The broken record resounds as the latest job report was “not as good as expected.”  In June, some 80,000 jobs were added, yet the unemployment rate remained at 8.2 percent. While those numbers largely underwhelmed and disappointed, there were a few brighter spots to note.  The average hourly earnings climbed from $23.44 to $23.50.  Not only that, the length of the typical private sector workweek moved up from 34.4 to 34.5.  Ever so slight improvements, but improvements nonetheless.

If there are, in fact, jobs available, where are they?  Well, a few months ago we published an Infographic on Job trends for 2012 based on Indeed.com’s collection of data in February 2012.  We decided it was time to check back in with Indeed to see just how much that data may have changed since March’s posting.

 

With four months gone by, Heathcare is still the clear front runner, followed by Retail, IT, Financial Services and Education.  The top five categories are still firmly positioned today as they were a few months ago.  Sure, the number of postings has fluctuated slightly, but those industries have maintained at the forefront of those with jobs available.

According to CareerBuilder, there is one reason 2.5 million jobs go unfilled each month:  the great talent shortage.    After surveying 1,648 hiring managers and 2,036 job seekers, they found that 60% of companies are not doing anything about the disparity!

Their recommendations for bridging the skills gap (and that we agree with fully) are:

  1. Reevaluate your organization’s training, re-training and re-skilling programs.
  2. Adopt a talent management philosophy for long-term, sustainable growth.
  3. Provide more productive feedback to candidates.
  4. Get smart about attracting and retaining top talent.

We can certainly attest to the frustration this widening gap has caused for both our clients and the candidates we talk to everyday.  New training programs, philosophy shifts, and feedback systems sound easy, but in reality take months to implement, leaving millions without work in the meantime.  So, employers, if you need help kick starting any of these efforts or evaluating your current systems, we can do that, too.  We can help you to be a part of the movement to narrow the rift between talent and need so that more Americans are back to work.

 

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