Robert Half Professional Employment Report Us

The Robert Half

Professional Employment Report

About the Report The Robert Half Professional Employment Report is the first quarterly hiring survey of its size and scope to focus exclusively on professional-level hiring. The results are based on telephone interviews with more than 4,000 executives throughout the United States to determine their hiring plans for the upcoming quarter. Among those surveyed are chief financial officers (CFOs), chief infor-mation officers (CIOs), senior human resources (HR) managers, attorneys, and advertising and marketing executives. Respondents offered their views on hiring plans within their respective fields and the challenge of finding skilled professionals. The survey also measures executives’ confidence in their companies’ prospects for growth in the third quarter of 2010. Robert Half has been reporting employment data through its Hiring Index program since 1992.

We hope the Professional Employment Report is useful and invite you to contact us for help with any of your staffing needs. For additional information, visit www.roberthalf.us/per.

NATIONAL HIRING PROJECTIONS –

THIRD QUARTER 2010

Q3 2010

• A net 3 percent of executives plan to increase hiring in professional occupations in the third quarter of 2010.

• Executives in the transportation industry plan the great-est hiring activity, with a net 12 percent anticipating adding professional staff.

• The New England1 and West South Central2 regions of the United States showed the most promise, with a net 10 percent and 6 percent, respectively, of executives in these areas planning to add personnel.

• The legal field – law firms, in particular – is expected to see the strongest hiring activity, with a net 31 percent of lawyers interviewed expecting to increase staff levels.

• More than four in 10 executives (42 percent) said it is challenging to find skilled professionals today, up five points from the previous quarter.

• A majority (85 percent) of executives interviewed expressed confidence in their companies’ prospects for business growth in the third quarter.

Source: More than 4,000 executives at U.S. companies

www.roberthalf.us/per

Key Findings

Increasein staff levels

Decreasein staff levels

9%

6%

0%

2%

4%

6%

8%

10%

1 New England: CT, ME, MA, NH, RI, VT2 West South Central: AR, LA, OK, TX

2The Robert Half Professional Employment Report www.roberthalf.us/per

PROJECTED HIRING BY REGION – ALL PROFESSIONSThe Big 8: Top States for Professional-Level Hiring

These states show the highest net increase in projected hiring activity among states with at least 100 survey respondents*:

1. Massachusetts (+14%)

2. Texas (+8%)

3. Tennessee (+7%)

4. Florida (+5%)

5. Minnesota (+4%)

6. Arizona (+3%)

7. Connecticut (+3%)

8. New York (+3%)

New England: CT, ME, MA, NH, RI, VTMid-Atlantic: NJ, NY, PAEast North Central: IL, IN, MI, OH, WI


Executives in the New England states are most optimistic about hiring, with a net 10 percent expecting to add staff. This is seven points above the national average. Executives in the West South Central region also project strong hiring activity, with a net 6 percent anticipating expanding their teams.

*States with 100 or more respondents include: AZ, CA, CO, CT, FL, IL, KY, MA, MN, MO, NY, OH, PA, TN, TX

0%

5%

10%

15%

New England Mid-Atlantic East North Central

West NorthCentral

South Atlantic

East South Central

West SouthCentral

Mountain

Increase Decrease United States

Pacific

20%

12%

2%

7%

4%

8% 8%

6%4%

8%

6%7%

3%

7%9%

7%9% 8%

13%

West South Central: AR, LA, OK, TXMountain: AZ, CO, ID, MT, NV, NM, UT, WYPacific: AK, CA, HI, OR, WA

West North Central: IA, KS, MN, MO, NE, ND, SDSouth Atlantic: DE, DC, FL, GA, MD, NC, SC, VA, WVEast South Central: AL, KY, MS, TN

Professional-Level Hiring – By Region


PROJECTED HIRING BY INDUSTRY – ALL PROFESSIONSTop 5 Industries for Professional-Level Hiring

These industries show the highest projected net increase in hiring:

1. Transportation (+12%)

2. Business services (+9%)

3. Retail (+7%)

4. Manufacturing (+6%)

5. Wholesale (+5%)


Executives in the transportation and business services industries expect the most active hiring of professional-level staff, with a net 12 percent and net 9 percent, respectively, projecting increases in personnel levels. In addition, a net 7 percent of executives in the retail sector said they anticipate hiring in the third quarter.

0%

5%

10%

15%

Finance,Insurance &Real Estate

Retail Construction ProfessionalServices

Transportation WholesaleBusinessServices

Manufacturing

Increase Decrease All Industries

6% 5%

14%

7%

14%

2%

5% 6%7%

1%

6%

2%

8%1%

6%

2%

20%

1 1

Professional-Level Hiring – By Industry


Challenge in Finding Skilled Professionals

• Forty-two percent of all executives said it is challenging to find skilled professionals today.

• This number rises to 48 percent for the retail industry and 46 percent for the transportation sector.

• Executives at midsized companies* report the greatest difficulty, with nearly half of respondents saying it is very or somewhat challenging to locate skilled candidates.

*250 to 999 employees When asked to rate how confident they are in their companies’ prospects for business growth in the third quarter, 85 percent of executives said they are very or somewhat confident. Adver-tising and marketing executives expressed the greatest confidence, with 91 percent reporting feeling at least somewhat confident in their growth prospects. Human resources executives also were optimistic, with 88 percent of respondents in this category expressing confidence in their companies’ prospects.


CONFIDENCE SCALE

Accounting& Finance

Advertising& Marketing

Technology LegalHumanResources

Q3 Q2 Average

84% 84%

12%

7%

85%91% 88% 81% 79%82%

0%

20%

40%

60%

80%

100%80%83%

Confidence in Prospects for Business Growth


Overview

A majority of CFOs (84 percent) surveyed expressed confidence in their businesses’ ability to grow in the third quarter. Six percent of executives said they planned to increase hiring in the quarter, while 9 percent anticipate staff reductions. The majority of respondents, 83 percent, do not expect any changes in personnel levels.

While most companies remain cautious about expanding their teams, some are selectively adding staff to prepare for emerging business opportunities, taking advantage of the high caliber of accounting and finance professionals available. Businesses not quite ready to hire on a full-time basis are bringing in interim employees to help keep key initiatives on track. Some firms are pursuing both approaches, making targeted full-time hires as well as engaging temporary professionals to create a workforce flexible enough to weather a variety of economic shifts.

Despite high unemployment levels, finding finance professionals with just the right skills remains difficult. Forty-one percent of respondents indicated it is challenging for them to locate skilled professionals today, a seven-point increase from the second quarter (34 percent).

Top Positions in Demand

• Staff and senior accountants – Firms are recruiting professionals who can manage ongoing accounting needs, such as preparing financial statements, maintaining the general ledger and perform-ing account analysis. Employers prefer experienced candidates who can contribute immediately.

• Financial analysts – Businesses depend on these professionals for their expertise in evaluating finan-cial plans, forecasts and budgets, and identifying ways to improve profitability. Senior financial analysts are needed to assess borrowing structures to ensure competitive funding costs and also are valued for their ability to communicate their analysis to management.

• Business systems analysts – These professionals are in demand as companies seek to maximize their systems and implement new enterprise resource planning packages and related software initiatives that were put on hold during the recession.

Top Industries • Transportation (+5%)• Healthcare* (+5%)• Manufacturing (+3%)

Top Regions • West South Central (+6%)• Mountain (+2%)• New England (+2%)

Source: 1,400 CFOs at U.S. companies

CFO CONF IDENCE

Percentages reflect the net increase

*Included in the professional services sector

Executives reporting confidence in business growth

Q3 Q2

84% 84%

0%

20%

40%

60%

80%

100%

Hiring Trends – Accounting & Finance



• Network administrator – More complex and demanding networks have increased the need for skilled network administrators. Those versed in cloud computing, Voice over Internet Protocol (VoIP) and Software as a Service (SaaS) are particularly in demand.

• Applications developer and web developer – Maximizing the effectiveness of critical applications is key in any economic environment, but especially when the organization is looking for ways to control costs and increase efficiencies. Companies of all sizes rely on developers to create and improve applications that help them acquire new customers, interact internally and perform other key functions. Professionals well-versed in interactive web functionality and social media are in especially high demand.

• Help desk and desktop support – Providing support to customers and end users remains indispens-able. Relatively high turnover rates also contribute to an ongoing need for skilled support personnel. When growth and sales pick up, demand for support staff may quickly accelerate. Some firms are relying on project professionals to meet current support needs.

Overview

As economic conditions slowly improve, IT executives see their departments playing a key role in the growth plans of their companies. They are seeking skilled professionals to help them restart systems implementation projects put on hold during the recession.

According to the survey, confidence in company growth prospects remains high among IT executives, with 82 percent of CIOs polled expressing optimism about their organizations’ ability to expand in the next three months. Ten percent of CIOs said they plan to boost hiring in the third quarter and 4 percent expect to reduce staff, yielding a net 6 percent projected hiring increase. Forty-four percent of technol-ogy executives indicated they found it challenging to find skilled IT professionals.

Top Industries • Business Services (+16%)• Construction (+16%)• Wholesale (+12%)

Top Regions • Mid-Atlantic (+9%)• West South Central (+9%)• South Atlantic (+8%)

Percentages reflect the net increase

Source: 1,400 CIOs at U.S. companies

CIO CONF IDENCEExecutives reporting confidence in business growth

Q3 Q2

82% 79%

0%

20%

40%

60%

80%

100%

Hiring Trends – Technology



• UX/UI designers – User experience/user interface designers with experience balancing technical func-tionality and visual elements are highly sought. These professionals are needed to create systems that are operational and adaptable to changing user needs.

• Search engine optimization (SEO) specialists – Companies seek professionals who can optimize their online presence through link-building, content development, social media and vendor consulting.

• Community managers – Businesses looking to build online communities around their brands need pro-fessionals who can act as liaisons across the Internet, participating in online conversations on Facebook, Twitter and other platforms, and creating interesting content for feeds.

Source: 125 advertising executives and 375 marketing executives at U.S. companies

Overview

As the economy recovers and businesses return to growth, companies are looking to distinguish them-selves and are adding to their advertising and marketing teams. Increased business confidence may be leading to hiring: 91 percent of advertising and marketing executives surveyed said they are confident in their firms’ third-quarter growth prospects. Perhaps because of this, a net 6 percent of hiring managers surveyed plan to increase staffing levels, compared to only 1 percent in the prior quarter’s survey.

Professionals who specialize in digital marketing are among the most highly sought, as firms update and enhance their online presence. Social media also continues to be a growth area within many marketing departments and firms.

ADVERTISING & MARKETING EXECUTIVES’ CONF IDENCEExecutives reporting confidence in business growth

Q3 Q2

91%85%

0%

20%

40%

60%

80%

100%

Hiring Trends – Advertising & Marketing


Overview

Many law firms that sharply reduced their ranks during the downturn are now attempting to rebuild their teams, especially those specializing in the hottest practice areas. A net 31 percent of lawyers at law firms and corporations surveyed for the report said they were likely to increase hiring in the third quarter of 2010, a five-point increase from last quarter’s poll. Most of the hiring is expected at law firms. In addition, 83 percent of respondents said they were confident in their organizations’ ability to expand during the coming quarter. Further, 47 percent indicated they thought it was “somewhat” or “very” challenging to find skilled legal professionals today, up six points from the previous survey.

Top Practice Areas in Demand

Lawyers, paralegals and legal support staff are in greatest demand at firms focusing on bankruptcy/foreclosure and litigation. These specialties saw stepped-up activity in the difficult economy and should remain among top practice areas in the next year. In addition, intellectual property also remains strong in certain markets.

• Bankruptcy/foreclosure – Law firms seek legal secretaries, paralegals and law clerks in addition to bankruptcy attorneys to guide clients through complex commercial and residential foreclosure matters, restructuring and litigation.

• Litigation – An increase in legal disputes and litigation has resulted in heightened demand for legal secretaries, paralegals and associates who can represent clients in areas such as labor relations and employment, insurance defense and commercial litigation.

• Intellectual property – A surge in patent grants and filings has increased law firm and corporate hiring of patent attorneys and IP paralegals with three or more years of experience.

LAWYERS’ CONF IDENCE

Source: 100 lawyers at law firms and 100 corporate lawyers in the United States

Executives reporting confidence in business growth

Q3 Q2

83% 80%

0%

20%

40%

60%

80%

100%

Hiring Trends – Legal


Spotlight: Retention

Forty-four percent of U.S. work-

ers surveyed said the recession has

made them more inclined to look for

new opportunities outside their firms.

Source: Robert Half survey of more than 1,000 workers

in the United States


Twenty-eight percent of executives surveyed are concerned about losing top per-formers while 71 percent are not. As the size of the firm increases, so do hiring managers’ concerns about losing key employees. Forty-one percent of respondents at firms with 1,000 or more employees say they are somewhat or very concerned about employees seeking other opportunities.

As the economy gains momentum, companies can benefit by taking measures to reduce turnover. Often, firms wait until they receive resignations to enhance their retention efforts, and it’s too late to keep top performers. The next page provides several retention tips.

Q3 Q2

Concerned NotConcerned

28%

0%

20%

40%

60%

80% 76%71%

24%

EXECUTIVES’ LEVEL OF CONCERN

Concern About Losing Top Performers


Don’t Wait Until It’s Too Late

Top performers will be instrumental in helping your organization take advantage of improving business conditions. Here’s what you can do to help retain them:

• Improve salary and benefits. Top performers who feel they’ve made concessions during the recession will expect to be rewarded for their loyalty and sacrifices. According to The EDGE Report by Robert Half and CareerBuilder®, nearly half (49 percent) of workers said that after the economy improves, the most effective way to keep them on board will be offering more money. One in five cited better benefits and perks.

• Invest in employees. Employees who feel their firm is committed to their professional growth will be less likely to seek out other opportunities. In a report by Robert Half*, 34 percent of workers surveyed plan to enhance their skill sets as a result of the recession.

• Focus on growth. Continually provide employees with new challenges and experiences that will prepare them for positions of increasing responsibility. Support and mentor them as they grow in their roles.

• Re-recruit top performers. Give your best people compelling reasons to stay with you. Talk with them about their career aspirations and find out what more you can do to help them realize their goals and make their jobs more satisfying.

• Keep the praise flowing. Don’t wait until a turnaround seems well under way to show appreciation to your staff for a job well done. Frequent encouragement and team-building activities will keep motivation levels high and increase employee engagement.

Top 5 Benefits Employees Value Most*

1. Healthcare coverage

2. Vacation (paid time off)

3. Dental care coverage

4. 401(k) program

5. Bonuses

*Source: Workplace Redefined: Shifting Generational Attitudes During Economic Change by Robert Half

*Source: Workplace Redefined: Shifting Generational Attitudes During Economic Change by Robert Half

Retention Tips


The quarterly Robert Half Professional Employment Report was developed by Robert Half and conducted by an independent research firm. The study is based on more than 4,000 telephone interviews with executives from a random sample of U.S. companies across a number of industries, including more than:

• 1,400 chief financial officers at companies with 20 or more employees

• 1,400 chief information officers at companies with 100 or more employees

• 500 senior human resources managers at companies with 20 or more employees

• 100 lawyers at law firms with 20 or more employees and 100 corporate lawyers at companies with 1,000 or more employees

• 125 advertising executives at companies with 20 or more employees

• 375 marketing executives at companies with 100 or more employees

About Robert Half

Founded in 1948, Robert Half, the world’s first and largest specialized staffing firm, is a recognized leader in professional staffing services. The company’s specialized staffing divisions include Accountemps®, Robert Half® Finance & Accounting and Robert Half® Management Resources, for temporary, full-time and senior-level project professionals, respectively, in the fields of accounting and finance; OfficeTeam®, for highly skilled office and administrative support professionals; Robert Half® Technology, for information technology professionals; Robert Half® Legal, for project and full-time staffing of attorneys, paralegals and legal support professionals; and The Creative Group®, for creative, advertising, marketing, web and public relations professionals. Robert Half has staffing operations in 360 locations worldwide. For more information about the specialized staffing and recruitment divisions of Robert Half, visit www.roberthalf.us, and follow us on Twitter at www.twitter.com/roberthalf.

Accountemps®

www.accountemps.com1.800.803.8367

Robert Half ® Finance & Accountingwww.roberthalf.com1.800.474.4253

Robert Half® Management Resources

www.roberthalfmr.com1.888.400.7474

Robert Half® Technologywww.rht.com1.800.793.5533

OfficeTeam®

www.officeteam.com1.800.804.8367

Robert Half® Legalwww.roberthalflegal.com1.800.870.8367

The Creative Group®

www.creativegroup.com1.888.846.1668

© 2010 Robert Half. An Equal Opportunity Employer. All trademarks contained herein are the property of their respective owners. RH-0510

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