1. SHRM Survey Findings: 2014 Economic Conditions—Recruiting and Skills Gaps October 30, 2014

2. This is Part 2 of a series of SHRM survey results about the state of jobs and skills in the current economic condition, which relates to a SHRM survey series about the ongoing impact of the U.S. and global recession from 2007 to 2012. Overall results will be reported separately in three different topic areas:  Overall financial health and hiring.  Recruiting and skills gaps.  Global competition and hiring strategies. Overall results for 2013 will also be reported separately for California.California Industry-specific results for the nine industries that were included in the sample will also be reported for each question throughout the report. The nine industries are:  Accommodation and food services, retail/wholesale trade.  Construction, mining, quarrying, and oil and gas extraction.  Educational services.  Finance, insurance, real estate and rental and leasing.  Government agencies.  Health care and social assistance.  High-tech.  Manufacturing.  Professional, scientific, and technical services. Economic Conditions—Recruiting Skills Gaps ©SHRM 20142 Introduction

3. Is recruiting for specific jobs difficult in the current labor market? One-half (50%) of organizations indicated that they have had difficulty recruiting for full-time regular positions in the past 12 months.  Three-fifths (60%) of organizations in the manufacturing industry indicated the same, followed by the health care and social assistance industry (56%), high-tech industry (56%), and professional, scientific, and technical assistance industry (56%). Why are organizations experiencing difficulty hiring qualified candidates? The top reasons organizations have experienced difficulty in hiring for full- time regular positions were that candidates lack the needed work experience (50%) and the right technical skills (50%) as well as competition from other employers (50%).  More than three-quarters (77%) of organizations in the high-tech industry indicated their candidates did not have the right technical skills. Close to two-thirds (64%) of organizations in the high-tech industry were also concerned about competition from other employers. What types of jobs are the most difficult to fill? Although difficulty in filling specific jobs varied by industry, the top five most difficult positions to fill overall were highly skilled positions: engineers (72%), high- skilled medical (e.g., nurses, doctors, specialists) (69%), IT/computer specialists (69%), scientists (67%), and managers and executives (65%)— similar to results in 2012 and 2011. Economic Conditions—Recruiting Skills Gaps ©SHRM 20143 Key Findings

4. What basic skills/knowledge gaps do job applicants typically have? Basic computer skills (31%), writing in English (26%), English language (spoken) (17%), reading comprehension (16%) and mathematics (computation) (15%) were the most common skills gaps.  About two-fifths (42%) of organizations indicated there were no basic skills/knowledge gaps for their job applicants.  Almost one-half (46%) of organizations in the health care and social assistance industry indicated that their job applicants lacked basic computer skills; close to one-third of organizations in government agencies and the health care and social assistance industry reported that their job applicants had gaps in writing in English (32% and 31%, respectively). What applied skills gaps do job applicants typically have? The top four applied skills gaps were critical thinking/problem-solving (40%), professionalism/work ethic (38%), leadership (34%) and written communications (27%).  One-fifth (20%) of organizations indicated no applied skills gaps exist for their job applicants.  More than one-half of organizations in the health care and social assistance industry indicated that their job applicants lack critical thinking/problem-solving skills and professionalism/work ethic (54% and 53%, respectively). Close to one-half (47%) of organizations in the accommodation and food services, retail/wholesale trade industry also indicated that their job applicants lack professionalism/work ethic. Economic Conditions—Recruiting Skills Gaps ©SHRM 20144 Key Findings (continued)

5. Despite recent gains in the U.S. labor market, millions of positions are still going unfilled and, consequently, impeding the growth of some employers. In July 2014, there were 4.7 million job openings in the United States, up nearly 800,000 from the beginning of 2014, according to federal data. Many economists and labor market observers cite weak economic demand as the cause of limited job creation in some sectors. But with millions of people seeking work and so many jobs going unfilled, it is clear that a skills mismatch exists between some job seekers and open positions, and this is also inhibiting widespread job growth in the U.S. economy. Knowing that a skills mismatch may prevent jobs from being filled, a multipronged approach is needed to close this gap. HR professionals should explore training opportunities for their employees and potential partnerships with local educational institutions, which can involve creating curricula in line with the skills needed at their organizations. Government job training programs are also active in many communities, and HR professionals should be aware of these as a means of supporting their recruiting efforts. Even though many organizations are pursuing partnerships with educational bodies to develop training programs, on-the-job training led mainly by the employers themselves is still a vital part of employee and organizational development. HR professionals and their employers should not blame recruiting difficulty solely on this skills mismatch. There are other reasons why jobs are going unfilled; half of respondents in this survey cited competition from other employers, and more than one-third said their candidates turned down the compensation offer. That suggests that hiring is becoming more competitive in some sectors, and HR professionals should consider creative compensation packages that include market-rate salaries and perhaps some form of flexible benefits, which are considered attractive by many workers. Economic Conditions—Recruiting Skills Gaps ©SHRM 20145 What Do These Findings Mean for the HR Profession?

6. Percentage of Organizations Having Difficulty Recruiting for Full-Time Regular Positions in the Last 12 Months Economic Conditions—Recruiting Skills Gaps ©SHRM 20146 Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time staff were asked this question.

7. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 20147 Note: n = 1,417. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were having difficulty hiring for full-time positions were asked this question.

8. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (All Industries, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 20148 Note: n = 1,417. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were having difficulty hiring for full-time positions were asked this question.

9. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 20149 Note: Only statistically significant differences are shown. Comparison by organization staff size Organizations with 500 or more employees were more likely than organizations with 1 to 99 employees to indicate that qualified candidates rejecting the compensation package is the main reason for difficulty in hiring. Organizations with 500 or more employees were more likely than organizations with 1 to 99 employees to indicate that competition from other employers is the main reason for difficulty in hiring. Organizations with 2,500 or more employees were more likely than organizations with 100 to 499 employees to indicate that competition from other employers is the main reason for difficulty in hiring.

10. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201410 Note: Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were hiring full-time staff were asked this question. Candidates Do Not Have the Right Technical Skills Competition from Other Employers Candidates Do Not Have the Needed Work Experience Low Number of Applicants The Local Market Is Not Producing Enough Work-Ready/ Qualified Job Candidates Candidates Do Not Have the Right Professiona l Skills Qualified Candidates Reject Compensatio n Package All industries (n = 1,417) 50% 43%40%39%37% Accommodation and food services, retail/wholesale trade (n = 127) 32%51%46%40%38%39%41% Construction, mining, quarrying, and oil and gas extraction (n = 159) 60%49%52%48%42%34%27% Educational services (n = 109) 27%52%43%44%31%35%50% Finance, insurance, real estate and rental and leasing (n = 135) 42%48%58%41%35%46%33% Government agencies (n = 180) 48%51%43%38%33%38%47% Health care and social assistance (n = 165) 41%50% 48%39% 34% High-tech (n = 81)77%64%48%44%32%38%48% Manufacturing (n = 213)61%43%50%41%51%37%29% Professional, scientific, and technical services (n = 210) 63%52%55%43%42%46%37%

11. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (by Industry, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201411 Note: Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were hiring full-time staff were asked this question. Candidates Do Not Have the Needed Credentials/ Certificatio ns Candidates Do Not Have the Right Workplace (Soft) Skills Qualified Candidates Are Not Interested in Moving to Our Local Area Candidates Do Not Have the Right Basic Skills Candidates Do Not Have the Needed Training Lack of Interest in Type of Job All industries (n = 1,417)29%27%26%22%16% Accommodation and food services, retail/wholesale trade (n = 127) 10%35%25%31%9%28% Construction, mining, quarrying, and oil and gas extraction (n = 159) 26%21%32%25%14%16% Educational services (n = 109) 40%27%26%20%15%12% Finance, insurance, real estate and rental and leasing (n = 135) 27%29%22%23%14%13% Government agencies (n = 180) 38%26%24%22%24%16% Health care and social assistance (n = 165) 44%20%24%18%24%12% High-tech (n = 81)30%21% 10%16%7% Manufacturing (n = 213)20%26%35%25%14%21% Professional, scientific, and technical services (n = 210) 29%33%23%22%12%10%

12. Main Reasons That Organizations Have Experienced Difficulty in Hiring for Full-Time Regular Positions (by Industry, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201412 Note: Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were hiring full-time staff were asked this question. Candidates Are Overqualifie d Candidates Do Not Have High Enough Levels of Education Qualified Candidates Are Not Able to Move to Our Local Area (due to Mortgage or Other Issues) Our Organization Does Not Provide Relocation Funds Qualified Candidates Reject Benefits Package Other All industries (n = 1,417)15% 12%11%8%7% Accommodation and food services, retail/wholesale trade (n = 127) 24%6%17%13%11%8% Construction, mining, quarrying, and oil and gas extraction (n = 159) 14%12%9%8% 6% Educational services (n = 109) 14%26%7%11%10%7% Finance, insurance, real estate and rental and leasing (n = 135) 25%11%8%7%10%7% Government agencies (n = 180) 12%21%14%18%6%10% Health care and social assistance (n = 165) 5%24%8%10%11%8% High-tech (n = 81)12%6%15%9%10%7% Manufacturing (n = 213)15%14% 9%5% Professional, scientific, and technical services (n = 210) 15%10%12%11%5%7%

13. Organizations That Indicated Difficulty in Filling the Following Job Categories for Full-Time Regular Positions (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201413 Note: n = 195 - 1,721. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were hiring full-time staff were asked this question. Figure represents those who answered “very difficult” and “somewhat difficult.”

14. Organizations That Indicated Difficulty in Filling the Following Job Categories for Full-Time Regular Positions (All Industries, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201414 Note: n = 195-1,721. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Only respondents whose organizations were hiring full-time staff were asked this question. Figure represents those who answered “very difficult” and “somewhat difficult”.

15. Organizations That Indicated Difficulty in Filling the Following Job Categories for Full-Time Regular Positions (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201415 Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time staff for the particular job category were asked this question. Percentages represent those who answered “very difficult” and “somewhat difficult.” Percentages do not equal 100% due to multiple response options. “-” percentage cannot be reported due to small sample size (n < 30). Engineers High- Skilled Medical IT/Comput er Specialis ts Scientists Managers and Executives High-Skilled Technicians Skilled Trades All industries (n = 195 - 1,721) 72%69% 67%65%63%55% Accommodation and food services, retail/wholesale trade (n = 44 - 153) --74%-59%- Construction, mining, quarrying, and oil and gas extraction (n = 30 - 178) 67% 64%-68%56%62% Educational services (n = 36 - 330) -54%61%-51%-32% Finance, insurance, real estate and rental and leasing (n = 31 - 260) --79%-69%-- Government agencies (n = 53 - 316) 61%74%63%-55%62%44% Health care and social assistance (n = 32 - 220) -69%64%-72%62%34% High-tech (n = 32 - 97)77%-76%-78%72%- Manufacturing (n = 33 - 217) 77%-73%68%77%68%78% Professional, scientific, and technical services (n = 45 - 212) 75%-71%63%67%64%-

16. Organizations That Indicated Difficulty in Filling the Following Job Categories for Full-Time Regular Positions (by Industry, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201416 Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time staff for the particular job category were asked this question. Percentages represent those who answered “very difficult” and “somewhat difficult.” Percentages do not equal 100% due to multiple response options. “-” percentage cannot be reported due to small sample size (n < 30). Sales Representati ves Lawyers, Judges and Legal Support Workers Community and Social Service Workers HR Professiona ls Educator s Accounting and Finance Professional s Drivers All industries (n = 195 - 1,721) 54%48%46%45%42%35%34% Accommodation and food services, retail/wholesale trade (n = 44 - 153) 54%--52%-35%43% Construction, mining, quarrying, and oil and gas extraction (n = 30 - 178) 50%--51%-31%38% Educational services (n = 36 - 330) --39%37%42%25%42% Finance, insurance, real estate and rental and leasing (n = 31 - 260) 51%61%-43%-45%- Government agencies (n = 53 - 316) -44%42%44% 33%25% Health care and social assistance (n = 32 - 220) --53%46%-39%15% High-tech (n = 32 - 97)58%--40%-27%- Manufacturing (n = 33 - 217) 54%--44%-36%48% Professional, scientific, and technical services (n = 45 - 212) 63%56%-47%-40%-

17. Organizations That Indicated Difficulty in Filling the Following Job Categories for Full-Time Regular Positions (by Industry, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201417 Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time staff for the particular job category were asked this question. Percentages represent those who answered “very difficult” and “somewhat difficult.” Percentages do not equal 100% due to multiple response options. “-” percentage cannot be reported due to small sample size (n < 30). Production Operators Protective Service Workers Hourly Laborers Customer Service Representativ es Hourly Service Workers Administrati ve Support Staff All industries (n = 195 - 1,721) 34%30%22% 21%14% Accommodation and food services, retail/wholesale trade (n = 44 - 153) --30%21%29%13% Construction, mining, quarrying, and oil and gas extraction (n = 30 - 178) 40%-26%23%-10% Educational services (n = 36 - 330) -32%8%12%14%9% Finance, insurance, real estate and rental and leasing (n = 31 - 260) ---27%-20% Government agencies (n = 53 - 316) -31%16%11%15%12% Health care and social assistance (n = 32 - 220) --19%17%20%15% High-tech (n = 32 - 97)---36%-6% Manufacturing (n = 33 - 217) 35%-26% -14% Professional, scientific, and technical services (n = 45 - 212) ---30%-20%

18. Basic Skills/Knowledge Gaps Job Applicants Had in the Last 12 Months (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201418 Note: n = 2,441. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options.

19. Basic Skills/Knowledge Gaps Job Applicants Had in the Last 12 Months (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201419 Note: Respondents who answered "don't know" were excluded from this analysis. Percentages may not equal 100% due to multiple response options. None Basic Compute r Skills Writing in English (Grammar, Spelling, etc.) English Language (Spoken) Reading Comprehensio n in English Mathematic s (Computati on) Spanish Languag e Scienc e Foreign Language s (Except Spanish) Other All industries (n = 2,441) 42%31%26%17%16%15%7%6%4%2% Accommodation and food services, retail/wholesale trade (n = 252) 34%35%24% 17%16%10%1%6%1% Construction, mining, quarrying, and oil and gas extraction (n = 237) 42%30%22%17%14%11%7%5% 3% Educational services (n = 254) 42%28% 17%12%15%11%8%6%2% Finance, insurance, real estate and rental and leasing (n = 203) 43%33%30%14%12%11%9%1%3%2% Government agencies (n = 406) 43%34%32%13%14%17%5%6%2%3% Health care and social assistance (n = 254) 34%46%31%19%22%8%9%5%3%1% High-tech (n = 107)54%16%20%19%10%14%4%10%7%3% Manufacturing (n = 326) 41%28%17% 21%29%4%8%1%3% Professional, scientific, and technical services (n = 329) 51%20%23%16%12%9%6%10%3%

20. Applied Skills Gaps Job Applicants Had in the Last 12 Months (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201420 Note: n = 2,583. Respondents who answered “don't know” were excluded from this analysis. Percentages do not equal 100% due to multiple response options. *ITC stands for Information and Communications Technology.

21. Applied Skills Gaps Job Applicants Had in the Last 12 Months (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201421 Note: Respondents who answered "don't know" were excluded from this analysis. Percentages do not equal 100% due to multiple response options. None Critical Thinking/ Problem- Solving Professional ism/Work Ethic Leadershi p Written Communication s Teamwork/ Collaborat ion Oral Communication s All industries (n = 2,583) 20%40%38%34%27%25%22% Accommodation and food services, retail/wholesale trade (n = 258) 14%45%47%37%29%26%25% Construction, mining, quarrying, and oil and gas extraction (n = 256) 22%32%31%34%24%28%20% Educational services (n = 256) 25%30%29%32%25%21%17% Finance, insurance, real estate and rental and leasing (n = 220) 18%42%40%32%30%20%21% Government agencies (n = 423) 23%40%36%30%34%26% Health care and social assistance (n = 277) 9%54%53%39%29%34%24% High-tech (n = 117)25%32%28%35%15%19%20% Manufacturing (n = 340)21%40%38%35%22%29%19% Professional, scientific, and technical services (n = 361) 25%39%34%30%25%22%

22. Applied Skills Gaps Job Applicants Had in the Last 12 Months (by Industry, continued) Economic Conditions—Recruiting Skills Gaps ©SHRM 201422 Note: Respondents who answered "don't know" were excluded from this analysis. Percentages do not equal 100% due to multiple response options. Application of Information and Communications Technology (ITC) Creativity/ Innovation Lifelong Learning/Se lf- Direction Ethics/Soci al Responsibil ity Diversi ty Other All industries (n = 2,583)20%14%13% 12%3% Accommodation and food services, retail/wholesale trade (n = 258) 19%17%16%14%12%3% Construction, mining, quarrying, and oil and gas extraction (n = 256) 16%9%13%16%12%4% Educational services (n = 256) 22%13%10%7%18%3% Finance, insurance, real estate and rental and leasing (n = 220) 16%9%14%12%9%3% Government agencies (n = 423) 24%14%17%16%14%2% Health care and social assistance (n = 277) 28%12%11%17%16%4% High-tech (n = 117)14%21%13%6%3%2% Manufacturing (n = 340)12%17%13%11% 4% Professional, scientific, and technical services (n = 361) 20%16%12%8%10%3%

23. Economic Conditions—Recruiting Skills Gaps ©SHRM 201423 Demographics

24. Demographics: Organization Industry Economic Conditions—Recruiting Skills Gaps ©SHRM 201424 Note: n = 3,335. Percentages do not equal 100% due to rounding. Percentage Accommodation and food services, retail/wholesale trade10% Construction, mining, quarrying, and oil and gas extraction10% Educational services11% Finance, insurance, real estate and rental and leasing9% Government agencies16% Health care and social assistance10% High-tech5% Manufacturing12% Professional, scientific, and technical services14% Other industry3%

25. Demographics: Organization Sector (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201425 n = 3,335

26. Demographics: Organization Sector (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201426 Note: Percentages may not equal 100% due to rounding. Privately Owned For-Profit Government Publicly Owned For-Profit Nonprofit All industries (n = 3,335)45%20% 15% Accommodation and food services, retail/wholesale trade (n = 330) 63%0%36%2% Construction, mining, quarrying, and oil and gas extraction (n = 336) 71%0%28%1% Educational services (n = 367)9%39%4%48% Finance, insurance, real estate and rental and leasing (n = 307) 56%0%24%19% Government agencies (n = 537)0%100%0% Health care and social assistance (n = 349) 32%0%9%59% High-tech (n = 156)54%0%44%2% Manufacturing (n = 404)63%0%36%1% Professional, scientific, and technical services (n = 458) 76%0%19%5% Other industry (n = 91)57%0%22%21%

27. Demographics: Region (all Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201427 n = 3,022

28. Demographics: Region (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201428 Note: Percentages may not equal 100% due to rounding. SouthWestMidwestNortheast All industries (n = 3,022)39%23%22%16% Accommodation and food services, retail/wholesale trade (n = 287) 37%29%20%14% Construction, mining, quarrying, and oil and gas extraction (n = 304) 44%25%18%13% Educational services (n = 330)36%18%26%20% Finance, insurance, real estate and rental and leasing (n = 279) 33%19%25%23% Government agencies (n = 494)48%24%21%6% Health care and social assistance (n = 323) 37%22%23%18% High-tech (n = 142)30%36%12%23% Manufacturing (n = 365)36%16%33%16% Professional, scientific, and technical services (n = 418) 42%24%17% Other industry (n = 80)39%23%16%23%

29. Demographics: Organization Staff Size (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201429 Note: n = 2,945. Percentages do not equal 10% due to rounding.

30. Demographics: Organization Staff Size (by Industry) Economic Conditions—Recruiting Skills Gaps ©SHRM 201430 Note: Percentages may not equal 100% due to rounding. 1 to 99 Employees 100 to 499 Employees 500 to 2,499 Employees 2,500 to 24,999 Employees 25,000 or More Employees All industries (n = 2,945)21%31%22%20%7% Accommodation and food services, retail/wholesale trade (n = 278) 14%27%17%19%24% Construction, mining, quarrying, and oil and gas extraction (n = 301) 23%33%20% 3% Educational services (n = 318) 10%29%32%25%3% Finance, insurance, real estate and rental and leasing (n = 279) 29%31%20%14%6% Government agencies (n = 470) 13%32%30%21%4% Health care and social assistance (n = 314) 15%29%23%24%9% High-tech (n = 143)27% 16%21%9% Manufacturing (n = 355)17%32%22%23%6% Professional, scientific, and technical services (n = 409) 40%32%11%13%5% Other industry (n = 78)23%36%17% 8%

31. n = 3,092 Demographics: Other (All Industries) Economic Conditions—Recruiting Skills Gaps ©SHRM 201431 U.S.-based operations only 71% Multinational operations 29% Single-unit organization: An organization in which the location and the organization are one and the same. 31% Multi-unit organization: An organization that has more than one location. 69% Multi-unit headquarters determines HR policies and practices 48% Each work location determines HR policies and practices 3% A combination of both the work location and the multi-unit headquarters determines HR policies and practices 49% Is your organization a single-unit organization or a multi-unit organization? For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both? Does your organization have U.S.-based operations (business units) only, or does it operate multinationally? n = 3,116 n = 2,223

32. 32 SHRM Survey Findings Response rate = 13% 3,335 HR professionals participated in this survey from a randomly selected sample of SHRM’s membership from nine different industries:  Accommodation and food services, retail/wholesale trade.  Construction, mining, quarrying, and oil and gas extraction.  Educational services.  Finance, insurance, real estate and rental and leasing.  Government agencies.  Health care and social assistance.  High-tech.  Manufacturing.  Professional, scientific, and technical services. Margin of error +/-2% Survey fielded December 16, 2013 – January 16, 2014 Survey Methodology Economic Conditions—Recruiting Skills Gaps ©SHRM 2014

33. SHRM Leading Indicators of National Employment (LINE)  http://www.shrm.org/research/monthlyemploymentindices/line/pages/defau lt.aspx http://www.shrm.org/research/monthlyemploymentindices/line/pages/defau lt.aspx SHRM Jobs Outlook Survey (JOS)  http://www.shrm.org/research/monthlyemploymentindices/lmo/pages/defaul t.aspx http://www.shrm.org/research/monthlyemploymentindices/lmo/pages/defaul t.aspx SHRM Metro Economic Outlooks  http://www.shrm.org/research/monthlyemploymentindices/pages/metroecono micoutlooks.aspx http://www.shrm.org/research/monthlyemploymentindices/pages/metroecono micoutlooks.aspx SHRM’s Workforce Readiness Resource Page  http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/wo rkforcereadiness.aspx http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/wo rkforcereadiness.aspx SHRM Foundation: What’s Next: Future Global Trends Affecting Your Organization, Evolution of Work and the Worker  http://www.shrm.org/about/foundation/shapingthefuture/documents/2- 14%20theme%201%20paper-final%20for%20web.pdf http://www.shrm.org/about/foundation/shapingthefuture/documents/2- 14%20theme%201%20paper-final%20for%20web.pdf Economic Conditions—Recruiting Skills Gaps ©SHRM 201433 Additional SHRM Resources

34. For more survey/poll findings, visit shrm.org/surveysshrm.org/surveys For more information about SHRM’s Customized Research Services, visit shrm.org/customizedresearchshrm.org/customizedresearch Follow us on Twitter @SHRM_Research@SHRM_Research Economic Conditions—Recruiting Skills Gaps ©SHRM 201434 About SHRM Research Project lead: Tanya Mulvey, researcher, SHRM Research Project contributors: Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research Evren Esen, director, Survey Programs, SHRM Research Yan Dong, Survey Research Center, SHRM Research Christina Lee, researcher, SHRM Research Qikun Niu, intern, SHRM Research Jennifer Schramm, manager, Workplace Trends and Forecasting, SHRM Research Joseph Coombs, senior analyst, Workforce Trends, SHRM Research Copy editor: Katya Scanlan, SHRM Knowledge Center

35. Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.shrm.org Economic Conditions—Recruiting Skills Gaps ©SHRM 201435 About SHRM