February 21st, 2015
The wage growth for San Antonio jobs may vary but shows strong growth, along with other regions, according to a report from ADP.
The ADP Workforce Vitality Index, which measures the total wages paid to the U.S. private sector workforce, was 106.7 in the fourth quarter of 2014.
The index rose by 4.8% between the fourth quarter of 2013 and the fourth quarter of 2014.
The movement in the index depends on the contributions of wages and hours of workers who have remained in the same jobs from the previous quarter, the wages and hours of workers who switched jobs during the quarter, and employment changes.
The strongest growth over the past year has been in Construction, 8.4%, thanks to a combination of strong employment growth, wage growth and an increase in hours worked.
Manufacturing WVI advanced by 6.3% due to growth in wages and employment in large companies with more than 1,000 workers.
The WVI in Leisure & Hospitality and Trade advanced just over 6%, due to solid gains in both wages and employment. Financial service workers enjoyed strong wage growth of 5.9%, but experienced weak employment growth. Meanwhile, the weakest index growth has been in Professional/Business Services and the Education/Healthcare sector, mostly due to weak wage growth.
Growth in wages and employment were keys to the strong fourth quarter of 2014. Hours worked went down slightly during the quarter. Job switchers’ wages grew at a much faster pace than job holders, though the gap has closed a bit year-over-year.
February 8th, 2015
The gender wage gap may not be as bad as previously reported on for those with San Antonio jobs, among other locations, according to a report from PayScale.
The company released Women at Work: PayScale Redefines the Gender Wage Gap.
According to the report:
As the level of one’s career increases, so too does the gender wage gap, even when controlling the male and female samples to be the same. At the individual contributor level, the controlled gender wage gap is only 2% (i.e., women earn 98% of men holding the same position), but at the executive level, the controlled gender wage gap is nearly 9%.
Contrary to popular belief, women are asserting themselves and asking for raises and/or promotions at a rate similar to men. PayScale finds 32% of women and 29% of men have asked for a raise during their career, while 19% of women and 24% of men have asked for both a raise and a promotion.
The likelihood of women asking for a raise and or a promotion increases with job level: 31% of female individual contributors have asked for a raise in their careers compared to 42% of female executives. The same pattern is also true for women negotiating a job offer for higher salary and or better benefits: 10% of female individual contributors negotiated for both higher salary and better benefits compared to 22% of female executives. The pattern holds true for men as well.
The industries where women are mostly likely to negotiate a job offer for higher salary and or better benefits are female dominated industries: Health Care (75%; 79% female), Real Estate (63%; 61% female) and Educational Services (56%; 63% female).
Eight out of the top 10 job families where women are most likely to negotiate for a higher salary and or better benefits are management positions (e.g., Engineering Managers, Chief Executives, PR Managers, etc.). The remaining two are Financial Examiners and Dental Hygienists, two job families dominated by women (65% and 98% respectively).
February 4th, 2015
Job seekers aren’t as optimistic as one might think when it comes to San Antonio jobs.
According to a survey from Challenger, Gray & Christmas, only 28 percent believing they can find new employment inside of three months.
The percentage of job seekers confident about a short transition changed little from the previous year, when 23 percent said a new position could be found within three months.
Just under 40 percent of callers felt their job search would take between four and six months, which is equal to the 40 percent of callers who said the same in 2013. The percentage saying it would take seven to nine months to find new employment actually went up, increasing from 16 percent in 2013 to 18 percent during the most recent call-in event.
The survey showed that fewer job seekers were outright pessimistic. Just under 6 percent of job seekers thought it would take a year or more to find a new gig. That was down from 11 percent in 2013 and 15 percent in 2012, suggesting that at least some job seekers believe see improvement in the problem of long-term unemployment.
More than half (54 percent) of the callers to Challenger’s job-search advice helpline were jobless for more than six months. Of those, 32 percent were out of work for over a year and 14 percent were out of work for more than 2 years.
“Every job seeker must be able to demonstrate that his or her skills and experience are fresh and relevant. This is even more important for older job seekers, in order to overcome the common misperception that they are unable or unwilling to learn new things. It is critical to keep skills up-to-date and relevant to the current job market, even if it means taking classes through a university or community college,” said Challenger.
January 27th, 2015
The number of retail jobs in San Antonio and other cities may have fallen short, according to adjusted government employment data by global outplacement consultancy Challenger, Gray & Christmas, Inc.
Seasonal employment gains in retail fizzled in November and December, with employers adding 23,000 fewer workers than during the same two-month period a year earlier.
Retail employment increased by 603,200 in November and December. That was down 4.0 percent from the 626,200 workers added during the same period in 2013.
Holiday hiring during the final three months of 2014 resulted in 785,200 workers added to retail payrolls, which was 1,000 fewer than last year’s 786,200.
Holiday hiring got off to a strong start in October, with retail employment growing by 182,000 jobs. That was the largest October employment gain in Labor Department data going back to 1939.
“The early hiring gains, coupled with lower-than-expected Black Friday gains, may have tempered hiring activity in November and December. Of course, it is important to keep this year’s hiring numbers in perspective. Yes, holiday job gains were flat from a year earlier, but 2013 hiring was the best we have seen since 2000,” said Challenger.
“It is also important to understand that the retail employment numbers do not include the robust seasonal hiring that occurred outside of that sector. Between FedEx and UPS alone, nearly 150,000 holiday workers were added to the economy.
“If the retail sales and hiring data tell us anything, it’s not that consumers are spending less; it’s that they are spending differently. The retail environment has been evolving ever since the advent of the internet and the changes that occurred slowly and steadily over several years are finally coming into full view,” said Challenger.
January 5th, 2015
CIOs have big plans to hire for IT jobs in San Antonio, among other cities, according to a survey from Robert Half.
Nineteen percent of U.S. chief information officers (CIOs) surveyed recently plan to expand their information technology (IT) teams in the first six months of 2015, according to the newly released Robert Half Technology IT Hiring Forecast and Local Trend Report.
This is a five-point increase from the previous survey representing the third and fourth quarters of 2014.
About 67 percent of U.S. CIOs said it is somewhat or very challenging to find skilled IT professionals. This is a 6-point increase from the previous survey six months ago. Technology executives believe it is most difficult to find skilled talent in software development (20 percent), security (15 percent) and networking (14 percent).
Eighty-nine percent of CIOs reported being somewhat or very confident about their companies’ growth prospects for the first half of 2015.
According to 63 percent of CIOs, network administration is among the skill sets in greatest demand within their IT departments. Desktop support followed with 61 percent of the response and Windows administration at 57 percent.
Nearly a quarter (24 percent) of U.S. technology executives said they expect their companies’ IT budgets to increase in 2015.
December 28th, 2014
Christmas bonuses may be in the cards for some of those with San Antonio jobs, according to a recent Careerbuilder holiday survey.
According to the survey, more employers plan to offer holiday perks in the form of parties, bonuses and gifts this year than in years’ past.
Sixty-three percent of employers say they plan to throw company holiday parties this year, up from 59 percent in 2013 and 60 percent in 2012. Though 2 in 5 workers say they plan to attend the office holiday party, the overwhelming majority (96 percent) say they would prefer a holiday bonus over a company bash (4 percent).
Some employees, however, may get their bonus wish after all. Nearly half of employers (47 percent) plan to give employees a holiday bonus this year, up from 45 percent in 2013. More than 1 in 10 employers say they will give a larger bonus than last year (11 percent).
Employers’ seasonal goodwill doesn’t stop at parties and bonuses, either. Forty percent of employers (40 percent) will give employees gifts this year (up from 35 percent in 2013), and 42 percent will give charitable donations.
While many gift-bearing workers stick to more traditional holiday offerings, such as ornaments, candy and gift baskets, others get a little more creative with their definition of the word “gift:”
A box of Hot Pockets®.
A chess piece (just one piece, not a set).
A fire extinguisher.
A voucher for a free lawn game of the co-worker’s own invention.
A turquoise leather vest.
Zombie action figures.
A Ziploc® bag with coffee (enough to make one pot).
A ‘gun of the day’ calendar.
A bag of chips.
A Christmas ornament with the co-worker’s and spouse’s photos on it.
December 2nd, 2014
A new survey from Indeed finds that the economic costs of unfilled San Antonio jobs, among other locations across the nation, result in lost productivity.
The loss is nearly $160B annually.
Of this amount, over half represent unearned wages (around 55%), with the remainder attributed to unearned profits. For the top 10 companies in Dow Jones Index, the combined cost of not filling open jobs for one month equals more than $75M in monthly gross domestic product (GDP).
While total employment has now almost caught up to its pre-recessionary peak with over 2M jobs being created in the first nine months of 2014, labor market participation has fallen to its lowest level in decades. A large number of unfilled, open roles may well cause problems for the economy in the years ahead.
There are a number of industry sectors in which unfilled jobs have greater impact due to the higher levels of contributed economic value, including finance, insurance, and professional services. These industries alone collectively represent over $4B GDP (GDP, a measure of goods and services produced within an economy and the income generated by that economy) in a typical month.
For the wider economy, the efficient matching of potential employees to businesses through the labor market is key to supporting healthy levels of employment and household incomes, while allowing businesses to reach full productivity.
“For today’s job seekers, these are near-perfect conditions, however, at almost $160 billion per year, the cost of unfilled roles should serve as a wake-up call to US businesses developing recruitment strategies in a post-recession environment.
“Each ‘empty desk’ represents an opportunity both for the individual and the business. For the business, finding and recruiting the right individual means better productivity and profits, while for the individual, earning an income and spending a salary contributes to wide economic growth. In today’s economic environment of lowered unemployment and labor participation, it has never been more important to hire the right fit for each role.”
December 1st, 2014
A new Manpower survey posits that the outlook for Texas jobs, and also for San Antonio jobs, looks strong.
According to Manpower, the fourth quarter research shows that U.S. employers anticipate hiring intentions to stay relatively stable quarter-over-quarter across all regions, and increase slightly compared to one year ago at this time. Three regions report the strongest Outlooks in more than six years:
Employers in the Midwest report a Net Employment Outlook of +15%, which is the strongest since Quarter 4 2007 when the Outlook was +18%.
Employers in the South report a Net Employment Outlook of +15%, which is the strongest since Quarter 2 2008 when the Outlook was +17%.
Employers in the West report a Net Employment Outlook of +16%, which is the strongest since Quarter 1 2008 when the Outlook was +22%.
Employers have a positive Outlook in all 13 industry sectors included in the survey, with Leisure & Hospitality, Mining and Wholesale & Retail Trade employers reporting the strongest hiring intentions.
Among the 50 states, employers in North Dakota, Arizona, Mississippi, Texas and Wisconsin indicate the strongest Net Employment Outlooks, while Alaska, Maine, New Jersey and Arkansas project the weakest Outlooks.
Among employers in the 100 largest metropolitan statistical areas, the strongest job prospects are expected in:
San Jose, Calif.
U.S. employers report the strongest Net Employment Outlook since Quarter 1 2008, when the Outlook was +16%. The Quarter 4 2014 Net Employment Outlook of +15% is up from +14% in Quarter 3 2014 and from +13% during Quarter 4 2013.
Of the more than 18,000 U.S. employers surveyed, 19 percent anticipate an increase in staff levels in their Quarter 4 2014 hiring plans, while anticipated staff reductions are consistent with past fourth quarter results at 7 percent. Seventy-two percent of employers expect no change in their hiring plans. The final 2 percent of employers are undecided about their hiring intentions, resulting in a Net Employment Outlook of +12%.
November 9th, 2014
Men and women with San Antonio jobs may have wage disparities that are significant, according to a survey from Monster.com.
Monster in conjunction with the WageIndicator Foundation, today released data regarding wage disparities among men and women in the United States and Europe.
The data collected determined that on average, men’s wages are 22-29% higher than women’s. In taking a closer look, the data also shows that U.S. men in supervisory positions make up to 42% higher wages, on average, than their women counterparts.
Country-specific findings include:
In the U.S., on average female workers earn 29% lower wages than males.
While there were “only” 4 percentage points fewer female respondents who claimed to work in supervisory positions, wages for male supervisors showed to be 42% higher than females.
In the UK, female workers earn 22% lower wages on average.
While women workers in the UK can expect an average 22% wage increase if promoted to a supervisory position, male supervisors earn more than 40% higher wages than their non-supervisor counterparts.
Male supervisors in the UK earn 45% more than female supervisors.
UK male workers also receive more generous tenure-related wage increases: women can expect 38% higher wages after 10+ years in their profession, while men receive 60% higher wages after the same amount of time, when compared to labor market entrants.
In Spain, female workers earn 26% lower wages than males.
After spending ten years in their profession, Spanish men can expect a full 100% increase in wages, while Spanish women earn a 75% increase after the same amount of time.
Spanish male workers in supervisory positions also earn 35% more than their female counterparts.
In Germany, female workers earn 23% lower wages than males.
Raises for tenure and/or increased responsibility are distributed somewhat more evenly: German men in supervisory roles earn 16% more than their women counterparts, and there is almost no difference (0.4%) in the amount a male worker’s wages are increased after 10+ years in their profession over the increase a woman worker can expect.
Respondents to the survey were from different age groups, varied industries, and various hierarchical positions in their respective occupations. The data allowed analysts to determine the greatest gender gaps by industry. The highest gaps appeared in the Healthcare, Finance and Insurance, Legal, and Education and Research fields. These fields show women earning between 35% and 43% less than men, respectively.
Examining feedback from the US, UK, Spain and Germany, on average:
Healthcare: females earn 34% less
Finance & Insurance: females earn 35% less
Legal: females earn 40% less
Education & Research: females earn 33% less
November 2nd, 2014
Amazon is hiring thousands for seasonal jobs in San Antonio, among other locations across the country.
The online retail giant has more than 50 fulfillment centers in the U.S. and will have more than 15 sortation centers by the end of 2014.
The new network of sortation centers is fueling a range of innovations like Sunday delivery, later cut-off ordering times for customers and the ability to control packages deeper into the delivery process.
Amazon is creating 80,000 seasonal positions across its U.S. network of fulfillment and sortation centers this holiday season in order to meet an increase in customer demand.
For its regular, full-time fulfillment center positions, Amazon offers competitive hourly wages and a comprehensive benefits package, including healthcare, 401(k) and company stock awards.
Amazon also offers regular full-time employees programs like Career Choice, where it will pre-pay up to 95 percent of tuition for courses related to in-demand fields, regardless of whether the skills are relevant to a career at Amazon. Since the program’s launch, employees are pursuing degrees in game design and visual communications, nursing, IT programming and radiology, to name a few.
“So far this year, we have converted more than 10,000 seasonal employees in the U.S. into regular, full-time roles and we’re looking forward to converting thousands more across our growing network of fulfillment and sortation centers after this holiday season,” said Mike Roth, Amazon’s vice president of North America operations. “We’re excited to be creating 80,000 seasonal jobs, thousands of which will lead to regular, full-time roles with benefits starting on day one and innovative programs like Career Choice for employees to further pursue their education.”