Employer Branding

When you want to improve employee communication with stronger communication tools, it's time to look at ways to prioritize communication. 2018 is going to be the year your company grows, and you have to prepare your HR department with the tools necessary to meet the growing demands on their time. When your HR department is able to complete effective communication, time is saved. Employees can ask questions, request time off, or receive their work schedules through text messaging, emails and phone calls. When you want 2018 to be the year your company improves communication, it's time to listen, pay attention, and take advantage of technology.

Make Scheduling Easier

If your HR department is responsible for scheduling a large number of employees into various shifts, you can make scheduling easier. If you have an employee who needs to call out at the last minute, this can be done through text message marketing. When you have a shift that you need to fill at the last minute, a quick blast out to all of your employees will get the shift filled fast. You won't have to waste time calling each employee when you can send out a text message instead.

Make Meetings Run More Smoothly

When your HR department is setting up trainings or open enrollment meetings, preparation can make everything go more smoothly. Text messages are opened 98% of the time, and it is the most efficient way to get information to your employees. To maximize the effectiveness of a training, you can send out material to your employees to review before the meeting occurs. In order to keep your employees focused and make the job of your HR department easier, send out relevant texts before the meeting to keep everyone up to date with information.

Improve the Speed of Onboarding New Employees

Recruiting efforts can be made easier for HR, as well as onboarding new employees in 2018. When your HR department can receive and send text messages to potential recruits, gathering information to complete applications is easy. For new employees, managing new hire paperwork can be done through text messaging to allow for a faster, more efficient onboarding process.

Stay Organized and Keep Employees Safe

If you want to close for the day because of unsafe road conditions, let all of your employees know within minutes through SMS. When you send out a group message, you will keep everyone informed of the news to stay home. You will be organized, and each employee will know to stay at home and remain safe. Text messaging saves time and reaches everyone fast.

Open Up Lines of Communication

A company can only be as strong as the employees it hires. The leaders in your company need to have various ways to listen to employees. When two-way communication is allowed between workers, HR and administration, the lines of communication get stronger. Employees are able to voice concerns, while the HR department can send out surveys to ask for feedback. When in person meetings aren't possible, phone calls, SMS, video conferencing and emails will all increase communication. When you are ready to revolutionize how your HR department communicates in 2018, consider the technology available. Your employees are already using text messaging for their personal communications, and the ability to text with work is the next logical step. Phone calls are easier on mobile devices, and employees with mobile email can answer questions even when out in the field.

About the Author

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.

An all-star employee will have the skills and the drive to exceed your expectations. They’ll also have the personality to fit in well with your company culture. They can help to grow your business, embody your brand and become part of the next generation of leaders within your company.

But attracting talent like this is easier said than done. Here are a few tips for hiring an all-star employee:

Promote Your Brand The companies with the best talent have a knack for promoting their brand. They sell their business as a great place to work – somewhere the company culture is second to none and where employees are able work on cutting edge initiatives within dynamic teams. You need to promote your employer brand if you want to attract all-star employees.

Create a Talent Pool If you’re on the lookout for top talent, the search should never end. Create a talent pool of previous applicants and allow people with an interest in your company to register their details too. It might be that the right opportunity isn’t available for a candidate at the moment but one could arise further down the line.

Offer Opportunities for Creativity and Initiative The best applicants love an opportunity to flex their creative muscle and work on their own initiative. Whilst this is unlikely to be possible all of the time, be sure to let applicants know that there is time designated for a little exploration and experimentation during each working week. This is an appealing factor for potential employees and may also give your company the edge as a little creative thinking could lead to your company’s next big idea.

Provide Employee Perks Employee rewards are a great way to improve employee morale and win over a top candidate too. Sure, big things like a decent pension plan, health insurance and child care vouchers are important. But a few smaller perks never go amiss. Complimentary snacks, fun team-building days or even just showers at the office for those who run or cycle to work can all make your company seem that bit more attractive.

Be Ethical Workers these days want more than just a day job and a pay packet. They want to feel like they’re helping to make a difference. Try to be forward thinking in your approach to business. A recycling initiative or links with a local charity or an ethical approach to conducting business could help you to attract top talent. These are the people who will care that their work contributes to the good of communities and environments.

Be Flexible Increasingly people aren’t prepared to be a slave to their job. Companies and employees alike should be striving for a good work-life balance rather than high levels of stress that lead to a burnout. Flexibility with regards the working hours and days can help employees to achieve this and can help you to attract that all-star candidate. To put this into practice you could let employees work from home sometimes,introduce flexible working hours or encourage employees not to answer emails away from the office.

Embrace Diversity Remember that not all candidates fit into a designated box. By embracing diversity you could open up your company to a whole host of potential employees with the ability to further your business and drive success. Workplace diversity has been shown to reap a number of rewards for businesses who are prepared to make it a priority.

To hire an all-star employee, you need to look at your business from the ground up. Your company culture, your employer brand and your recruitment style all play an important part in getting those top candidates through your door.

Sarah Kearns is a hard working mother of three daughters. She is a Senior Communications Manager for BizDb, an online resource with information about businesses in New Zealand. She loves cooking, reading history books and writing about green living.

Although a resume is a way of conveying your qualifications, it's also a way of showing your personality. The world of resume has changed in the recent years. In the past, a common resume technique was to keep it at a specified length or to exclude certain types of information. Nowadays, however, many of these so-called “rules” no longer apply. Here are some other myths that have recently been debunked:

1 Page Max

While maintaining brevity is important, self-editing yourself is not worth it. Back when resumes were handled in hard-copy form, employers and recruiters admonished job seekers to keep their documents to a single page. Obviously, you don't want something that is extremely long, however, with digital technology, making something longer isn't as cumbersome now.

The one-page resume can now be officially retired. With employers using applicant tracking systems, they can quickly and easily scan long documents for key information. Some information may even expect resumes to be that length.

Presentation/Formatting Doesn't Matter

The beautiful elements of creating a resume is the aspect of it that allows you to show off who you are. While doing this in an excessively formatted way is going out of style, adding some attractive elements is key. To stand out from other candidates, it's key to add imagery that makes your resume look styled.

Your best bet is to take some time and care with the presentation of your resume, just as you would with any other high-profile business document. Using color is another important element to help stand out from the crowd.

Using presentation and formatting is a very valuable tool to help display your experience. Your designed resume will help employers notice you.

Make it Brief

This may seem like it goes against the first step, but it doesn't. This point has to do with keeping your experience points brief, detailed and concise. While elaborating may seem better, but it's important to show employers that you can put your thoughts together in a concise manner.

Maintaining happy, engaged employees is the key to running a successful business. Although lost in many workplaces, creating and maintaining engaged employees is oftean a matter of taking a few simple steps. While feeling underpaid can be an issue for some employees, feeling underappreciated and ignored is the larger culprit as to why many employees become dis-engaged in their workplace. As a manager, it's important to keep in-mind that it's part of your role to keep your employees happy, satisfied and interested in their current roles. Whether it takes more encouragement, more appreciation or even more help, there are 9 key steps to keeping employees in your workplace engaged and successful.

Thanks to Casemore & Co for providing with the infographic. For more information on their customized training programs, check them out on Twitter, Facebook and Linkedin.

This survey is a font of knowledge for anyone in the business of hiring. It’s full of interesting tidbits about how today’s jobseekers are using social, and how recruiters are responding. Jobvite’s survey is free, but you must give them your info in order to access it… and it’s really long! If you don’t have all day, then check out:

How Recruiters Are Using Social Media in 2014 This article is a summery of Jobvite’s survey, highlighting the most salient of its findings for you, so that you can save a little time and effort. For a more visual summery have a look at MediaBistro’s blog post:

73% of Recruiters Spending More on Social Networks This article is full of beautiful, sharable graphics. Like this one…

Job Seekers Rely on Facebook, But Recruiters Prefer LinkedIn It seems like everyone’s on a Jobvite kick this week! This article from Human Resources Online interprets the results from Jobvite’s survey to better understand the social media disconnect between recruiters/human resources and jobseekers. The author shares some interesting thoughts and ideas about the survey, instead of just summarising its findings.

What Everybody Ought To Know About Social Recruiting

Identify, Follow, Share, And Engage, these are the key factors for effective social recruiting according to Alexandra Vornle. Her article is a wonderful follow up to all this research as it provides simples steps for anyone looking to make their hiring process a little more social.

Is Your Social Recruiting Cart Before The Application Horse?

Or, if your application process sucks, then no amount of social recruiting can save you. Katrina Collier’s article is an excellent reminder that the process of directing candidates from your Facebook job ad to the application “landing page” is as important as the ad itself. She goes on to provide some excellent tips for improving this part of the recruiting process. It’s a must read! For more great advice about improving candidate experience I highly recommend our recent article:

3 Tips For Improving Candidate Experience From a User Experience Designer

Happy link loving and stay social!

What: ————————————- Facebook. The New Face of Recruiting.

Recruiting has changed… but trust us, it’s for the better. Facebook is the number one choice in today’s market for good reason.

80% of all internet users prefer to connect with brands over Facebook than any other social platform [[http://istrategylabs.com/2012/12/infographic-huffpos-100-fascinating-social-media-statistics-2012/]]

584 million daily active users [[http://www.recruitingblogs.com/profiles/blogs/40-amazing-social-media-statistics-every-recruiter-should-know]]

More job seekers are looking for work on Facebook than LinkedIn http://mashable.com/2012/10/09/jobs-facebook-linkedin-twitter/

• 43% of recruiters who use social recruiting saw an increase in candidate quality73% have successfully hired a candidate through social31% of recruiters using social have seen a sustained increase in employee referrals

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• 52% of job seekers used Facebook to help find work in 2012. (source: jobvite)

• 1 in 5 job seekers has had a contact share a job on Facebook[[

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Recruiting is constantly evolving, and as technology grows and changes, so must recruiters. This can make talent acquisition more complex, but it can also make it much more successful. [[http://blog.bcjobs.ca/jobcast/social-recruiting-trends-for-2013/]]

Luckily for us, Facebook and recruitment make for an incredibly effective combination. And, if used correctly, it can actually simplify your recruitment efforts.

Facebook is the simplest way to connect with candidates directly. Facebook is, at heart, a social network, so interaction and dialogue with candidates isn’t a just a part of the process, it is the process. —————

Why: ————————————

The most compelling reason to recruit with Facebook is its massive reach. Boasting over 1 billion active users, Facebook is where people are. Even more importantly, it’s where people are looking for work.

“52% of job seekers used Facebook to help find work in 2012. (source: jobvite)”

More people than ever before are using social networks (like Facebook) to find employment. And the number one rule in recruiting? Go where the candidates are.

Facebook is at the core of social strategy for well-rounded recruiting programs because no other platform offers comparable reach, access, or level of interaction.

As Facebook grows, which it continues to do rapidly, so does the amount of people using it as a central part of their job search. As we’ve already seen with additions like Facebook Graph Search, access to candidates just keeps getting better. [[http://blog.bcjobs.ca/jobcast/facebook-graph-search-is-the-next-big-thing-for-social-recruiting/]]

————————– Facebook is multifaceted.

When you use Facebook to recruit, not only are you posting jobs, you are also strengthening your employer brand. Posting jobs in newspapers, or on sites like Craigslist, will draw attention to that specific job, but will not draw attention to you as an employer.

Facebook is a game changer.

When you use Facebook to recruit, you create a brand presence that will grow with every job you post. Facebook interactions with fans in the form of comments and Likes strengthens your brand with social proof. [[http://techcrunch.com/2011/11/27/social-proof-why-people-like-to-follow-the-crowd/]]

Your branded Career Page, the content you share, and the image you build will all be visible to Facebook users. So, if a potential hire checks out one of your job posts and decides it’s not for them, all is not lost!

They can still browse your other job posts, learn about you as an employer, and Like your Page, so that if a suitable position becomes available, they can apply right away.

————————— How ———————– How to make Facebook work for you

In order to use Facebook effectively for recruiting you’ll need to focus on these five aspects:

Employer Brand Facebook Career Page Content Creation Community Building Metrics

All five aspects are interconnected. A well-balanced Facebook recruiting campaign must take each into account.

——————- Employer Brand

Know your employer brand.

Creating a strong ,consistent employer brand is important. It will influence your Facebook Page in its design, the content you post, and how you interact with your online community. A strong employer brand is what sets your Page apart from your competitors’.

Everything you do on Facebook should reflect your employer brand. That’s why we cover employer branding first. It will influence everything else that follows.

For a great example of effective employer branding check out this case study. [[http://blog.bcjobs.ca/jobcast/why-and-how-family-run-business-gordon-food-service-got-social-with-their-recruiting/]] ——————– Facebook Career Page

To start Facebook recruiting, you’ll need a Facebook Career Page. This is where your jobs will be posted and where you’ll want to direct potential hires.

Your Career Page needs to be fully branded. Consistency with all of your social platforms is important, so be sure that your design and content match.

To help build your brand presence, your Facebook Career Page should include: – A branded color scheme. This should be consistent with your company website and logo. – Attractive imagery. You can use images of your employees, your break-room or stock photos that you purchase online. – Embedded recruitment videos. These do not have to be big budget. Here’s a quick guide to shooting a fast and easy recruitment video. They are a great way to showcase company culture and get people excited to work for you.

Using a branded color scheme, great photos, and video will make you stand out from other Employer Pages, and make a positive impression on talent.

———————- Now that your Career Page is fully branded, it’s time to create content!

The most important content you’ll create will be the job postings themselves.

Think of your Facebook job postings in the same way you would any other content shared through social media networks. Your job postings are just another way to communicate with your online community. Making them relatable, relevant, and easy to consume is critical to your Facebook recruiting success.

Here’s how: -Make them short, clear and fun -Have every post centered around a “Call to Action” such as “If you’re an awesome graphic designer, Like this job!” -Have current employees Like and Share every job post you create

Check out this great article for advice on writing awesome job descriptions from two HR pros. [[http://blog.bcjobs.ca/jobcast/writing-effective-job-posts-advice-from-my-favorite-hr-experts/]]

——————————— ——————

Content is about more than just job posts!

In order to grow your employer brand and increase your reach you’ll need to post content regularly. Don’t worry though, it’s actually super easy to do!

One of our most successful clients, ThinkSask, has really mastered the art of content creation. They’ve done so by creating a simple strategy.

Post consistently and stick to the following content ratio for social recruiting:

25% – Job postings 25% – How to get hired 25% – Culture 25% – Fun/Lifestyle

Check out their fully branded Facebook Page for a real-life example of Facebook recruiting best practices. The effectiveness of their Facebook recruiting campaign is truly inspiring. [[http://blog.bcjobs.ca/jobcast/branding-a-province-the-art-of-facebook-recruiting-and-social-media/]]

—————————

Build Your Community

A well-maintained Facebook community means tons of benefits for employers. You’ll spend less time and money on job boards and advertisements, spend more time interacting with job candidates, and have the opportunity to give those candidates a better understanding of what your company really does every day.

Your Facebook community is similar to a talent community, in that it provides you with a group of candidates to reach out to whenever a new position arises.

Create a vibrant Facebook Community by: – Posting great content, like the kind we just outlined – Engaging with your Fans directly by asking questions, and always responding to their comments – Interact in a down-to-earth way. Use similar language to your fans, not jargon, and even make jokes with them – Show your face – let your community see who they are engaging with – Figure out what works best for you, through trial and error, and then be consistent

This article gives a more detailed explanation of how to build an engaged Facebook community. [[http://blog.bcjobs.ca/jobcast/how-to-win-candidates-and-influence-talent/]]

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But how do you figure out what works? ———————- Metrics!

Metrics are necessary when it comes to recruiting strategy, because without detailed insights about how previous campaigns were conducted, and what their outcomes were, you simply can’t understand why they did, or did not work. And understanding why previous recruiting campaigns were successful (or not) is fundamental for improving your future endeavors.

Recruiting with Facebook makes data-gathering much simpler and more accurate than any other kind of recruiting. This is because the markers of success are so trackable. You’ll need to use every source available, so Facebook’s Page Insights, paired with the metrics of a good Facebook recruiting app is the best way to go.

Every time you make an adjustment to your recruiting and employer branding strategy, make note of when you implemented the changes and check the data monthly to determine whether it was a change in the right direction. Also pay attention to promoted posts vs non-promoted posts, the hours and days your reach is at its peak, and what kind of content garners the most feedback.

This will help guide your future Facebook recruiting efforts and help you continue to strengthen your employer brand. [[http://blog.bcjobs.ca/jobcast/facebook-insights-how-metrics-can-lead-to-better-recruiting-employer-branding-and-napping/]]

————–

The solution: —————

Facebook is the future of recruiting.

Everyday more and more people turn to the social network in search of jobs, and smart employers are making sure their jobs get seen. Just follow the steps we’ve presented and you’ll join them in creating a vibrant talent community and strong employer brand with Facebook.

The only thing that can make Facebook recruiting even easier and more effective is a great recruiting app.

The Jobcast Facebook Recruiting app allows you to create a fully branded career page, engage candidates with video and imagery, and provides all the metrics you need to measure success. Jobcast is so easy to use that you can be recruiting on Facebook in as little 2 minutes.

Facebook is where candidates are looking for work. Jobcast is the simplest way to attract, engage and convert those candidates.

Try the Jobcast Facebook Recruiting app for 30 days completely free.

Just click here to start hiring now.

Entering the workforce can be daunting, but keeping everything is one of the major keys to success. There’s a lot more to becoming an efficient and appreciated part of your new company then just being a hard-worker. Unless you’re a surgeon or first-responder, you’re not saving lives at your job, so first of all calm down. Taking this attitude will go a long away to creating success for yourself. Just try relieving some of the self-imposed pressure from your work and see how things turn around. Below are some other great ways to make a lasting impact in your new position.

Learn from Criticism

You learn quickly that you can take on every piece of criticism you receive at your job. Having said this, taking note of certain constructive criticisms can help you grow as a worker. Whether in a word document or just in a notebook, a few quick notes reviewed at the end of each week is all this needs to be. As a bonus, try asking the person that criticized you to elaborate on their thoughts so you can grow even more.

Ask General and Specific Questions

This flows directly from the last point. Whether you’re receiving a compliment, criticism or just a tip, always ask for a quick explanation. This can even be done over email if the moment doesn’t feel right for a direct in-person question. If it’s your first job out of school this is even more important. Just learn and take on as many tasks as possible.

Develop the Ability to Adapt

The office environment can be a difficult one to adapt to. Whether it’s the work, politics or something else you’re struggling with, adapting to your new job can be difficult. To help in this process put out extra effort to get to know every one you work with in a business context, as well as personally. Try observing your own interactions and seeing what you can improve upon. Trust me, this will help you adapt much faster than you would otherwise.

Maintain your Personal Life

A key to being a productive worker is having a good attitude. While some people can live their lives without a personal life and still have a great attitude, most of us can’t do that. This is why maintaining an illustrious personal life is so very important. Do your best to keep up friendships and family relationships. Don’t let your work take over. On top of your friendships, try picking up an activity if you don’t already have one. Getting some energy out after a long day’s work will help you be more productive the next day.

An engaged workforce is key to creating a successful business. Through the engagement of your workforce, you’ll reap rewards through increased production, more inspired work and a much more jovial workplace environment. Engagement isn’t easy to develop. It must truly be cultivated by a leader who is truly motivated to create success and produce results. There are a number of ways in which leaders can do this, but the following three are the most important.

Inspire Genuine Connection

Connecting with your employees is the best way to spark up production and a more positive office environment. Aiming to have a genuine relationship with each and every employee in your office should always be your ultimate goal. Showing you care about your employees can come in many forms, it all depends on the employee and the situation.

Give

A lot of keeping your employees happy is about making sure they have everything they need to succeed. Making sure your employees are fully trained and prepared for their work is huge part of being a manager. However, providing them with material items isn’t enough, you also need to attend to their emotional and social needs. It’s also a great idea to have visible and achievable goals for each employee. Providing them with markers of their own success will provide them a great boost and will continue to push them to succeed and drive forward.

Acknowledge Employees

A compliment from a manager can be worth its weight in gold for an employee. Although simple, this basic acknowledgement is a strong way to encourage employees to go above and beyond their basic duties. As a manager, creating and maintaining a positive workforce is the most important part of your job. Make sure you focus on creating an environment that helps motivate and inspire your current employees.

We've all heard how important portraying a professional presence online is, however what you don't hear about is how many jobs are lost solely because of a unprofessional or weak social presence. Without any sense of exaggeration it can be said that social media is a necessity in today's job world. It's important you have profiles built-out to show off who you are, your achievements and job history. Being inactive on social media will, in many cases. jeopardize your chance at getting your dream job. Careerbuilder's great infographic demonstrates just how many employers actively look at their employees or future employees social media accounts. The numbers speak for themselves in this case. When done right, social media platforms can be a major help in getting noticed and eventually soliciting offers. While Facebook and Twitter are popular, it's important your presence doesn't end there. Being well-rounded, and at least having built-out accounts with several other sites is helpful. While there are obvious no-no's on social media, simply taking an hour or two to accurately build-out a profile is easy and beneficial. It's beneficial because it populates Search Engine Results Page's (SERP) when your name is queried, and it's easy because many sites draw off other and therefore don't force you to enter much additional information. To help job seekers better understand the role of social media in their job search, CareerBuilder.com conducted a survey last year that asked 2,303 hiring managers and human resource professionals if, how, and why they incorporate social media into their hiring process. This survey came back with results that showed direct correlation between active social media users and success in job hunts. In some cases it was that the employer got a good feel for the candidate’s personality. Others chose to hire because the profile conveyed a professional image. In some instances it was because background information supported professional qualifications, other people posted great references about the candidate, or because the profile showed that the job seeker is creative, well-rounded, or has great communication skills. A big thing that many employers look for is consistency. Listing your accomplishments and profession on Linkedin isn't good enough because some employers may only look at Facebook. Having a consistent message and imagery across your social media presence will make life easier on your potential suitors, as well as on you as you won't need to reinvent the wheel for each social media profile you build. Overall, social media isn't brain surgery. All it takes is a few focused hours and a goal in-mind. It's best that you simply sit down and map out where you'd like to go with your career and build your profiles with said goal in mind. Also, make sure you maintain a clean profile, instead of just cleaning it up when the time comes you think that they'll be analyzed. In this digital age, you just never know who is looking at your profiles when, so it's best to be safe rather than sorry. Scroll down for Careerbuilder's awesome infographic:

It seems like right now is a great to be looking for a job. Steady growth seems to be a trend that's going to continue in many industries, and U.S. unemployment rates are down below 5%. Whether you're currently unemployed looking for a job, employed looking at your options or just coming out of school, now's the time to look at something new. The job categories that grew the most this year have been Community and Social Service, which grew 14.61% and Computer and Mathematics, which grew by 14.49%. These two grew by far the most, however next up with slightly smller, yet still impressive growth numbers are Health Care Practitioners and Technicians, which grew by 9.89%, and Construction and Extraction, which grew by 9.24%. Rounding out the top 5 categories is Art, Design, Entertainment, Sports, and Media with 8.42% growth. The national average for growth is 4.47%. As far as cities are concerned, New York grew the most in all categories. They were leaders in 4 out of the 5 categories, as well as saw growth of almost 10% higher than the next best city in Computers and Mathematics. While the large centers on the east and west coasts saw tremendous growth, large growth was seen in every corner of the country. The full list, provided by ABODO, with a full breakdown of each sector is below.

Breakdown of Top Performing Cities in Each Occupation

This is a more specific breakdown of the top 10 cities in each occupation field. Categories below are:

• Arts, Design, Entertainment, Sports and Media

• Health Care Practitioners and Technical

• Construction and Extraction

• Computer and Mathematics

• Community and Social Service

Major Jobs in this Category:

• Actors

• Journalists

• Public Relations and Communications Practitioners

• Social Media Specialists

• Designers

• Musicians

• Athletes

As you can see, these type jobs are concetrated in the urban metropolitan areas. Unsurprisingly, Los Angeles leads the country. Its location quotient of 2.69 reflects the extensive infrastructure of the film and television industries. Similarly, New York City — the publishing, theater, and art capital of the United States — holds an extremely high location quotient of 1.95.This map looks like a cultural heat map of the United States, with cities like San Francisco, Seattle, Austin, and Nashville confirming their general reputations for artsy cool. One surprise on this list could be Columbus, OH, which even at the #10 spot shows a robust location quotient of 1.11. The city, home to both Ohio State and Columbus College of Art and Design, has emerged in recent years as an art and fashion mecca. In fact, Columbus employs more fashion designers than any city in the country not named Los Angeles or New York City.

Major Jobs in this Category:

• Physicians

• Surgeons

• Support Technologists

• Lab Technicians

• Dentists

• Chiropractors

• Therapists

Because of the nature of this field, the playing field is incredibly level across the board. The aspects of growth in this category could involve an aging population in those cities, or a growth in the amount of labs moving in those towns.

Major Jobs in this Category:

• Carpenters

• Plumbers

• Welders

• Heavy Machinery Operators

• Construction Workers

• Roofers

The data in this graphic shows where the biggest growth in the housing market is happening. The extensive population growth in Texas is displayed here, as well as the housing lull happening throughout the Midwest. Skewing mainly to the South and West, the booming economies of Texas, Arizona and, to a lesser extent, California are evident. Denver is seeing a large boost in it's housing market and economy, making them a diamond in the rough as far as the Midwest is concerned.

Major Jobs in this Category:

• Software Developer

• Marketing Coordinator

• Graphic Designers

• Digital Specialists

• Programmers

• Web Designers

This fast-developing industry continues to see its major growth on the West Coast. Major hubs in San Jose, San Francisco and Seattle are expected, while the spots for Denver, Boston and Columbus are slightly more unexpected. Because of the lighting fast nature of this category, the growth and decline numbers are always going to be skewed in one direction or the other.

Major Jobs in this Category:

• Social Workers

• Counselors

• Probation Officers

• Religious Officers

• Environmental Workers

• Substance Abuse Workers

Philadelphia is the leader in this category, while Boston, New York, and Detroit follow closely. While the other categories tend to lean towards more metropolitan areas, this category is more concentrated in smaller, less densely populated areas. For a more in-depth breakdown check out ADOBO full analysis.