Search Results - growth rate

Blog Post: The Three Industries Experiencing a Technological Revolution

If we asked you to think of an industry that…

Added by Alicia Walker at 11:33am on August 31, 2021

Comment on: Blog Post 'How Large Is the Ethnic Diversity Gap in STEM?': wing as Their Share of Computer Employment Falls Growth in women's share of science, technology, engineering and mathematics occupations — commonly referred to as STEM jobs — has slowed since the 1990s, according to a U.S. Census Bureau report released today. Women's employment in STEM has slowed because their share in computer occupations declined to 27 percent in 2011 after reaching a high of 34 percent in 1990.Blacks and Hispanics also remain underrepresented in STEM jobs. These statistics come from two reports released today: Disparities in STEM Employment by Sex, Race, and Hispanic Origin and The Relationship Between Science and Engineering Education and Employment in STEM Occupations. STEM workers include those who work in computer and mathematical occupations, engineers, engineering technicians, life scientists, physical scientists, social scientists and science technicians. It also includes managers, teachers, practitioners, researchers and technicians. The reports are an example of the important education and occupation statistics that the American Community Survey produces annually, allowing businesses, communities and civic leaders to make informed decisions on workforce development. In 2011, there were 7.2 million STEM workers accounting for 6 percent of the U.S. workforce compared with 4 percent in 1970. Half of STEM workers were employed in computer occupations, followed by engineers (32 percent), life and physical scientists (12 percent), social scientists (4 percent), and mathematicians and statisticians (3 percent). While women make up nearly half of the workforce, they were 26 percent of the STEM workforce in 2011. "We have seen an increase in women employed in STEM occupations, but they are still underrepresented in engineering and computer occupations that make up more than 80 percent of STEM employment," said Liana Christin Landivar, a sociologist in the Census Bureau's Industry and Occupation Statistics Branch and the reports' author. Since the 1970s, women's representation in the STEM workforce has grown in all occupation groups with the largest increase in social sciences from 17 percent to 61 percent. In 2011, women made up almost half of mathematical workers at 47 percent, an increase from 15 percent in 1970, and 41 percent of life and physical scientists, up from 14 percent in 1970. Women's share of computer employment reached a high in 1990 of 34 percent, up from 15 percent in 1970, but it declined to 27 percent in 2011. Among all STEM occupations, women were most underrepresented in engineering in 1970 and in 2011. About 3 percent of engineers were women in 1970, compared with 13 percent in 2011. The 1970 estimates for social scientists, life and physical scientists and computer workers are not statistically different from one another. Earnings by Sex Men with a bachelor's degree in science or engineering and employed full-time, year-round in STEM occupations earned $91,000, compared with women who earned $75,100 on average. Women with a science or engineering bachelor's degree who were employed full-time, year-round in STEM occupations earned $16,300 more per year than women who had a bachelor's degree in science or engineering but were not employed in a STEM occupation. Blacks and Hispanics make strides but still underrepresented in STEM Blacks and Hispanics have been consistently underrepresented in STEM employment. In 2011, 6 percent of STEM workers were black, increasing from 2 percent in 1970. Although the Hispanic population's share of the overall workforce has increased significantly, its share of STEM employment has not shown a similar rate of increase. Hispanics made up 3 percent of the overall workforce in 1970; by 2011, their share had climbed to 15 percent. The Hispanic share of the STEM workforce in 1970 was 2 percent and increased to 7 percent in 2011. The estimates for the share of STEM workers who are black and Hispanic are not statistically different. Asian and non-Hispanic white workers were employed in STEM occupations at higher rates. Non-Hispanic whites held 71 percent of STEM jobs, but made up 67 percent of the total workforce, whereas Asians held 15 percent of STEM jobs compared with 6 percent of total jobs. The unemployment rates among science and engineering graduates varied by race and Hispanic origin. The unemployment rate among black and American Indian and Alaska Native science and engineering graduates was 6.6 percent. Of all science and engineering graduates, 83.3 percent were employed, 3.9 percent were unemployed, and 12.8 percent were not in the labor force. Asians and non-Hispanic whites who were science and engineering graduates and were employed full-time, year-round in STEM occupations earned more than any other demographic group ($89,500 and $88,400 respectively). The earnings estimates for Asians and non-Hispanic whites are not statistically different. Science and engineering graduates employed in STEM earned more than science and engineering graduates who were not employed in STEM. For example, the median earnings for employed blacks with a science or engineering degree was $58,000 but increased by $17,000 to $75,000 when employed in STEM. Similarly, Hispanics with a science and engineering degree earned $18,300 more when employed in STEM, increasing from $59,000 to $77,300. These three estimates for blacks and Hispanics are not statistically different from one another. Three in Four Science and Engineering Graduates not Employed in STEM Occupations Three in four science and engineering graduates were not working in STEM occupations in 2011. Instead, they were working in fields such as non-STEM management, law, education and accounting, and STEM-related occupations, such as health care. Science graduates were less likely to be employed in STEM because science employment typically requires graduate training, and many graduates may be employed in STEM-related fields, such as health care. On the other hand, engineering, computer, math and statistics majors were most likely to be employed in STEM because graduate training is not required for many engineering and computer jobs. "The statistics show that women are less likely to major in engineering and computer sciences, which may reduce their STEM employment options unless they go on to graduate school," Landivar said. Of all STEM workers, 42 percent had a bachelor's degree, 21 percent had a master's degree, 6 percent had a doctorate degree and 1 percent had a professional degree. Women in 2011 were more likely than men to have a bachelor's degree, but less likely to graduate with a science or engineering major. Women were 53 percent of college graduates and 41 percent of science and engineering graduates. Of female science and engineering graduates, only 15 percent were employed in STEM. Male science and engineering graduates were employed in STEM occupations at about twice the rate of women at 31 percent. Note: The Standard Occupational Classification Policy Committee issued recommendations in April 2012 on how to define STEM occupations. These two Census Bureau reports reflect the new recommendations. Other prior analyses, including a report released by the U.S. Department of Commerce Economics and Statistics Administration in July 2011, have defined STEM workers in slightly different ways.…; Added by Keith Halperin at 1:51pm on August 5, 2014

Topic: Digging Into RecruitingBlogs.com v1.24: r of unique visitors to the site each month has grown by over 500%. The total number of monthly visits has exploded at a rate of nearly 1,000% Attention (our percentage share of all time spent on the net) grew at a similar pace. Things get interesting when you compare RBC with other similar properties. Social media is changing things rapidly in our universe. In the following links, we use ERE and HR.com. Compared to the dominant members of the industry, attention paid to RBC is significantly greater. That means that the industry as a whole spends more of its time here than anywhere else, than the other two combined The number of unique visitors on RBC is growing so fast that you'd be tempted top predict that we'll overtake the industry leaders by this time next year RBC has more monthly visits than the other two combined Take some time and explore the resources at compete.com. The more comfortable we all get talking about basic metrics, the better we'll be at navigating our emerging environment. Knowing the difference between unique visitors, total visitors, attention and other web behavior is essential to the emerging form of 21st Century Recruiting. Recruiting is going to change much faster than anyone imagines. Probably not so much at the level of the actual physical interaction required to make the deal. But everything that surrounds that basic transaction, the entire context, is up for grabs. What we're learning here in our little community is exactly how to navigate the changes as they come along. I've been working out the details of how you build a top level Recruiting strategy that includes the tactical use of social networking. It's a real work in progress and I invite you to think about the subject and join the conversation. Ultimately, much recruiting will be a game of community development. Searching far and wide all of the time to find people who are available in the spot market is a very reactive approach. The ultimate idea will be to develop relationships with everyone you might hire over the next X years and build relationships with them. In the community, you might (gasp) get them to build relationships with each other. We'll all need to know lots of things to make that a reality. Web performance metrics are critical. We'll have to be good at measuring the performance of work done in and by the community. Watching the compete.com data is one way to stay plugged into the consequences of your involvement here. John Sumser has been chronicling the Recruiting Industry forever. You can catch his work at JohnSumser.com. He's the CEO of the Recruiting Roadshow. These days he's been working out the kinks in a new process for developing a top level Recruiting Strategy …; Added by John Sumser at 10:13pm on November 6, 2008

Topic: HRTech: Turn Reference Checking Into A Recruiting Resource with Chequed: ing is a joke. Probably the only analog part of the process in the digital world. The process is still in the stone ages, until now. Chequed.com offers ChequedReference an automated solution that can help the one person recruiting firm all they way up to the corporate talent aquisition teams by organizing competency based feedback from past colleagues. Utilizing an easy to use interface ChequedReference brings the process to the cloud with a candidate driven reference set up by the hiring manager. The forms make reference checks more predictive in nature allowing for more assessment data to be gathered pre-hire. This is where ChequedFit comes into play creating a performance based sourcing tool for the recruiter and hiring manager. Allowing for a deeper screen of applicants allowing for greater focus on the qualified candidates. Companies have been lining up from Disney, Farmers Insurance, and Subway to name a few. But the most recent growth has been in staffing firms. This may be due to the free service offering for 3 checks per month. Easy to try, and buy. Chequed does it right. They let you try it before you buy it all. they also figured out how to keep the process fast and easy boasting over an 80% completion rate of reference checks launched. Built in Linkedin intergration allows recruiters to get profiles fast and in one place. Companies deploying the technology are boasting an average reduction in turnover by 50%. We tried the product and love it. Go here to watch a short video and try the free demo, you will not be disappointed. Utilizing more than a decade of human capital management, sales and leadership experience, Greg Moran is President and CEO of Chequed.com. Greg is also author of Building the Talent Edge: A Field Managers Guide to Recruiting the Best (Spring 2005) and Hire, Fire and The Walking Dead (June 2006, W Business Books). He is a rising thinker in the field of human capital management, having been quoted in numerous national publications including Business Week, The Wall Street Journal, and Inc. Magazine. Previously, Greg served as Founder and VP of Sales for PeopleAnswers America, a leading provider of behavioral assessment software to mid market and large companies in North America. Before PeopleAnswers America, Greg founded and served as President of Pinnacle Technology Solutions, an executive search, staffing, and human capital management services firm. Also, Moran served as Vice President of Best Resume/Career Management Services in Latham, N.Y. During his tenure, he co-authored Job Hunting: The Ten Best Steps to Success, a job search workshop and audio/video tape series. …; Added by Noel Cocca to HR Tech Conference at 4:01pm on October 18, 2012

Blog Post: Recruiting Long-term Employees: Sometimes, no matter how hard an employer or recruiter works to find good,…; Added by Dave at 2:51pm on November 13, 2014

Blog Post: Time to re invent the wheel?: Blimey, recruitment can be a tough business can't it! The last year or so has been a real challenge and having seen the use of recruitment agencies decline over the last 10 years (proportionately) -…; Added by Gareth Jones at 3:09am on March 11, 2010

Blog Post: Top 10 Unique Future Careers And How To Acquire Skills For Them?

The rate of…

Added by Lucia Adams at 5:48am on December 9, 2021

Blog Post: Free Examples Of Instagram Analytics Apps You Need To Get In 2019

Using the famous social media Instagram for the…

Added by Walter Moore at 2:51am on March 29, 2019

Blog Post: Recruiting Warehouse Employees

Added by Tracey Clayton at 12:20am on July 31, 2023

Blog Post: The importance of recruitment agencies: According to the Office for National Statistics (ONS), as of August 2017 there were approximately 1.44 million people in the UK who were unemployed but actively seeking or available to work. This…; Added by Jake Holyoak at 10:00am on November 28, 2017