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Survey Methodology
The Job Preparedness Indicator survey was conducted online within the United States by Harris Interactive on behalf of the Career Advisory Board from September 6 12, 2011, among 734 adults age 18+ who are looking for work and 540 hiring managers age 18+ at Fortune 1000-equivalent companies (at least $1.5 billion in annual revenue) across major industries and markets. The online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For a full methodology, including weighting variables, please view the full report at www.careeradvisoryboard.com.
Top 5 Skills
According to the survey, hiring managers place the highest value on the following attributes across all job levels:
strategic perspective high integrity global outlook strong base work ethic/ dependable accountability
ovErall indiCaTor SCorE and JoB SEEkEr SElf aSSESSmEnT Top 5 SkillS/TraiTS
80 40 68 25
100 90 80 70 60 50 40 30 20 10 0
47 41 41
42 43 5 -37
44
15 -30
hiGh inTEGriTy STraTEGiC pErSpECTivE
aCCoUnTaBiliTy
GloBal oUTlook
Gap: The difference between the self-description among job seekers and indicator from hiring managers. Gap values may appear to be off + or - by 1 point because of computer rounding or the acceptance of multiple responses.
hirinG manaGErS havE noT foUnd CandidaTES Who maTCh ThEir QUalifiCaTionS
Hiring Managers: Based on your experience, over the past three years, how many job seekers have the skills and traits your company is looking for in a candidate?
WhaT EmployErS valUE aT EnTry lEvEl vS. hoW JoB SEEkErS aSSESS ThEir SkillS Top 5 SkillS/TraiTS
20 8 50 57 -4 53 49 82 62
100 90 80 70 60 50 40 30 20 10 0
51 6 45
46 -2 45
aCCoUnTaBiliTy
Gap: The difference between the self-description among job seekers and indicator from hiring managers. Gap values may appear to be off + or - by 1 point because of computer rounding or the acceptance of multiple responses.
WhaT EmployErS valUE aT mid-lEvEl vS. hoW JoB SEEkErS aSSESS ThEir SkillS Top 5 SkillS/TraiTS
100 90 80 70 60 50 40 30 20 10 0
20
59
13
53
10
50
49 42
54 45
40
40
40
aCCoUnTaBiliTy
proBlEm-SolvinG
Gap: The difference between the self-description among job seekers and indicator from hiring managers. Gap values may appear to be off + or - by 1 point because of computer rounding or the acceptance of multiple responses.
WhaT EmployErS valUE aT manaGErial lEvEl vS. hoW JoB SEEkErS aSSESS ThEir SkillS Top 5 SkillS/TraiTS
68
100 90 80 70 60 50 40 30 20 10 0
19 41 5 36 -28
aCCoUnTaBiliTy
42
44 48 6 -38
hiGh inTEGriTy
52
14
BUSinESS aCUmEn
-31
21
GloBal oUTlook
Indicator Score for Managerial (n=540) Hiring Managers
STraTEGiC pErSpECTivE
Gap: The difference between the self-description among job seekers and indicator from hiring managers. Gap values may appear to be off + or - by 1 point because of computer rounding or the acceptance of multiple responses.
Seek mentorship
Developing a mentoring relationship will help you build a foundation and set the pace for your career. Mentors can help you learn about a realistic career path and what it takes to succeed. Build a mentoring relationship with a person who works in a similar or related field both online and offline. Find mentors through professional organizations, alumni associations and non-profit organizations.
www.careeradvisoryboard.com
1 The Employment Situation (September 2011): U.S. Department of Labor, Bureau of Labor Statistics, press release, October 7, 2011 http://www.bls.gov/news.release/empsit.nr0.htm 2 Job Openings and Labor Turnover Summary (August 2011): U.S. Department of Labor, Bureau of Labor Statistics, press release, October 12, 2011 http://www.bls.gov/news.release/jolts.nr0.htm