Shrm economic-conditions-financial-health-hiring

SHRM Survey Findings: 2014 Economic Conditions—
Overall Financial Health and Hiring
October 30, 2014

• This is Part 1 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.
• 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—Overall Financial Health and Hiring ©SHRM 2014 2
Introduction

• How is the overall financial health of organizations? The majority (80%) of organizations
reported their financial health as being “excellent” or “good.” When asked about the change in
overall financial health compared to 12 months ago, more than one-half (57%) of organizations
reported having significant or mild improvement, an increase from 51% in 2012 and 42% in 2011.
» Larger organizations (with 25,000 or more employees) reported better overall financial health
compared to smaller organizations (with 1 to 24,999 employees).
» More than two-fifths (44%) of organizations in the accommodation and food services,
retail/wholesale trade industry; and the finance, insurance, real estates and rental and leasing
industry reported excellent overall financial health, whereas less than one-fifths (17%) of
organizations in the educational services industry and government agencies reported
excellent overall financial health.
• What percentage of regular full-time staff have organizations lost in the last 12 months?
Close to one-third (31%) of organizations had not lost any staff in the past year, and two-fifths
(40%) reported having lost up to 5% of employees.
» Smaller organizations were more likely to have no staff losses compared with larger
organizations.
» All industries fared better than the high-tech industry (15%) in terms of losing no employees in
the last 12 months.
Key Findings

Key Findings (continued)
• Regardless of the status of their current financial health, what actions have organizations taken
as a result of financial challenges in the last 12 months? About one-quarter of organizations have
implemented budget cuts (27%) and laid off employees (25%). However, two-fifths (40%) of
organizations reported they have taken no cost-saving measures in the past year.
» Organizations in the educational services and government agencies industries were more likely
to have implemented budget cuts in the past year (37% and 35%, respectively).
• Regardless of the status of their current financial health, what actions have organizations taken
as a result of financial stability or growth in the last 12 months? Two-fifths (39%) of organizations
have increased salaries, and one-third (33%) have provided bonuses in the past year. One-third (32%)
of organizations have taken no actions that would increase costs to the organization.
» The professional, scientific and technical services industry was more likely than other industries
to have increased salaries (47%) or provided bonuses (48%) in the past year.

• Have organizations been hiring? The majority (96%) of organizations hired full-time regular
employees, and two-thirds (67%) hired part-time regular employees in the past 12 months. More than
one-half of organizations also hired contract/temporary positions (62% for full-time, 52% for part-time,
respectively).
» The high-tech industry had the highest percentage of organizations hiring for full-time
contract/temporary positions (82%), and the educational services industry was the highest for
hiring part-time contract/temporary positions (73%).
» When making decisions to hire full-time regular positions, maintaining normal business
operations was reported as the most important factor (79% reported extremely/very important),
followed by organizational growth (68%) and changes in business strategy (55%).
• For which full-time job categories are organizations hiring? Administrative support staff (60%),
accounting and finance professionals (53%), managers and executives (49%), IT/computer specialists
(42%), and HR professionals (38%) are among the top full-time job categories organizations have
hired in the last 12 months.

• Are organizations creating new positions or replacing jobs lost? Of those organizations hiring,
the majority (82%) has hired direct replacements of jobs lost, whereas 61% hired for completely
new positions and 42% for replacements with new duties.
» Larger organizations were more likely than smaller organizations to have hired direct
replacements or replacements with new duties in the last 12 months.
» Organizations in the high-tech industry and the professional, scientific and technical services
industry were more likely to have hired completely new positions in the last 12 months.
» When asked about changes in the types of positions hired, two-thirds (66%) of organizations
indicated that hiring for completely new full-time regular positions has increased in the last 12
months.
» Smaller organizations (with 1 to 499 employees) were more likely than larger organizations
(with 500 or more employees) to report increased hiring for completely new positions.

• Have any of the full-time regular positions required new skills? Of those organizations hiring,
about one-half (48%) indicated that new skills were required for full-time regular positions they have
hired in the last 12 months.
» Close to three-quarters (72%) of organizations in the high-tech industry reported requiring
new skills for full-time regular positions they have hired.
» Top reasons that those positions require new skills were growth of organization (56%),
changing technology (51%) and organizations were developing or offering new products.
• Is it difficult to find qualified individuals for full-time regular positions requiring new skills?
Two-thirds (66%) of organizations reported it was somewhat or very difficult to recruit for full-time
regular positions that require new skills in the last 12 months, a slight increase from 63% in 2012
and 2011.
» The high-tech industry reported the highest percentage (77%) of difficulty in finding qualified
individuals for full-time regular positions that require new skills.

What Do These Findings Mean for the HR Profession?
• After a lengthy recession that saw the loss of more than eight million jobs, the U.S. economy is
clearly in recovery, albeit in a tempered period of growth. Four-fifths of respondents to this survey
reported that their organization is either in “excellent” or “good” financial health, an extremely
positive indicator for the economy’s current expansion.
• Despite improved conditions, many employers and sectors of the economy are still struggling.
Certain industries, such as high-tech, are seeing increased demand for their services, but others—
particularly government entities—continue to face budget deficits. And although hiring has improved
in the U.S. labor market overall, some employers have still been forced to cut staff to make ends
meet. One quarter of respondents to this survey laid off workers in response to financial difficulties
during the past 12 months.
• Despite recent job gains, 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. With millions of
people seeking work, it is clear that many jobs are not being filled due to a skills mismatch between
job seekers and open positions. Two-thirds of respondents to this survey indicated that they were
having difficulty hiring for their full-time openings.

Organizations’ Overall Financial Health
Note: Respondents who answered "don't know" were excluded from this analysis. Percentages may not equal 100% due to rounding.
30%
44%
44%
37%
34%
34%
27%
19%
17%
17%
50%
45%
43%
48%
50%
49%
52%
59%
53%
50%
16%
10%
9%
13%
13%
13%
16%
17%
25%
27%
4%
2%
4%
2%
3%
4%
5%
6%
5%
6%
All industries (n = 3,255)
Accommodation and food services, retail/
wholesale trade (n = 321)
Finance, insurance, real estate and rental
and leasing (n = 302)
Manufacturing (n = 399)
Construction, mining, quarrying, and oil and
gas extraction (n = 331)
Professional, scientific, and technical
Services (n = 449)
High-tech (n = 153)
Health care and social assistance (n = 341)
Educational services (n = 357)
Government agencies (n = 514)
Excellent Good Fair Poor

Organizations’ Overall Financial Health—Excellent
• Organizations with 25,000 or more employees were more likely than organizations with 1 to 24,999 employees to
Comparison by organization staff size
rate their current overall financial health as “excellent.”
26%
30%
Note: Only statistically significant differences are shown.
28%
30%
44%
1 to 99 100 to 499 500 to 2,499 2,500 to 24,999 25,000 or more

Organizations’ Change in Overall Financial Health
Compared to 12 Months Ago (All Industries)
Significant
improvement
13%
13%
9%
7%
44%
38%
33%
35%
22%
22%
24%
25%
17%
20%
26%
24%
4%
7%
8%
9%
2013 (n = 3,140)
2012 (n = 3,362)
2011 (n = 2,277)
2010 (n = 2,333)
Mild
improvement
No
change
Mild
decline
Significant
decline

Organizations’ Change in Overall Financial Health
Compared to 12 Months Ago (by Industry)
Significant
Improvement
Mild
Improvement
No
Change
Mild
Decline
Significant
Decline
All industries (n = 3,140) 13% 44% 22% 17% 4%
Finance, insurance, real estate and
rental and leasing (n = 288)
20% 47% 19% 10% 3%
Accommodation and food services,
retail/wholesale trade (n = 309)
17% 53% 19% 10% 1%
Construction, mining, quarrying, and
oil and gas extraction (n = 318)
16% 47% 16% 17% 4%
Manufacturing (n = 388) 15% 47% 21% 15% 2%
High-tech (n = 150) 15% 47% 15% 19% 4%
services (n = 434)
14% 43% 20% 17% 6%
Health care and social assistance
(n = 324)
12% 33% 21% 26% 7%
Educational services (n = 346) 6% 37% 35% 19% 3%
Government agencies (n = 500) 6% 44% 30% 16% 5%

Organizations’ Loss of Regular Full-Time Workforce in the Last 12
Months due to Layoffs, Attrition, Restructuring, etc. (All Industries)
31%
40%
16%
9%
4%
1%
49%
33%
10%
5%
2%
1%
0% of staff
1% to 5% of staff
6% to 10% of staff
11% to 20% of staff
21% to 50% of staff
More than 50% of staff
2013 (n = 3,141)
2012 (n = 3,277)

Months due to Layoffs, Attrition, Restructuring, etc. (All Industries)
• Organizations with 1 to 99 employees were more likely than organizations with 100 or more employees to have
encountered 0% staff loss in the last 12 months. Organizations with 100 to 2,499 employees were more likely
than organizations with 2,500 or more employees to have encountered 0% staff loss in the last 12 months.
45%
34%
28%
20%
15%
1 to 99 100 to 499 500 to 2,499 2,500 to 24,999 25,000 or more
Number of employees

Months due to Layoffs, Attrition, Restructuring, etc. (by Industry)
0%
of Staff
1% to 5%
of Staff
6% to 10%
of Staff
11% to 20%
of Staff
21% to 50%
of Staff
More Than
50% of Staff
All industries (n = 3,141) 31% 40% 16% 9% 4% 1%
33% 39% 12% 9% 6% 1%
22% 38% 22% 13% 4% 1%
Educational services (n = 337) 34% 47% 11% 5% 2% 1%
Finance, insurance, real estate
and rental and leasing (n = 284)
33% 38% 15% 9% 4% 1%
Government agencies (n = 505) 35% 39% 15% 9% 1% <1%
(n = 321)
31% 48% 11% 6% 4% 1%
High-tech (n = 150) 15% 37% 27% 16% 5% 1%
Manufacturing (n = 392) 32% 42% 14% 8% 4% 1%
services (n = 440)
31% 31% 19% 11% 7% 1%

Actions Organizations Have Taken as a Result of Financial
Challenges in the Last 12 Months (All Industries)
27%
25%
19%
16%
15%
13%
11%
11%
6%
4%
3%
4%
None
Implemented budget cuts
Laid off employees
Had a hiring freeze
Eliminated or reduced overtime
Frozen/reduced salaries, raises or bonuses
Cut temporary staff
Reduced benefits or increased employee contribution
Reduced employee hours
Offered early retirement or retirement incentive
Furloughed employees because of the government shutdown
Furloughed employees, unrelated to the government shutdown
Other cuts
Note: n = 3,211. Respondents who answered "don't know" were excluded from this analysis. Percentages do not equal 100% due to multiple response
options.
40%

Challenges in the Last 12 Months (All Industries)
• Organizations with 1 to 499 employees were more likely than organizations with 500 or more employees to
have taken NO actions as a result of financial challenges. Organizations with 500 to 2,499 employees were
more likely than organizations with 2,500 or more employees to have taken NO actions as a result of financial
challenges.
52%
48%
37%
27%
19%
1 to 99 100 to 499 500 to 2,499 2,500 to 24,999 25,000 or more
Number of employees

Challenges in the Last 12 Months (by Industry)
Note: Respondents who answered "don't know" were excluded from this analysis. Percentages do not equal 100% due to multiple response options.
None
Implemented
Budget Cuts
Laid Off
Employees
Had a Hiring
Freeze
Eliminated
or Reduced
Overtime
Frozen/Reduced
Salaries, Raises
or Bonuses
Cut
Temporar
y Staff
All industries (n = 3,211) 40% 27% 25% 19% 16% 15% 13%
44% 21% 16% 15% 21% 8% 12%
43% 20% 37% 19% 11% 11% 14%
Educational services (n = 345) 31% 37% 22% 17% 13% 18% 12%
53% 20% 21% 11% 9% 9% 9%
Government agencies (n = 520) 33% 35% 13% 24% 17% 27% 13%
(n = 337)
30% 33% 29% 20% 29% 19% 14%
High-tech (n = 152) 40% 28% 38% 32% 11% 11% 19%
Manufacturing (n = 396) 44% 22% 28% 21% 20% 8% 19%
services (n = 438)
45% 23% 31% 17% 8% 13% 12%

Challenges in the Last 12 Months (by Industry, continued)
Reduced
Benefits or
Increased
Employee
Contribution
Reduced
Employee
Hours
Offered Early
Retirement or
Retirement
Incentive
Furloughed
Employees
Because of
the
Government
Shutdown
Furloughed
Employees,
Unrelated to
the
Government
Shutdown
Other Cuts
All industries (n = 3,211) 11% 11% 6% 4% 3% 4%
9% 22% 2% 1% 1% 4%
9% 9% 6% 3% 5% 3%
11% 3% 3% 0% <1% 3%
Government agencies (n = 520) 11% 7% 11% 9% 5% 5%
(n = 337)
16% 24% 5% 1% 2% 4%
High-tech (n = 152) 8% 6% 6% 3% 5% 2%
Manufacturing (n = 396) 9% 7% 5% 1% 4% 4%
services (n = 438)
14% 7% 4% 8% 4% 4%

Stability or Growth in the Last 12 Months (All Industries)
32%
39%
33%
23%
11%
10%
10%
9%
3%
1%
3%
Note: n = 3,095. Respondents who answered "don't know" were excluded from this analysis. Percentages do not equal 100% due to multiple response
options.
None
Increased salaries
Provided bonuses
Filled positions that were lost
(e.g., due to layoffs, attrition, restructuring)
Improved benefits package
Increased budgets
Allowed for increased employee hours
(e.g., back to normal hours or allowing overtime)
Ended hiring freeze
Ended furlough
Provided back-pay for furloughed employees
Other improvements

Stability or Growth in the Last 12 Months(by Industry)
None
Increased
Salaries
Provided
Bonuses
Filled
Positions
That Were
Lost
Improved
Benefits
Package
Increased
Budgets
All industries (n = 3,095) 32% 39% 33% 23% 11% 10%
34% 38% 39% 20% 16% 14%
30% 36% 42% 27% 13% 11%
29% 41% 46% 19% 15% 11%
Government agencies (n = 489) 33% 36% 9% 27% 4% 8%
(n = 321)
40% 33% 26% 15% 9% 7%
High-tech (n = 147) 28% 43% 43% 33% 13% 15%
Manufacturing (n = 383) 28% 44% 43% 23% 10% 9%
Professional, scientific, and
technical services (n = 423)
26% 47% 48% 24% 13% 12%

Actions Organizations Have Taken as a Result of Financial Stability or
Growth in the Last 12 Months(by Industry, continued)
Allowed for
Increased
Employee
Hours
Ended Hiring
Freeze
Ended
Furlough
Provided
Back-Pay for
Furloughed
Employees
Other
Improvements
All industries (n = 3,095) 10% 9% 3% 1% 3%
14% 10% <1% 0% 2%
13% 8% 2% <1% 2%
7% 6% 0% 0% 3%
8% 8% <1% 0% 2%
(n = 321)
High-tech (n = 147) 8% 13% 5% 1% 5%
Manufacturing (n = 383) 17% 9% 1% 0% 3%
10% 6% 5% 1% 6%
services (n = 423)

Organizations Hiring Full- and Part-Time Regular Staff in
the Last 12 Months
Note: Respondents who answered "don't know" were excluded from this analysis.
96%
98%
97%
96%
95%
96%
97%
99%
89%
97%
85%
87%
91%
67%
47%
67%
73%
56%
41%
60%
All industries (n = 3,236 - 3,330)
retail/wholesale trade (n = 323 - 329)
Construction, mining, quarrying,
and oil and gas extraction (n = 319 - 335)
Educational services (n = 359 - 367)
rental and leasing (n = 299 - 307)
Government agencies (n = 523 - 534)
(n = 345 - 349)
High-tech (n = 149 - 156)
Manufacturing (n = 388 - 404)
technical services (n = 442 - 458)
Regular
Full-Time
Regular
Part-Time

Organizations Hiring Full- and Part-Time Contract/Temporary
Staff in the Last 12 Months
Note: Respondents who answered "don't know" were excluded from this analysis.
62%
52%
57%
53%
57%
62%
57%
62%
62%
57%
82%
73%
73%
57%
62%
63%
37%
46%
35%
50%
All industries (n = 3,082 - 3,172)
and oil and gas extraction (n = 312 - 327)
Educational services (n = 337 - 339)
Government agencies (n = 493 - 498)
(n = 315 - 324)
High-tech (n = 144 - 153)
Manufacturing (n = 382 - 398)
technical services (n = 430 - 446)
Contract/temporary
Full-Time
Contract/temporary
Part-Time

Importance of Factors in Organizations’ Decision to Hire for
Full-Time Regular Positions (All Industries)
Note: n = 2,873 - 3,055. Respondents who answered "don't know" were excluded from this analysis. Only respondents whose organizations were hiring
full-time staff were asked this question. Percentages may not equal 100% due to rounding.
33%
26%
17%
10%
46%
42%
38%
25%
17%
16%
24%
33%
3%
8%
11%
18%
2%
8%
9%
13%
Maintain normal business
operations
Organizational growth
Changes in business
strategy
Improved economy
Extremely
important
Very
important
Somewhat
important
Not very
important
Not important
at all

Importance of “Maintaining Normal Business Operations” in
Organizations’ Decision to Hire for Full-Time Regular Positions (by
Industry)
Extremely important Very important Somewhat important Not very important Not important at all
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. Percentages for “not very important” and “not important at all” were combined. Percentages may not equal 100% due to rounding.
33%
32%
32%
33%
31%
37%
43%
18%
26%
34%
46%
48%
47%
46%
45%
44%
42%
50%
50%
42%
17%
18%
17%
18%
20%
15%
12%
23%
19%
17%
3%
2%
2%
1%
3%
2%
2%
5%
3%
5%
5%
2%
4%
2%
5%
4%
3%
8%
6%
7%
Finance, insurance, real estate and rental and
leasing (n = 282)
High-tech (n = 150)
Professional, scientific, and technical services
(n = 398)

Importance of “Organizational Growth” in Organizations’ Decision
to Hire for Full-Time Regular Positions (by Industry)
8%
8%
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. Percentages may not equal 100% due to rounding.
26%
28%
29%
18%
33%
12%
26%
40%
24%
35%
42%
47%
44%
43%
46%
29%
43%
40%
47%
39%
16%
13%
17%
18%
11%
24%
13%
13%
17%
15%
8%
5%
13%
5%
15%
10%
5%
5%
5%
4%
4%
9%
4%
20%
7%
2%
6%
5%
leasing (n = 279)
High-tech (n = 149)
(n = 390)

Importance of “Changes in Business Strategy” in Organizations’
Decision to Hire for Full-Time Regular Positions (by Industry)
17%
15%
18%
15%
21%
11%
15%
32%
15%
20%
38%
42%
36%
38%
43%
28%
43%
42%
44%
39%
24%
26%
25%
24%
23%
23%
22%
17%
24%
25%
11%
9%
13%
12%
6%
19%
13%
6%
10%
10%
9%
8%
8%
11%
7%
19%
7%
3%
7%
6%
leasing (n = 268)
High-tech (n = 146)
(n = 380)

Importance of “Improved Economy” in Organizations’ Decision to
Hire for Full-Time Regular Positions (by Industry)
10%
14%
13%
8%
8%
12%
7%
6%
10%
11%
25%
30%
30%
21%
31%
22%
20%
22%
27%
25%
33%
29%
34%
36%
32%
28%
33%
39%
34%
34%
18%
16%
13%
19%
21%
17%
27%
22%
18%
17%
13%
11%
10%
16%
9%
20%
13%
11%
12%
13%
leasing (n = 259)
High-tech (n = 144)
Professional, scientific, and technical tervices
(n = 377)

Types of Full-Time Regular Positions That Organizations
Hired in the Last 12 Months
82%
81%
78%
82%
80%
86%
87%
68%
76%
81%
80%
79%
61%
56%
64%
62%
42%
37%
39%
42%
40%
50%
55%
64%
62%
74%
41%
44%
43%
35%
asked this question. Percentages do not equal 100% due to multiple response options.
Construction, mining, quarrying, and oil
and gas extraction (n = 301)
(n = 302)
High-tech (n = 135)
services (n = 374)
Replacements
Completely new
positions
Replacements, but
with new duties

Types of Full-Time Regular Positions That Organizations
Hired in the Last 12 Months
• Organizations with 100 or more employees were more likely than organizations with 1 to 99 employees to have
81% 83% 86% 89%
1 to 99 100 to 499 500 to 2,499 2,500 to 24,999 25,000 or more
hired replacements in the last 12 months.
70%
Number of employees
• Organizations with 500 to 24,999 employees were more likely than organizations with 1 to 499 employees to
have hired replacements but with new duties in the last 12 months.
30%
36%
49% 51%
40%
1 to 99 100 to 499 500 to 2,499 2,500 to 24,999 25,000 or more
Number of employees

Change in Hiring Types for Full-Time Regular Positions in the
Last 12 Months (All Industries)
Increased Stayed the same Decreased
asked this question.
25%
45%
66%
62%
49%
26%
13%
6%
8%
Replacements
(n = 2,254)
Replacements, but with new
duties
(n = 1,114)
Completely new positions
(n = 1,655)

Increased Hiring for Completely New Full-Time Regular
Positions in the Last 12 Months (All Industries)
• Organizations with 1 to 499 employees were more likely than organizations with 500 or more employees to report
increased hiring for completely new full-time regular positions in the last 12 months.
76% 74%
60% 58%
51%
1 to 99 employees 100 to 499
employees
500 to 2,499
employees
2,500 to 24,999
employees
25,000 or more
employees

Change in Hiring Types for Full-Time Regular Positions in the
Last 12 Months (by Industry)
Replacements
Replacements, but with New
Duties
Completely New Positions
Increased
Stayed the
Same
Decreased Increased
Stayed the
Same
Decreased Increased
Stayed the
same
Decreased
All industries (n = 1,114 - 2,254) 25% 62% 13% 45% 49% 6% 66% 26% 8%
23% 64% 12% 47% 47% 6% 66% 28% 6%
and gas extraction (n = 109 - 229)
31% 55% 14% 48% 48% 5% 79% 16% 5%
Educational services (n = 151 - 258) 18% 69% 13% 45% 50% 5% 54% 36% 9%
24% 66% 10% 48% 48% 4% 74% 23% 4%
Government agencies (n = 176 - 380) 27% 58% 15% 49% 44% 6% 65% 26% 8%
(n = 119 - 252)
22% 63% 15% 42% 50% 8% 56% 25% 19%
High-tech (n = 82 - 105) 26% 58% 16% 34% 54% 12% 63% 24% 13%
Manufacturing (n = 140 - 276) 25% 64% 11% 44% 51% 5% 66% 27% 6%
services (n = 120 - 282)
28% 61% 11% 41% 48% 11% 66% 24% 9%

Organizations Requiring New Skills for Full-Time Regular
Positions Hired in the Last 12 Months
48%
42%
42%
49%
53%
41%
45%
72%
51%
48%
57%
Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time staff were
Construction, mining, Quarrying,
and oil and gas extraction (n = 271)
High-tech (n = 126)
Services (n = 343)
Other industry (n = 74)

Reasons That Those Positions Require New Skills (All
Industries)
56%
51%
44%
39%
33%
10%
9%
7%
Note: n = 1,221. 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 positions that required new skills were asked this question.
Growth of organization
Changing technology
Developing or offering new products/services
Expanding business into new markets
Reorganization
Merger or acquisition
Replacing temporary workers, part-time
employees, contractors or freelancers with full-time
positions
Other

Reasons That Those Positions Require New Skills—
Changing Technology (All Industries)
• Organizations with 500 to 2,499 employees were more likely than organizations with 1 to 99 employees to indicate
that changing technology is one of the main reasons positions require new skills. Organizations with 2,500 or more
employees were more likely than organizations with 1 to 499 employees to indicate that changing technology is
one of the main reasons positions require new skills.
33%
46%
52%
66% 64%
1 to 99 employees 100 to 499
employees
500 to 2,499
employees
2,500 to 24,999
employees
25,000 or more
employees

Reasons That Those Positions Require New Skills (by
Industry)
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 positions that required new skills were asked this question.
Growth of
Organization
Changing
Technology
Developing
or Offering
New
Products/
Services
Expanding
Business
into New
Markets
Reorgan
ization
Merger or
Acquisitio
n
Replacing Temporary
Workers, Part-time
Employees, Contractors
or Freelancers with Full-
Time Positions
Other
All industries (n = 1,221) 56% 51% 44% 39% 33% 10% 9% 7%
Accommodation and food
services, retail/wholesale trade
61% 51% 49% 45% 26% 15% 10% 5%
(n = 102)
and oil and gas extraction (n =
110)
65% 37% 32% 46% 25% 14% 5% 6%
Educational services (n = 137) 45% 53% 40% 31% 38% 1% 9% 12%
64% 47% 47% 41% 33% 12% 9% 11%
Government agencies (n = 171) 33% 57% 28% 11% 54% 4% 16% 9%
Health care and social
assistance (n = 118)
53% 50% 43% 29% 32% 8% 3% 12%
High-tech (n = 90) 70% 59% 63% 61% 28% 18% 6% 3%
Manufacturing (n = 174) 60% 52% 48% 48% 25% 10% 9% 4%
63% 49% 50% 49% 30% 12% 5% 4%

Level of Difficulty to Find Qualified Individuals for Full-time Regular Positions
That Require New Skills in the Last 12 Months (All Industries)
Very difficult Somewhat difficult Somewhat easy Very easy
12%
10%
7%
3%
54%
53%
56%
36%
31%
33%
32%
45%
4%
4%
5%
16%
2013 (n = 1,199)
2012 (n = 852)
2011 (n = 528)
2010 (n = 749)

Level of Difficulty to Find Qualified Individuals for Full-time Regular Positions
That Require New Skills in the Last 12 Months (by Industry)
Very difficult Somewhat difficult Somewhat easy Very easy
Note: Respondents who answered “don't know” were excluded from this analysis. Only respondents whose organizations were hiring full-time positions
that required new skills were asked this question. Percentages may not equal 100% due to rounding.
12%
10%
11%
8%
12%
7%
15%
12%
20%
12%
54%
54%
52%
50%
56%
49%
54%
65%
48%
58%
31%
33%
34%
34%
30%
36%
27%
21%
30%
27%
4…
3%
3%
8%
2%
7%
4%
1%
2%
2%
leasing (n = 117)
High-tech (n = 89)
(n = 161)

Types of Full-Time Job Categories Organizations Hired in
the Last 12 Months (All Industries)
60%
53%
49%
42%
38%
31%
30%
25%
24%
22%
options. Only respondents whose organizations were hiring full-time staff were asked this question.
Administrative support staff
Accounting and finance professionals
Managers and executives
IT/computer specialists, such as IT analysts, software
developers and programmers, database administrators
HR professionals
Customer service representatives
Hourly laborers
Engineers
Skilled trades, such as electricians, carpenters,
machinists, mechanics, welders, plumbers
Sales representatives

Types of Full-Time Job Categories Organizations Hired in
the Last 12 Months (All Industries, continued)
15%
15%
14%
13%
13%
12%
12%
10%
8%
7%
5%
Hourly service workers, such as cashiers, retail sales,
food service workers
High-skilled technicians, such as health,
telecommunications and environmental technicians
High-skilled medical, such as nurses, doctors,
specialists
Production operators
Drivers
Educators, such as teachers, professors
Community and social service workers, such as
counselors, therapists, social workers
Lawyers, judges and legal support workers
Protective service workers, such as firefighters, law
enforcement, security guards
Scientists
Other
options. Only respondents whose organizations were hiring full-time staff were asked this question.

Types of Full-time Job Categories Organizations Hired in
the Last 12 Months (by Industry)
Only respondents whose organizations were hiring full-time staff were asked this question.
Administrative
Support Staff
Accounting
and Finance
Professionals
Managers
and
Executives
IT/Computer
Specialists
HR
Professionals
Customer
Service
Representatives
Hourly
Laborers
All industries (n = 3,023) 60% 53% 49% 42% 38% 31% 30%
services, retail/wholesale trade (n
55% 54% 57% 33% 39% 52% 37%
= 294)
and oil and gas extraction
(n = 312)
59% 58% 47% 27% 36% 10% 49%
64% 68% 55% 44% 36% 55% 8%
64% 44% 50% 41% 39% 33% 20%
(n = 323)
High-tech (n = 150) 49% 57% 57% 71% 43% 34% 14%
Manufacturing (n = 376) 41% 46% 47% 27% 31% 27% 56%
58% 48% 40% 52% 38% 24% 8%

the Last 12 Months (by Industry, continued)
Engineers
Skilled
Trades
Sales
Representatives
Hourly
Service
Workers
High-Skilled
Technicians
High-Skilled
Medical
Production
Operators
All industries (n = 3,023) 25% 24% 22% 15% 15% 14% 13%
services, retail/wholesale trade (n
9% 16% 45% 52% 5% 4% 10%
= 294)
(n = 312)
51% 56% 19% 0% 13% 1% 18%
3% 9% 39% 11% 5% 7% 2%
2% 12% 10% 33% 37% 74% 2%
(n = 323)
High-tech (n = 150) 63% 9% 51% 2% 24% 3% 16%
Manufacturing (n = 376) 56% 39% 32% 2% 11% 2% 59%
28% 6% 25% 3% 12% 4% 6%

the Last 12 Months (by Industry, continued)
Drivers Educators
Community
and Social
Service
Workers
Lawyers,
Judges and
Legal
Support
Workers
Protective
Service Workers
Scientists Other
All industries (n = 3,023) 13% 12% 12% 10% 8% 7% 5%
services, retail/wholesale trade
28% 2% 1% 5% 1% 1% 2%
(n = 294)
(n = 312)
17% 0% 0% 6% 2% 6% 6%
1% 0% 2% 12% 0% 0% 6%
Health care and social
14% 9% 46% 4% 6% 2% 5%
assistance (n = 323)
High-tech (n = 150) 3% 3% 1% 17% 1% 15% 0%
Manufacturing (n = 376) 10% 0% 0% 5% 1% 10% 4%
3% 1% 1% 17% 1% 16% 10%

Demographics

Demographics: Organization Industry
Note: n = 3,335. Percentages do not equal 100% due to rounding.
Percentage
Accommodation and food services, retail/wholesale trade 10%
Construction, mining, quarrying, and oil and gas extraction 10%
Educational services 11%
Finance, insurance, real estate and rental and leasing 9%
Government agencies 16%
Health care and social assistance 10%
High-tech 5%
Manufacturing 12%
Professional, scientific, and technical services 14%
Other industry 3%

Demographics: Organization Sector (All Industries)
n = 3,335
45%
20%
20%
15%
Publicly owned for-profit
Government
Privately owned for-profit
Nonprofit

Demographics: Organization Sector (by Industry)
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% 20% 15%
63% 0% 36% 2%
71% 0% 28% 1%
Educational services (n = 367) 9% 39% 4% 48%
56% 0% 24% 19%
Government agencies (n = 537) 0% 100% 0% 0%
(n = 349)
32% 0% 9% 59%
High-tech (n = 156) 54% 0% 44% 2%
Manufacturing (n = 404) 63% 0% 36% 1%
76% 0% 19% 5%
services (n = 458)
Other industry (n = 91) 57% 0% 22% 21%

Demographics: Region (All Industries)
n = 3,022
39%
23%
22%
16%
South
West
Midwest
Northeast

Demographics: Region (by Industry)
South West Midwest Northeast
All industries (n = 3,022) 39% 23% 22% 16%
37% 29% 20% 14%
44% 25% 18% 13%
Educational services (n = 330) 36% 18% 26% 20%
33% 19% 25% 23%
Government agencies (n = 494) 48% 24% 21% 6%
(n = 323)
37% 22% 23% 18%
High-tech (n = 142) 30% 36% 12% 23%
Manufacturing (n = 365) 36% 16% 33% 16%
42% 24% 17% 17%
services (n = 418)
Other industry (n = 80) 39% 23% 16% 23%

Demographics: Organization Staff Size (All Industries)
Note: n = 2,945. Percentages do not equal 100% due to rounding.
21%
31%
22%
20%
7%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees

Demographics: Organization Staff Size (by Industry)
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%
14% 27% 17% 19% 24%
23% 33% 20% 20% 3%
29% 31% 20% 14% 6%
15% 29% 23% 24% 9%
(n = 314)
High-tech (n = 143) 27% 27% 16% 21% 9%
Manufacturing (n = 355) 17% 32% 22% 23% 6%
40% 32% 11% 13% 5%
services (n = 409)
Other industry (n = 78) 23% 36% 17% 17% 8%

n = 3,092
Demographics: Other (All Industries)
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

55
SHRM Survey Findings
Survey Methodology
• 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
Economic Conditions—Overall Financial Health and Hiring ©SHRM 2014

Additional SHRM Resources
• SHRM Leading Indicators of National Employment (LINE)
» http://www.shrm.org/research/monthlyemploymentindices/line/pages/default.aspx
• SHRM Jobs Outlook Survey (JOS)
» http://www.shrm.org/research/monthlyemploymentindices/lmo/pages/default.aspx
• SHRM Metro Economic Outlooks
» http://www.shrm.org/research/monthlyemploymentindices/pages/metroeconomicoutlooks.aspx
• SHRM’s Workforce Readiness Resource Page
» http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/workforcereadiness.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

About SHRM Research
For more survey/poll findings, visit shrm.org/surveys
For more information about SHRM’s Customized Research Services, visit
shrm.org/customizedresearch
Follow us on Twitter @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

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.
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