SMB Recruiting Report | 07.2021 | 1 1 | SMB Recruiting Report | 07.2021 2 | JazzHR SMB Recruiting Report | 07.2021 The JazzHR SMB Recruiting Report provides data-driven education, insights, and guidance to help you optimize how you attract and retain top talent. Based on data from JazzHR’s 8,500 + customers and labor-market leaders, our exclusive report spotlights industry benchmarks and offers actionable takeaways to modernize your recruiting efforts. About the Report JazzHR SMB Recruiting Report | 07.2021 | 3 5 6-8 9-11 12-17 12-13 14-15 16-17 18 Introduction New Job Creation Candidate Volume Industry Snapshots Hospitals & Healthcare Arts, Entertainment, & Recreation Education Digital Transformation Contents 4 | JazzHR SMB Recruiting Report | 07.2021 JazzHR SMB Recruiting Report | 07.2021 | 5 A New Way of Hiring: Midyear Recruiting Trends Last year, the COVID-19 pandemic forever changed the way we live, work, and grow our businesses. Now, with half of US adults fully vaccinated and states moving toward full reopening , the economy is in recovery mode. Consumer spending is up, and sectors that were initially hit the hardest—like Leisure & Hospitality—are once again booming with new jobs. The pre-pandemic way of recruiting employees, though, is no longer effective. Besides shifting to fully digitized recruiting processes, businesses are looking at talent pools with fresh perspectives. In a recent survey of JazzHR customers, 40% said they now prioritize adaptability as a top skill in candidates. And alongside the economic resurgence, a new challenge has emerged—finding workers to staff businesses. From rising wages and industry pivots to childcare challenges and health anxieties, a number of factors are keeping candidates from applying to open roles. Just like job seekers, though, small and mid-sized businesses must lean on their ability to adapt in the face of change. The most recent data from JazzHR’s 8,500+ SMB customer base reveals insightful trends for effective recruiting right now and going forward. Take a deep dive into understanding what this means for you and your team. Introduction 6 | JazzHR SMB Recruiting Report | 07.2021 New Job Creation What We’re Seeing Following an expected pandemic-induced drop, small and mid-sized businesses have been creating jobs at a steadily increasing rate since April 2020. New job creation in JazzHR has skyrocketed since the beginning of the year with a 142% increase from January through the end of June. This represents a 216% year-over-year increase for the same time period. Unlike overall job creation, the average number of jobs created by each JazzHR customer dropped less dramatically in response to the pandemic. Despite the shallower dip, though, average new job creation has doubled from January through June. This represents an 88% year-over-year increase for the same time period. New Job Creation from January 2021 to present Average JazzHR Customer New Job Creation from January 2021 to present JazzHR SMB Recruiting Report | 07.2021 | 7 New Job Creation What This Means While many business owners questioned their very survival at this time last year, more are once again focused on scaling their workforce. Vaccination progress and dramatically eased restrictions have allowed for the most promising job growth we’ve witnessed since COVID’s onset. And though these overall numbers are promising, they aren’t reflective of all market segments. As evidenced by the less volatile aggregate trendline, the pandemic’s economic impact on job creation was not distributed equally. The CBIZ Small Business Employment Index , for example, found that nearly a quarter of small businesses laid workers off in June, even as job creation increased for others. Certain sectors and regions were hit harder than others and as a result, face different paths to full recovery. 8 | JazzHR SMB Recruiting Report | 07.2021 How You Can Act On This Whether your organization is posting new jobs or not, your future recruitment success hinges on an efficient hiring process. No longer can businesses effectively compete for talent by relying on manual processes or an incomplete recruitment tech stack. 77% of JazzHR customers, for example, have adopted new screening technology (e.g. pre-employment assessments, video interviewing) in response to the pandemic. Audit your existing tech stack to identify gaps and keep up with other employers. Identify opportunities to accelerate your hiring velocity with the help of tools like an applicant tracking system (ATS) and/or a human resources information system (HRIS). Integrate systems wherever possible in order to streamline your workflow and create a smooth candidate-to-employee path. Resources The Recruiting Technology Buyer’s Guide [JazzHR eBook] Embracing Technology in an Ever-Evolving HR Ecosystem [JazzHR Blog] The Future of HR Tech [Entrepreneur] New Job Creation JazzHR SMB Recruiting Report | 07.2021 | 9 Candidate Volume What We’re Seeing Unlike job creation, candidate volume hasn’t seen a consistent rise in 2021. After increasing by 17% in December, total candidate traffic has decreased by 1% from January through the end of June, and the average number of candidates per job decreased by 66% through the end of Q2. Still, despite these decreases, total candidate traffic has risen 29% for the same time period YoY. Candidate Volume from January 2021 to present Average Number of Candidates Per Job from January 2021 to present 10 | JazzHR SMB Recruiting Report | 07.2021 Candidate Volume What This Means The lag in candidate traffic compared to new job creation represents a significant shift in the labor market, which is felt across all industries. As the economy rapidly recovers, businesses now face a new challenge—finding the staff they need to reopen and operate without restrictions. The federal unemployment rate hit the lowest level since the pandemic, sitting now at 5.9% . Still, the labor force participation rate (which tracks those working or actively looking for work) has also fallen to 61.6%— the lowest it’s been since the late 1970s So what’s keeping employers from filling open roles? A number of factors are influencing job seekers’ lack of engagement: More Options: Rising wages and increasing demand for workers have allowed candidates to be more selective in their job searches. Childcare Challenges: With summer in full swing and youth vaccinations still in development, parents may not have access to reliable childcare. Health Risks: Despite plummeting US infection rates, many job seekers still feel hesitant to return in person from a health perspective. Changing Industries: Candidates who were let go or furloughed from one industry may have now moved on to a new sector. JazzHR SMB Recruiting Report | 07.2021 | 11 How You Can Act On This External economic factors, like states terminating pandemic unemployment benefits early, may prompt job seekers to start applying. But businesses can’t expect the recruitment process to return to what it was before the pandemic. The bottom line? It’s a candidate’s market, and employers must adapt in order to compete. Job seeker expectations have changed, and your hiring process should meet candidate needs in a clear and compelling way if you want to stand out: Resources How to Navigate the Staffing Crisis [JazzHR One-Pager] 4 Ways to Rewrite Your Job Descriptions for the Post-Pandemic Job Market [FastCompany] As Businesses Prepare For The Future Of Work, The Need To Upskill And Reskill Workers Becomes More Essential [Forbes] Candidate Volume Be Transparent: Attract candidates by letting them know exactly what to expect from each role. Share wage/salary, benefits/perks, and career development opportunities directly in the job description. Instill confidence: Reconfirm your organization’s commitment to health and safety by outlining how you’re continuing protecting workers (social distancing, PPE, etc.) Show support: Be sure to mention flexible work options and/or childcare benefits upfront. Consider sharing stories from current working parents on your careers page and/or social media. Adjust your recruitment lens: Consider offering upskilling opportunities to job seekers who may not have the typical experience in your industry. 12 | JazzHR SMB Recruiting Report | 07.2021 Hospitals & Healthcare What We’re Seeing New job creation in Hospitals & Healthcare jumped 57% from the beginning of the year through the end of Q2. This rise also represents a 82% year-over-year increase for the same time period. Candidate volume for roles in Hospitals & Healthcare has waxed and waned since the start of the pandemic. Most recently, candidate traffic fell by 6% from January through the end of June. Top job titles by candidate volume (since January 2021) 1. Call Center Agent 2. Receptionist 3. Laboratory Accessioners- Premium Compensation 4. Client Services Coordinator - SIGN ON BONUS 5. Rapid Response CNA/CMA/EMT New Job Creation from January 2021 to present Candidate Volume from January 2021 to present JazzHR SMB Recruiting Report | 07.2021 | 13 Hospitals & Healthcare What This Means As vaccine distribution continues and pandemic hospitalizations decline , the demand for healthcare workers is still increasing. Job seeker interest, however, isn’t keeping up with the pace. Staff in this sector have faced grueling circumstances amid the pandemic, sparking a marked shift in how job seekers view potential employers. How You Can Act on This Post-pandemic healthcare hiring requires a forward-looking approach. Applications to U.S. medical schools shot up nearly 20% last fall , and nursing schools are seeing similar spikes. Tap into this emerging talent pool now to ensure future recruitment success. Try connecting with local colleges and universities to engage with the workforce of the future. Consider creating apprenticeship programs and upskilling campaigns to capture new talent. Resources The Complete Guide to Candidate Sourcing [JazzHR eBook] 4 Candidate Engagement Strategies That Appeal to Millennials and Gen Z [JazzHR Blog] 14 | JazzHR SMB Recruiting Report | 07.2021 Arts, Entertainment, & Recreation What We’re Seeing Sparked by social distancing restrictions and tightened consumer spending, the Arts, Entertainment, and Recreation sector saw a steep drop in job creation following the onset of the pandemic. Mirroring the broader JazzHR customer base, though, job creation in this space has rebounded with a 29% increase from January through the end of June. Following a dramatic spike in applications early in the year, candidate volume in this sector has declined by 25% through the end of Q2. Top job titles by candidate volume (since January 2021) 1. Coordinator, Marketing & Studio Partnerships 2. Machine Learning Developer 3. Digital Media Associate 4. Concept Artist 5. Content Specialist New Job Creation from January 2021 to present Candidate Volume from January 2021 to present JazzHR SMB Recruiting Report | 07.2021 | 15 Arts, Entertainment, & Recreation What This Means Like other industries, the pandemic has dramatically changed the available talent pool in the Arts, Entertainment, and Recreation space. In response to the previous downturn , candidates returning to jobs in this sector will likely have a renewed focus on organizational longevity and career development. How You Can Act on This To instill confidence in these job seekers, businesses should pay particular attention to their employer brand. Audit each candidate touch point to ensure you’re clearly conveying your mission and growth trajectory. Showcase your company’s culture on social media by posting content regularly and engage with job seekers directly on these channels whenever possible. Resources Social Recruiting: The Future of Candidate Sourcing [JazzHR Blog] The State of Employer Branding and Recruitment Advertising [JazzHR Blog] 16 | JazzHR SMB Recruiting Report | 07.2021 Education What We’re Seeing Following a burst of end-of-year momentum, new job creation in the Education sector fell by 26% from January through June. Though not as significant as the drop in job creation, candidate traffic also decreased by 6% through the end of Q2. Top job titles by candidate volume (since January 2021) 1. Administrative Manager 2. Senior Arabic Translator (Full-Time/Part-Time/Freelance) 3. Full Time Enrollment Specialist - Flexible Schedule 4. University Representative 5. Teacher (Academic Year 2021-22) New Job Creation from January 2021 to present Candidate Volume from January 2021 to present JazzHR SMB Recruiting Report | 07.2021 | 17 Education What This Means From virtual learning and changing state requirements to adapted curriculum and an emerging pandemic achievement gap , the last year and a half has challenged educators like never before. Many teachers now find themselves burnt out. How You Can Act on This As schools and other education-focused organizations now look toward fall hiring, focusing on job flexibility and company wellness will be key. To stand out and attract the best talent, employers should highlight special incentives (e.g. signing bonuses) and use empathetic language at key candidate touch points. Resources 9 Strategies for Recruiting, Hiring, and Retaining Diverse Teachers [Institute of Education Sciences Infographic] Writing a Job Description in 2021: 3 Important Tips [JazzHR Blog] 18 | JazzHR SMB Recruiting Report | 07.2021 Digital Transformation What We’re Seeing Hiring teams increased the number of candidate self-scheduling invitations they sent by 45% from January through the end of June. JazzHR users also sent an increasing number of electronic documents. The number of eDocuments sent increased from January to the end of June by 61%. Self-Scheduling Invitations from January 2021 to present eTemplates Sent from January 2021 to present JazzHR SMB Recruiting Report | 07.2021 | 19 Digital Transformation What This Means The pandemic accelerated business’ shift to digital recruitment, and it’s not slowing down. As seen in the increased usage of self-scheduling and eDocuments, JazzHR customers are continuing to embrace automation and contactless processes. A fully digitized recruitment process is no longer simply a far-off prediction reserved for enterprise organizations. SMBs are joining the modern recruitment trend and reaping the benefits. How You Can Act on This More than ever, candidates expect a seamless hiring experience. Whether it be at the application, interview, or onboarding stage, job seekers have come to expect a fully digital process. Reduce friction as much as possible in order to keep job seekers engaged and keep up with competitors. Doing so will not only help you to meet job seeker expectations, but ultimately save both time and money. Resources How to Improve the Candidate Experience: 7 Strategies [JazzHR Blog] How COVID-19 has changed the recruiting tech stack [HR Dive] 20 | JazzHR SMB Recruiting Report | 07.2021 JazzHR is powerful, user-friendly and affordable recruiting software built to help small and mid-sized businesses exceed their recruiting goals. JazzHR’s best-in-class solution replaces manual, time-consuming hiring tasks with intuitive tools and automation, empowering hiring managers to recruit and hire the right talent faster. To learn more about JazzHR, visit jazzhr.com. Sign up for a free demo of JazzHR today About JazzHR