As Americans Seek Work, Employers Find Mismatch Between Jobs, Available People
At a time when many Americans say they are having trouble finding a job, employers say they are having a lot of trouble finding workers qualified for the jobs they have to offer.
According to a report by Robert Half International and CareerBuilder.com, employees rated the level of challenge in finding a job at 3.56 on a one-to-five sliding scale; similarly, employers rated the level of challenge in finding qualified candidates at 3.47.
The shortage of qualified workers has grown more acute. Fifty-nine percent of hiring managers cite it as their primary recruiting challenge, up from 52 percent in 2007. Sixty percent of employers surveyed said at least a quarter of the applicants who contact them are not qualified for the jobs offered. Thirty-one percent report more than half of applicants are not qualified.
Complicating the task of finding qualified talent are spiraling energy costs, hiring managers said. Twenty-nine percent said the rise in fuel prices and commuting expenses has negatively impacted their ability to attract skilled candidates who may want to limit their travel distance to and from the office.
As employers manage through these challenges, recruiting has become increasingly time consuming, taking anywhere from four weeks to 14 weeks to fill open positions. More than half of hiring managers (56 percent) said Generation Y employees (born between 1979 and1999) are the most difficult to recruit, perhaps because of high expectations around pay, career advancement, flexible schedules and overall work environment.
When they find qualified professionals, firms appear anxious to win them over. Nearly two-thirds (65 percent) of hiring managers said they are willing to negotiate compensation for top candidates; 19 percent are very willing.
While employee retention may be less of a concern in a tougher economy, many employers have nonetheless taken measures in the last 12 months to prevent good workers from leaving their organizations, including:
Allowing flexible work schedules: 63 percent
Providing funding for additional training/certification: 62 percent
Increasing salaries: 56 percent
Instituting telecommuting options: 29 percent
Companies also expressed an interest in retaining employees nearing retirement age to manage through the exodus of the baby boomers from the workforce. Forty-seven percent are likely to offer reduced work schedules as an alternative to retirement. Thirty-nine percent are likely to offer “bridge” jobs, while 37 percent are likely to offer consulting arrangements
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At a time when many Americans say they are having trouble finding a job, employers say they are having a lot of trouble finding workers qualified for the jobs they have to offer. 
