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Archive for September, 2015

Should their be pay transparency for San Antonio jobs?

Saturday, September 26th, 2015

Those with federal jobs in San Antonio may be getting some support from those in favor of pay transparency.

The final rule, from the department’s Office of Federal Contract Compliance Programs, promotes pay transparency by barring the policies of some federal contractors that have prevented their workers from discussing these issues. Under the rule, federal contractors and subcontractors may not fire or discriminate against employees for discussing, disclosing, or inquiring about their own pay or that of their co-workers. The rule also protects pay discussions by job applicants.

“Pay secrecy practices will no longer facilitate the pay discrimination that is too often perpetrated against women and people of color in the workplace,” said OFCCP Director Patricia Shiu. “Indeed, forward thinking companies that have embraced greater transparency find that it benefits them and their workforce by helping them attract and retain talented workers. And research suggests these approaches have a substantially positive impact on society, workers, the workforce, and the economy as a whole.”

“It is a basic tenet of workplace justice that people be able to exchange information, share concerns and stand up together for their rights. But too many women across the country are in the same situation: they don’t know how much they make compared to male counterparts, and they are afraid to ask,” said U.S. Secretary of Labor Thomas E. Perez. “When he signed the Lilly Ledbetter Fair Pay Act, President Obama made clear his commitment to equal pay for equal work. Today’s final rule is another important step toward that important goal.”

The rule allows job applicants and employees of federal contractors and subcontractors to file a discrimination complaint with OFCCP if they believe that their employer fired or otherwise discriminated against them for discussing, inquiring about, or disclosing their own compensation or that of others.

Staffing firms and San Antonio jobs

Friday, September 25th, 2015

What should staffing firms know when it comes to San Antonio jobs? Careerbuilder took a look at 9 things:

1 Client utilization is on the rise: More companies across industries are turning to staffing firms to support and help grow their business. One in three clients (32 percent) have hired a temporary employee through a staffing firm in the past year, an increase from 26 percent last year.

#2 While utilization is up, client satisfaction is on a decline: The Net Promoter Score for client satisfaction, an index that measures the willingness of customers to recommend a company’s products or services to others, dipped to -3 percent – which means, for the first time, there are more client detractors than promoters. After remaining at 8 percent in 2013 and 2014, the decline shows there is now more opportunity than ever to use world-class client experience as a differentiator in the marketplace.

#3 Clients are mobile – and expect you to be too: More than one in four corporate clients (27 percent) interact with staffing firms via a mobile device, and 57 percent develop a negative perception of a firm if site is not mobile-ready. Moreover, 73 percent of job candidates will leave a site if it is not mobile-optimized and 1 and 5 will not return.

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#4 Potential clients are reading your online reviews more than you think: While referrals remain a trusted source for choosing which staffing firm to work with, more clients – especially younger buyers – reported that online sources influence their decisions. Nearly 1 in 5 (18 percent) read reviews of staffing firms online before partnering, versus 11 percent last year. However, 1 in 3 staffing firms reported that they don’t have a strategy for generating online reviews and have no plans to implement one in the future.

#5 Candidate satisfaction is improving, but still trailing peak years: After declining last year, placed candidate satisfaction scores increased to 24 percent NPS this year from 22 percent in 2014. With candidate satisfaction being so key to gaining a referral, greater investment in the candidate experience is needed to reach 2013 satisfaction levels (33 percent) and beyond.

#6 Candidates feel like they’re in a black hole: Nearly half (46 percent) of candidates said they’re not updated throughout the hiring process by the staffing firm they’re working with and 42 percent have not been contacted to say they didn’t get the job after the interview. The same percentage (42 percent) feel the amount of human contact has decreased in the hiring process.

#7 Coaching is a missed opportunity for higher satisfaction scores: Nearly 9 in 10 candidates reported that they don’t receive any sort of career coaching from their firm, 71 percent are not provided with interview coaching and more than half said they haven’t received a resume review.

#8 A goldmine for candidates is not being leveraged: Survey results indicate that only 1 in 4 candidates are “rehired,” or placed again within 30 days of their last assignment ending. This leaves a large pool of placed candidates largely untapped.

#9 Recruitment technology drives greater efficiencies, but not everyone is a pro at using it: 1 in 3 staffing employees (33 percent) reported that they’re not comfortable using recruitment software/technology. More than half (52 percent) using an ATS point to a lack of user-friendliness as their biggest point of pain.

Are manufacturing jobs in San Antonio dipping?

Wednesday, September 9th, 2015

The rate of manufacturing jobs in San Antonio may be slowing, according to the latest labor statistics.

Manufacturing employment decreased by 17,000 in August, after changing little in July (+12,000). Job losses occurred in a number of component industries, including fabricated metal products and food manufacturing (-7,000 each). These losses more than offset gains in motor vehicles and parts (+6,000) and in miscellaneous durable goods manufacturing (+4,000). Thus far this year, overall employment in manufacturing has shown little net change.

Employment in mining fell in August (-9,000), with losses concentrated in support activities for mining (-7,000). Since reaching a peak in December 2014, mining employment has declined by 90,000.

Employment in other major industries, including construction, wholesale trade, retail trade, transportation and warehousing, and government, showed little change over the month.

The average workweek for all employees on private nonfarm payrolls edged up by 0.1 hour to 34.6 hours in August. The manufacturing workweek was unchanged at 40.8 hours, and factory overtime edged down by 0.1 hour to 3.3 hours. The average workweek for production and nonsupervisory employees on private nonfarm payrolls was unchanged at 33.7 hours.

In August, the unemployment rate edged down to 5.1 percent, and the number of unemployed persons edged down to 8.0 million. Over the year, the unemployment rate and the number of unemployed persons were down by 1.0 percentage point and 1.5 million, respectively.

Employment for teen jobs in San Antonio rises

Monday, September 7th, 2015

Employment among 16- to 19-year-olds, and for employment for teen jobs in San Antonio, still managed to reach the highest level in six years, according to a new analysis of government data from outplacement firm Challenger, Gray, & Christmas.

Employment among teens increased by 1,160,000 during the three-month summer hiring season that stretches from May through July. The employment gain was 11 percent lower than 2014, when 1,297,000 teenagers were added to summer payrolls.

“There was increased hiring of teenagers throughout the year, particularly just before the holidays and then again in the spring before school ended. This suggests that more seasonal jobs in retail, entertainment and leisure, and food service are being taken by teens, which could bode well for their employment figures going forward,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

“Fewer teenagers are seeking employment opportunities, most of them by choice. More are focused on academics, volunteering or jobs that fly under the radar of most employment measures,” said Challenger.

“Additionally, a small but growing percentage of school districts are beginning to experiment with year-round schedules that provide more frequent, but shorter breaks throughout the year. Teens on these schedules do not have the long summer breaks that might allow them to work at the neighborhood pool or a summer camp,” he added.