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RECRUITER ENGAGEMENT PLATFORM

2018 IN TALENT ACQUISITION & THE 2019 IMPACT

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THE REALITY OF RECRUITING

THE ONLY CONSTANT IS CHANGE! A staggeringly low unemployment rate that plummeted to 3.7%.

A controversial skills gap impacting key industries. Recruiting

processes become obsolete. Talent acquisition increasingly

recognizes the benefit of strategically partnering with the

business. Many predictions were made for talent acquisition in

2018, but so many more things happened that no one saw coming.

What were the heavy hitters in 2018 that are impacting the

recruiting wave into 2019? We’ll explore these and other insights

as we turn to close out a decade of some of the most powerful

events in talent acquisition history!

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of respondents to our

annual survey feel that the

current hiring market is

more challenging now than

in the past1

90%

TOP CHALLENGES IN TALENT ACQUISITIONTHE LANDSCAPE HAS CHANGED, THE PAIN IS REAL

of recruiters today are

experiencing challenges in

finding key candidates more

so than it was even

just a year ago

59%of recruiters cite a shortage

in skilled labor as a major

issue when sourcing

candidates2

59%

of recruiters today state

that the obstacles in finding

key candidates are

harder than they were

five years ago

62% of recruiters cite

competition from other

recruiters an issue when

sourcing candidates2

52%

of job seekers find that

it’s easier to find a job now

than it was five

years ago 3

70%

of job seekers are waiting for

that perfect job offer for that

dream job and have stated

they would ‘only accept a job that I really

want to do’ 4

43%

It ’s no secret. Today’s hiring climate

is hotter than it has been since the

dawn of time. Kidding, but sometimes

it feels that way! To combat these

obstacles, many recognize the

benefits of top level alignment and

how those relationships influence TA’s

ability to better support the business’

goals. But how to get there?

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KEY INDUSTRY SPOTLIGHT: INFORMATION TECHNOLOGY

One top industry feeling the pinch? Information

technology. The top 3 methods employed by leaders in

technology when dealing with a challenging role to fill are:

This is a marathon, not a sprint – we spoke

with David Lucey, VP of Talent Acquisition

at Epsilon and Dan Tran, Recruiter at

Greenhouse regarding achieving this

critical piece. When building a strategic

talent group, the company’s value prop

needs to perfectly align with the employee

value prop - and be clear to the recruiter

out in the field speaking with candidates.

Identifying who the key stakeholders are in

recruiting and hiring in your organization is

key. Figure out what can you do to establish

strong relationships with those people

internally, and cultivate those, so as to be at

the forefront of the process instead of in a

reactive state. Once everyone is in lock-step

with data points such as the business need

for the role and the high-level objectives for

this potential hire, the process has a solid

foundation.5 More than 70% of those in

the C-Suite desire a more impactful role in

talent acquisition decisions.6 Ensuring your

TA team is in lock-step with business goals is

imperative to your success moving forward.

Collaborating with your talent acquisition

leaders will help ensure the right candidates

are hired for the critical roles that will move

the dial toward achieving company goals.

Employers will be well served to reflect on

2018 and self-audit the wins and losses –

what worked and what didn’t? Integrating

the three keys to strategic recruiting success

– people, process, and technology – is

paramount. Within our ‘Supercharge Your

Talent Acquisition Strategy’ webinar Matt

Buckland, VP of Customer Advocacy at

Workable suggested breaking out of what

can be seen as archaic mindsets – remove

the walls that make up departmental silos –

if you’re recruiting for the tech team, pull

up your chair next to them to figure out

exactly what they are looking for.7

UTILIZE A RECRUITER IN THAT AREA OF

EXPERTISE

EXERCISE FLEXIBILITY ON ROLE REQUIREMENTS AND

OFFER TRAINING WHERE NEEDED

DIVVY UP ROLE BETWEEN

CURRENT TEAM8

BUILDING A STRATEGIC TALENT GROUP EMPLOYER BRAND HEALTH & STRATEGIC ALIGNMENT WITH THE BUSINESS ARE TOP CONCERNS

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EBB & FLOW OF JOBS GROWTH

THE LABOR MARKET CONTINUED TO TIGHTEN THROUGH 2018In September of last year, the unemployment rate dipped to a 49-year

low of 3.7%. This, along with a slow-down in U.S. job growth pointed

to a tightening of labor market conditions. Cut to December, the

unemployment rate increased to 3.9% with the number of unemployed

at 6.3 million. If we look back to the end of 2017, the unemployment

rate hit 4.1% with 6.6 million unemployed persons.9

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HEALTHCARETALENT SHORTAGE SHOWING

EXPONENTIAL GROWTHIn the past ten years, jobs in healthcare have grown by 18%.

In 2018 alone, healthcare added 346,000 jobs, an increase

over the 284,000 added in 2017.14 It’s no secret that the U.S.

workforce with available healthcare professionals has not kept

up with demand. By the year 2030, it ’s estimated that there will

be a shortage of 121,300 doctors, and by 2020, a shortage of

over 154,000 nurses. By 2030? That number explodes to a

shortage of over 510,000 nurses. Over 1.2 million healthcare jobs

are open in any given month…with only 633,000 getting filled.

Highly competitive education programs not keeping up with

demand for graduates, the retiring of healthcare professionals,

the large aging baby boomer population, the list goes on and on

as to the cause, but so far, no solid solutions.15

At the start of 2018, job growth within industry technology was

stagnant, with the number of IT jobs in the U.S. growing by .01%

in February of that year and growing by only .05% in March to just

over 5.3 million.16 Looking to 2019, 29% of employers are forecasted

to expand their IT headcount, with cybersecurity as a top priority.17

However, 87% are finding it challenging to find ideal candidates for

their open roles. The top skills in immediate demand:

¬ Cybersecurity

¬ Cloud Security

¬ Cloud Computing

¬ Cloud Architecture

¬ Business Intelligence & Reporting Services

¬ Database Management

¬ Virtualization

¬ Web Development

¬ Design

¬ Mobile Development18

KEY INDUSTRY SPOTLIGHT

INFORMATION TECHNOLOGYFOLLOWING A STAGNANT 2018,

SOME GROWTH IS PREDICTED FOR 2019

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THE QUIRKY TRENDS IN SALARIES

A CLOSER LOOK AT THE UNEMPLOYMENT RATE & ITS IMPACT ON WAGESThe lowest unemployment rate seen in decades, more open roles

than there are candidates – it’s a candidate’s market, right? Salaries

must be on the rise to snag those valuable candidates, right? You’d

think so, but you’d be wrong – at least at first.

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Salary growth

in 2017 started

off in a slump.

In December, the annual

median base pay in the

United States grew 1.1 percent year over

year to $51,210.21.

1.1%

$5,120

After a decade of consistently flat

pay raises, we are witnessing a slight

uptick as companies are feeling pressure to

boost salaries, given the low unemployment rate

and the best job market in many years.20

SANDRA MCLELLANNA REWARDS BUSINESS LEADER, WILLIS TOWERS WATSON

INSIGHTS INTO SALARY PERFORMANCE

2017 SET THE STAGE THE FINE PRINT OF 2018 WAGE GROWTHIn Q2 of 2018 we saw wages finally start to keep up with inflation as wesaw a nearly 10-year high in compensation

Increase for both nonexempt

hourly & salaried employees

3.0% Increase for executives3.1%

While this wage growth is the highest since the recession of 2008, take-home

compensation is not expected to increase due to a forecasted decrease in

incentives such as sign-on bonuses.19

A high-profile example of this

was Amazon’s announcement

of increasing the hourly wage

of warehouse workers to $15, as well

as an increase for hourly logistics and

customer service employees.

After some celebratory

high-fives, it was soon realized

that in order to roll out this

increase, stock grants and bonuses would be

eliminated – effectively decreasing the overall

compensation. We’ll track and report back if

this will grow into a widespread

trend throughout 2019.

ANTICIPATED WAGE GROWTH FOR 2019

THE GENDER PAY GAPThe pay gap between genders has been an issue for decades. When looking at the pay

between men and women across industries, it has been found that the gap is as large

as 20%. This is significantly reduced when looking at men and women performing the

same role. A leading factor that is thought to impact this gap is the lack of women

in top management/executive roles. Starbucks announced that they had fully closed

the gap and achieved pay equity for 100% of its U.S. workforce, with plans to do the

same for their international employees. To make progress in this issue, Nike declared

the company will adjust salaries for 10% of its staff, including both men and women –

raising salaries for 7,000 employees and updating their annual bonus process.

This pay gap issue can be remedied if organizations address pay parity across

the organization and continue to strive to increase the percentage of women in

the best paying parts of the labor market, including the most senior roles and

function such as engineering and technical fields.28

Maryam Morse, Senior Client Partner at Korn Ferry

¬ Following the overall salary trends, real wages for graduates were virtually flat.

¬ College grads in 2018 made on average $50,390, a 2.8% increase over the 2017 average of $49,000.26

¬ Engineering majors would have the highest average starting salaries of $66,521*

¬ Computer science graduates brought in the second-highest starting salary at $66,005*

* These wages are less than a 1% increase from the previous year.27

FULL OF HOPE, LACK OF PAYGRADUATE WAGES FLAT YEAR OVER YEAR

WHICH JOBS ARE BRINGING IN THE MOST INCOME? TECHNOLOGY AND HEALTHCARE FOR THE WINAs far as the highest-paying jobs in the U.S., those in the technology and healthcare industries take top billing. Physician, pharmacy manager, and

pharmacist are some of the top in healthcare – with thirteen of the top twenty-five jobs landing in the tech industry.23 Still, only 19% of workers in

the U.S. are content with their current salaries. About 60% stated an extra $6,000 per year would increase their satisfaction.24 While many yearn for

higher pay, only 39% opted to negotiate their wage with their last job offer. Of those, 46% of men and 34% of women go for the ask. Perhaps not

surprisingly, those aged between 18-34 are most likely to sit at the negotiation table.25

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WHERE HAVE ALL THE CANDIDATES GONE?

SO MANY OPEN ROLES, SO FEW CANDIDATES

As optimistic as CEOs may be for the global economy

this year, the top concern remains attracting and

retaining talent.

Looking at the skills shortage at a global level, 45% stated they

aren’t able to find the skills they need – this is up 40% from 2017

and is the highest in over a decade. Employers in Japan reported

the most difficulty at 89% followed by Romania at 81% and Taiwan

at 78%.30 By the year 2030, skilled talent shortages will continue to

slow down global growth and have a large negative effect on major

economies if not addressed. The years 2020, 2025 and 2030 have

been identified as major milestones when looking at the gap of talent

supply and demand across 20 industries. The shortage could create

85.2 million unfilled jobs and as much as $8.5 trillion

in unrealized revenues.31

SKILLS SHORTAGE HAS FAR-REACHING IMPACTSMALL AND LARGE BUSINESSES GLOBALLY FEELING THE PINCH

39%

60%

75% of employers stated their industries were facing severe skills shortages

a record number of small business owners reported job openings that were not filled in that current period

of small business owners stated they were trying to hire but 90% reported few or no qualified applicants for the position32

of employers stated that the problem is so far-reaching that it’s negatively impacting productivity, employee satisfaction, and turnover – with construction, technology, and life sciences feeling the brunt of it33

To cope with worker and skill shortages down

the road, this year’s survey results tell us that

organizations are fundamentally rethinking the

composition of their future workforces.

Nearly 80% of CHRO respondents foresee greater use of contingent

non-traditional employees. Moreover, three-quarters of them anticipate

a rise in digital labor solutions such as robotic process automation.29

Rebecca RayExecutive VP, Knowledge Organization

The Conference Board

92%

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CYBERSECURITYCybersecurity has reportedly been hit with the skills gap challenge

more than most. 46% of those in cybersecurity feel it will be

challenging or impossible to keep up with not only the increase of,

but the complexity of threats they will encounter in the next year.

An increase in staff of 24% is thought to be needed in order to

manage these threats. Adopting additional automation practices

is thought to be a key solution to this issue, per 80% of those in

cybersecurity.34

In the U.S. there are currently about three million nurses –

according to reports, this number will need to grow by more

than one million registered nurses by 2022 in order to support

growing healthcare needs.

Home Health Aides

Personal Care Aides

Nurse Practitioners

Physical Therapists

39%

34%

47%

31%

KEY INDUSTRY SPOTLIGHT

HEALTHCARE

AUTOMATION TO COMBAT SKILLS GAP

BY 2027, 5 OF THE 10 TOUGHEST JOBS TO FILL FALL WITHIN HEALTHCARE35

80%

increase in adoption

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RECRUITING & TECHNOLOGY SITTING IN A TREE

TRANSFORMING TALENT ACQUISITION FOR THE BETTER

About 69% of those in the U.S. feel that the job search today

is lacking the personal touch – it ’s too impersonal. Another

80% feel that when they are applying for a job, their resume

tends to fall into a ‘black box’. On the f lip side though, 83%

applaud the adoption of technology in the job hunt process

as it has made the job easier.36 Such is the constant tug of

war with the growing pains of recruiting and technology.

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A whopping 63% of hiring managers feel that the interview process as we

know it does not effectively identify a candidate’s soft skills.

Another 57% say the traditional interview process also fails when attempting to

understand a candidate’s weaknesses.

To combat this, some recruiters are trying solutions such as online skills

assessments and job auditions.38

Others have adopted text messaging to allow recruiters and job candidates to

communicate more easily.

Another option growing in popularity is the automation of phone screen

interviews via voicemail. Candidates answer standard interview questions at their

convenience which speeds up the hiring process for employers – the downside

to this approach is that the interview at that stage is one-sided and leaves no

option for the candidate to give real-time feedback or ask questions.

SMART SOURCING & INTUITIVE INTERVIEWINGRecruiters can leverage algorithms that pinpoint key aspects of their search –

previous experience, skill level, education, etc.INTELLIGENT PROCESS UPDATES OR IMPERSONAL INTERACTIONS? Citing such tools as social media, smartphone

apps, virtual job fairs, artificial intelligence, and

webchats with employers many candidates as

well as recruiters are leveraging innovations

in technology to weather these choppy

employment waters. We chatted with Greg

Hawkes, Senior Strategic Talent Sourcer at

Houghton Mifflin Harcourt, regarding the

growth of AI as a tool in TA, “AI and chatbots

aren’t completely there yet, but they are

getting better. AI processes need to focus on

aggregation and automating process workflows

that currently take a lot of manual work. It ’s

separating yourself from other recruiters via

more personal reach outs with candidates, not

just blasting roles out to people.”37

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ON AVERAGE, 80% OF CANDIDATES TAKE ADVANTAGE OF THIS OPTION!

TAKING ACTION SPOTLIGHT:

HOME DEPOT OPTIMIZING INTERVIEW SCHEDULING

APPLICANTSSELF-SCHEDULE IN-PERSON INTERVIEWS

APPLICANTS CHOOSE THE MOST CONVENIENT INTERVIEW TIME AVAILABLE

80,000 POSITIONS WITHIN HOME DEPOT WERE OPEN LAST SPRING

The power of data opens up a myriad of

opportunities for each organization to achieve

success. The insights gleaned from the data

you track can impact how you source, recruit,

hire, and retain talent. These metrics can

be used to calculate predictive analytics

which can then be used to make intelligent,

competitive moves toward key goals.

As mentioned earlier, algorithms can be

used to power reports you can run to identify

potential candidates via specific requirements,

how open someone is to accept a new

opportunity…all the way to using video that

analyzes such traits as honesty and character.

DRIVING PROGRESS WITH DATA

THE INSIGHTS GLEANED FROM THE DATA YOU

TRACK CAN IMPACT HOW YOU SOURCE, RECRUIT, HIRE, AND

RETAIN TALENT

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ATTRACT & RETAIN TOP TALENT

SNAGGING CANDIDATES STARTS AT THE OFFICE

Labor and skills shortages are still high on the

list of challenges for talent acquisition in 2019.

As such, 51% of employers have prioritized investing

in on-site benefits and technology solutions that can

propel them further. A current mantra is ‘beating the

competition for talent begins in the workplace.’39

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WORK FLEXIBILITY

AN INCREASINGLY VALUED BENEFIT

Work flexibility is a perk that shows up on most desired benefits

lists – 65% of workers believe they would be more productive at

home rather than in a traditional office environment.

The top four reasons for this are:

Fewer distractions

Fewer interruptions from colleagues

Reduced stress from commuting

Minimal office politics40

Reskilling is rapidly increasing as a most wanted ‘perk’, especially as

the labor market continues to tighten and technology innovations

continue to impact the workplace. Only 40% of employees feel their

managers are helping them develop the skills they need for their

current role, and even fewer believe their employers are preparing

them for a solid career path.41

75%

74%

71%

65%

EMPLOYER BRAND

HUGE IMPACT WHEN ATTRACTING TOP TALENT

You can offer all the ‘most wanted’ perks in the world, but if

your employer brand isn’t up to par it’ll all be a waste of time

and resources. 69% of candidates stated that the strength of

the employer’s brand is very important when they are weighing

a job offer. The top five aspects that candidates evaluate when

reviewing your employer brand are:

Employee Referrals

Company Website

Online Review Site

Employee Testimonials

Media Coverage42

Per David Harden, CEO of Recruiting.com, a simple yet core aspect

to be aware of is - what do your employees brag about to others

when describing where they work? 43

59%

56%

38%

28%

24%

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EDUCATION:

Employers Building Pathways to Overcome Skills Gap

¬ Google will offer 10,000 free

scholarships to U.S. workers and

students – whether or not they end

up working at Google.

¬ Taco Bell has partnered with Guild

Education to provide education for all

210,000 team members of all their

U.S. restaurants. Employees will have

access to college advisors, tuition

discounts, certificates, and degrees.

¬ McDonald’s is providing college tuition

assistance to over 16K employees via

their Archways to Opportunity education

program. They recently announced

plans to increase the program with an

additional $150 million over five years

and lowering eligibility requirements.

¬ Walmart and Google are making a

$5 million grant to invest in reskilling the

U.S. workforce to match skills to roles,

via three organizations testing solutions

for this challenge: Drucker Institute,

Opportunity @ Work, and Inclusion

Innovation Challenge (an MIT initiative).

¬ Walmart is partnering with Guild Education

to subsidize the cost of higher education.

PARENTAL LEAVE:

Cultivating Long-Term Employment Relationships

¬ Walmart is expanding both maternity and

parental leave benefits, as well as helping

cover adoption expenses and give out

one-time bonuses of up to $1,000.

¬ Google increased paid maternity leave,

which led to a decrease in the rate at

which new mothers quit by 50%.

¬ Virgin Group, Netflix, and Amazon

extended paid parental leave.

¬ In addition to expanding its parental

leave policy, Starbucks Corp. now offers

subsidized childcare of U.S. employees.

HIRING BONUSES:

Sweetening the Offer to Pull in the Right Talent

¬ Last summer, Disney World doubled its

hiring bonuses for hiring jobs, including

part-time roles.

¬ Union Pacific was offering up to $20,000 in

hiring bonuses for current employees and

new hires for crew positions in Denver.

¬ The city of Tulsa, OK has launched a

‘Tulsa Remote’ program where those

with full-time remote employment could

be eligible to earn a $10,000 bonus to

move to Tulsa.

TAKING ACTION SPOTLIGHT

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THE IMPACT OF GEN Z & MILLENNIALS

Millennials and Gen Z are already changing the

nature of work in more ways than one.

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GEN Z

ALIGN WITH THEIR MOTIVATORS FOR MAXIMUM YIELD

Over 80% of those in Gen Z feel that learning from

failure on work projects will increase innovation,

and 17% believe that failure will lead to additional

risk-taking – which could lead to exciting discoveries.

In addition, more than 70% feel that an open mindset

is more valuable than having a specific skillset.

What may be surprising to most is that while Gen Z

embraces digital innovations, more than 90% prefer the

human aspect of their work. Over 60% also value having

co-workers with a range of education and skill levels,

with another 20% appreciating working with folks from

different cultures and backgrounds.44

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MILLENNIALS

HOW TO HIRE: SOLID CAREER PATH & COMMUNITY IMPACT

Millennials make up 35% of the U.S. workforce, and the

older end of this generation are now in their late 30s.

One of the top motivating factors for this group is how

an organization will help them to learn and therefore

further their careers. As well, 83% of millennials believe

that the organization they work for should be active in

their community and make a positive impact. Prioritizing

flexible work environments as well as healthcare and

tuition reimbursement are also top perks.45

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AUDIT INTERNAL PROCESSES FOR SUCCESS

As organizations recognize that attracting these

key generations is critical for talent growth and solid

progress toward company goals, challenges abound.

71% of organizations believe outdated processes and

murky career paths would cause Millennials and Gen Z

to quit. Another 69% feel that their organizations are

finding it challenging to offer benefits that would be of

value to these groups, such as flexible schedules and

workplace wellness.46

IS YOUR ORGANIZATION READY TO LURE THESE IMPORTANT AGE GROUPS?

Our webinar stream, ‘Redefine Your Sourcing Strategy

for Millennials and Gen Z’ focuses on key tactics

and strategies to implement in order to win within

this large percentage of the workforce.47

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2019 & BEYOND

The unemployment rate is forecasted to average

3.7% in Q1 of 2019. As for the jobless rate forecasts for

Q2 and Q3, those remain unchanged at 3.6% which is

expected to maintain through Q4 of 2019 as well.48

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LOW UNEMPLOYMENT RATE TO REMAIN…FOR NOWEmployers will continue to have to be nimble in 2019 and beyond. Attracting and retaining

talent, and in unique ways, will remain a core element. In fact, companies with increased

engagement experience on average a 59% decreased turnover, as discussed in our

webinar, ‘The True Cost of Not Having a Talent Management Strategy’.49

DIGITAL RELEVANCY WILL BE A KEY TREND

Digital relevancy will be a key trend – ensuring their organization is up to

speed on the latest emerging technologies to both attract candidates

but also to increase productivity within their talent acquisition team.

Training opportunities as well as a flexibility to manage work-life balance

will be key to hiring and retaining those key candidates.

EMERGING TECHNOLOGIES HELP SUPPORT TOUGH RECRUITING EFFORTS

A critical area of talent acquisition will be roles associated with artificial

intelligence – less so for ‘taking over’ human roles but more so for supporting the

workforce as they make progress toward key goals. Incorporating values around

company culture, diversity, and inclusion will be imperative when looking to entice a

larger talent pool – employer brand is a top concern for job seekers.

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TIPS FOR A POWERFUL 2019

Rather than focusing on a laundry list of skills that would be a ‘plus’ it ’s recommended that

employers zero in on a short-list of non-negotiable requirements – then get creative

with upskilling and training new hires on desired ancillary abilities. More than 80% of

C-level executives rate agility as the most important characteristic of a successful

organization.50 An example would be companies that leverage third-party

recruiting, contingent workers, and contracting in order to fill any talent gaps.

Powering all of these trends will be data. Whether it’s to track the performance

of your internal talent acquisition organization, the third-party recruiters you

leverage, or your hiring-at-large, making data-driven decisions is the number

one tool that will create a clear roadmap to your business goals.

With 74% of employers looking to expand headcount in 2019

(up from 65% in 2018) and 61% planning on raising wages (up from 48% in 2018),

this year in talent acquisition will be another exciting one of growth…and obstacles:

65% ranked finding skilled candidates as the top hiring challenge for 2019 followed

by meeting compensation requirements and identifying diverse candidates.51

Regardless the landscape, the year is sure to have twists and turns on the

way to ultimately achieving your goals! Cheers to an impactful 2019!

/ 26 /

REFERENCES1. https://more.bountyjobs.com/rs/129-JDH-285/images/REP-BountyJobs-Annual-Survey-2018.pdf

2. https://www2.staffingindustry.com/site/Editorial/Daily-News/Most-recruiters-say-job-more-difficult-skilled-labor-shortage-47235

3. https://s1.q4cdn.com/959385532/files/doc_downloads/research/2018/Job-Attitudes-Survey.pdf

4. https://www2.staffingindustry.com/site/Editorial/Daily-News/Express-Employment-Professionals-asks-why-people-are-still-jobless-despite-low-unemployment-environment-46170

5. https://www.bountyjobs.com/resources/talent-acquisition-evolved/

6. https://markets.businessinsider.com/news/stocks/new-cielo-study-finds-companies-dramatically-shifting-strategies-to-compete-for-talent-while-business-functions-struggle-to-agree-on-priorities-1027593592

7. https://www.bountyjobs.com/resources/supercharge-ta-strategy/

8. https://www2.staffingindustry.com/site/Editorial/Daily-News/Tech-leaders-use-variety-of-tactics-to-recruit-talent-security-roles-take-longest-to-fill-47468

9. https://www.bls.gov/news.release/empsit.nr0.htm

10. https://economicgraph.linkedin.com/resources#view-all

11. https://www.bountyjobs.com/resources/talent-acquisition-report/

12. https://www2.staffingindustry.com/site/Editorial/Daily-News/US-employers-report-strongest-hiring-outlook-in-12-years-ManpowerGroup-48372

13. https://www.brookings.edu/research/countering-the-geography-of-discontent-strategies-for-left-behind-places/

14. https://www.bls.gov/web/empsit/ceshighlights.pdf

15. https://www.forbes.com/sites/richardlevick/2018/12/05/five-steps-to-heal-the-healthcare-workforce-shortage-crisis/#64681834aec6

16. https://www2.staffingindustry.com/site/Editorial/Daily-News/Pace-of-IT-job-growth-picks-up-in-March-but-still-anemic-TechServe-Alliance-reports-45722

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REFERENCES17. https://www2.staffingindustry.com/site/Editorial/Daily-News/IT-departments-to-add-staff-next-year-cybersecurity-skills-most-in-demand-48019

18. https://www2.staffingindustry.com/site/Editorial/Daily-News/IT-hiring-to-increase-in-first-half-but-staffing-challenges-exist-Robert-Half-Technology-48401

19. https://www2.staffingindustry.com/site/Editorial/Daily-News/Employers-raise-salaries-to-recruit-but-reduce-bonuses-and-other-payouts-Aon-47534

20. https://www2.staffingindustry.com/site/Editorial/Daily-News/Slight-uptick-in-worker-pay-forecast-for-2019-Willis-Towers-Watson-47068

21. https://www.prnewswire.com/news-releases/us-wage-growth-stagnant-in-december-up-11-percent-year-over-year-300576162.html

22. https://www.federalreserve.gov/monetarypolicy/files/BeigeBook_20180117.pdf

23. https://www2.staffingindustry.com/site/Editorial/Daily-News/Healthcare-jobs-are-in-lead-but-tech-still-dominates-list-of-top-paying-jobs-Glassdoor-47085

24. http://blog.indeed.com/2018/01/25/salary-report/

25. http://rh-us.mediaroom.com/2018-02-05-Starting-Salary-Negotiable-or-Not

26. https://www.businesswire.com/news/home/20180514005231/en/High-Demand-Reward-Salaries-2018-College-Graduates

27. https://www2.staffingindustry.com/site/Editorial/Daily-News/Engineering-majors-have-highest-projected-starting-salary-at-66-521-44742

28. https://www2.staffingindustry.com/site/Editorial/Daily-News/Pay-gap-caused-by-fewer-women-in-higher-paying-roles-Korn-Ferry-45556

29. https://www2.staffingindustry.com/site/Editorial/Daily-News/Talent-is-top-C-suite-concern-will-use-more-contingent-workers-Conference-Board-report-finds-44762

30. https://www2.staffingindustry.com/site/Editorial/Daily-News/Employers-globally-struggle-to-find-workers-with-the-right-skills-46531

31. https://www.businesswire.com/news/home/20180502005330/en/Korn-Ferry-Study-Reveals-Global-Talent-Shortage%C2%A0Could

32. http://www.nfib.com/foundations/research-center/monthly-reports/jobs-report/

33. https://www.hrdive.com/news/92-of-employers-say-skills-shortage-affects-productivity-job-satisfaction/515938/

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REFERENCES34. https://www.businesswire.com/news/home/20180404005384/en/McAfee-Report-Finds-Automation-Gamification-Key-Winning

35. https://www.careercast.com/jobs-rated/toughest-jobs-to-fill-2018

36. https://www.prnewswire.com/news-releases/hiring-make-the-process-personal-300595984.html

37. https://www.bountyjobs.com/resources/tech-future-ta/

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43. https://www.bountyjobs.com/resources/strong-employer-brand/

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47. https://www.bountyjobs.com/resources/sourcing-strategy-millennials/

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49. https://www.bountyjobs.com/resources/true-cost-webinar/

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