Summer job seekers, you’re in luck. Hiring conditions are steadily improving, according to CareerBuilder’s annual Summer Job Forecast. The survey found that 29 percent of U.S. employers plan to hire workers this summer, up from 21 percent in 2011 and an average of 22 percent over the past four years.

Hot industries for hiring
Brent Rasmussen, president of CareerBuilder North America, says that confidence is up among the employers most closely associated with summer hiring. The manufacturing sector leads the way in expected summer hiring, with 45 percent of employers planning to add summer workers. The other industries that are expected to have high levels of seasonal hiring include:

• Hospitality — 44 percent
• Retail — 34 percent
• Finance — 31 percent

The customer service, office support, information technology, research, engineering and sales sectors are also predicting summer hiring spikes.

Summertime salary
What compensation should seasonal workers expect this summer? When asked what they plan to pay seasonal hires, employers gave the following responses:

• More than $16 per hour — 20 percent
• $10 or more per hour — 64 percent
• $8 to $10 per hour — 29 percent

Summer temps could last all year long
Many job seekers would be happy to take a temporary job during the summer, and if it leads to a full-time position, all the better. Seventy-one percent of employers hiring this summer said they’ll be considering some hires for permanent positions. In fact, 39 percent of employers said they’re less likely to hire someone who isn’t interested in working beyond summer.

“A majority of employers told us they consider a summer position an extended job interview,” Rasmussen says. “The forecast is also a strong indicator that the job market will continue to strengthen as we come closer to the second half of 2012.”  

Haven’t started looking for seasonal work yet? It’s not too late. Thirty-eight percent of companies typically complete summer hiring in May, and 19 percent will hire in June and beyond. So whether you’re a recent college grad, an unemployed job seeker or someone who has left the workforce but is considering a comeback, you can expect to enjoy a sunnier summer job season.

These workers are often employed at banks, insurance companies or securities firms. According to CareerBuilder’s Supply & Demand Portal, the average national salary is $65,500, and the top cities hiring for these positions are New York, Chicago and Boston.

Watch the video below for more details:

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Check out all the financial analyst positions we have on CareerBuilder today!

Balancing work and life
Workers often struggle with knowing how much time to spend at the office and when to clock out and head home. The survey found that 25 percent of working moms believe they have to choose between their children and having successful careers. In fact, 24 percent of working moms cite work obligations as the reason for having missed three or more significant events in their children’s lives in the past year.

In a competitive economy, many workers are still doing more with less at the office. Once the recession began and companies had to let workers go, the employees who remained were forced to pick up the tasks of their former colleagues. That mentality of giving 110 percent may not have left the workplace yet, even as the hiring outlook continues to improve. When working mothers were asked how much quality time they’re able to spend with their children during the workweek:

• 51 percent said four hours or more per day.
• 22 percent said two hours per day.
• 6 percent said one hour or less per day.

The challenge of new moms
Even new mothers adjusting to life with a baby just home from the hospital can’t keep work off their minds for too long. Twenty-six percent of working moms who have had a child in the past three years say they did not use the full maternity leave allotted by their company’s policy. In fact, 44 percent of working moms who have had children in the past three years took more than eight weeks of maternity leave. Conversely, 40 percent took off six weeks or less, and 12 percent took off two weeks or less.

The paychecks of working parents
Finances are likely a top priority for the average worker in today’s economy. Factor in supporting a child, and money is certainly a major concern. Whether you’re the sole wage-earner likely plays a role in your financial motivations as well. Thirty-nine percent of working moms and 43 percent of working dads surveyed are the only financial provider in their respective households.

While an almost equal amount of mothers and fathers are their households’ only source of income, paychecks are nowhere near as equal. The survey found that:

• 40 percent of working moms earn less than $35,000, compared with 21 percent of working dads.
• 59 percent of working dads earn $50,000 or more, compared with 33 percent of working moms.
• 17 percent of working dads earn $100,000 or more, compared with 6 percent of working moms.

The pay disparity might not come as a surprise, considering that a 2011 workplace diversity survey found women are the least likely group to earn $100,000 or more, and a separate 2012 survey revealed just how few female executives there are in today’s workforce.

Overall, the survey shows that working mothers and fathers are trying to do what’s best for both their families and their careers, and finding that balance isn’t always simple.

Case managers plan and implement customized care for patients that provides quality, efficiency and cost-effectiveness. According to CareerBuilder’s Supply & Demand Portal, the average national salary is $68,000, and the top cities hiring for these positions are San Francisco, Los Angeles and New York.

Watch the video below for more details on this position:

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By Mollie Ficarella, CareerBuilder

The summer movie season is kicking off, and the first big blockbuster to open is “The Avengers.” It brings together some of Marvel Comics’ biggest superheroes into one movie for a battle royale between a demigod and his alien cohorts. Chances are you haven’t encountered a master assassin at your office potluck, because comic-book stories aren’t usually ripped from the headlines. However, the personality types on display in “The Avengers” are probably not that far off from the volatile and larger-than-life people you encounter — or hide from — at the office.

Here are the superheroes you’ll see in “The Avengers,” the struggles they face and what we can learn from them:

The superhero: Captain America
In the movie: The product of a World War II supersoldier serum, Steve Rogers has woken up in the modern world from a coma and is challenged with adapting not only to a new time, but to new rules as well. He tends to lash out without provocation and against those who challenge or offend his sensibilities.
At work: Many of us have encountered bosses or co-workers who were biased against any ideas but their own, and they lashed out when a task was not completed exactly as expected. You could act like his superhero cohort Tony Stark in the movie and talk back with no filter, but that wouldn’t be productive. A better way to handle the situation without superpowers or a mechanical suit of armor is to speak calmly to co-workers and give examples of solutions that would help everyone.

The superhero: Iron Man
In the movie: Tony Stark is, in his own words, “a genius, billionaire, playboy philanthropist” with a mechanical suit of armor that allows him to fly and shoot repulsor rays from his hands. He is also so selfish that he was not originally asked to be a part of the Avengers, because he doesn’t play well with others. He always has a snarky comment on the tip of his tongue and enjoys pushing the buttons of everyone around him.
At work: Co-workers who don’t take themselves or anyone else seriously and only want to cause chaos in the workplace can be a pain. However, they can be managed. They might be insecure about their work, so encouragement and praise when deserved can go a long way. Unnecessary confrontation, however, is not suggested, as it will only encourage more battles and less work completed. If nothing else works, walking away and ignoring them may convince them the fun is over and it’s time to get down to business.

The superhero: The Hulk
In the movie: Dr. Bruce Banner is a scientist who was exposed to massive amounts of gamma radiation, and as a result, he turns into a muscular green monster when enraged. When the spy Black Widow approaches him to join the Avengers, he is living in a remote region of the world after learning to gain some control of his transformation.
At work: Many offices have at least one person who is a loose cannon — an essential worker but not necessarily a pleasant part of the team. You need him for projects but you don’t want to be the one to approach him if something does not go as planned. Many people would say to avoid him altogether, but what if that is not an option? The best way to defuse the situation may be to present several solutions to a problem when confronting your work Hulk. Choose your battles carefully, and always remain nonconfrontational.

The superhero: Thor
In the movie: Thor is the god of thunder in Asgard and the son of the All-Father, Odin. He was banished to Earth for his arrogance and brazenness. Yet he was restored to his rightful place as a demigod after learning humility and defeating his brother Loki after Loki’s attempts to kill both Thor and Odin. Thor has had a rough life. As a result, he can be selfish, overly confident in his abilities and demanding to an extreme. His persona doesn’t always scream “team player.”
At work: In a competitive work environment, there might be a know-it-all who has deigned to gift those around him with the knowledge only he possesses. These people do not like to listen to others and believe they are entitled to accolades, even when they’re not. The best way to ground these individuals in reality is to speak up and assert yourself in a respectful manner. You might not be on their good side at first, but over time they may come to view you as an equal.

The superhero: S.H.I.E.L.D
In the movie: S.H.I.E.L.D is the Strategic Homeland Intervention, Enforcement and Logistics Division, which employs a master spy and assassin, an experienced marksman and the agents who assembled the Avengers. They are tasked with protecting the world against invasion and have assembled the aforementioned superheroes to stop Loki and his minions from subjugating Earth.
At work: This is the team we all want to be a part of in our organization. There is a clear leader who takes charge but also delegates as needed, because he trusts each team member to contribute. Everyone is able to state their opinions and make a valuable contribution to the team. They want to bring in new members to their team and can set their egos aside for the greater good.

“The Avengers” can be seen as just another superhero movie and a chance to eat too much popcorn, but it can also show us how over the top we sometimes act and what we can do to work together. Hopefully there will be no need for an epic fight between two workplace warriors. But if it comes to that, grab a pen and take notes — it could help your career.

Mollie Ficarella is an email marketing coordinator and writer for CareerBuilder.

In the coming six months, 31 percent of employers plan to hire for executive-level positions, finds a new survey from CareerBuilder and Headhunter.com. That is 6 percent higher than the same survey found in October 2011.

What employers want in senior leaders
Not surprisingly, employers are looking for executives to fill roles where opportunities to expand the business and increase revenue are primary goals. Business development leads the list of in-demand executives, with 24 percent of employers looking to fill those roles. Following close behind are information technology at 23 percent, sales at 22 percent, and both marketing and accounting/finance at 19 percent.

Each of these areas of concentration has the potential to drive revenue, improve operations or attract more customers. For these high-level employees who may earn substantial paychecks, finding new ways to increase profits is a logical focus. Yet employers aren’t looking only for people who can directly make money. They want people who can keep day-to-day operations moving smoothly. After all, a productive and happy workplace is one way to ensure business grows.

When asked what qualities they look for in an executive-level candidate, only 20 percent of employers cited a master’s degree in business administration or similar level of higher education. Relevant experience was a prerequisite for most hiring managers, but 35 percent said they are open to candidates who have no background in the industry.

Soft skills matter, too
Although experience and education are important, hiring managers might look beyond those factors because they know a good leader needs some of the soft skills that you can’t see on paper. When evaluating characteristics of potential executives, hiring managers say they want someone:

• Who can solve problems — 62 percent
• Who is adept at motivating others — 54 percent
• Who can act with speed and agility in a changing market — 47 percent
• Who is creative — 43 percent
• Who has emotional intelligence — 38 percent
• With experience in different areas — 37 percent

Who is already in the corner office?
In a 2011 survey on workplace diversity, workers who fell under the “diverse” categorization (including but not limited to women, African Americans, Hispanics, and people who are lesbian, gay, bisexual or transgender) saw a disparity in their pay and career level when compared with other workers.

The new executive-hiring survey suggests diversity is still lacking, according to hiring managers. Of the surveyed companies, 22 percent do not have female executives. In addition, 41 percent of companies do not have executive-level employees who are considered diverse (including African Americans, Hispanics, Asians, LGBT and workers with disabilities).

One promising sign is that 20 percent of employers have workers in senior leadership who are under 30. This could be due to the increasing importance of technological industries and roles in today’s workplace, and Millennials are often the experts or innovators in the field.