shrm survey findings: the ongoing impact of the recession—health industry

SHRM Survey Findings: The Ongoing Impact of the Recession—Health Industry

September 25, 2013

The Ongoing Impact of the Recession—Health Industry ©SHRM 2013 2

• These are the Health 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.» Finance.» 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

http://www.shrm.org/surveys


Skill Gaps

4

• What basic skills/knowledge gaps do job applicants typically have? The most common basic skills/knowledge gaps are writing in English (53%), English language (spoken) (36%) and reading comprehension (34%).

• What applied skill gaps do job applicants typically have? The top five applied skill gaps are professionalism/work ethic (60%), critical thinking/problem solving (59%), teamwork/collaboration (40%) written communications (39%), and leadership (37%).

• What types of jobs are the most difficult to fill? The top five most difficult positions to fill are scientists (89%), high-skilled medical (82%), managers and executives (73%), high-skilled technical (e.g., technicians and programmers) (72%), and engineers (63%).

The Ongoing Impact of the Recession—Health Industry ©SHRM 2013

Key Findings: Skill GapsHealth Industry


In general, what basic skills/knowledge gaps do job applicants have in your industry?Health 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

History/geography

Humanities/arts

Government/economics

Technical (computer, engineering, mechanical, etc.)

Foreign languages

Science

Mathematics (computation)

Reading comprehension (in English)

English language (spoken)

Writing in English (grammar, spelling, etc.)

14%

0%

4%

11%

7%

14%

21%

29%

39%

32%

57%

11%

1%

3%

5%

7%

10%

20%

21%

34%

36%

53%

2012 (n = 232)

2011 (n = 28)


In general, what applied skill gaps do job applicants have in your industry?Health 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

Creativity/innovation

Diversity

Ethics/social responsibility

Lifelong learning/self-direction

Information technology application

Oral communications

Leadership

Written communications

Teamwork/collaboration

Critical thinking/problem solving

Professionalism/work ethic

7%

23%

23%

37%

20%

57%

57%

43%

47%

57%

70%

73%

3%

18%

20%

23%

24%

27%

33%

37%

39%

40%

59%

60%

2012 (n = 267)2011 (n = 30)


Organizations having difficulty filling specific job categories for full-time, regular positions:Health 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.

*Sales representatives (2012 n = 52)

HR professionals(2012 n = 137, 2011 n = 24)

*Engineers(2012 n = 32)

High-skilled technical (e.g., technicians, programmers)(2012 n = 134, 2011 n = 26)

Managers and executives (2012 n = 182, 2011 n = 32)

High-skilled medical(2012 n = 201, 2011 n = 28)

*Scientists(2012 n = 37)

52%

53%

63%

72%

73%

82%

89%

46%

69%

69%

90%

2012

2011


Organizations having difficulty filling specific job categories for full-time, regular positions (continued):Health 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.

*Drivers(2012 n = 60)

Customer service representatives(2012 n = 141, 2011 n = 20)

Administrative support staff(2012 n = 193, 2011 n = 30)

Hourly Laborers (2012 n = 120, 2011 n = 22)

*Production operators(2012 n = 21)

Accounting and finance professionals (2012 n = 153, 2011 n = 25)

*Skilled trades(2012 n = 60)

17%

22%

22%

29%

38%

50%

52%

20%

17%

27%

60%

2012

2011


Recruiting Challenges


• Is it difficult to recruit for positions requiring new and different skill sets? Just under one-half (45%) of organizations reported that it is somewhat or very difficult to recruit for completely new positions or positions with new duties added that required new and different skill sets.

• Is recruiting for specific jobs difficult in the current labor market? Two-thirds (65%) of organizations currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 50% in 2011.

• Why are organizations experiencing difficulty hiring qualified candidates? Thirty-nine percent of organizations cited competition from other employers. Thirty-eight percent said that qualified candidates were not within their salary range or hourly range rate. More than one-third indicated that candidates do not have the right skills for the job (36%) or that they have a low number of applicants (34%).

• Are organizations facing global competition for applicants for hard-to-fill jobs? Only six percent of organizations believe they are facing global competition for qualified applicants for jobs they are having difficulty filling, a decrease from 27% in 2011.

Key Findings: Recruiting ChallengesHealth Industry


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? Health 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. Data are not provided for 2011 due to the small sample size.

Very difficult

Somewhat difficult

Somewhat easy

Very easy

6%

29%

49%

16%

5%

40%

54%

1%

2012 (n = 91)

2010 (n = 55)


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?

Note: Only statistically significant differences are shown.

Comparisons by industry


Health (54%) >

Construction, mining, oil and gas (27%)

High-tech (23%)

Manufacturing (20%)

Professional services (28%)

State or local government (40%) > Manufacturing (20%)

• The health industry is more likely than the construction, mining, oil and gas; high-tech; manufacturing; and professional services industries to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.

• State or local governments are more likely than the manufacturing industry to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.


Manufacturing (63%) > Health (40%)

• The manufacturing industry is more likely than the health industry to indicate it will be or has been somewhat difficult to find qualified individuals for new full-time positions.


In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization? Health Industry

13

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; 50%No; 50%

2011

Yes; 65%

No; 35%

2012

n = 66 n = 358

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—Health Industry ©SHRM 2013 14Note: Only statistically significant differences are shown.


High-tech (82%)

Manufacturing (79%)>

Federal government (50%)

Finance (66%)

Health (65%)

State or local government (52%)


Professional services (70%)>



Finance (66%)

Health (65%)> State or local government (52%)


• 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 state or local governments to be having difficulty recruiting for certain types of full-time, regular positions.


What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time, regular positions? Health Industry

Note: n = 222. 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.

Competition from other employers

Qualified candidates are not within our salary range or hourly range rate

Candidates do not have the right skills for the job

Low number of applicants

Candidates do not have the right work experience

Candidates do not have the needed credentials/certifications

Qualified candidates are not interested in moving to our local area

39%

38%

36%

34%

31%

23%

14%


What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time, regular positions? (continued) Health Industry

Note: n = 222. 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 high enough levels of education/training

Qualified candidates are not able to move to our local area (due to mortgage or other issues)

Local education/training system does not produce enough work-ready/qualified job

candidates

Lack of interest in type of job

Candidates are overqualified

Our organization does not provide relocation funds

Other

12%

9%

8%

7%

6%

3%

4%


Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs?Health 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, 27%

No, 73%

2011

Yes, 6%

No, 94%

2012

n = 30 n = 210

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—Health Industry ©SHRM 2013 18Note: Only statistically significant differences are shown.


High-tech (33%) >

Finance (5%)

Health (6%)

Manufacturing (15%)




Federal government (22%)>

Finance (5%)

Health (6%)


Manufacturing (15%) >Finance (5%)


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.


Recruiting Strategies


• 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 (55%), using social media to find passive job seekers (50%), collaborating with educational institutions (48%), increasing retention efforts (43%) and expanding search region (32%).

• Have organizations been hiring workers from outside the U.S. for jobs that have been difficult to fill? Twenty-nine percent of organizations have hired workers from outside the U.S., and 1% are considering hiring workers from outside the U.S.

• Have organizations been hiring U.S. veterans for jobs that have been difficult to fill? More than one-half (57%) of organizations reported hiring U.S. veterans, an increase from 42% in 2011. Another 19% are considering or have plans to hire veterans in the next 12 months, an increase from 8% in 2011.

Key Findings: Recruiting StrategiesHealth Industry


What strategies is your organization using to deal with recruiting challenges for full-time, regular positions?Health Industry

Note: n = 224. 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

Collaborating with educational institutions

Increasing retention efforts

Expanding search region

Training existing employees to take on the hard-to-fill positions

Providing monetary incentives to candidates (e.g., signing bonus)

55%

50%

48%

43%

32%

31%

30%


What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? (continued)Health Industry

Note: n = 224. 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.

Improving compensation/benefits package

Offering more flexible work arrangements

Expanding training programs to help improve skills of new hires

Offering new job perks

Other

None; we have not changed our recruiting strategy

25%

23%

21%

4%

4%

5%


Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?Health 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 No No, but we are considering it

No, but we have plans to do so in

the next 12 months

29%

70%

1% 0%

22%

78%

0% 0%

2012 (n = 212) 2011 (n = 32)

Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?




High-tech (50%) >



Finance (16%)

Health (29%)

Manufacturing (24%)




Health (29%)

Manufacturing (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.


Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?Health Industry

Note: n = 178. 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. Data are not provided for 2011 due to the sample size.

Yes No No, but we are considering it

No, but we have plans to do so in

the next 12 months

57%

24%

13%

6%

Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?




Federal government (87%) >

Finance (40%)

Health (57%)

High-tech (47%)

Manufacturing (60%)



State or local government (71%)>

Finance (40%)

High-tech (47%)


Manufacturing (60%) >Finance (40%)


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.


Demographics


Demographics: Organization SectorHealth Industry

n = 425

Nonprofit

Privately owned for-profit

Publicly owned for-profit

Government

Other

49%

34%

11%

4%

2%


Demographics: Organization Staff SizeHealth Industry

n = 412

1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 24,999 employees

25,000 or more employees

18%

31%

17%

24%

10%


n = 429

Other DemographicsHealth Industry

30

U.S.-based operations only 94%

Multinational operations 6%

Single-unit organization: An organization in which the location and the organization are one and the same

32%

Multi-unit organization: An organization that has more than one location

68%

Multi-unit headquarters determines HR policies and practices

49%

Each work location determines HR policies and practices

2%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

49%

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 = 428

n = 294

Corporate (companywide) 69%

Business unit/division 15%

Facility/location 16%

n = 295

What is the HR department/function for which you responded throughout this survey?

• Response rate = 16%

• 449 randomly selected HR professionals from the health 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


SHRM Survey Findings: The Ongoing Impact of the Recession—Health Industry

Survey Methodology


• For more survey/poll findings, visit www.shrm.org/surveys

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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

http://www.shrm.org/surveys

http://www.shrm.org/customizedresearch

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