[New Data] The Best Cities Across the U.S. for Active Job Seekers

Posted by Aria Solar on Oct 24, 2016 11:24:27 AM

best cities for job seekers

Staying on top of current statistical trends is one of the best things you can do for your recruiting and relocation programs (and really, your business as a whole).

By getting ahead of what's happening in the market, you're able to prepare yourselves and your teams for what to expect in the coming months.

One data set you can look at as it relates to recruiting and relocation is key industries that job seekers are looking to join, along with the cities in which they're looking to join those industries.

We've got that data for you here. 

ABODO recently analyzed employment opportunities in the top-five fastest growing industries in the 25 most populous cities in the U.S. and compiled this report on the best cities for job seekers. Sam Radbil explains:

"We know that moving is stressful and that there are many pieces to the moving puzzle. With that in mind, we set out to provide job seekers who might be relocating, with information that will help them find a better job in the city that they live in or in the city they're moving to. And since job growth has been steady, we wanted to find out what industries are the fastest growing and where those jobs exist among the major cities." 

As national unemployment rates continue to see significant improvement compared to what we saw in 2009 (where unemployment rates were at about 10%, versus today's 5%) the growth we've seen can primarily be attributed to a few industries. 

Below are the industries experiencing high growth. alongside the cities where candidates are looking to fill potential opportunities:


*Taking into consideration that the above cities are large in size and thus have large job markets, ABODO used the Bureau of Labor Statistics’ location quotient, which compares an occupation’s prevalence in a specific location to its national prevalence, based on total employment instead of total population.

A few key findings from the report

  • Job seekers in community & social service will find the most opportunity in Philadelphia, Boston and New York
  • Job seekers in computer & mathematics will find the most opportunity in San Jose, San Francisco and Washington, D.C.
  • Job seekers in health care will find the most opportunity in Philadelphia, Detroit and Boston
  • Job seekers in construction & extraction will find the most opportunity in Houston, Denver and Fort Worth
  • Job seekers in arts, design, entertainment, sports & media will find the most opportunity in Los Angeles, New York and San Francisco
  • Nearly 125 of every 1,000 jobs in San Diego is in computers and math
  • In New York City, 52.8 of every 1,000 jobs is in healthcare
  • In nearly every case, metropolitan areas were among the best places to find jobs in the fastest growing industries, aside from farming, fishing, and forestry which grew 7.95% from 2012 to 2015, adding 79,000 jobs nationwide.

Radbil of ABODO further explains:

"It's clear that opportunity is available in major cities across the country. Whether you're a Millennial looking for your first job after college, or a Baby Boomer starting a new career, it's important to know where to look for the fastest growing jobs in your industry and in your city. From social services to health care, jobs are available if you're looking in the right places. And if you're simply a person looking for a fresh start in a new city, this information could be extremely helpful in your search for your next home."

How can you use this information to plan ahead?

Looking at this information and keeping it at the forefront of your mind as you plan for the year ahead, you're able to predict where employees will be looking to relocate. And, if your business is located in one of these fast-growing cities, you can see which industries (thus, which potential open roles at your company) will be flush with candidates. This helps your internal teams predict whether or not you'll need to broaden your recruiting reach from outside of your backyard for specific roles right from the start.

Additionally, if your company is looking to expand and open new offices in new cities, you can do this strategically using proven data on where you'll be able to find the most concentrated amount of employees in any given industry.

Looking at numbers like this on a regular basis helps us make strategically-charged decisions, instead of decisions based off of conjecture or intuition. Relocation should be just as data driven as any other component of your business, you just need to uncover the right information and apply it in a thoughtful and segmented way.

using data for relocations

Topics: Recruiting, Campus Recruiting

Best Hiring Strategies For Recruiting Through Social Media

Posted by Sara George on Sep 1, 2016 11:22:29 AM

social recruiting strategies

Every recruiter's dream is to find and place talent at a company full of talented individuals with a qualified pool of applicants at your disposal.

However, rarely does a recruiter walk in to a company with all of that waiting for them. More often than not, a recruiter has to build his or her bench, and that means utilizing a wide range of strategies and tactics.

If you want to stay on top of your game in the recruiting industry, then social media is a great place to start.

Sourcing and screening candidates are at your fingertips with the influx of social media. LinkedIn, Facebook and Twitter constitutes the lion’s share when it comes to recruiting. The majority of users post information regarding career experience and qualifications, and you can use this information to screen potential candidates.

But, if you don’t have a strategy to carry out social recruiting, it might not yield the expected results. Don’t worry—the following tips are sure to help.

Knowing Where To Start

When it comes to social recruiting, the first step is to figure out where people share information. Take a look at websites ranging from LinkedIn, the professional social network to blogs which are industry specific.

After doing a bit of research on social networking, then you can begin to analyze your staffing needs. Find out which social networks will suit your business for this purpose and choose accordingly.

If you're running a local department store, your potential workers might be subscribed to networks like Twitter or Facebook, which have a more casual tone to them. But, If you need an HR manager, Linkedin might be a better fit.

Take a look at case studies and find the best marketing techniques on social media that entrepreneurs are using to recruit effectively.

Leverage Social Media To Advertise Open Positions

Advertising job openings on social networks is a great tool to leverage as well. Referrals play a significant role here as information is easily passed on. Regardless of the position, many companies look to find skilled workers through LinkedIn, Twitter, and Facebook (although LinkedIn is the favorite platform among recruiters).

You can target the type of candidates you want by placing a Facebook Ad. If you are looking for a free option, use your company's Facebook page to advertise.

LinkedIn is a pretty straight-forward system—you can post jobs and search for candidates, and the platofrm also offers free resources. You can also sign up for LinkedIn Talent Solutions.

When it comes to Twitter, you can attract more traffic by using hashtags to your advantage. Recognize the keyword in your tweet and use it along with a hashtag. Research about the popular hashtags regarding the topic and use them accordingly—for example, things like #employment, #hiring, or #recruiting.

If you aren't necessarily looking to mass recruit, and instead want only candidates from a niche group, you can create a more custom hashtag. For example, if you are a Telecom company from Seattle, then #TelecomJobsSeattle might get you the type of candidates you are looking for.

Engage Your Current Employees

Who is your biggest resource to widen your online presence?

Your current employees.

Internal referrals act as a suitable way of finding candidates. If your employees emphasize that your company is a great place to work, then you've achieved the epitome of good word of mouth. Let your workforce post job openings on LinkedIn and Facebook. This way, you can reach out to suitable people who are not directly connected to your company.

Employees should be empowered and encouraged to showcase your work culture. Tweeting about work culture, posting photos on Tumblr and Instagram, etc. will help you elaborate your hiring pool exponentially. But do make sure that your employees describe your company in a consistent manner.

Evaluate Cultural Fit Using Social Media

Social media is often used as a screening tool by recruiters, as it helps them get a better understanding of whether or not the candidate fits the work culture of the company.

The social media profiles of candidates should be used to weed out any potential bad fits—recruiters should keep an eye out for questionable language or pictures in tweets and posts, as these can be indicators of a potential red flag.

Recruiters can also look for the involvement of candidates in the LinkedIn communities and the industry. You should also keep an eye out for who the candidate follows, which professional groups they're active in, which companies are they associated with, and more. All of this information is valuable, since it isn't necessarily available in a traditional resume. 

Remember that recruiting through social media is a long-term commitment.

You aren't just publishing an ad and waiting for resumes—you're building relationships that you can hopefully utilize in the future. You are accessing the nectar of social media, getting the crop of candidates who is interested in working for you.

Put these tips into practice and strategize accordingly. Remember, each business is different, and you should invest your efforts in the social network that fits you best.the recruiting advantage of relocation

Author Bio:

Nancy Grace is a social media writer at iDigic.net who also contributes for hundreds of other blogs. Her articles predominantly focus on social media and are widely followed by readers from all over the world

Topics: Campus Recruiting

[New Data] Top 10 Cities for College Grads in 2016

Posted by Amy Westrick on Jun 27, 2016 1:53:44 PM

best cities for college grads

The thought of attempting to predict the exact location newly graduated students aspire to live can be extremely overwhelming.

But, what if you had insight into where they wanted to live ahead of time?

Imagine the difference it would make in your relocation program if you were a step ahead and knew where people actually wanted to go, and then used that to your company's advantage.

First, let's take a step back. Relocating is no longer just haphazardly moving employees across the country without a set plan (this goes for both the employer and employee).

Through a lot of trial and error, relocating has come down to a well thought out formula for employers—and rightfully so! Relocation is such a big part of a company’s recruiting program, and it’s important to give it as much attention as you give any other part of your business. With 8 out of 10 college graduates up and moving to different cities after graduation, college recruits are a great source of fresh, new talent for your company. It is incredibly valuable for a company to be able to bring someone in at the ground level and mentor them into higher positions of leadership.

With this said, when deciding how and where to relocate your new college recruits, it’s imperative for companies to take a closer look at 3 things:

  1. Opportunity
  2. Affordability
  3. The population of new graduates

By taking these three components into consideration, you'll discover valuable information about new grads that you might not have known before. Taking a step further and diving into this information, you will be able to uncover where recent graduates aspire to be relocated to or what you can offer future employees as compensation if you can’t provide the exact location that they are striving for.

Keep in mind that these cities are where your future employees have researched and identified as the best U.S. metropolitan areas, so with this information at your side, you’ll be equipped to relocate your employees where they’ll be happiest.

The Best Markets for College Grads

Let's take a closer look at the best markets for college grads in 2016 provided by Trulia and Linkedin:


(Source: Trulia)

Take Pittsburgh for example. It is ranked #1 on the list of best markets for college grads of 2016. This may be a shock to some because it may not necessarily be a place we immediately associate as a “hotspot” for new college grads, like we might for Palo Alto, New York, Chicago, and cities alike.

However, if you look at the data provided, Pittsburgh steals first place because it scored the highest in opportunity, affordability, and population of new graduates. For instance, when it comes to housing in Pittsburgh, a whopping 92% of recent grads are able to afford renting a place.

This is noteworthy because if you look at San Fransisco, only 28.1% can afford renting, and only 6.1% in Orange County, California. California's expensive real estate is due to the huge influx of people, translating to a more competitive housing market that makes affordable housing harder to come by.

When the supply of housing is down and the demand is high, it causes the price of housing to increase, making it pretty difficult for recent graduates to find a affordable place to live. Since this is the case, it is important for cities like San Francisco (which might suffer when it comes to the price of real estate) to bring forward the better aspects of their city.

Another piece of vital information that one can take away from analyzing this research is that Indianapolis has an 80% graduate opportunity index. This means that there is a large job market in Indianapolis for those who have just recently graduated. If your company is located in Indianapolis or another city with a high graduate opportunity index such as Columbus, Ohio this is a great way to help persuade your recruits decision to relocate.

Once again, it’s not necessarily a deal breaker if you’re not located in one of the cities recognized as having a high job opportunity for recent college graduates, it just means you need to pull out what your city does have to offer! San Diego has a job opportunity index of 38%; however, according to LinkedIn, of the people who applied for a job in San Diego, 74% of them found a job. This is an example of a great statistic to point out if your particular city is lacking in one area.

What This Means for Your Company

So now that you have this valuable information, what should you be taking into consideration?

If your company exists in one of these top 10 cities, use that to your advantage! Recognize what about your particular city is appealing, and then try to use that as a selling point to your potential candidates.

For example, if your company is located in Chicago, be aware of the fact that your city is ranked #8 on the top 10 cities for recent grads, and then try to dive into why that might be. For instance, you can point out that Chicago is a young city with 5.6% of the population being new college graduates.

In fact, Chicago was tied with Philadelphia for being one of the highest cities in the United States with the greatest population of recent graduates moving there. This is a great selling point that you can leverage as you attract new recruits to your company!

How to Compensate in Other Ways

If you don’t happen to live in one of those popular cities, there is no need to worry! Try to identify what is appealing about your city and try to level with your potential recruit by explaining what your city has to offer that makes it unique and desirable.

If that is proving to be a little bit more difficult than anticipated, try to offset the less enticing sides of your city with an attractive salary, great benefits, or appealing perks like a flexible work schedule, paid time off, monetary assistance with daycare, continued education support, and things of that nature.

It’s these perks and benefits that you offer to your new recruits that will entice them to relocate to a city that maybe didn’t make the list of top 10 best U.S. metropolitan areas.

Something to keep in mind when offering these perks and benefits is that you are now primarily working with a Millennial-generation workforce. Their wants are a lot different than the wants and needs of the generations before them.

For instance, 74% of the Millennial generation strive to acquire a job with flexible work schedules. In addition, the top three benefits that the Millennial generation is looking for in their benefits package are:

  • A good healthcare plan
  • Vacation time
  • Opportunity for a pay raise

This is important to keep in mind, especially if your city can’t quite compete with the benefits of a more desirable or urban city.

Another increasingly popular option to keep in mind if your company can’t afford to offer the perks and benefits to get the attention of new top talent to your city is to leverage the use of remote employees. This has become immensely easier with the significant advancements in technology.

By utilizing google hangouts, skype, conference calls/video software and others alike make telecommuting for work so much more achievable. Today, 37% of the workforce has worked from a remote location, a number which is up almost 20% since 2003, and was just 9% in 1995.

Working from remote locations is a great way to allow your employees to live in a place that suits them best and where they are happiest—giving them the ability to live in one of these top 10 ranked cities but work for you in another.

As you can see, having this information about these top cities and the 3 components of opportunity, affordability and population of recent grads is vital for a company to use to its advantage. With this information at your side, you are able to get your employees excited to relocate—whether it’s because you’re in a top ranked city or because you’re able to compensate with perks, benefits, or remote employment.

mistakes when relocating millennials

Topics: Campus Recruiting

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