“Competition for seasonal positions will be intense as the job market is flooded with qualified candidates vying for a smaller number of open positions,” said Brent Rasmussen, President of CareerBuilder North America. “Employers tell us they are accepting the majority of their seasonal applications during October and November, meaning job seekers need to identify and apply for those opportunities now.”

Because of the weaker economy and expected soft holiday retail sales, employers do not anticipate a robust seasonal hiring period this year. The outlook for seasonal hiring in the fourth quarter of 2009 is projected to be similar to 2008, according to CareerBuilder’s “Seasonal Hiring 2009″ survey of more than 2,900 hiring managers. Eighteen percent of hiring managers plan to take on seasonal workers to meet business needs associated with the holidays and end-of-the-year wrap-ups, on par with 17 percent in 2008.

According to the National Retail Federation, retailers hired an additional 231,000 workers during the 2008 holiday season, a substantial drop from the 618,000 they hired in 2007. During the holidays, while some retailers were hiring seasonal workers, others were shedding full- and part-time jobs from stores and corporate offices. Since January 1, 2008, the retail industry has lost 770,000 jobs.

Here are some of the other results from the CareerBuilder survey:

• 12% of employed workers plan to take on a seasonal job to help make ends meet.
• 44% of hiring managers expect to pay $10 or more per hour and 12 percent expect to pay $16 or more per hour; 34 % of hiring managers plan to pay between $8 and $10 per hour and 20% expect to pay between $6 and $8.
• The most popular positions identified for seasonal recruitment include customer service, retail sales, administrative/clerical, hospitality, shipping/delivery, inventory, technology and accounting/finance.

What’s the good news long-term job seekers? Seasonal positions may prove to be the break job seekers are looking for as 31% of hiring managers indicate they are likely to hire a seasonal worker for a full-time position. Here are some tips if you are seeking seasonal employment:

• Start applying early – 77% of hiring managers do not plan to accept applications for seasonal workers beyond November. Especially in a competitive job market, getting your resume in early will help your chances of securing a position.
• Do your homework – Nearly a quarter of hiring managers say that having no knowledge of the company or products deterred them from hiring a seasonal candidate in the past. Check out the company’s Web site before the interview and familiarize yourself with products, services, press announcements, etc so the hiring manager knows you’re serious about the opportunity.  
• Show enthusiasm – Nearly half of employers say they were turned off by a candidate who lacked enthusiasm during their interview. Convey that you’re excited about the opportunity to contribute to the success of the organization and stay away from saying the primary reason you want the position is for the employee discount.
• Dress the part – If you are interviewing for a job in a retail clothing store, it’s a good idea to show up dressed in an outfit from that store. One-in-ten (11 percent) hiring managers said candidates who interviewed for a job in a competitor’s ensemble were ultimately not considered for the open position.
• Be flexible regarding your schedule – Forty-seven percent of hiring managers said they were turned off by a candidate who refused to work certain hours. Seasonal hours tend to fluctuate; you need to be open and flexible to alternative schedules.
• Use specific keywords – To find the most relevant jobs, search online using the following terms: seasonal, holiday, part-time, temporary and Christmas.

Want to know more? Check out this article on companies hiring this holiday season.

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I’ve always wondered, why is it that we feel the need to give an excuse anyway? Sometimes, we are sick and that’s a reason in itself; but other times, we just need a day away from the office. What’s wrong with that?

A new CareerBuilder survey says that the economy is playing a role in employees calling in “sick” to work. The annual survey on absenteeism shows 32 percent of workers have played hooky from the office this year, calling in sick when they were well at least once. Twenty-eight percent of employers think more employees are absent with fake excuses due to increased stress and burnout caused by the recession.

About 12 percent of employees said they played hooky from work to avoid a meeting, give themselves some more time to work on a project or avoid the wrath of a boss, colleague or client. Others missed work because:

• 31 percent needed to go to a doctor’s appointment
• 28 percent needed to relax
• 16 percent needed to catch up on sleep
• 13 percent had to run personal errands
• 10 percent had to catch up on housework
• s10 percent wanted to spend time with family and friends
• 32 percent just didn’t feel like going to work that day

Of course, CareerBuilder also asked employers to share the most unusual excuses they’ve heard from employees calling in sick.  Here are the top 12:

1. I got sunburned at a nude beach and can’t wear clothes.
2. I woke up in Canada.
3. I got caught selling an alligator.
4. My buddies locked me in the trunk of an abandoned car after a weekend of drinking.
5. My mom said I was not allowed to go to work today.
6. A bee flew in my mouth.
7. I’m just not into it today.
8. I accidentally hit a nun with my motorcycle.
9. A random person threw poison ivy in my face and now I have a rash.
10. I’m convinced my spouse is having an affair and I’m staying home to catch them.
11. I was injured chasing a seagull.
12. I have a headache from eating hot peppers.

Click here to read the full survey.

What about you guys? What excuses have you given to play hooky? Employers, what have you heard from employees?

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The latest Job Forecast from CareerBuilder and USA TODAY shows that, while employers are feeling more confident about the job market, the majority plan to keep their staff levels the same for the fourth quarter (October – December). The survey of more than 2,900 hiring managers and human resource professionals nationwide found that continued moderation in job loss, restrained hiring and cautious compensation changes are expected for the remainder of 2009. 

Here are some of the key findings and what they could mean for you:

• If you were laid off over the past year, make sure to keep bridges intact with your previous supervisor or HR department. Of employers who had layoffs in the last 12 months, one-in-four (26%) reported their company is planning to bring back some employees they let go earlier in the year.
• Employers are hiring, but it will still be restrained. At 68%, the majority of hiring managers don’t plan to make any staffing changes and 17 percent of expect to add headcount in the next quarter. And, while 10% anticipate a decrease in headcount, that’s down from 15% who answered the same question in Q3.
• Around the country, hiring in the South appears strongest for the rest of the year: 19% of hiring managers in the South expect to increase their full-time, permanent staff in the fourth quarter followed by 17% in the Northeast, 15% in the Midwest and 14% in the West.
• Pay levels are slowly being restored. Nearly one-in-five employers (18%) reported their organizations implemented pay cuts in the last 12 months.  Five percent of these employers said they restored pay to previous levels in the third quarter while 12% plan to do so in the fourth quarter.  Another 24% say they expect restore pay levels sometime in 2010.
• Employers will continue to be conservative with pay raises.  Half of employers (51%) anticipate no change in salaries for full-time, permanent employees in the next three months.  One-in-four (26%) expect to raise salaries between 1 and 3 percent, one-in-ten (12%) expect to raise salaries 4 to 10%, while 2 percent expect an increase of 11% or more. 

Want to know more? Click here to read the full press release or click here to download the pdf of the report.

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CareerBuilder and Robert Half International released its annual EDGE Report, which looks at current employment situation and the future hiring landscape. Here are some of the trends the study found and what they mean for you:

Trend No. 1: In the next 12 months, more than half of employers polled plan to hire full-time employees, 4 in 10 will hire contract, temporary or project workers, and 4 in 10 will hire part-time employees.
Key takeaway: Don’t get discouraged. While hiring won’t be at the levels they were before the recession, there will be jobs available.

Trend No. 2: Technology, customer service and sales are the top three areas in which employers expect to add jobs first once the economy rebounds.
Key takeaway: Look to your transferrable skills and how they relate to these sectors.

Trend No. 3: The average time to fill open positions, depending on the job level, is 4.5 to 14.4 weeks, the same time range as last year.
Key takeaway: Have patience. A job search takes time in any economy. Remember to follow up with hiring managers you’ve sent your resume to and with whom you’ve interviewed.

Trend No. 4: Despite an abundant labor pool, 6 in 10 employers are willing to negotiate with qualified candidates for higher compensation.
Key takeaway: Skilled workers are in demand. Make sure you are highlighting your specific abilities or get training to learn new expertise.

Trend No. 5: 4 in 10 employers expect the American Recovery and Reinvestment Act of 2009 to create jobs in their organizations over the next two years.
Key takeaway: Ask your employer about the areas where your company will be hiring first. If you know anyone who’s looking for a job (and who doesn’t these days) give him or her a head’s up.

Trend No. 6: More than half of employees polled plan to make a career change or go back to school when the economy recovers.
Key takeaway: If you are one of those workers in a holding pattern, don’t wait for a full job market revival. Start polishing off that resume and researching training and education options now.

Trend No. 7: 40 percent of hiring managers said that when the economy improves, giving pay raises will be their primary method for retaining top performers.
Key takeaway: If you think you merit a raise, start building your case now to show your boss your accomplishments and how you helped contribute to your employer’s bottom line.

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They say that economic factors are likely to have played a role in the decrease. Industries that typically account for most workplace injuries and fatalities, like construction — which declined 20 percent — have experienced large declines in the number of hours worked and the number of employed persons, which ultimately lead to less injury.

Another finding that might be related to the economy? Workplace suicides. Workplace suicides rose from 196 cases in 2007 to 251 cases in 2008, an increase of 28 percent and the highest number ever reported by the fatality census. Suicides among protective service occupations rose from 14 in 2007 to 25 in 2008.

Other key findings:

• Fatal work injuries in the private construction sector in 2008 declined by 20 percent from the updated 2007 total, twice the all-worker decline of 10 percent.
• Fatal workplace falls, which had risen to a series high in 2007, also declined by 20 percent in 2008.
• Workplace suicides were up 28 percent to a series high of 251 cases in 2008, but workplace homicides declined 18 percent in 2008.
• The number and rate of fatal work injuries among 16 to 17-year-old workers were higher in 2008.
• Fatal occupational injuries involving Hispanic or Latino workers in 2008 were 17 percent lower than in 2007. Fatalities among non-Hispanic Black or African American workers were down 16 percent.
• The number of fatal workplace injuries in farming, fishing and forestry occupations rose 6 percent in 2008 after declining in 2007.
• Transportation incidents, which accounted for approximately two-fifths of all the workplace fatalities in 2008, fell 13 percent from the previous series low of 2,351 cases reported in 2007.

Want to see the most dangerous occupations, according to workplace fatalities? Check out this graph.

Click here to read the full report.

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As the social networking phenomenon continues to spread, more employers are utilizing these sites to screen potential employees.  CareerBuilder’s latest survey found that 45% of employers reported they use social networking sites to research job candidates; that’s a big jump from 22% last year.  Another 11% plan to start using social networking sites for screening. 

And they are searching everywhere. Of those who conduct online searches/background checks of job candidates, 29% use Facebook, but another 26% use LinkedIn and 21% use MySpace.  One-in-ten (11%) search blogs while 7% follow candidates on Twitter.

And beware if you work in IT or Professional Business Services – hiring managers in those industries were more likely to screen job candidates via social networking sites or online search engines.

If you are posting pictures on your online profile or comments on blogs, think twice before you divulge something that might be deemed controversial.  35% of employers reported they have found content on social networking sites that caused them not to hire the candidate including provocative or inappropriate photographs or information, bad-mouthing a previous employer and lying about qualifications.

That’s not to say that everything employers find is bad and you should race to remove any online mention of you entirely.  Job seekers should leverage social media when advertising their skills and experience because 18% of employers reported they have found content on social networking sites that caused them to hire the candidate. 

Here’s what you do: Run a comprehensive search for yourself (while you’re not logged in to any of the sites) and see what information appears. If you find something a hiring manager shouldn’t see, update your privacy settings, remove the content or ask the site’s owner to remove the content. If there’s something you don’t find that you do want employers to see, like a press release about a product you launched or an article you were quoted in, find the url and include it on your resume. Make it easier for a hiring manager to find the good stuff!

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Don’t get me wrong, I have had some unpleasant experiences in former jobs, too. I can totally relate to the latest survey CareerBuilder released bringing a little levity to the workplace during this current stressful employment environment.  More than 2,600 hiring managers participated in the nationwide survey, citing examples of the oddest complaints they received from employees. 

Here are some of the highlights:

• Employee is too sun-tanned.
• Employee has big hair.
• Employee eats all the good cookies.
• Employee is so polite, it’s infuriating.
• Employee suspected co-worker is a pimp.
• Employee is trying to poison me.
• Employee’s body is magnetic and keeps de-activating my magnetic access card.
• Employee is personally responsible for a federally-mandated tax increase.
• Employee was annoyed the company didn’t provide a place for naps during break time.
• Employee only wears slippers or socks at work.
• Employee’s aura is wrong.
• Employee smells like road ramps.
• Employee breathes too loudly.
• Employee wants to check a co-worker for ticks.
• 8 a.m. is too early to get up for work.
• Employee wore pajamas to work.
• Employee has bells on her shoes and it’s not the holidays.
• Co-worker reminded the employee too much of Bambi.
• Employee spends too much time caring for stray cats around the building.
• A male employee keeps using the ladies’ room because the men’s room is not as tidy.

What’s the weirdest complaint you’ve had?

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Today, in CareerBuilder’s quarterly Staffing Supply and Demand Outlook, we find out that in an effort to use every option in finding a job, almost 25 percent of job seekers plan to use a recruiter in the next quarter. The study included over 5,200 hiring managers and over 9,000 workers.

Here is some key information from the study relevant to job seekers:

• Nearly 25 percent of  job seekers say they plan to use a staffing or recruiting firm as part of their job search this quarter.
• Of those not currently using a staffing firm, more than half indicate they would if they were still searching three months from now.
• 34 percent of job candidates in the technical, IT and scientific sector continue to be most open to utilizing a staffing firm in their job search.
• Industrial employees seem most hesitant regarding the use of a staffing firm, with four-in-five  saying they are not willing to consider working with a staffing firm as part of their search.

Time Spent In Job Search Varies By Industry
Active job seekers say they’ve spent more than four months in their current job search on average and the median job seeker started to search roughly 90 days ago, according to the Harris Interactive^® survey participants.

Of those included in the study, nurses and .Net developers reported the shortest job searches, at between 50 and 70 days (roughly two months) looking, or half as long as the typical job seeker.  Data entry operator and call center employees had the longest job searches with 138 and 150 days.

The survey also includes some interesting findings from the study in terms of employers, such as 13 percent of hiring managers say they expect to use a staffing firm over the next three months. Of those, nearly one-in-10 expect to utilize a staffing firm to help in their search for full-time employees in the upcoming months. To read more about the employer’s recruitment trends, click here.

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A new CareerBuilder survey completed in June finds that 48 percent of workers who were laid off from full-time jobs in the last three months have found new full-time positions, an increase from 41 percent in March. An additional 3 percent found part-time positions; down from 8 percent in the previous survey.

“Despite a challenging job market, workers have been able to find employment opportunities in a variety of fields,” said Brent Rasmussen, President of CareerBuilder North America. “Even though the number of workers who took part-time positions is tracking below last quarter, the number who found full-time jobs is notably higher. This is a positive indication that more workers who were laid off from full-time jobs were able to replace them with new full-time positions instead of taking part-time work as an interim measure to generate income. Part of this job search success is related to workers expanding career options to new industries and locations.”

Changes in Pay
Looking at workers who were laid off in the last 12 months and found new jobs, more than half (56 percent) reported they were able to negotiate comparable or higher pay for their new positions. Forty-four percent of workers took a pay cut, down from 49 percent in March.

Transferring Skills to Other Industries and Fields
Workers reported they are applying their skills to new areas. Similar to the last survey, 38 percent of workers who were laid off in the last 12 months and landed new jobs said they found work in a different field than where they were previously employed. Of those workers, the majority said they really enjoy their new positions.

Relocation
Workers are no longer just looking for positions in their own backyards. One-in-five workers (20 percent) who were laid off in the last 12 months and found jobs relocated to a new city or state; up from 13 percent in March. Of those who are still looking for employment, 44 percent reported they would consider relocating for a job opportunity; up from 39 percent in March.

Starting a Business
An increased number of job seekers have adopted an “if you can’t find a job, create one” way of thinking. Nearly three-in-ten workers (29 percent) who have not found jobs are considering starting their own business; up from 25 percent in March.

Altering Appearance
The competition for a smaller number of jobs is driving some workers to alter their everyday appearances in hopes of making a stronger impression. More than a quarter (28 percent) of workers who were laid off in the last 12 months said they have changed their appearance to make themselves more attractive to potential employers. Fourteen percent said they have lost weight, 8 percent have changed their hair color or hairstyle and 5 percent are dressing to appear younger. Teeth whitening, enhanced makeup and cosmetic procedures were also cited.

Comparing genders, both men and women indicated making changes to their appearances in hopes of appealing to potential employers, at 26 percent and 30 percent, respectively.

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