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Two-thirds (66%) of organizations in the finance industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 49% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (55%), lack of the right work experience (50%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (38%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
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SHRM Survey Findings: The Ongoing Impact of the Recession—Finance Industry
September 25, 2013
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 2
• These are the Finance industry survey findings about the ongoing impact of the U.S. and global recession, which began in 2007. This is the third year that SHRM has conducted this study, and data are reported for 2010 and 2011 where possible. The results are reported in the following sections:
» Skill gaps.» Recruiting challenges.» Recruiting strategies.
• Industry-specific results will be reported separately for each of the following industries:» Construction, mining, oil and gas.» Federal government.» Health.» High-tech.» Manufacturing.» Professional services.» State and local government.
• Overall and California results can be found on our website at www.shrm.org/surveys.
Introduction
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 3
Skill Gaps
4
• What basic skills/knowledge gaps do job applicants typically have? The most common basic skills/knowledge gaps are writing in English (60%), mathematics (55%), reading comprehension (28%), and English language (spoken) (23%).
• What applied skill gaps do job applicants typically have? The top five applied skill gaps are professionalism/work ethic (55%), critical thinking/problem solving (49%), written communications (41%), leadership (38%), and oral communications (33%).
• What types of jobs are the most difficult to fill? The top five most difficult positions to fill are high-skilled technical (e.g., technicians and programmers) (89%), managers and executives (85%), sales representatives (74%), accounting and finance professionals (73%), and HR professionals (53%).
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013
Key Findings: Skill GapsFinance Industry
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 5
In general, what basic skills/knowledge gaps do job applicants have in your industry?Finance Industry
Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Other
Science
History/geography
Technical (computer, engineering, mechanical, etc.)
Humanities/arts
Foreign languages
Government/economics
English language (spoken)
Reading comprehension (in English)
Mathematics (computation)
Writing in English (grammar, spelling, etc.)
9%
6%
0%
0%
0%
2%
5%
36%
38%
47%
66%
13%
3%
3%
4%
4%
7%
16%
23%
28%
55%
60%
2012 (n = 205)2011 (n = 87)
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 6
In general, what applied skill gaps do job applicants have in your industry?Finance Industry
Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Other
Diversity
Ethics/social responsibility
Lifelong learning/self-direction
Creativity/innovation
Information technology application
Teamwork/collaboration
Oral communications
Leadership
Written communications
Critical thinking/problem solving
Professionalism/work ethic
3%
11%
18%
23%
22%
30%
36%
45%
40%
61%
59%
54%
5%
11%
16%
19%
21%
27%
30%
33%
38%
41%
49%
55%
2012 (n = 237)2011 (n = 100)
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 7
How easy or difficult has it been to fill the following job categories for full-time regular positions?Finance Industry
Note: This figure represents “Somewhat difficult” and “Very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. Data are not provided where the sample size is less than 20.
Administrative support staff(2012 n = 154, 2011 n = 92)
Hourly laborers (2012 n = 37, 2011 n = 35)
Customer service representatives(2012 n = 147, 2011 n = 84)
HR professionals(2012 n = 86, 2011 n = 46)
Accounting and finance professionals (2012 n = 146, 2011 n = 82)
Sales representatives (2012 n = 107, 2011 n = 62)
Managers and executives (2012 n = 143, 2011 n = 84)
High-skilled technical (e.g., technicians, programmers)(2012 n = 102, 2011 n = 65)
41%
26%
53%
54%
73%
77%
83%
88%
29%
32%
44%
53%
73%
74%
85%
89%
20122011
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 8
Recruiting Challenges
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 9
• Is it difficult to recruit for positions requiring new and different skill sets? More than one-half (57%) of organizations reported it was somewhat or very difficult to recruit for completely new positions or positions with new duties added that required new and different skill sets. This is consistent with findings in 2011 (56%) and is an increase from 35% in 2010.
• Is recruiting for specific jobs difficult in the current labor market? Two-thirds (66%) of organizations currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 49% in 2011.
• Why are organizations experiencing difficulty hiring qualified candidates? About one-half of organizations indicated that candidates do not have the right skills (55%) or the right work experience (50%) for the job. Thirty-eight percent said that qualified candidates were not within their salary range or hourly range rate. One-third (34%) cited competition from other employers.
• Are organizations facing global competition for applicants for hard-to-fill jobs? Only five percent of organizations believe they are facing global competition for qualified applicants for jobs they are having difficulty filling, similar to what was found in 2011 (8%).
Key Findings: Recruiting ChallengesFinance Industry
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 10
For the new full-time, regular positions being created by your organization that require new and different skill sets, how easy or difficult do you think it will be or has been thus far to find qualified individuals for those positions? Finance Industry
Note: Only respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or “completely new positions” that required either “a mixture of new skills and the same types of skills” or “completely new and different skills” were asked this question.
Very difficult
Somewhat difficult
Somewhat easy
Very easy
5%
30%
51%
14%
4%
52%
39%
5%
7%
50%
37%
6%
2012 (n = 103)2011 (n = 77)2010 (n = 112)
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013
In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization? Finance Industry
11
Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-time staff were asked this question.
Yes; 49%No; 51%
2011
Yes; 66%
No; 34%
2012
n = 234 n = 293
In general, in the current labor market, are you having a difficult time recruiting for certain types of full-time, regular positions that are open in your organization?
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 12Note: Only statistically significant differences are shown.
Comparisons by industry
High-tech (82%)Manufacturing (79%)
>
Federal government (50%)Finance (66%)
Health (65%)State or local government (52%)
Construction, mining, oil and gas (74%)Professional services (70%)
>Federal government (50%)
State or local government (52%)
Finance (66%)Health (65%)
> State or local government (52%)
Comparisons by industry• Although there is recruiting difficulty across all industries, certain industries are experiencing more
difficulty than others.• The high-tech and manufacturing industries are more likely than the federal government, finance,
health and state or local government industries to be having difficulty recruiting for certain types of full-time, regular positions.
• The construction, mining, oil and gas and professional services industries are more likely than the federal government and state or local governments to be having difficulty recruiting for certain types of full-time, regular positions.
• The finance and health industries are more likely than the state or local government industries to be having difficulty recruiting for certain types of full-time, regular positions.
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 13
What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time regular positions? Finance Industry
Note: n = 187. Percentages do not total 100% due to multiple response options. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Candidates do not have the right skills for the job
Candidates do not have the right work experience
Qualified candidates are not within our salary range or hourly range rate
Competition from other employers
Low number of applicants
Candidates do not have the needed credentials/certifications
Candidates are overqualified
55%
50%
38%
34%
16%
13%
12%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 14
What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time, regular positions? (continued) Finance Industry
Note: n = 187. Percentages do not total 100% due to multiple response options. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Qualified candidates are not interested in moving to our local area
Candidates do not have high enough levels of education/training
Lack of interest in type of job
Local education/training system does not produce enough work-ready/qualified job candidates
Qualified candidates are not able to move to our local area (due to mortgage or other issues)
Our organization does not provide relocation funds
Other
10%
7%
6%
5%
4%
3%
5%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 15
Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs?Finance Industry
Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Yes, 8%
No, 92%
2011
Yes, 5%
No, 95%
2012
n = 100 n = 174
Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs?
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 16Note: Only statistically significant differences are shown.
Comparisons by industry
High-tech (33%) >
Finance (5%)Health (6%)
Manufacturing (15%)Professional services (14%)
State or local government (4%)
Construction, mining, oil and gas (22%)Federal government (22%)
>Finance (5%)
Health (6%)State or local government (4%)
Manufacturing (15%) >Finance (5%)
State or local government (4%)
Professional services (14%) > State or local government (4%)
Comparisons by industry• Organizations in the high-tech industry are more likely than those in the finance, health, manufacturing, professional
services, and state or local government industries to believe that they are facing global competition for talent for hard-to-fill jobs.
• Organizations in the construction, mining, oil, and gas and federal government industries are more likely than those in the finance, health, and state or local government industries to believe that they are facing global competition for talent for hard-to-fill jobs.
• Organizations in the manufacturing industry are more likely than those in the finance and state or local government industries to believe that they are facing global competition for talent for hard-to-fill jobs.
• Organizations in the professional services industry are more likely than those in state or local governments to believe that they are facing global competition for talent for hard-to-fill jobs.
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 17
Recruiting Strategies
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 18
• What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? The most common strategies reported by organizations are expanding advertising efforts (46%), using social media to find passive job seekers (44%), improving compensation/benefits packages (32%), increasing retention efforts (32%), and training existing employees to take on the hard-to-fill positions (31%).
• Have organizations been hiring workers from outside the U.S. for jobs that have been difficult to fill? Sixteen percent of organizations have hired workers from outside the U.S., an increase from 5% in 2011. Another 2% are considering hiring workers from outside the U.S.
• Have organizations been hiring U.S. veterans for jobs that have been difficult to fill? Two out of five (40%) organizations reported hiring U.S. veterans, an increase from 13% in 2011. About one-fifth (21%) are either considering or have plans to hire veterans in the next 12 months.
Key Findings: Recruiting StrategiesFinance Industry
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 19
What strategies is your organization using to deal with recruiting challenges for full-time, regular positions?Finance Industry
Note: n = 186. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Expanding advertising efforts
Using social media to find passive job seekers
Improving compensation/benefits package
Increasing retention efforts
Training existing employees to take on the hard-to-fill positions
Collaborating with educational institutions
Expanding search region
Expanding training programs to help improve skills of new hires
46%
44%
32%
32%
31%
28%
26%
24%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 20
What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? (continued)Finance Industry
Note: n = 186. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Providing monetary incentives to candidates(e.g., signing bonus)
Offering more flexible work arrangements
Offering new job perks
Other
None; we have not changed our recruiting strategy
23%
20%
4%
7%
6%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 21
Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?Finance Industry
Note: Percentages may not equal 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Yes No No, but we are considering it
No, but we have plans to do so in
the next 12 months
16%
82%
2% 0%5%
92%
3% 1%
2012 (n = 178) 2011 (n = 107)
Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 22Note: Only statistically significant differences are shown.
Comparisons by industry
High-tech (50%) >
Construction, mining, oil and gas (26%)Federal government (16%)
Finance (16%)Health (29%)
Manufacturing (24%)Professional services (24%)
State or local government (11%)
Construction, mining, oil and gas (26%)Health (29%)
Manufacturing (24%)Professional services (24%)
> State or local government (11%)
Comparisons by industry• The high-tech industry is more likely than the construction, mining, oil and gas; federal government;
finance; health; manufacturing; professional services; and state or local government industries to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs.
• The construction, mining, oil and gas; health; manufacturing; and professional services industries are more likely than state or local governments to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs.
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 23
Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?Finance Industry
Note: Percentages may not total 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
Yes No No, but we are considering it
No, but we have plans to do so in
the next 12 months
40% 39%
17%
5%13%
66%
19%
2%
2012 (n = 154) 2011 (n = 91)
Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 24Note: Only statistically significant differences are shown.
Comparisons by industry
Federal government (87%) >
Finance (40%)Health (57%)
High-tech (47%)Manufacturing (60%)
Professional services (43%)
Construction, mining, oil and gas (70%)State or local government (71%)
>Finance (40%)High-tech(47%)
Professional services (43%)
Manufacturing (60%) >Finance (40%)
Professional services (43%)
Comparisons by industry• The federal government is more likely than the finance, health, high-tech, manufacturing and
professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
• The construction, mining, oil, and gas and state or local government industries are more likely than the finance, high-tech and professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
• The manufacturing industry is more likely than the finance and professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 25
Demographics
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 26
Demographics: Organization SectorFinance Industry
Note: n = 371. Percentages do not total 100% due to rounding.
Privately owned for-profit
Publicly owned for-profit
Nonprofit
Government
Other
40%
35%
21%
0%
3%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 27
Demographics: Organization Staff SizeFinance Industry
Note: n = 362. Percentages do not total 100% due to rounding.
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees
31%
34%
17%
13%
4%
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013
n = 373
Other DemographicsFinance Industry
28
U.S.-based operations only 82%
Multinational operations 18%
Single-unit organization: An organization in which the location and the organization are one and the same
22%
Multi-unit organization: An organization that has more than one location 78%
Multi-unit headquarters determines HR policies and practices 68%
Each work location determines HR policies and practices 1%
A combination of both the work location and the multi-unit headquarters determines HR policies and practices
31%
Is your organization a single-unit organization or a multi-unit organization?
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
n = 373
n = 294
Corporate (companywide) 85%
Business unit/division 13%
Facility/location 2%
n = 293
What is the HR department/function for which you responded throughout this survey?
• Response rate = 13%• 387 randomly selected HR professionals from the finance industry in SHRM’s
membership participated in this survey.• With small sample sizes, the response of one participant can affect the overall results
considerably; this should be noted when making interpretations of the data, particularly when interpreting small percentage differences.
• Survey fielded August 28-September 14, 2012
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 29
SHRM Survey Findings: The Ongoing Impact of the Recession—Finance Industry
Survey Methodology
• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch
• Follow us on Twitter @SHRM_Research
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 30
About SHRM Research
Project leader:Tanya Mulvey, researcher, talent management & workforce
skills, SHRM Research
Project contributors:Alexander Alonso, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, Survey Research Center, SHRM ResearchYan Dong, Intern, SHRM Research
Copy editor:Katya Scanlan, SHRM Knowledge Center
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.
The Ongoing Impact of the Recession—Finance Industry ©SHRM 2013 31
About SHRM