recession poll 2011 global comphiringstrategies_final

SHRM Poll: The Ongoing Impact of the Recession—Global Competition and Hiring Strategies

December 14, 2011

SHRM Poll: The Ongoing Impact of the Recession—Global Competition and Hiring Strategies ©SHRM 2011 2

Introduction

This is part three of a series of SHRM poll results about the ongoing impact of the recession. Overall results will be reported separately in three different topic areas: Recruiting and skill gaps (released November 7, 2011). Overall financial health and hiring (released November 22, 2011). Global competition and hiring strategies (current report).

Industry-specific results will be reported separately for each of the eight industries that were included in the sample: Construction, oil, mining and gas. Federal government. Finance. Health. Manufacturing. State and local government. Services—professional. High-tech.


Key Findings

Is recruiting for specific jobs difficult in the current labor market? About one-half (52%) of organizations that are currently hiring full-time staff indicated they are having a difficult time recruiting for specific jobs in their organization.

Have organizations been hiring workers from outside the U.S. for jobs that have been difficult to fill? About one-quarter (24%) of organizations have hired workers from outside the U.S. Larger organizations (2,500 or more employees) are more likely than smaller organizations (100-2,499 employees) to have hired workers from outside the U.S.

Have organizations been hiring U.S. veterans for jobs that have been difficult to fill? About two out of five (39%) organizations reported hiring U.S. veterans, and 15% are either considering or have plans to hire veterans in the next 12 months. The federal government is more likely than other industries to have hired U.S. veterans.

Are organizations facing global competition for applicants for hard-to-fill jobs? Less than a quarter (23%) of organizations believe they are facing global competition for qualified applicants for jobs they are having difficulty filling. Larger organizations (2,500 to 24,999 employees) are more likely to report global competition than smaller organizations (100 to 499 employees).


In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization?

Yes; 52%

No; 48%

Note: n = 1,568. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-time staff were asked this question.


In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization?

Manufacturing (68%)High-tech (71%)

…are more likely tobe having a difficult time recruiting for

specific jobsthan...

Construction, mining, oil and gas (51%)Federal government (31%)

Finance (49%)State and local government (33%)

Comparisons by industry

Respondents from the manufacturing and high-tech industries are more likely to be having a difficult time recruiting for specific jobs in their organization than those from the construction, mining, oil and gas; federal government; finance; and state and local government industries.

Respondents from the construction, mining, oil and gas, and professional services industries are more likely than those from the federal, state and local governments to be having a difficult time recruiting for specific jobs in their organization .

Construction, mining, oil and gas (51%)Services—professional (59%)

…are more likely tobe having a difficult time recruiting

for specific jobsthan...

Federal government (31%)State and local government (33%)


Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs?

Yes; 23%

No; 77%

Note: n = 720. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.



Construction, mining, oil and gas (34%)Manufacturing (27%)

High-tech (42%)

…are more likely tobelieve that their organization is

facing global competitionthan...



Respondents from the construction, mining, oil and gas; manufacturing; and high-tech industries are more likely than those from the finance and state and local government industries to believe that their organization is facing global competition.

Respondents from the federal government, health and professional services industries are more likely than those from the state and local government to believe that their organization is facing global competition.

Federal government (27%)Health (29%)

Services—professional (21%)

…are more likely tobelieve that their organization is

facing global competitionthan...

State and local government (4%)

Respondents from the high-tech industry are more likely than those from the professional services industry to believe that their organization is facing global competition.

High tech (42%)…is more likely to

believe that their organization is facing global competitionthan...




Comparisons by organization staff size

Respondents from larger organizations (2,500 to 24,999 employees) are more likely than those from smaller organizations (100 to 499 employees) to believe that their organization is facing global competition.

Small organizations Large organizations Differences based on organization staff size

100 to 499 employees (16%) 2,500 to 24,999 employees (36%) Larger organizations > smaller organizations


Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?

24%

72%

3%1%

Note: N = 755. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.



High-tech (50%)…is more likely to

have hired workers from outside the U.S. than...

Federal government (16%)Finance (5%)

Manufacturing (20%)State and local government (11%)



Respondents from the high-tech industry are more likely to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs compared with respondents from the federal government, finance, manufacturing, state and local government, and professional services industries.

Respondents from the construction, mining, oil and gas industry are more likely than those from the finance and state and local government industries to have hired workers from outside the U.S. in an attempt to staff hard-to-fill jobs.

Construction, mining, oil & gas (31%)…is more likely to

have hired workers from outside the U.S. than...





Respondents from the health, manufacturing and professional services industries are more likely than those from the finance industry to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs .

Health (24%)Manufacturing (20%)


…are more likely tohave hired workers from outside the U.S.

than...Finance (5%)


Respondents from larger organizations (2,500 to 25,000 or more employees) are more likely than those from smaller organizations (100 to 2,499 employees) to have hired workers from outside the U.S. in an attempt to staff hard-to-fill jobs.


100 to 499 employees (17%)500 to 2,499 employees (21%)

2,500 to 24,999 employees (38%)25,000 or more employees (44%)

Larger organizations > smaller organizations


Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?

39%

46%

12%

3%

Note: N = 651. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.



Federal government (94%)…is more likely to

have hired U.S. veteransthan...

Construction, mining, oil and gas (50%)Finance (13%)Health (44%)


Services—professional (35%)High tech (34%)

Comparisons by industryRespondents from the federal government are more likely to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs compared with those from the construction, mining, oil and gas; finance; health; manufacturing; state and local government; professional services; and high-tech industries.

Respondents from the construction, mining, oil and gas; health; manufacturing; state and local government; professional services; and high-tech industries are more likely than those from the finance industry to have hired U.S. veterans in an attempt to staff jobs that have been difficult to fill.

Construction, mining, oil and gas (50%)Health (44%)


Services—professional (35%)High-tech (34%)

…are more likely tohave hired U.S. veterans

than...Finance (13%)




Respondents from larger organizations (500 to 25,000 or more employees) are more likely than those from smaller organizations (1 to 499 employees) to have hired U.S. veterans in an attempt to staff hard-to-fill jobs.


1 to 99 employees (18%)100 to 499 employees (30%)

500 to 2,499 employees (44%)2,500 to 24,999 employees (59%)25,000 or more employees (81%)

Larger organizations > smaller organizations


Demographics: Organization Industry

Health

Federal government

High-tech

Construction, mining, oil and gas

Services--professional

Finance

Manufacturing

State and local government

4%

8%

10%

14%

14%

15%

16%

20%

Note: n = 2,286. Percentages do not total 100% due to rounding.

SHRM Poll: The Ongoing Impact of the Recession—Global Competition and Hiring Strategies ©SHRM 2011

Demographics: Organization Sector

Other

Government sector

Nonprofit organization

Privately owned for-profit organization

Publicly owned for-profit organization

2%

24%

8%

47%

19%

16

Note: n = 2,187.


Demographics: Organization Staff Size

25%

31%

23%

17%

4%

17

Note: n = 2,161.


Demographics: Other

18

U.S.-based operations only 74%

Multinational operations 26%

Single-unit company: A company in which the location and the company are one and the same.

38%

Multi-unit company: A company that has more than one location. 62%

Multi-unit headquarters determines HR policies and practices 52%

Each work location determines HR policies and practices 3%

A combination of both the work location and the multi-unit headquarters determine HR policies and practices

44%

Is your organization a single-unit company or a multi-unit company?

Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Does your organization have U.S.-based operations (business units) only or does it operate multi-nationally?

n = 2,196. n = 2,226.

n = 1,442.

Corporate (company wide) 69%

Business unit/division 19%

Facility/location 12%

n = 1,444.

What is the HR department/function for which you responded throughout this survey?

Note: Percentages may not total 100% due to rounding.


SHRM Poll: The Ongoing Impact of the Recession

Response rate = 11%

Sample composed of 2,286 randomly selected HR professionals from eight different industries in SHRM’s membership

Margin of error +/- 2%

Survey fielded August 18-September 2, 2011

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Methodology

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