47 Years Disqualifying Candidates & Clients: Why Brightwing May Not Be For You

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47 Years Disqualifying Candidates & Clients: Why Brightwing May Not Be For You

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Brightwing is not for everyone.

  And everyone is not for us. Why? Because expertise requires focus. We know the difference between a good candidate and a great one. Between hiring managers that will do what it takes to get what they need, and those that won’t. Between the workplaces that are the right fit for our candidates, and those that aren’t. And we’ve got the gumption to act on what we know and stand for. We say no to clients who don’t value bringing on the right people or won’t commit to the in-depth process honed over 50 years that will get them there. We say no to candidates that wouldn’t do us proud. And the same is true for the way we build the team at Brightwing. →  We hire people who are driven to stretch their abilities and accomplish their goals. →  We work with companies that make their way in the world with purpose and care. →  We fight to give candidates opportunities to realize their potential.  

Handpicking clients and candidates since ‘73

  With the launch of the new Brightwing brand and website, we are aiming a spotlight at what it means to rule out opportunities. We are laser-focused on delivering the most value for our clients and for our talent. We choose which opportunities to pursue carefully, always asking “will our expertise and approach drive the kind of results they need?” We know to say no when it’s the right thing to do. Because saying yes to less lets us do more. #DisqualifyOrDie

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[VIDEO] How to Hire as the 4th Industrial Revolution Launches

[VIDEO] How to Hire as the 4th Industrial Revolution Launches

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How will AI and automation change work life? How do you prepare as an employee and potential jobseeker? As an employer? Watch as Brightwing VP of Sales & Delivery Jonathan Gourwitz gives his take.

  We are on the cusp of what many are referring to as the Fourth Industrial Revolution. So what is the Fourth Industrial Revolution? It’s automation, robotics, AI, blockchain, the internet of things. Essentially anything that can be automated. Any duty that is highly transactional and repetitive is no longer going to be done by a human being, it’s going to be done by software.   

“The Fourth Industrial Revolution – the proliferation of AI – will mean that the most valuable employees and candidates will be the ones with the strongest strategic and analytical skills.”

  We are no longer hiring based on duties you’ve performed in the past. We’re hiring based on your ability to be strategic, to analyze and have strong analysis skills. Because the idea of sitting at a transactional job in the next ten years is probably going to go away. But we’re going to see a tremendous amount of data. It’s going to free up a lot of time for individuals. Being able to take the information we get from these systems and then analyze and be strategic and put that into play, that’s really what companies are looking for right now.   

“The savviest companies aren’t hiring based on duty experience anymore. Instead, they’re focusing on deliverables – what you can do with the information given to you.”

  So it’s less about the duties you’ve performed in the past. It’s really more a matter of how you can take stock of what’s going on in an organization and the data that you’re seeing, then do analysis and be strategic and put that into play in an organization. Not every company is operating that way right now, but the more savvy organizations are no longer looking strictly at duty experience. It’s really more a matter of deliverables and what can you do with the information provided to you and how can you then analyze and put that into play.    

Brightwing has always known that having a cutting-edge tech stack is good, but it’s not enough to make a recruiting firm great. Our recruiters are ready for the future of hiring. Are you? Let’s talk.

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[VIDEO] As AI & Automation Take Hold, What Will Happen to Recruiting?

[VIDEO] As AI & Automation Take Hold, What Will Happen to Recruiting?

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Watch Brightwing VP of Sales & Delivery Jonathan Gourwitz discuss how technology will change recruiting.

  The more certain parts of our jobs are automated, meaning the resume screening, the sourcing – the high-touch transactional parts of our role are going to go away. It’s going to be done by software and technology.  

“As transactional tasks are automated away, the most successful recruiters will be focused on building connection.”

  The individuals that are going to be successful in recruiting moving forward are going to be the ones that are very good at building connection with their clients and their candidates. Building that relationship to understand everything that can’t be found in a resume, everything that can’t be found in an employment history.  

“You are not just an accumulation of the jobs you’ve done in the past. You’re also your potential ability moving forward.”

  You are not just an accumulation of jobs you’ve done in the past. You’re also your potential ability moving forward, and that’s where we want to be spending our time. The recruiters that have a high interest in building relationships and understanding what somebody is looking for, and really making it their passion to go out and deliver that, that’s the future of our industry. Much less a matter of calling 50 resumes and doing a quick, you know, do you have the skill set screen.  

“The future of our business is going to be even more relationship-driven than it has been in the past.”

  It’s really more a matter of we know you have the skill set now, what more are you looking for aside from the duties you’ll be performing and the pay you’ll be making. Because when somebody accepts a job, it’s always more than that. It’s company culture, it’s how they interact with their manager, it’s: do their ethics align with the organization’s ethics? And while there are going to be ways technology can help us with that, it will never do as well as a human-to-human interaction will. So, the future of our business is even more so relationship-driven than it has been in the past. I think that’s a great thing.  

Brightwing has always known that having a cutting-edge tech stack is good, but it’s not enough to make a recruiting firm GREAT. Our recruiters are ready for the future of hiring. Are you? Let’s talk.

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[VIDEO] Meet Jeff & Jeff from Brightwing DFW

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[VIDEO] Meet Jeff & Jeff from Brightwing DFW

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Meet Jeff Borra and Jeff Genovich, co-managers of Brightwing’s Dallas-Fort Worth office.

 

What’s most exciting about the Dallas-Fort Worth market?

  Jeff B: It’s a really diverse market.   Jeff G: What isn’t there to be excited about the Dallas market?   Jeff B: It actually has one of the lowest unemployment rates in the entire country. It had the most amount of jobs in the last year alone in any city in the country, too. So there’s a lot going on. A lot of growth, a lot of opportunity and a lot of people we can help.  

What do you love about the Dallas team?

  Jeff G: I just like how well we get along together outside the office and inside the office. We’re more than willing to have tough discussions with each other and work hard together and hold each other accountable. But at the end of the day we’re just one big happy family. That’s what I love most about our team.  

What motivates you?

  Jeff B: When you work with clients, you’re trying to solve problems, you’re trying to solve issues that they’re having. And if you can resolve those by finding that next great candidate, once you do it’s a really rewarding feeling. And even when you’re working with candidates and they may already have a job, they may be in the market looking, but once you find that new opportunity… I mean, your job outside of your family is one of the most important things, and it’s great having a huge impact on people like we do.   Jeff G: That’s the candidate and client side, but our team. Just making sure that they can provide for their families and helping them develop and grow and just watching them blossom is very, very rewarding for both of us. [vc_btn title=”join the brightwing team” style=”custom” custom_background=”#ffc600″ custom_text=”#0a0a0a” shape=”round” size=”lg” link=”url:http%3A%2F%2Fhttps://www.brightwingbdev.wpenginepowered.com%2Fcareers%2F|title:Brightwing%20Careers||”]

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3 Recruiting Insiders on Urgency in Hiring

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3 Recruiting Insiders on Urgency in Hiring

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Here are tips from 3 Brightwing talent consultants on what it takes to meet urgent needs in this candidate-driven market…  

1. How to beat the competition when the clock is ticking for in-demand talent…

  “Earlier this year, I worked with a client whose hiring process unfolded SO WELL that I need to call it out. A software engineering manager from a major tier 1 auto supplier reached out to me about a candidate I’d posted about on LinkedIn. She took my call even though she was in China on business. → #1: she didn’t sleep on good talent (literally!) Turns out the candidate had another offer on the table, but wasn’t 100% sold. So, the hiring manager had one shot. I gave her some guidance: 1) Gather every decision maker including HR, and let’s get everything done in a single interview; 2) Move fast!! The next day, they bring in our candidate to meet with all stakeholders in a single interview. → #2: they adapted the hiring process to match the urgency of the situation. After the interview, they made their decision quickly. The candidate had an offer in-hand (for exactly what he was asking for) by the end of the following day. → #3: They took decisive, quick action! The client’s flexibility, speed and fair offer landed them an A+ candidate who is currently thriving within their organization. That’s how hiring should work…every time.” – Steve Ermak, Engineering Talent Consultant  

2. How to qualify client needs properly to land the talent who fits best…

  “I was recently in discussions with a VP of Finance about her hiring needs for the coming year. Problem was, I’d heard whispers about the company’s bad reputation. And bad reputations are problematic on a bunch of levels. But whispers are one thing, and first-hand knowledge is another. So I go out to meet the team in person. Why? We need to learn about the culture, the day-to-day atmosphere, in person. We need to meet the people that our candidates could potentially be working for… 1 – to weed out the opportunities that we wouldn’t feel good about matching candidates with 2 – to understand the environment so we can qualify the candidates who’d thrive there 3 – to be able to pitch the company well to candidates. Turns out – the bad reputation was based on a misperception about their industry. The more I talked to them, the more excited I got about their mission. They were doing something valuable and didn’t deserve the bad rap at all. Digging deeper not only let me find a client worth partnering with – but it also put me in a great position to get candidates as excited about the opportunity as I was. Goes to show: qualifying with the intention of DISqualifying can lead to surprising – and great – results.” – Joe Dombles, Finance & Accounting Talent Consultant  

3. How to use “working interviews” after proper qualification of both the client and candidate…

  ” ‘I need a bookkeeper yesterday.’ I had a client in a tough situation. The bookkeeper put in her 2 weeks’ notice. He really wanted to find a replacement before she left so they could get some training. The office couldn’t manage without a bookkeeper for any extended period of time. Enter: the working interview. Because of the crazy time crunch, we sent a candidate we were super confident about to work for a day at the office. The candidate had the time & was excited: career change is a big deal. Spending time with your new potential team is a great way to know whether it’s a good move. The client was happy to give it a shot: if it worked out, problem solved! If not, the risk was ours – Brightwing would pay for the day. A day after the working interview, I got some seriously happy messages from the client & candidate. They’d decided to take the leap together and make it official. Not the answer for every situation, but in the right circumstances, working interviews are a very effective way to make a decision for everyone involved. – Dan Start, Finance & Accounting Talent Consultant

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[VIDEO] The Power of Organizational Alignment

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[VIDEO] The Power of Organizational Alignment

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Brightwing President George Opitz draws on the example of the mission to the moon to illustrate ideal organizational alignment.

  Back in 1962, JFK was touring NASA. NASA was the organization that was going to meet his mission. And their mission was to go to the moon.   He’s going through the building, and as he is being toured through the building, he sees a janitor with a mop. And so he stops and asks the janitor what he was doing.   And the janitor actually looked at him and said: “I’m helping put a man on the moon.”   That’s alignment. From the top down.   From the president of the United States who announced the mission, all the way down to the janitor at the building in NASA.   They were all wanting to get a man on the moon and they knew it.   That’s alignment.     Looking to build your team? At Brightwing, our Talent Acquisition Approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

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[VIDEO] The Biggest Mistake Managers Make

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[VIDEO] The Biggest Mistake Managers Make

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Watch Brightwing President and Management Consultant George Opitz talk about the power of exit interviews and onboarding while building your employee engagement strategy.

 

What’s the biggest mistake you’ve made while building employee engagement?

  GEORGE: We didn’t always have it right. You grow into this. I said this before. It’s not like: “We’re going to have an initiative for a quarter or for a year to create employee engagement.” It really is a commitment.   We interviewed this young lady to come into our organization as a recruiter. We loved her when we interviewed her. Everybody did. We brought her on board… and she quit. In her exit interview, which is also important –because when you want to learn and build engagement, you need to exit interview your employees so you understand where the missteps were. If we hadn’t heard this, we never would have gone in the direction we went in.   And what happened was even though everybody liked her, everybody was very tight. She had trouble breaking in. She had trouble making connections once she was here because everybody else was already so connected. And we didn’t have a process to help with that. And that’s where we came up with what evolved into our onboarding program.   And part of our onboarding program is that everybody who comes into our organization has a mentor that they get assigned to. And that mentorship has nothing to do with their particular job. It has to do with helping them connect with the organization and who the organization is.   We would never have figured that out without the exit interview. And I feel real bad that that’s what happened to this individual, but as good as we thought we were already in our assessment of bringing people on board, we had missed something. We had built a great, connected organization. We hadn’t figured out how to bring new people into it. And that’s what we learned out of that.   Looking to build your team? At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

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[VIDEO] One Simple Tool for Driving Employee Engagement

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[VIDEO] One Simple Tool for Driving Employee Engagement

 

Watch Brightwing President and Management Consultant George Opitz talk about the power of one-on-ones.

   

THE TAKEAWAY

  Managers should sit down with their direct reports once a week or every other week to find out how things are going and how they can help. Why? It’ll align and engage the organization from top to bottom, making it far likelier that you’ll get where you need to go.   Treat one-on-ones as an opportunity to check-in with your employee. Get a gauge on how they’re feeling, what roadblocks they may be facing, what they’re excited about. Let your questions be open-ended and your responses authentic.   If you check in only once a month – or quarter, or year, – the utility of the check-in fades away. You want to be able to talk in concrete terms about the work they just completed or have straight ahead of them. That way the conversation is substantive and doesn’t require too much recall. Infrequent touchpoints become abstract all too easily.   The key? Make one-on-ones a top priority. Don’t let them fall to the bottom of your list. As a manager, it’s one of the most important tools you have to keep your people on board and your team on track.     Looking to build your team? At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part science. We know it’s a recipe that can work for you.

LET’S PARTNER UP. WE CAN’T WAIT TO HEAR FROM YOU.

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Why You’re Not Closing Job Offers …and 5 Ways to Fix It

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To maximize offer acceptance, you’ve got to help candidates imagine a future where they love working for you and with you. Here are 5 keys to making it nearly impossible to turn down your offer…

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3 Ways to Fail at Employee Onboarding (and How to Avoid Them)

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Discover key onboarding strategies to boost retention and create a welcoming experience for new hires.

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Does Employer Brand Outweigh …Comp Packages?

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A job seeker’s first impressions of your company will make or break their decision to accept a job offer — or to even apply to an opening at your company.

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Are All Hires Now Purple Squirrels? Recruiting in a 0% Unemployment Market

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With such low unemployment, finding the right candidate takes a massive network and a ton of time (not to mention intuition and experience).

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4 out of 5 Employees May Switch Jobs in 2019: What Does That Mean for Your Organization?

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Brightwing recently invited its talent network to participate in a survey to gain an inside perspective of the candidate market.

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Will Your Marketing Team Thrive or Fail Under These 3 Trends?

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The core trends influencing the marketing industry are simultaneously changing the hiring profile of the best marketing talent.

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Why You Won’t Find Millennials Working in Accounting & Finance

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So where are the Millennials that hiring managers need? Look at what they want and how they can be attracted to Finance and Accounting roles.

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Research on the Engineering Talent Shortage Says We Should Start Worrying

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The engineering and manufacturing talent shortage isn’t just a buzzword. Its impact is both global and local. Read on to dig into the shortage.

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2019 IT Salaries: Do Your Competitors Have Deeper Pockets?

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While money isn’t the only way to recruit and retain talent, it’s a massive motivator. Stay current with the market with our 2019 IT salary guide.

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Brightwing 2019 Hiring Insights in Marketing

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Brightwing 2019 Hiring Insights in Marketing Did you know that an overwhelming 97% of marketers are reportedly open to new opportunities? Most of them aren’t actively looking, but that number is still a massive cause for concern. Employers are already battling with a marketing talent shortage in order to fill new positions, let alone backfill roles that people leave.   This supply-demand dilemma is the underlying theme for many of the recruiting and hiring trends that are top of mind this year in the marketing sector. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Marketing
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in marketing can expect a 9.1% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year:   68% of employees believe the candidate experience is a reflection of the employee experience 51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Marketing

  The digital marketing industry, valued at the beginning of 2018 at $192 billion, is expected to grow to $306 billion by 2020. That’s massive, exponential growth, putting the demand for marketers at an all-time high. In fact, marketing manager is the 3rd best job according to Glassdoor, a ranking based on number of job openings, salary, and overall job satisfaction.   That said, marketing is yet another field feeling the pain of a skills gap. CMOs agree that finding marketing talent is one of their biggest challenges in today’s market.   The cherry on top of this talent shortage is that a reported 97% of marketers are open to new opportunities – usually to gain a better salary or career advancement. Although only 19% are actively searching for a new job, this is still massive cause for concern.  

Top digital marketing trends

  1. Interactive chatbots
  2. Voice search
  3. AI and blockchain
  4. Influencer marketing
  5. Security and data privacy
  6. Personalized messaging
  7. Data analytics
 

Most valuable skills when hiring marketing talent

  • Creativity
  • Natural leadership abilities
  • Emotional Intelligence
  • Curiosity
  • Marketing platform experience
  • Data science background

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Marketing Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in Finance & Accounting

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Brightwing 2019 Hiring Insights in Finance & Accounting You don’t have to be an accountant to do the math: The BLS reports that 5.5 million jobs in America are currently unfilled due to lack of talent. Meanwhile, they project a 10% increase in the number of finance and accounting occupations by 2026. It’s no surprise, then, that employers can expect 2019 to be another year spent struggling to recruit the best people.   This ongoing talent shortage is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the finance and accounting labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Finance & Accounting
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in finance can expect a 9.4% wage increase – a highly attractive reason to seek something new.  [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience 51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity 55% of applicants give up if they haven’t heard back from a company within two weeks     In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Accounting & Finance

  The finance field is undergoing a transformation due to trends such as:
  1. FinTech
  2. Cryptocurrency
  3. Blockchain
  4. Robotic process automation (RPA)
  5. Cloud
  6. Artificial Intelligence
  7. Cybersecurity
  8. Regulatory changes
  But finding the talent to tackle these trends presents a major challenge.   [vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] 47% of CFOs believe their teams are too shorthanded to meet future industry demands. 57% say that skills in predictive and prescriptive analytics are crucial for finance and accounting functions of the future.    

773,800 new jobs will be added to the finance and accounting marketplace by 2026.

     

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Finance & Accounting Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in Engineering

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Brightwing 2019 Hiring Insights in Engineering The engineering sector is experiencing a brain drain dilemma. Many baby boomer engineers are retiring at greater rates than graduates are entering the workforce. This isn’t a new phenomenon, but it will play a significant role in how organizations strategize for their 2019 hiring.   This skills gap is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Engineering
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in engineering can expect a 4.9% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare
 

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience  51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Engineering

  Engineering employment has seen sustained growth over the last few years, up 2.27% in the last year alone. A majority of companies, 69%, anticipate hiring more engineers over the next 5-10 years.  

The Growing Engineering Talent Shortage

The demand is strong, but the level of engineering talent can’t keep pace. This is partly due to too few engineering graduates, as well as an increasing number of retirees. It’s a major concern; 98% of companies are all too aware of how their business can suffer if they can’t fill open engineering positions.   Here are the top 5 biggest concerns with the engineering shortage:
  • Loss of competitiveness
  • Inability to innovate
  • Higher product development costs
  • Lost revenue opportunities
  • Poor design efficiency
  Not only are there too few engineering graduates, it also appears that even those who do graduate with an engineering degree aren’t fully prepared for their career ahead. Here are some skills they’re missing out on:
  • Product cost management
  • Manufacturability
  • Industry knowledge
  • Project management
  • PDM
  • CAM
  • PLM
  • CAE
  • Problem solving
  • Systems engineering
  • Ideation
  • CAD
  • Technical problem solving
  • Integrating software and electronics

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Engineering Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in IT

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Brightwing 2019 Hiring Insights in IT This year feels a little bit reminiscent of the movie Groundhog Day with Bill Murray. We’re seeing the same forecasts that have been the reality for months: demand for tech talent massively exceeds the supply. In fact, this will be a repeating scenario for the next decade, with a debilitating talent shortage to the tune of 4.3 million tech workers on a global scale by 2030. It’s a gap that is detrimental to business growth, costing companies trillions of dollars collectively and opening up the door to serious cyber risk.   This supply-demand tug of war is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the IT labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Information Technology
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in tech can expect a 9.1% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare
 

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience  51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process
 

Hiring Insights in Information Technology

  There is no surprise that the IT field continues to be one of the most competitive to recruit in. Unemployment remained under 2% for most of 2018, and 33% of organizations plan on increasing their IT staff in 2019. That is the recipe for a high-demand, low-supply IT marketplace.         One in four IT professionals plans to look for a new job in 2019:   [vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] 62% are seeking a better salary  52% are seeking IT skill advancement  36% are seeking better work-life balance  35% are seeking more prioritization of IT   

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Tech Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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How Do Recruiting Chatbots Impact the Candidate Experience?

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A candidate’s experience is impacted by who or what is driving the interaction. Let’s explore how recruiting chatbots impact it.

Read more