
  • Ratio to U.S. population: 1 military member for every 154 people
  • Median income: $35,194
  • Why we can’t live without them: These heroes protect Americans on a daily basis through various efforts. While some operate in combat and training capacities, others operate transport vehicles, provide medical services and legal assistance. The U.S. military has enough professions to ensure our safety in any situation.

Heavy and Tractor-Trailer Truck Drivers

  • Number employed: 1,926,886
  • Ratio to U.S. population: 1 truck driver for every 168 people
  • Median income: $39,312
  • Why we can’t live without them: Goods of any kind need to be distributed across the country for sale or delivery. Most products and packages are driven on trucks between cities, states or even cross-country.

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