New York, NY (PRWEB) October 24, 2013
During September of 2013, more than 4,800 available human resources jobs required social media skills, according to WANTED Analytics™ (http://www.wantedanalytics.com), the leading source of real-time business intelligence for the talent marketplace. Social media is leveraged in HR as an efficient way to find the best qualified candidates, communicate with current employees, analyze trends, and form a workplace culture. This drives the need to hire more professionals with a proven background in social media to manage these efforts. The demand for HR professionals with social media experience has grown 43% in the past year and recently reached new highs in levels of demand.
Some of the specific social media tasks and duties required in human resource jobs include:
- Integrate online learning and instructional materials through social media for employees
- Find top talent on social networking platforms
- Develop strategies and policies to communicate with employees through social media sites
- Produce and disseminate external benefits information through print and online channels, including social media
With increasing hiring demand for social media skills, employers are likely to experience difficulty when recruiting for open jobs. The Hiring Scale™, which scores jobs from 1 to 99 based on their projected difficulty-to-recruit, scores these jobs at a 65 on average across the US. This means that most Recruiters are likely to experience difficulty sourcing candidates and a longer time-to-fill. Some metropolitan areas that score among the highest on the Hiring Scale (meaning they are the hardest places to recruit this talent) are San Francisco (CA), New Orleans (LA), and Denver CO). Employers in these locations that are recruiting for human resource professionals with social media skills are likely to experience increased competition from other employers and a smaller pool of qualified candidates from which to source.
In comparison, the Hiring Scale also shows that the best places to find human resource talent with social media skills are Tampa (FL), Virginia Beach (VA), and Springfield (MA). In these areas, the number of potential candidates currently in the workforce outnumbers the number of jobs available for this talent pool. As hiring demand and talent supply changes, the difficulty to recruit may also vary.
The Hiring Scale™ measures conditions in local job markets by comparing hiring demand and labor supply. The Hiring Scale is part of the WANTED Analytics platform that offers business intelligence for the talent marketplace.
To see additional charts and detail, please visit http://www.wantedanalytics.com/insight
A free trial of WANTED Analytics is available at http://www.wantedanaltyics.com/tryit
About WANTED Analytics™
WANTED Analytics™ helps recruiting organizations make better decisions faster with real-time business intelligence on jobs, employers, and talent. Analytics brings together, for the first time, years of hiring demand and talent supply data to create a true talent intelligence platform for hard-to-fill positions.
Clients in the staffing, HR, RPO, media, and government sectors use WANTED Analytics™ to find sales leads, analyze employment trends, gather competitive intelligence, forecast economic conditions, and source hard-to-fill positions.
About WANTED Technologies Corporation
WANTED Technologies (TSX-V:WAN) provides real-time business intelligence for the talent marketplace. Founded in 1999, the company’s headquarters are in Quebec City, Canada, and it maintains a US-based subsidiary with primary offices in New York City. WANTED began collecting detailed Hiring Demand data in June 2005, and currently maintains a database of more than 900 million unique job listings. For more information or to sample WANTED’s services, visit http://www.wantedanalytics.com.
WANTED is also the exclusive data provider for The Conference Board Help Wanted OnLine Data Series®, the monthly economic indicator of Hiring Demand in the United States.
The TSX Venture Exchange does not accept responsibility for the adequacy or accuracy of this release. Any statement that appears prospective shall not be interpreted as such.