Talent Driven The Economy

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Talent Driven

Emerging Interests of Today’s Job Seeker

The

EconomyThe Talent D

riven Economy: Em

erging Interests of Today’s Job Seeker Indeed H

iring Lab

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In today’s labor market, candidates are more in control than ever before.

All content © Indeed Inc. 2015

Not only is job search more online and more mobile than in the past, but the market is much tighter than in recent years. Simply put, there are fewer unemployed job seekers for every job opening—and the war for talent is on. In order to reach the best-fit candidate for each role, employers will need to understand their talent market, staying in tune with shifting candidate interests and meeting job seekers at the right time and place. Our research into the emerging interests of today’s job seeker reveals several dominant themes: healthcare, flexible work, oil, and tech jobs. With six out of the

top ten fastest growing job searches in tech and two in healthcare, it’s encouraging to see increasing interest in these hard-to-fill roles. Still, there is not enough interest to meet employer demand. The following in-depth analysis from the Indeed Hiring Lab gives employers insight into these trends as they appear in key metro areas, in all 50 states and the District of Columbia, and in each season throughout the year. With these findings, employers can equip themselves with the data to take on the talent-driven economy and understand the nuanced job search of the candidates they’re pursuing.

Tara M. Sinclair, PhDChief Economist, Indeed

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Introduction Job seekers are taking the driver’s seat .............................................................5 Candidates are attracted to occupations with the most job postings .................7

Key Insights 4 job search themes from the past year .............................................................9 Top 10 emerging job searches.........................................................................14

Job Search Trends by Metro Area Atlanta .............................................................................................................26 Boston ............................................................................................................26 Chicago ..........................................................................................................27 Dallas ..............................................................................................................27 Houston ..........................................................................................................28 Los Angeles ....................................................................................................28 New York City..................................................................................................29 Philadelphia .....................................................................................................29 San Francisco .................................................................................................30 Washington DC ...............................................................................................30

Distinctive Job Searches by Region Northeast ........................................................................................................32 Midwest ..........................................................................................................34 South ..............................................................................................................36 West ...............................................................................................................38

Table of contents

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A Recruiter’s Almanac Winter ..............................................................................................................42 Spring ..............................................................................................................43 Summer ...........................................................................................................44 Fall ..................................................................................................................45

Employer Insights Jim Link, Randstad North America ..................................................................48 Jason Otero, Esri .............................................................................................52 Inder Singh, Kinsa ...........................................................................................55

Appendices Data and methodology ....................................................................................60 About the author .............................................................................................62

5 © Indeed

The labor market of the last few years was a difficult one for job seekers. At the depths of the recession in 2009, there were two million job openings: one job opening for every 6.2 unemployed job seekers. People were hesitant to leave their jobs, uncertain they’d be able to find another opportunity. Many who had been unemployed long term became discouraged and left the workforce entirely. Under these conditions, many people, especially those in less skilled occupations, weren’t focused on finding the right job; they were thankful just to have a job.

Today, the state of the economy has visibly improved. In January 2015, three million more Americans were earning paychecks than in the previous 12 months. The year started with five million job openings: only 1.7 unemployed job seekers for every vacancy. For the first time in six years, unemployment has fallen below 6% nationwide and is at 2.8% for those with a bachelor’s degree or higher. In this improved environment, things are getting better for job seekers.

This report focuses on the emerging interests of today’s job seekers: the types of job searches that are on the rise, the locations where they’re emerging, and the rhythms of the job search, which change

throughout the year. Labor supply typically follows labor demand, but we see in some key areas that job seeker interest is not keeping up with demand—these are the areas of greatest concern for 2015 and beyond (see chart on page 9). Our findings suggest that in order to identify the select candidates who are right for each job, employers will need to learn the nuances of their talent market and identify what their candidates are looking for, where they are searching for a job, and when their job searches are taking place.

Job seekers are taking the driver’s seat

The labor market is tightening:

unemployed job seekers for everyjob opening

unemployed job seekers for every job opening

6.2

1.7

Introduction

2015

2009

Job seekers Job openings

Source: Bureau of Labor Statistics

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Technical

While the economic downturn gave employers their choice of top talent in almost any field, candidates now have more options and can be more strategic. Instead of staying in a job that is not the right fit or accepting any offer, people can now find the job that suits them best. For talent acquisition professionals—from corporate executives to recruiters in the field—this shift is palpable. This is a war for talent in which there are fewer job seekers to compete over, especially highly skilled candidates.

In the labor market today, there are a smaller number of people who are out of work and many millions of employed potential candidates. As a result, much of the job flow in the coming years will be people leaving their current jobs for more appealing opportunities. The tasks of attracting and retaining this in-demand talent have spread to more occupations than ever before, and it is becoming even

harder to fill jobs that have always been hard to fill.

In general, the job seeker interests emerging in 2015 are specialized: they tend to require a college degree or a specific certification. For the most part, these are jobs that require technical expertise, as candidates will be working from a computer. Six out of the top ten emerging jobs are in the tech industry, and two are in healthcare. Talent Acquisition itself is also among the top ten, pointing to the emerging importance of people with the skills to help organizations locate and hire the right people. And while it’s encouraging to see these searches grow from year to year, there are still fewer candidates searching than employers need. The challenge and opportunity for employers will be identifying the new sources of hard-to-find candidates in a talent-driven economy.

The emerging interests of today’s job seeker are:

Candidates are searching for jobs that require a college degree or a specific skill set

People expect to work alongside and with technology

Specialized

Introduction

7 © Indeed

But in some areas there is still not enough interest from job seekers. The chart on the following page illustrates where there are opportunities for candidates and where employers may be challenged to find enough talent.

The greatest mismatch between job postings and job seeker interest is in Healthcare Practitioners and Technical occupations, where demand from employers is two times larger than interest from candidates. Similarly dramatic shortages are present in Computer and Mathematical and Transportation and Material Moving occupations. In general, the number of job openings outpaces the number of candidates.

Candidates are attracted to occupations with the most job postings

Introduction

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Occupations

Management

Business and Financial Operations

Computer and Mathematical

Architecture and Engineering

Life, Physical, and Social Science

Community and Social Service

Legal

Education, Training, and Library

Entertainment, Sports, and Media

Healthcare Practitioners and Technical

Healthcare Support

Protective Service

Food Preparation and Serving Related

Building and Grounds Cleaning

Personal Care and Service

Sales and Related

Office and Administrative Support

Construction and Extraction

Installation, Maintenance, and Repair

Production

Transportation and Material Moving

15.07%

6.49%

5.46%

2.57%

2.98%

3.17%

0.87%

3.33%

2.91%

6.91%

2.94%

2.10%

1.64%

1.20%

3.71%

5.49%

21.03%

1.30%

1.81%

4.24%

4.60%

Job Seeker Interest

15.03%

5.92%

8.44%

3.40%

1.95%

1.59%

0.52%

3.31%

2.14%

14.17%

2.57%

0.73%

3.24%

0.92%

4.46%

8.66%

8.30%

0.93%

2.47%

3.98%

7.11%

Job Postings

Introduction

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4 job search themes from the past year

Key Insights

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Among all the job searches we examined from 2013 to 2014, some common themes emerged.

As shown in the previous chart, healthcare is an area of employment where employer demand far outpaces interest from job seekers. Still, candidates are flocking to the field and healthcare job searches are rising.

People are also increasingly searching for flexible work, meaning that even as the economy improves, a 40-hour week may not be the norm for much longer.

Oil and gas jobs were popular throughout the year, despite volatility in the market. Finally, the continued rise of the tech industry is clear. More employers than ever before are hiring people with specialized tech skills. And more job seekers are searching for those positions.

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Healthcare employees are in high demand

Searches for those jobs are on the rise but moreinterest from job seekers is needed.

4 Job Search Themes From the Past Year

Searches for “Healthcare Administration”

In 2014, employers added an average of

26,000jobs per month to the healthcare field

There is particularly high demand from employers for:AdministratorsManagersTechnicians

Source: Bureau of Labor Statistics

Our research shows that the way candidates look for healthcare jobs varies from state to state, especially in places where certifications go by different names.

In California, “LVN” (Licensed Vocational Nurse) is a popular job query.

In 16 other states, however, that same term doesn’t even appear in the top 10,000 queries.

That’s because, in much of the rest of the country, this position is called an “LPN” (Licensed Practical Nurse).

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The search term that grew the most in this industry from 2013 to 2014 was “Healthcare Administration.”

Last year, employment in the healthcare industry experienced tremendous growth:

01

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Candidates want flexible work options

Searches for “Remote”

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One of the fastest growing searches for flexible work is for remote opportunities.

Search terms related to this trend are:“part-time” “work from home” “remote”

Other search terms, such as “day care,” may be from job seekers looking for this benefit in the workplace or searching for a job that aligns with a standard school schedule.

The interest in these jobs may indicate that candidates are increasingly looking for work that follows their schedule rather than an employer’s.

The attraction and retention of talent may increasingly rely on quality of work rather than when and where that work is done.

02


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Searches for “Oil and Gas”

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Even with recent fluctuations in the price of oil, searches for jobs in oil and gas have an upward trend.

The effect of this growth can be seen in job searches in oil-dominated locations

The oil and gas industry was one of the first to experience a recovery from the recession, and the recent boom fueled continued growth over most of last year. Throughout 2014, these jobs were still popular with a wide swath of job seekers. The types of employment opportunities in oil-related areas are varied, with jobs both in the field and on the road, together with white-collar positions.

HoustonTexas

Louisiana

The drop in oil prices will make it easier for energy-dependent industries to hire, because the cost of resources is low.

Cheaper gas prices drive consumer demand, causing other industries to grow as consumer spending rises.

Even though the industry reported payroll cuts in early 2015, after the precipitous drop in oil prices in 2014, it still employed more people than it had in the previous six months.

At the same time, as the industry undergoes those shifts, people who work in the oil industry may need to consider new career paths.

Oil and gas jobs remain popular with job seekers03


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In today’s economy, many industries that are not traditionally related to technology nevertheless need people with specialized tech skills.

Searches for “Digital Marketing”

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Over the past two years, job searches for digital marketing jobs have grown significantly.

Our study of emerging job searches shows that

6/10 are tech jobs

Tech skills traverse occupational categories—while they are certainly required for Computer and Math-related jobs, they are also necessary for some Sales positions, Management roles, and Business and Financial Operations jobs, to name a few.

Every company is a tech company04


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Key Insights

Top 10 emerging job searches

06 Information Technology

07 Talent Acquisition

08 Data Analyst

09 Network Engineer

10 Instructional Designer

The job searches that grew the most in the past year are specialized and technical.

By examining candidates’ searches from 2013 to 2014, we can determine the emerging interests of today’s job seekers. The job titles that experienced the highest levels of growth give us an indication of what

candidates want and where the labor market is headed.

In general, these job searches do not represent the most popular or numerous queries. Rather, they are the queries that saw the greatest growth from year to year and appeared in the top 1,000 queries for 2014.

01 Digital Marketing

02 Healthcare Administration

03 Java Developer

04 Web Developer

05 Athletic Trainer

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Interest in “Digital Marketing” grew by

This job search describes a field of marketing that uses digital channels to promote products and services. Candidates entering “Digital Marketing” could be looking for jobs in Social Media Strategy, Email Campaign Management, SEO Optimization, or Online Behavioral Analysis.

30%from 2013 to 2014

01 Digital Marketing

Skills & Experience

Written and verbal communication

Data analysis

SEO, SEM

Google AdWords

Google Analytics

Degree RequirementsBachelor’sMarketing BusinessComputer ScienceJournalism Public Relations Communications

New YorkNew York

San Francisco California

Trending Cities

Top 10 Emerging Job Searches

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Interest in “Healthcare Administration” grew by

23%from 2013 to 2014

DallasTexas

02 Healthcare Administration

This field relates to the leadership, management, and administration of health systems and hospitals. People searching for “Healthcare Administration” jobs are likely to be professionals with a high level of education and training in this field.

Degree RequirementsBachelor’sNursingBusinessPublic Relations Communications

Master’sHealthcare AdministrationNursingBusiness

Skills & Experience


Ability to multitask and prioritize

Ability to establish and maintain relationships across departments

HoustonTexas

Trending Cities


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Interest in “Java Developer” grew by

Java is one of the most popular programming languages. Someone searching for “Java Developer” would most likely be looking to be involved from the early stages through the end of the development process of a product, establishing requirements for new products, designing prototypes, and reviewing code.

22%from 2013 to 2014

03 Java Developer

Skills & Experience

Java, JavaScript, and SQL

Familiarity with all aspects of the software lifecycle

Degree RequirementsBachelor’sComputer Science Information Systems

Trending Cities

AtlantaGeorgia

DallasTexas

Los AngelesCalifornia

“Java” is trending in New York City


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Interest in “Web Developer” grew by

20%from 2013 to 2014

04 Web Developer

Web Developers design and create websites. A candidate using these search terms could be looking to work on the front-end look of a website, while others might be more interested in the back-end, server-side aspects of a website.

Los AngelesCalifornia

Degree RequirementsBachelor’sComputer Science

Skills & Experience

JavaScript, CSS, HTML, PHP, MySQL, Ruby on Rails, Django, Java

Trending Cities


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Interest in “Athletic Trainer” grew by

An Athletic Trainer is a certified healthcare professional working in Sports Medicine. To gain this certification, candidates must complete a specific curriculum that involves both in-class and in-clinic training.

05 Athletic Trainer

19%from 2013 to 2014

Skills & Experience

Background in Orthopedics

Experience in sports-related injuries, post-operative cases, and overuse syndromes

Degree RequirementsBachelor’sAthletic TrainingSports Medicine

NATA CertificationNational Athletic Trainers Association

These job searches peak in May

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Interest in “Information Technology” grew by

17%from 2013 to 2014

06 Information Technology

Candidates using the term “Information Technology” are searching for jobs related to computer and telecommunication equipment and software, which is used to store, retrieve, transmit, and manipulate data. There are many job titles that relate to this query.

Trending Cities

Atlanta, Georgia

Chicago, Illinois Dallas and Houston, Texas

New York, New York“IT” is trending in Atlanta, Dallas, Houston, and New York City

“IT Support” is trending in Chicago, Dallas, and New York City

“IT Manager” is trending in Dallas

Degree RequirementsBachelor’sComputer ScienceInformation Systems

Skills & Experience

Linux, Mac, Windows

Experience in database management and networking


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Interest in “Talent Acquisition”

People working in talent acquisition anticipate and meet the human capital needs of an organization. They manage requisition loads and build pipelines of qualified candidates by relying on data-backed insights and adjusting strategies to meet goals.

17%from 2013 to 2014

07 Talent Acquisition

Trending Cities

Skills & Experience


Data driven and process oriented

Familiarity with interview techniques

Degree RequirementsBachelor’sMarketing Business, or related

AtlantaGeorgia


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Interest in “Data Analyst” grew by

15%from 2013 to 2014

08 Data Analyst

Data analysts collect, manipulate, and analyze data. They present reports and visualizations to guide decision making. A candidate entering this term could also be looking for jobs that entail the maintenance, management, and security of an organization’s data.

Skills & Experience

SQL, Python, R, DB2, Oracle, Tableau, MySQL, Hadoop

Microsoft Excel

Degree RequirementsBachelor’sMathematicsStatisticsComputer Science

Master’sMathematicsStatistics

Trending Cities


PhiladelphiaPennsylvania


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Interest in “Network Engineer” grew by

This field of engineering supports hardware and software for all network devices, including routers, switches, firewalls, encryption programs, and many others. Network Engineers also maintain backup systems and document the status of network devices.

13%from 2013 to 2014

09 Network Engineer

Trending Cities

AtlantaGeorgia

BostonMassachusetts

ChicagoIllinois


Skills & Experience

Familiarity with IP/ethernet and routing/switching technology

Linux, Mac, Windows

Ability to use Active Directory, LDAP, or Open Directory systems

Degree RequirementsBachelor’sComputer Science Information SystemsEngineering


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Interest in “Instructional Designer” grew by

12%from 2013 to 2014

10 Instructional Designer

Instructional Designers create training materials and manage the strategic learning goals of an educational program. They also develop and test learning software and web-based training.

Washington DC

Skills & Experience


Experience in project management

Organizational agility

Understanding of learning theory

Degree RequirementsBachelor’sEducation

Master’sEducation Instructional Design Instructional Technology

Trending Cities


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Job Search Trends by Metro Area

Larger talent trends are illustrated by job searches in key citiesIn each of the key metro areas in the US, there is one job that candidates search for significantly more often than in the US as a whole, making it distinctive to that metro area. These jobs indicate an overarching trend in the city’s economy and show where a concentration of candidates with a certain skill set

might be located. Each city is also experiencing high growth for a larger set of job searches. We looked at the 10 searches that grew the most from 2013 to 2014 to create a list that indicates where job seeker interests lie and which trends are rising.

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This city’s distinctive job is “Property Management”Property managers operate and oversee real estate. In most states, people in this role are required to be licensed real estate brokers. They collect rent, list properties, negotiate leases, and conduct inspections.

From 2013 to 2014, searches for these 10 jobs grew the most:

This city’s distinctive job is “CFA”The Chartered Financial Analyst (CFA) Program is a professional credential offered to investment and financial professionals.


Atlanta Boston

Finance Director +52%

Java Developer +44%

Information Technology +42%

Warehouse Manager +41%

Speech Language Pathologist +37%

Occupational Therapist +35%

Talent Acquisition +32%

Network Engineer +32%

Clinical Research +30%

Software Engineer +28%

Chief of Staff +117%

Manufacturing Engineer +110%

Legal Counsel +101%

Accounting Intern +97%

Systems Administrator +77%

Data Scientist +61%

Security Supervisor +53%

Chief Financial Officer +51%

Nurse +50%

Corporate Social Responsibility +49%


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This city’s distinctive job is “Certified Nursing Assistant”Certified nursing assistants are sometimes called Nurses’ Aides, Orderlies, Patient Care Technicians, and Home Health Aides. They work with patients under the supervision of a registered nurse or licensedpractical nurse.


This city’s distinctive job is “Nurse RN”A registered nurse is someone who has graduated from a nursing program and has received a nursing license by passing a national licensing exam. Job seekers in Dallas are looking for this position by using terms “Nurse” and “RN” in the same search.


Chicago Dallas

Data Scientist +82%

Human Resources Director +44%

Market Research +43%

Network Engineer +33%


IT Support +28%


Treasury +23%

Urban Planning +22%

Nurse Practitioner +22%

Cognos Developer +173%

SQL Developer +94%

Java Developer +72%



QA Analyst +47%

Emergency Management +42%

.NET Developer +40%

Healthcare Administration +40%

IT Manager +39%


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This city’s distinctive job is“Process Operator”Process operators ensure efficiency in plants or factories by overseeing the operation of the facility. In Houston, this job search may be related to operations in the oil and gas industry.

This city’s distinctive job is “LVN”LVN stands for licensed vocational nurse. This title is used in California and Texas. In the rest of the US and Canada, this same position is a licensed practical nurse. LVNs are entry-level healthcare providers who works under the supervision of an RN or physician.

From 2013 to 2014, searches forthese 10 jobs grew the most:

Security Analyst +70%

Technical Support +65%

Healthcare Administration +61%

Drilling Engineer +54%

Warehouse Manager +53%

Healthcare Management +53%

Employee Relations +49%


Project Engineer +42%

Facilities Manager +41%

Data Scientist +86%


PHP Developer +74%

General Manager +74%

Character Artist +74%

Senior Financial Analyst +74%

Web Developer +67%

3D Artist +67%

Finance Director +53%

Actuarial +52%

Houston Los Angeles



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This city’s distinctive job is “Porter”Porter is a general job title with several typical roles. A porter could be a building maintenance worker, an orderly in charge of cleaning facilities, or a worker employed by hotels, train stations, or airports to carry luggage and other loads.


This city’s distinctive job is “Environmental Services”A person employed in environmental services maintains the infection control standards of a healthcare center. In this role, a person performs general cleaning tasks and maintenance of patient rooms, waiting rooms, and offices.


HR Manager +63%

IT Support +41%


Store Manager +31%

Chief of Staff +30%

Junior Designer +28%

Events Coordinator +28%

Inside Sales +27%

Spanish Teacher +27%

Investment Banking Associate +26%

Technical Support +104%

Policy Analyst +96%

Retail Manager +71%

Urban Planning +61%


Analyst +44%

District Manager +40%

LSCW +40%

Research Analyst +36%

Data Analyst +36%

New York City Philadelphia


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This city’s distinctive job is “Data Scientist”Data scientist is a job title that has risen in popularity in the past several years. People employed in this field have advanced statistics and programming skills and often work in machine learning and data clusters to identify trends and recommend ways of applying insights from the data.


This city’s distinctive job is “Special Police Officer”Special police usually describes a unit within a police force whose duties and functions are different from the rest of the force. In the District of Columbia, the Security Officers Management Branch of the Metropolitan Police Department signs off on the license applications for all special police officers and security officers. People conducting this search may be looking for roles that require that license.


Medical Writer +81%

Customer Success Manager +70%

UX Designer +62%


IT Support +54%

Digital Marketing +51%

Data Scientist +49%

Data Analyst +49%

Investment Banking +47%

Manufacturing +43%

Technical Writer +59%

Data Scientist +55%

Accounting Internship +52%


Cyber Security +45%

Software Engineer +43%

Dental Assistant +37%

Procurement +36%

Instructional Design +36%

Desktop Support +34%

San Francisco Washington DC


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Distinctive Job Searches by Region

Natural resources and industry centers drive regional differencesNortheast I South I Midwest I West

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As in the key metro areas, each state can also be defined by one job search that is more uniquely searched there than in other states.

These jobs are distinctive to the state and highlight some key cultural and economic differences from region to region.

Nationwide, people are searching for many of the same positions, but many jobs

remain particular to a location. In most cases, these job searches correspond to the dominant employment area in a given state. In other cases, they hint at shifts in the economy or specialized skills that candidates in that market bring to the table.

Taken together, the job searches distinctive to each state indicate the nuances of job search patterns across the country and how employers can become more familiar with their talent pool.

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The Northeast accounts for 23% of national GDP and encompasses New York City, a global financial hub; and Boston, an academic epicenter.

Northeast

New York City (NYC) is known for finance, fashion, and media, to name just a few of the industries that dominate the metropolis. The economic impact of the city is felt by the state as a whole, which is why the job that is significantly more often searched for in New York State is the job distinctive to NYC. “Porter” is a job title that refers to hotel workers as well as apartment building maintenance

workers, both of which are abundant in America’s most populous city. “Research Assistant” is the job title that defines Massachusetts. It reflects the presence of large research institutions that are primarily based in the Boston area but that reach throughout the state: Boston University, Harvard, Massachusetts Institute of Technology, and Tufts, for example.


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18% of the workforce

New York“Porter”

Pennsylvania“Food Service”

Vermont“Engineering”

New Jersey“Bookkeeper”

Maine“LCSW”

Rhode Island“Teacher Assistant”

Massachusetts“Research Assistant”

New Hampshire“Operations Manager”

Connecticut“Security Guard”

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34 © Indeed

The Southern part of the country is characterized by the energy industry in Texas and many other Gulf Coast states, the tourism industry in Florida, financial and corporate headquarters in many states, and manufacturing, production, and distribution facilities throughout the region.

South

“Logistics” is the job search that dominates Tennessee. Nissan, Volkswagen, and GM all have large plants that rely on a vast network of suppliers based there. FedEx has its global hub in Memphis, and Amazon has strategically placed distribution centers close by.

Transportation has also left its mark on Oklahoma, where “CDL” (Commercial Driver’s License) is the job that people search for significantly more often than in other states. In Texas, “Supply Chain” is the most distinctive job—it refers to the role of oil and gas throughout the state.

Delaware is known for its friendly corporate tax environment.

This has made the state a banking center and partially explains why “Business Analyst” is the distinctive job for this location.

West Virginia is second only to Wyoming in domestic coal production, according to the US Energy Information Administration, and accounted for 12% of the total US production in 2012.

“Customer Service” is one of the most popular job queries nationwide. That job seekers in North Carolina search for “Customer Service Representative” rather than just “Customer Service” indicates the importance of knowing your local market.


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South Carolina“Counselor”

North Carolina“Customer Service Representative”

Delaware“Business Analyst”

Arkansas“Management”

Oklahoma“CDL”

Tennessee“Logistics”

Kentucky“Occupational Therapist”

West Virginia“Coal Mining”

Louisiana“Process Technician”

Texas“Supply Chain”

Mississippi“Phlebotomy”

Alabama“Clerk”

Georgia“Forklift”

Florida“Front Desk”

Virginia“Mechanical Engineer”

Maryland“Medical Receptionist”


Washington DC“Special Police Officer”

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36 © Indeed


Midwest

Job searches such as “Supervisor” in Indiana, “Welding” in Iowa, and “General Labor” in Ohio reflect the importance of the industrial manufacturing sector in these states.

“Nursing Assistant” searches in Minnesota, “Paramedic” in Missouri, and “Nurse” in Nebraska all mirror the nationwide interest in healthcare roles. In many of these states, hospitals are among the top employers, which explains why job seekers are drawn to these job titles.

The growth of the oil and gas industry in North Dakota has been explosive, causing “Roustabout” to be the defining job title for the state. Roustabouts are oil field workers who perform a wide array of tasks. In general, North Dakota has been a leader in overall labor market growth in the last few years, with the oil boom creating jobs on and off the field.

Agriculture is one of the major economic forces in the Midwest. Compared to other occupations, searches and postings for agricultural jobs are relatively low on Indeed. Instead, when we look at job searches for the region, we see the interests of job seekers trending towards manufacturing (another historically dominant industry in the region) and healthcare.

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South Dakota“CRNA”

Nebraska“Nurse RN”

Kansas“Child Care”

Missouri“Paramedic”

Wisconsin“Human Services”

Michigan“Janitorial”

Indiana“Supervisor”

Ohio“General Labor”

Iowa“Welding”

Illinois“Custodian”

North Dakota“Roustabout”

Minnesota“Nursing Assistant”


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38 © Indeed


West

In large states with access to natural resources, job seekers who specialize in a specific, resource-rich area demonstrate their local expertise by searching for jobs such as “Geologist” in Wyoming and “Gold Mining” in Alaska.

Engineering dominates the Pacific Northwest, with “Civil Engineer” and “Mechanical Engineer” being the most distinctive jobs in Oregon and Washington, respectively. There is a network of firms supporting Seattle’s

tech hub and a substantial number of aerospace companies in the state. There is significant demand for engineering candidates as a result.

In the Southwest, the gambling industry stands out in Nevada, where “Table Games Dealer” is the job most often searched for by candidates. In Arizona, a popular retirement destination and home to a higher percentage of people over 65 than any other state, “Caregiver” is the distinctive job search term.

The economy in the Western US has consistently outperformed the rest of the country over the last 40 years. Technology companies have played a large part in this growth, but so have employers in a wide range of industries in the region, including healthcare.

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Wyoming“Geologist”Oregon

“Civil Engineer”

California“LVN”

Colorado“Chemistry”

Idaho“Human Resources”

Montana“Equipment Operator”

Washington“Mechanical

Engineer”

Nevada“Table Games

Dealer” New Mexico“Mechanic”

Arizona “Caregiver”

Utah“CPA”

Alaska “Gold Mining” Hawaii “Chef”


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40 © Indeed

Most job searches don’t follow aseasonal patternbut there are rhythms to job search throughout the year.

A Recruiter’s Almanac

All Job Searches

Seasonal Job Searches

December 2014October 2014August 2014June 2014April 2014February 2014

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Searching for a new job and making a career change is a deeply personal decision. While the types of jobs that someone considers may be influenced by what’s happening in the labor market, when they make this shift is guided more by individual and family goals than by seasonal changes.

There is a surprising consistency to the most common job searches on Indeed: candidates search for these jobs throughout the year. Yet when we look beyond the most popular queries, we can see some nuances in how people conduct their job search. We find that there are rhythms to the job search that lead candidates to search for certain jobs at specific times throughout the year. Job search in general shoots up at the beginning of the year, as people consider new career options for the new year.

The end of a semester and graduation brings on another wave of job search in Spring. Summer is full of seasonal job openings, and candidates flock to these opportunities. The back-to-school fervor of Fall leads to another spike in certain types of job searches. The year ends with the holiday season and an influx of temporary shipping, distribution, and retail roles.

The search term “Seasonal” illustrates each of these shifts, as it indicates when jobs that are most relevant at a particular time of year become popular for job seekers. There is an uptick in searches for seasonal jobs in the spring as candidates search for summer jobs, and there is a much more pronounced peak in November, fueled by holiday-related searches. Overall, we see that job seekers start looking for seasonal jobs long before the season starts.


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42 © Indeed

Jan Feb DecWinter

At the beginning of the year, there is an overall increase in job searches.

The new year leads people to think about new opportunities, and those who might have taken a break from the job search over the holidays resume searching in earnest by January. At this time, we also see searches for “Tax Professional” rise in preparation for tax season. Searches for “Accountant” jobs, by contrast, remain steady throughout the year.

Other positions that are not explicitly seasonal can still follow a seasonal pattern.

For example, searches for “Athletic Trainer,” one of our top 10 emerging jobs for the year, show steady growth from the beginning of the year until late April, perhaps as people are getting in shape for summer.

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43 © Indeed

Searches for “Nanny” are steady throughout the year but peak in May and June.

Many of these candidates could be anticipating that parents will need childcare during the summer. They could also be students who are looking for summer work.

In the same vein, searches for internships peak in March, as students plan for the summer.

They continue searching throughout the summer to prepare for the fall semester, with “Intern” queries reaching their lowest point in July. Students immediately start to search for these positions again in August, hoping to line up an opportunity for the spring.

Searches for “Nanny” (2014)

Searches for “Intern” (2014)

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Along with warmer weather, summer also brings more searches for “Work From Home”.

These searches are flat until July and experience their strongest growth at the end of the season. Job seekers could be seeking flexibility as they return from vacations, as kids get ready to go back to school, or as a way to enjoy longer days from the comfort of home.

In preparation for the school year, searches for “Teacher” also reach their peak in summer, dropping off as the semester begins.

Searches for “Teacher” (2014)

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45 © Indeed

Fall

In the fall, searches for holiday jobs increase dramatically.

These searches include the term “Seasonal”—which could refer to retail and warehouse jobs generally—but “Shipping” shows an increase as well.

Job searches for “Professor” also increase during this time, perhaps driven by doctoral students who have just graduated or who hope to secure an academic position before they graduate in the spring.

Searches for “Shipping” (2014)

Searches for “Professor” (2014)

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46 © Indeed

Employer Insights

3 employers respond to today’s emerging trendsInsights from a staffing giant, a healthcare entrepreneur, and a tech firm

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In the next 10 years, the world of work will be based more on accomplishing a series of tasks than bending to every demand of your employer.

Our Talent Acquisition team has put the highest priority on data that helps us make smart decisions.

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Jim LinkChief Human Resources OfficerRandstad North America

Jason OteroTalent Acquisition LeaderEsri

Our challenge will always be to hire talent fast enough while making sure we’re focused on identifying the right talent for this team.

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”Inder SinghFounder & CEOKinsa

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Employer Insights

Top-notch talent acquisition professionals build pipelines and source candidates who are able to fill roles before they’re even open. This strategy is formulaic in its approach, and that’s new for this industry.

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”Jim LinkChief Human Resources OfficerRandstad North America

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As chief human resources officer of Randstad North America, Jim Link oversees the human capital strategy for the continent and manages the company’s human resources initiatives for more than 100,000 employees.

For Jim, the challenges emerging in today’s labor market revolve around the changing relationships between employees and their employers.

We talked with Jim to learn how he thinks about the trends that are shaping today’s labor market.

Employer Insights

Twenty years ago, when we saw a position was open, we would try to find a person to fill it. That kind of thinking doesn’t cut it anymore.

We now rely on the analytics of human capital and the ability to be proactive rather than reactive to an organization’s needs. Now, the evolving field of talent acquisition takes into account how a business is performing, anticipates that business’s needs, reads the changes in the market, and locates a very specific person with the exact skill set before the business even realizes there’s a gap.

Today, only great companies are able to do this. Top-notch talent acquisition professionals build pipelines and source candidates who are able to fill roles before they’re even open. This strategy is formulaic in its approach, and that’s new for this industry.

In a way, this type of skill set is an example of what we need in today’s workforce overall: people with interdisciplinary skills. People who come to a human resources role with a background in analytics, people in finance who also understand regulatory concerns, people in healthcare

Randstad Holdings is one of the world’s largest staffing organizations. In the US, Randstad has more than 5,000 employment experts and finds work for approximately 100,000 people each week.

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Jim Link

with experience in IT, and engineers who also have a liberal arts degree—all come equipped with a range of skills and expertise. Where each of these functions intersect, there is significant employer need and not enough candidates.

Randstad is involved with colleges, advising institutions on how they can structure curricula and build cross-disciplinary skill sets. We start by changing the way we talk to students about the kinds of careers they can pursue. Before someone actually gets to the point of conducting a job search, we want their ideas about what they can achieve to be as broad as possible. For instance, this means talking to more girls and women about STEM careers; it also means creating more programs that give people access to the training and education that puts them directly in a job in which they can have an impact.

We want to start early with people because we can already see younger generations approaching work in a new way. This is people in the Millennial age bracket but also the next generation, Gen Z. Their views of employment are changing in several ways.

Flexibility is a basic requirement for today’s candidates.

Flexibility, which is something still new to employers, is one of their basic requirements. This isn’t something we

can reduce to the idea of telecommuting or remote working; through access to the right technology, these employees are redefining how and where work gets done. Given two offers, a younger candidate is more likely to choose the employer that gives them that flexibility, and this trend is only going to become more pervasive. Younger candidates are more concerned with getting to the output and less concerned with office structure.Areas like flexibility are part of how people want to relate to a company’s culture in general, and the whole area of corporate social responsibility is part of that. Our research shows 72% of employees feel corporate social responsibility is an important factor, a figure that has almost doubled in the last five years.

Corporate culture will need to change in order to attract in-demand talent.

Connecting a candidate to the greater good of that company is a huge asset, and providing matching contributions to organizations of choice and giving time off for volunteerism and sabbaticals are some examples of how the role of employers in people’s lives has really changed. Today, it’s all about finding the company that shares your values and supports you in pursuing them.

What’s very clear to me is that individuals, companies, and even the government aren’t fully ready for these kinds of shifts. They have begun to embrace them—

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but not quickly enough. We are moving rapidly away from someone having a job towards someone doing a job. In the next 10 years, the world of work will be based more on accomplishing a series of tasks than bending to every demand of your employer.

The common denominator of this trend is that corporate culture needs to recognize this type of thinking and adapt to the way people now consider their employment options. Three or four years ago, employers would have looked outward, expecting other people to change. But Millennials now dominate the candidate pool, and they are going to be an increasingly large segment of the workforce for some time. Regardless of age, it’s going to be candidates with the most options who will drive how employers change. We’re in an employee-starved market, and employers can’t afford to resist these transformations.

STEM candidates are a great example of this kind of workforce segment. The rate of growth for STEM jobs is three times greater than for non-STEM jobs. The market is theirs to conquer, and they have specific requirements of their potential employers. Right now, employee confidence in the ability to find new jobs is the highest it’s ever been. At the same time, wages are fairly stagnant. It will be these areas—benefits, flexibility, and culture—that cause employees to move from one company to another.

And the thing about wages is that they’re really only a lagging indicator. Once wages begin to rise, and there is a high demand for candidates, that’s when we’ll truly be in a market for employees. Wage compression is the last piece of the puzzle that indicates an employee economy that is on fire.

Jim Link

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There’s nothing better than working with a group of people rallied around a shared vision. It’s like dribbling down the court without needing to look for your teammates; you just pass the ball because you know they’ll be there.

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”Inder SinghFounder & CEOKinsa

Employer Insights

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For founder Inder Singh, a global health advocate who has enabled more than two million people around the world to receive treatment for devastating diseases, the goal is to empower society by providing information to track and stop the spread of disease.

As CEO, Inder is tasked with building a team that can achieve that goal.

As he told the Indeed Hiring Lab, after years of working in public health and philanthropy, he has found that every effort for radical change requires a group of people working together as the best versions of themselves.

Employer Insights

At a startup, culture is everything. The quality of the people you have determines whether you’ll be successful or not, and when you’re a mission-driven company like Kinsa, you need everyone to be motivated by the right things. We’re looking for people who want to change the world, people who are driven to save lives and are inspired by the tangible impact of their work. The nature of our work leads to a self-screening process of sorts, and even still, we’ve lost about 50% of our candidates. Every person we hire must meet two criteria. First, they need to be passionate about the problem we’re trying to solve, and second, they need to be passionate about creating things that add value to people’s lives.

The challenge is also to find another category of people: leaders. We’re small now, but we have massive objectives and we know that the team we’re building will be the foundation for what we achieve in the future. We’re looking for people who want to learn to be effective leaders and managers over time. Being at a startup is not just a job choice, it’s a lifestyle choice, and we are always looking for people who are the right match for that lifestyle.

Identifying candidates who can adapt to changing constraints

People usually refer to this type of person as entrepreneurial, but I think that’s a simplification. Really, I’m looking for

Kinsa is the creator of the first FDA-cleared smartphone-connected thermometer. The company is driven by a mission to create a real-time map of human health.

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Inder Singh

scrappy people. I work with people now who started things on their own that didn’t work out. Even though their previous efforts didn’t work out, the fact that they tried speaks volumes to me. These aren’t just entrepreneurs, they’re operators; people who can see their environment clearly, adapt to changing constraints, and aren’t afraid to fail. They know how to work closely with people, to reach out to people, and to constantly ask questions of the people around them.

In an interview, you can test how someone thinks, but you can’t necessarily test this particular set of skills. We usually give people miniprojects as part of the screening process. By monitoring their work on these projects, we want to identify how each candidate deals with ambiguity, among other things. We’re working at the intersection of hardware, software, data, and healthcare regulation. It’s a very broad field that also requires some specific skills and knowledge.

The challenge is also to find another category of people: leaders.

We need people who can communicate in simple ways about the complexity of the space in which we work.

Building a team where everyone’s at their best

Building a team to accomplish all of this is challenging, but I love it. There’s nothing better than working with a group of people

rallied around a shared vision. It’s like dribbling down the court without needing to look for your teammates; you just pass the ball because you know they’ll be there. I feel incredibly fortunate to be able to surround myself with such high-caliber people and to be working collaboratively to address a problem that could completely change how humans understand and interact with their heath.

Tech talent is always hard to find, and we’re looking for a very specific kind of tech talent. I’ve found it’s worth the wait, though. We’re always hiring and we always

There’s nothing better than working with a group of people rallied around a shared vision.

keep the train moving, but it’s worth it to continually refine the methods you use to hire people and to find the person who fits what you’re trying to achieve. Our challenge will always be to hire talent fast enough while making sure we’re focused on identifying the right talent for this team.

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The real challenge is not simply finding people with new engineering degrees. It’s finding those really in-demand candidates—the ones at the expert level who know that they have every option.

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”Jason OteroTalent Acquisition LeaderEsri

Employer Insights

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The company has been in business since 1969, releasing the first commercially developed statewide GIS in 1973 and its first automated mapping software in 1982. Esri employs 3,200 staff members worldwide and serves one million software users in hundreds of thousands of customer sites. The technology is used to map every continent and touches nearly every industry—from natural resources and education, to public health initiatives and humanitarian aid.

For talent acquisition leader Jason Otero, communicating with candidates about the reach of Esri’s products and services is key to winning the war for STEM talent.

We talked with Jason about how his team is powered by analytics, relying on data to make improvements in their hiring and retention efforts.

Employer Insights

In terms of attraction and retention, we’re an exceptional case. Our average tenure is about nine years; I’m entering my 17th year with the company. Our turnover has never been more than 12%, and we pride ourselves on fostering a culture that encourages longevity.

At the same time, we’re continually growing, so we do have a need for fresh talent. About 40% of new staff members come from our university recruiting. Starting salaries for students who graduate with a STEM degree is 25% higher than non-tech students, but we find that we have interest from students coming from all backgrounds.

Still, we recognize that there’s a shortage, and that even the combined interest of people in and outside of STEM does not lead to enough talent for all employers. We put a lot of energy into our university internship program as one way of developing that talent. We also look to accelerated programs that can teach skill sets to people who are already in the workforce as a source of new hires. People who are taking MOOCs (Massive Open Online Courses) and rapidly getting degrees that are immediately applicable can provide a lot of value.

Esri is the world leader in geographic information system software, otherwise known as GIS.

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Jason Otero

Attracting and retaining expert-level STEM talent

The real challenge, though, is not simply finding people with new engineering degrees. It’s finding those really in-demand candidates—the ones at the expert level who know that they have every option.

In terms of attraction and retention, we’re an exceptional case. Our average tenure is about nine years; I’m entering my 17th year with the company. Our turnover has never been more than 12%, and we pride ourselves on fostering a culture that encourages longevity.

At the same time, we’re continually growing, so we do have a need for fresh talent. About 40% of new staff members come from our university recruiting. Starting salaries for students who graduate with a STEM degree is 25% higher than non-tech students, but we find that we have interest from students coming from all backgrounds.

Still, we recognize that there’s a shortage, and that even the combined interest of people in and outside of STEM does not lead to enough talent for all employers. We put a lot of energy into our university internship program as one way of developing that talent. We also look to accelerated programs that can teach skill sets to people who are already in the workforce as a source of new hires. People who are taking MOOCs (Massive Open Online Courses) and rapidly getting degrees that are immediately applicable can provide a lot of value.

Attracting and retaining expert-level STEM talent

The real challenge, though, is not simply finding people with new engineering degrees. It’s finding those really in-demand candidates—the ones at the expert level who know that they have every option. One approach is perfecting the messaging and the delivery behind our opportunities. We’re moving into the mobile space more and more in order to address that. There are more handheld devices than there are people on the planet. Making our jobs stand out on those devices and getting people to click—these are the ways we’re trying to communicate with the widest possible audience about working at the forefront of geospatial technology.

Our turnover has never been more than 12%, and we pride ourselves on fostering a culture that encourages longevity.

Beyond that, we know that people are also looking for an insider’s perspective of what it’s really like to work somewhere. We make sure that our hiring managers are as transparent as possible, that they’re genuinely showing people what it’s like to work here. That transparency speaks to the candidate experience we’re trying to cultivate. In a small and competitive market, you can’t afford to have candidates walk away with

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a poor impression of your brand and your company. We pride ourselves on being able to let people down while still giving them a good experience. In university recruiting, for example, we’re not going to be able to hire everyone who comes to see us on campuses, so we spend some of the time we have with them just talking about other career options. That way, we’ve given them something valuable even if we can’t offer them a job with Esri.

We also want to give people a good exit experience when they leave Esri. Wherever they’re headed, we want to ascertain whether or not they’ll be good brand ambassadors. If they found something dissatisfying, we want to address problems and work towards an improvement for the next person in their position. One thing we’ve realized in this process is that sometimes people can feel isolated in their role and disconnected from the overall mission of the company. We’re now spending a lot of energy internally, communicating with every employee about what we do. No matter what part of the company you work in, you play a part in our mission—the work we’re doing with the Bill and Melinda Gates Foundation to eradicate polio, for example. Everyone here touches that effort in one way or another, and we want them to feel good about that.

Using the data to make smart decisions

We anticipate that our employees are in high demand and that they’ll have other job offers. We believe that keeping people happy and continually reminding them that we’re working on something special goes a long way. We’re always examining our benefits and our communication; it’s the

people who don’t feel connected who will leave, so our goal is to connect everyone to our accomplishments.

Constantly examining how we’re doing requires powerful analytics. As proud as we are of everything we do, we recognize that we need to do a better job with analytics in human resources. Our Talent Acquisition team has put the highest priority on data that helps us make smart decisions. Improvements in this area will require accessing information, understanding it, and making decisions along the way. Looking forward, this is the capability that we’re hoping to build.

We anticipate that our employees are in high demand and that they’ll have other job offers.

We look closely at traditional HR metrics— for example, cost per hire, time to fill, time to source, turnover, tenure—and while those do help us drive positive change they aren’t the only analytics available to recruiting teams. We’ve started to make adjustments to not only where we post open positions but what we post. Are we putting our dollars to sources that generate traffic, or are we spending money based on past success and name brands? We’re looking at views vs clicks vs applies, general traffic to job-related sites, unique visitors per month, etc. We know there is so much more out there we can take advantage of, and we are excited about how this can support us moving forward.

Jason Otero

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Data sourcesThis report focuses on identifying emerging and distinctive job title searches that were performed by Indeed users from 2013 to 2014. Our main data source is aggregated and anonymized job search data from Indeed. We also consulted labor market statistics from the Bureau of Labor Statistics (BLS). This study is based on data for the US: all 50 states, the District of Columbia, and several additional key metro areas. Our regional analysis is based on the US Census Bureau’s definitions of the Northeast, South, Midwest, and West.

In comparing job seeker interest to job availability we segmented the labor market by occupation using the Standard Occupational Classification categories, sometimes referred to as ONETs. This system classifies workers based on the duties they perform, rather than the industry in which their job is performed.

Job seeker interest is measured as the volume of clicks to jobs in that occupational category. For job postings, we use Indeed job posting data, which includes millions of job postings from thousands of sources. It is important to note that Indeed job postings do not reflect the precise number of jobs available in the labor market, as an opening may be listed on more than one website and could remain online for some time after the position has been filled. Moreover, employers sometimes use a single job posting to advertise multiple openings. However, the data do represent a broad measure of the number of available jobs in the labor market.

Defining a job title searchJob seekers use a variety of terms when conducting a search. Since the focus of this report is on the job titles that candidates are increasingly interested

Data and methodology

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in, we defined a search as a job title search when the query terms could be matched to one of 974 common ONET classifications. Searches that did not match with a specific job title, or searches comprised of company names, salaries, schedule preferences, or degree types were considered in our analysis for context but excluded from classification as a job title search.

Distinctive and emerging job searches We defined a job title search as distinctive when the query was used more often in one place (metro area or state) than it was by the overall US job seeker population. This is not the most popular query used in a given area but rather a search term that is used more in that area than by job seekers at large. Emerging job titles are job title searches with the highest percentage change in volume from 2013 to 2014.

We limited our set to only queries in the top 1,000 in 2014 to ensure that these were important queries in that year.

Identifying seasonal job search patternsWe identified seasonal job search patterns using a method similar to the one we used to identify annual emerging jobs. We identified the fastest growing queries from month to month to determine which queries gained popularity at certain points in the year. All graphs depicting job search volume trends of seasonal queries are shown as a share of total job search volume.

Data and methodology

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Tara M. Sinclair, PhD, is chief economist at Indeed and an associate professor of economics and international affairs at The George Washington University. Her research focuses on examining historical patterns in data to understand both the current and past structure of the labor market and to forecast future movements. Under Tara’s direction, the Indeed Hiring Lab is developing original research using proprietary Indeed data to uncover

exclusive insights into the labor market.In addition to conducting her research, Tara is frequently invited to brief the media on economic and labor trends as well as offer commentary. She has been quoted in the New York Times, the Wall Street Journal, and the Washington Post, and she has appeared on CNN, C-Span, NPR, Fox Business, Bloomberg Radio and TV, and many other local and international news programs.

About the author

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The Indeed Hiring Lab is a global research institute committed to advancing the knowledge of human resource and talent management professionals worldwide.

ContributorsNayna AhmedDaniel CulbertsonSteven FazzioEleanor HookerRosemarie ScottAndre Szejko

More people find jobs on Indeed than anywhere else. Job seekers can search millions of jobs on the web or mobile in over 50 countries. Each month, more than 180 million people search for jobs, post resumes, and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. For more information, visit indeed.com.

About the Indeed Hiring Lab

About Indeed

http://www.indeed.com/

Talent Driven The Economy

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