Strategic Planning Survey October 2015
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1 Strategic Planning Survey October
2 An online survey gathered input from employers, job seekers, and partners in October. Employers, job seekers, and partners, CareerSource s three primary stakeholder groups, were invited via to take a survey. The survey asked about both their experiences with and perceptions of CareerSource, as well as with the employment market overall. Respondents Job Seekers 207 Employers 21 Partners 14 Respondent demographics are provided in Appendix A A copy of the survey instrument is included as Appendix B. 2
3 Key Findings There are mismatched expectations / understandings between the groups on employment strategies Job seekers don t agree with employers and partners on the most useful places to find each other at the entry level Employers and job seekers both see pay mismatch as the #1 biggest barrier for employment partners put this much farther down the list CareerSource Suncoast may be seen as being more focused on / more valued for entry-level jobs by employers & partners CareerEdge is not prioritized for any group The demand for and correct mix of in-person and online services is likely changing and will continue to do so. Some job seekers may not understand what we do CSS should hire me, should intercede with all my interviews, etc. (from comments) Friendly & helpful staff are seen as one of your biggest strengths. Many job seekers cite age as a critical barrier 3
4 Employers, job seekers and partners rated the most useful employment sources for entry level jobs (count of responses) 4
5 Comments for other useful sources for entry-level jobs From Employers employee referrals Indeed (job search engine) Referrals from existing Team members Referrals Social Media, Craigs List Staffing Firms walk in applicants/referrals With our company s reputation, we receive 50 applications a week walking in From Entry Level & First Available Job Seekers Craigslist (3 mentions) Networking (2 mentions) Snagajob Job Fairs Vocational Rehab Job Coach From Partners Job Fairs or hiring events OJT Use networking to meet people word of mouth/ referral 5
6 Employers, job seekers and partners rated the most useful employment sources for mid- & professionallevel jobs (count of responses) 6
7 Comments for other useful sources for mid- & professional-level jobs From Employers Referrals (employee, peer professional) (4 mentions) Indeed or LinkedIn Staffing Firms walk in and our website From Partners job fairs Job or Career Fairs, Professional Networking Linked In Teach them how to network to reach out directly to potential employers Various Networks From Mid-level Job Seekers Indeed (4 mentions) Craigslist (2 mentions) Monster Networking From Professional-level Job Seekers Networking / referrals / Word of Mouth (9 mentions) Linked In (3 mentions) SPN TD.org ASAE.org Walk in 7
8 When asked what s most helpful in filling/getting jobs, all cite similar thing perhaps highlighting mismatched expectations. Employers Job Seekers Partners More jobs Higher pay Hiring Candidate prequalification/ screening More candidates Accept my pay rate Retaining / Advancing Individualized help Training Training Training linked to jobs, (linked to target industry?) 8
9 Job seekers want both online access and personal service. Other Important Resources Entry-level Job Seekers Vocational Rehab Mid-level Job Seekers Resume writing Women's Resource Center Word of mouth reference Professional-level Job Seekers SPN (2 mentions) Networking Opportunities (2 mentions) Access to employers beyond job fairs Average Score First-available Job Seekers More education & training Referrals to interviews 9
10 Service importance by job seeker age and county interest Mean rating, 5 point scale, 5 is best Respondents may be double counted as they could select both counties Mean rating, 5 point scale, 5 is best 10
11 Employers tell us in open comments what would be most helpful in hiring & retaining employees What services would be most helpful to you when hiring new employees? Help with pre-qualifying candidates (check references, make sure skillset is appropriate) I need help generating candidate flow for entry level positions. I have competitive pay and great benefits on day one, but it seems like it is hard to get that message our. Job fairs referrals of qualified candidates Screening candidates so only qualified applicants are presented. Search and screening for relevant candidates We would like to have a better relationship with Career Source to help us place Veterans and disabled individuals into our company. We would like to develop some kind of outreach program. What services would be most helpful to you in retaining your current employees? Free professional selling and entry level technical training. technical meaning IT savvy not personal PC skills i.e. awareness of SaaS, PaaS, IaaS, NaaS, subscription licensing, Open Source opportunities. Training Training Unknown what outside services would make a difference. It tends to be relocation or looking for nursing work not offered at our hospital. 11
12 Partners tell us in open comments what would be most helpful for clients seeking jobs and seeking advancement in their career What services would be most helpful for your clients seeking jobs? Being able to have a coach/mentor who one on one could come along side them and support/counsel them as they embark on the job search process. This support is ideally in the form of a single relationship, person to person. It can be executed in person, telephonically, and on line, over time. Experts with outstanding customer and industry knowledge Individualized attention and personalized job seeking services Internships Interview Skills more one on one assistance one stop resource center comprehensive assessment Online application support, navigation on EFM What services would be most helpful for your clients seeking advancement in their career? Learn how to network effectively to meet people who can connect them with others who might be hiring. Educators Targeted education and training and financial assistance to obtain training We don't have enough jobs in the field of interest for advancement. Clients need to be better educated on the fields available in this community. Professional development and or management certificates would help them advance. work ethic and job performances classses Comprehensive assessment career advancement plan Understanding suppressed Job Orders referrals and feedback 12
13 Employers, job seekers and partners told us the biggest employment barriers they perceive (count of responses) 13
14 Job seeker barriers by age, job level, and county interest (count of respondents) Respondents may be double counted as they could select both counties 14
15 Other barriers Barriers Employers Face Lack of previous relevant experience and/or understanding of industry we do not have any barriers at this time, we have more than enough qualified applicants Barriers Seen by Partners Baccalaureate students do not have enough experience in field of interest Barriers Job Seekers Face Age (34 mentions) Physical abilities (5 mentions) Lack of experience (5 mentions) Lack right fit of qualifications (3 mentions) Over educated / qualified (3 mentions) Race / ethnicity (2 mentions) Local firms not hiring (2 mentions) Bad references Being a veteran Child care Criminal background Don't know - no one tells you why you're not hired Geographic location Hearing impaired Lack of education/certication Only seeking part-time work Overweight Pay too low Rent assistance Transportation Full verbatim job seeker comments are included in Appendix C 15
16 Net promoter: How likely is it that you would recommend CareerSource Suncoast to a friend or colleague? Job seeker - current or recently Detractors (0-6) 34% 71 Employer 38% 8 Workforce Partner / Agency 21% 3 Passives (7-8) 24% 49 14% 3 29% 4 Promoters (9-10) Total 42% 87 48% 10 50% 7 Net Promoter Score 86% % % Combined
17 Rationale for net promoter ratings mix of positive & negative Job Seeker # Employer # Partner # Friendly, helpful, knowledgeable 42 Friendly, helpful, knowledgeable staff 4 Overall good services 3 staff Helpful resources 20 Overall good services 4 Helpful resources 2 No success with CareerSource SC 19 No success with CareerSource SC 1 Friendly, helpful, knowledgeable 1 staff Overall good services 16 Overall poor services 1 Good source of information 1 Staff not helpful 16 Providing education/training funding 1 No success with CareerSource SC 1 Training courses & workshops are 10 Very responsive 1 Staff not helpful 1 helpful Good source of information 5 Helpful for entry level talent 1 Too reliant on computers, not 1 people Overall poor services 5 Too many steps 1 Poor staff follow up 5 Leads don't match job seeker 1 qualifications Too reliant on computers, not 4 people Only low pay/low skills jobs 3 available Reliable leads for good 3 jobs/employers Use computers & fax machines 3 Full verbatim comments are included in Appendix C 17
18 Is there anything else you think we should know about CareerSource Suncoast? Job Seeker # Employer # Helpful staff 10 Helpful staff 1 Rude staff (esp. with computer usage) 4 Thank yous 4 Want better communication on jobs/interviews 4 Slow process 3 Partner # More people need to know about you 3 Would like onsite (mobile) service 2 CareerSource should hire me 3 Rude staff (esp. with computer usage) 1 Better match skills to job 2 More people need to know about you 1 Refer directly to employers 2 great service overall 1 Understaffed -> waits 2 Need more senior & youth support 1 computer/sw out of date 2 one does not need to be unemployed to utilize the resources that CSS has to offer the local community. Job seeker Full verbatim comments are included in Appendix C 18
19 Several staff members were mentioned personally for their outstanding performance Amanda Sessions Brian Wright Dennis Baker Diana Haven Doug Warrington Guy Francois Jackie Latrice Woodie Lilly Linda McKelvain Melissa Washington Mrs Angel Mrs Lynae Mrs. Dubore Ray Therese Spaude -Larsen 19
20 Appendix A: Respondent Demographics 20
21 Participation by county & profile of partner respondents Count of responses. Respondents could choose more than one response. 21
22 Profile of employer respondents Number of respondents 22
23 Profile of job seeker respondents 49% Nearly half of the job seeker respondents had applied for unemployment benefits and almost a quarter tell us they re seeking the first available job. This gives some credence to the perception that CareerSource candidates may be lower skilled or less qualified. 23
24 Appendix B: Survey Instrument 24
25 Appendix C: Verbatim Comments 25
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