Jobs. Trends. Insights.

Do you know who you compete with for talent? Find out with the Hiring Scale™
Search

Hiring in the Silicon Alley vs. Silicon Valley

By Abby Lombardi on June 17, 2013 in Computer/Math/IT.

Hiring demand for tech positions continues to grow across much of the US and there has been increasing competition between the Silicon Valley and New York's Silicon Alley. Today, we wanted to take an updated look at the types of tech jobs being recruited in each of these locations and overall hiring conditions. Between these 2 areas, there were 116,000 tech jobs being advertised online in April. Both NY and the combined San Francisco/San Jose metro areas accounted for similar volume. However, for the first time in the past 4 years, hiring demand in New York surpassed what was seen in the Silicon Valley. There were about 58,600 ads in New York in April, and 58,000 in the Valley.

Hiring Demand for Tech Jobs in the Silicon Valley and Silicon Alley

Hiring Demand in the Silicon Alley and Silicon Valley

Source: WANTED Analytics

Below are the 10 most commonly advertised tech job titles in New York City and the Silicon Valley. There are many similarities between the 2 lists. 7 job titles are the same: Project Manager, Java Developer, Senior Java Developer, Software Engineer, Web Developer, Business Analyst, and Network Engineer. However, job titles that are specifically software engineering related appear on higher on the list for the Silicon Valley than they do in NY.

Most Common Job Titles in the Silicon Alley Most Common Job Titles in the Silicon Valley
  1. Project Manager
  2. Java Developer
  3. Senior Java Developer
  4. .NET Developer
  5. Software Engineer
  6. Web Developer
  7. Business Analyst
  8. Network Engineer
  9. Developer
  10. Programmer Analyst
  1. Software Engineer
  2. Senior Software Engineer
  3. Project Manager
  4. Java Developer
  5. Quality Assurance Engineer
  6. Senior Java Developer
  7. Web Developer
  8. Network Engineer
  9. Systems Engineer
  10. Business Systems Analyst

On average in the US, tech jobs score a 77 on our Hiring Scale, meaning that they will be hard-to-fill jobs. (The Hiring Scale ranges from 1-99, with 99 representing the most difficult-to-fill conditions.) Both New York and the Silicon Valley score higher than the national average. New York scores a 79, while the combined San Francisco and San Jose metros score an 82. It is likely to be more difficult to fill tech jobs in the Silicon Valley.

Hiring Scale for Tech Jobs in New York (Silicon Alley)

Hiring Scale for Tech Jobs in New York

Source: WANTED Analytics

Hiring Scale for Tech Jobs in San Francisco and San Jose (Silicon Valley)

Hiring Scale for Tech Jobs in the Silicon Valley

Source: WANTED Analytics

Are you recruiting for tech jobs in the Silicon Alley or Silicon Valley? Find out who you are competing for talent with and where to find potential candidates with a free trial of WANTED Analytics.

Already a user? Log in and copy/paste any job ad into the Search Wizard. Tell us what skills or certifications are mandatory for a position and, in just seconds, we'll show you local recruiting conditions, profiles for potential candidates, who you are competing for talent.

Occupational Therapist Jobs Remain Hard-to-Fill, Despite Declining Demand

By Abby Lombardi on June 3, 2013 in Health Care, Health Care - XLV.

Many healthcare jobs remain hard-to-fill in the US, and Occupational Therapists present some of the most difficulties for Recruiters and healthcare employers. Surprisingly, hiring demand for this position is not as high as it has been in the past. After growing quickly in the beginning of 2012, the number of available job ads declined. Over the past 30 days, there were about 54,000 available jobs being advertised online, representing a 17% decline from the same 30-day period last year.

Hiring Demand for Occupational Therapists – 4 Year Hiring Trend

Hiring Demand for Occupational Therapists

Source: WANTED Analytics

Despite decreasing demand, there is still a relatively limited talent pool in the US, causing some of the difficulty in filling these jobs. Recruiters are still experiencing longer recruiting cycles. In fact, the average job ad for an Occupational Therapist remains online for 62 days in the US – that's almost 9 weeks! This doesn't necessarily mean that jobs are even filled in 9 weeks, but that this is the length of time employers spend advertising an opening, collecting resumes, and preparing for interviews.

Below is our Hiring Scale heat map, showing the average difficulty to fill for Occupational Therapists in major metro areas across the US. Most areas appear in red, which indicate hard-to-recruit locations. The average score in the US is an 87 (with 99 being the highest score possible.) Some of these most difficult places include Lynchburg (VA), Fresno (CA), and Lakeland (FL). These locations not only have high scores on the Hiring Scale, but also have longer average posting periods. While the US average is about 9 weeks, these locations are likely to see job ads remain online for 11 weeks.

Hiring Scale for Occupational Therapists across the US

Hiring Scale Map for Occupational Therapists

Source: WANTED Analytics

However, there are a few areas, that are in green, depicting better recruiting conditions. Recruiters that need to fill jobs faster may be able to source candidates from these areas or target their job ads more in these locations.

Are you recruiting for healthcare talent? Find out what demand and recruiting conditions look like in your area with a free trial of WANTED Analytics.

Already an Analytics user? Log in, copy and paste your job ad into the Search Wizard. Don't forget to bring your Talent Souring Report to in-take and strategy meetings to show market conditions to Hiring Managers.

Mobile or Social Media Skills: Which Is More In-Demand for HR Jobs?

By Abby Lombardi on May 15, 2013 in Human Resources.

Both mobile and social media skills are growing in demand for HR professionals. We thought it would be interesting to compare these 2 growing talents in the human resources space, their hiring trends, and which is more in-demand in the US. In April, there were just over 119,000 jobs for HR professionals in the US. Approximately, 4,000 jobs required social media skills, representing about 3.4% of HR hiring. In comparison, just over 2,100 HR ads required mobile skills – or about 1.8% of total HR demand in April 2013. Interestingly, 4 years ago, there were more HR jobs that required mobile skills. However, social media skill demands have grown at a faster pace and surpassed mobile demand in early 2011. In April, there were 38% more ads for social media skills than there were last year, whereas mobile skill demand grew about 31% compared to April 2012.

Hiring Demand for Mobile and Social Media Skills in HR Jobs

Hiring Demand for HR Jobs with Mobile and Social Media Skills

Source: WANTED Analytics

So what jobs commonly require each of these skills? Below are the 10 most commonly advertised job titles for each specialty. It's probably not too surprising that Recruiter titles dominate both lists. In fact, the social media titles are all sourcing and recruiting related. Recruiters are the most in-demand HR job title, but Recruiters need to be able to use mobile/texting and social media to promote their job listings and contact candidates. The mobile titles varied slightly with Human Resources Assistant, Human Resources Specialist, and Account Executive titles.

Most Commonly Advertised Job Titles for Mobile HR Most Commonly Advertised Job Titles for Social Media HR
  1. Recruiter
  2. Technical Recruiter
  3. Robert Finance Accounting Recruiting Manager
  4. Senior Recruiter
  5. Robert Technology Senior Information Technology Recruiter
  6. Human Resources Assistant
  7. Human Resources Specialist Military
  8. Human Resources Assistant Military
  9. Account Executive Robert Management Resources
  10. Senior Technical Recruiter
  1. Recruiter
  2. Technical Recruiter
  3. Senior Recruiter
  4. Corporate Recruiter
  5. Information Technology Recruiter
  6. Recruiting Coordinator
  7. Senior Technical Recruiter
  8. Acquisition Specialist
  9. Sourcing Specialist
  10. Sourcer

Our Hiring Scale shows that both mobile and social media related HR jobs will be moderately difficult to recruit. Social media HR jobs score a 65 on our Hiring Scale, while mobile skilled jobs score slightly lower at a 60. The Hiring Scale ranges from 1 to 99, with 99 representing the most difficult-to-fill conditions. However, out average posting period shows that social media jobs are online for 5 days less than mobile HR jobs. HR jobs requiring social media skills remain online for 39 days, or about 5.5 weeks. In comparison, HR jobs with mobile skill requirements are online for an average of 44 days, or about 6.3 weeks.

Hiring Scale for HR jobs with Social Media Skill Requirements

Hiring Scale for HR jobs with Social Media Skill Requirements

Source: WANTED Analytics

Hiring Scale for HR Jobs Requiring Mobile Skills

Hiring Scale for HR Jobs Requiring Mobile Skills

Source: WANTED Analytics

What other HR skills would you like to see compared? Let us know in the comments below or by emailing us at marketing@wantedanalytics.com.

Most Difficult Places to Recruit a Software Developer

By Abby Lombardi on May 14, 2013 in Computer/Math/IT.

In April, there were more than 128,000 jobs for Software Developers being advertised online. This not only represents a 16% year-over-year increase in demand, but also marks a new high in hiring for this position. While demand has grown, the number of qualified potential candidates has not grown at the same pace and, if you've been recruiting for this occupation, you know that these jobs are getting harder to fill. In fact, our Hiring Scale scores Software Developers as a 75, out of a possible 99 (99 represents the most difficult-to-fill situation.)  Also, we are able to see that the average posting period for a Software Developer job ad is about 7 weeks. This doesn't necessarily mean that you will be able to fill a job in 7 weeks, just that this is the time period on average that ads remain online (usually demonstrates the time it takes to collect resumes and being interviewing.)

Hiring Scales for Software Developers in the US

Hiring Scales for Software Developers in the US

Source: WANTED Analytics

So, we wanted to look at some of the cities where Software Developers are likely to be the hardest to fill. If you are hiring in these cities, you may need to prepare innovative recruiting strategies to attract candidates.

10 Metro Areas Where Software Developers Will Be the Most Difficult-to-Fill:

  1. Columbia, MO
  2. Baltimore, MD
  3. Bloomington-Normal, IL
  4. San Francisco, CA
  5. Charleston, SC
  6. Lafayette, LA
  7. Atlanta, GA
  8. Panama City, FL
  9. Peoria, IL
  10. Idaho Falls, ID

Columbia, MO currently has the most difficult conditions in the US for sourcing potential Software Development candidates. This area scores a 94 on our Hiring Scale, the highest score in the US. In addition, these cities are likely to have an average posting period at or above the national average. The longest posting period of these 10 cities is in Charleston, SC. Here, job ads for Software Developers remain online for over 8 weeks.

Hiring Scale for Software Developers in Columbia, MO

Hiring Scale for Software Developers in Columbia, MO

Source: WANTED Analytics

If you are sourcing for open Software Developer jobs in one of these hard-to-fill locations, there are some things you can do to find more candidates. First of all, you can look to other nearby cities that may have lower demand and less strains on the talent pool. For example, if you're in Columbia, MO, look at nearby Jefferson City. The Jefferson City area scores an 18 on our Hiring Scale, with far better conditions than nationally. Also, it's only about 30 miles away, so you can likely find candidates without having to relocate them.

Another way to find more candidates is to expand your job title search. When you are looking for candidates in your ATS or online, don't only look for "Software Engineers" or "Software Developers." Some of the most common job titles don't even have "software" in them. Make sure to look at other titles, such as .NET Developer, Java Developer, Applications Engineer, User Interface Designer, and Release Engineer. These are just some of the most commonly used titles for Software Engineers.

Do you have any other tips for finding candidates for hard-to-fill jobs, like Software Engineers?

Are you recruiting for Software Engineers? Sign up for a free trial of WANTED Analytics to see how conditions compare in your area and get profiles of potential candidates that meet your job requirements!

Already an Analytics user? Log in here – the Software Developer occupation has been selected for you. Add any location or skill requirements for a customized Talent Sourcing Report for your current openings.

Is Washington, DC the Capital of Hiring?

By Abby Lombardi on May 9, 2013 in Computer/Math/IT, Health Care, Occupations.

We often look at hiring demand in Washington, DC to see if the nation's capital follows the same trends as the rest of the country. It's been a long time since we looked at job ads for this metro area and wanted to provide an update. As of March 2013, the unemployment rate in the DC metro is 5.2%, significantly lower than the 7.5% national average. In April, there were about 245,000 jobs available online, representing a modest 1% year-over-year growth in hiring demand.

Hiring Demand in Washington, DC – 4 Year Hiring Trend

Hiring Demand in Washington, DC

Source: WANTED Analytics

The occupational fields that were most in-demand in Washington, DC during April were Network and Computer Systems Administrators, Software Developers, Web Developers, Computer Systems Analysts, and Registered Nurses. 4 of these 5 most in-demand fields were tech related. Across all tech occupations, there were 56,000 jobs in the DC metro area during April. However, this actually represents a 7% decline in demand compared to April of 2012. Below are the 10 most commonly advertised job titles in the DC area. Again, many of these are tech related, although 2 healthcare jobs made the list.

10 Most Commonly Advertised Job Titles in the Washington, DC Metro Area

  1. Project Manager
  2. Java Developer
  3. Software Engineer
  4. Systems Engineer
  5. Network Engineer
  6. Program Manager
  7. Systems Administrator
  8. Manager
  9. Occupational Therapist
  10. Physical Therapist

Between the IT and healthcare fields, it's likely that IT jobs will be more difficult for Recruiters to fill. On our Hiring Scale, IT jobs score an 83 in Washington, DC, which is also higher than the national average. The Hiring Scale ranges from 1 to 99, with 99 being the most difficult conditions. A score of 83 means they will be very difficult-to-fill. Healthcare jobs, in comparison, score a 53. However, this is still higher than the national average for medical and healthcare jobs.

Hiring Scale for Tech Jobs in Washington, DC

Hiring Scale for Tech Jobs in Washington, DC

Source: WANTED Analytics

Hiring Scale for Healthcare Jobs in Washington, DC

Hiring Scale for Healthcare Jobs in Washington, DC

Source: WANTED Analytics

Are you recruiting in Washington, DC? Find out if this talent is in-demand in your city and the best places to find candidates with a free trial of WANTED Analytics!

Already an Analytics user? Log in here – we've already added the location filter. Don't forget to add the specific skills, occupation, or keywords you are looking for to get the most accurate recruiting conditions.

Why Are Mobile Marketers Hard-to-Recruit?

By Abby Lombardi on May 1, 2013 in Advertising/Marketing.

Marketing professionals with mobile skills and experience are one of the hard-to-fill jobs on our Hiring Scale. We thought we'd take a look at some of the reasons why Recruiters are likely to be challenged when sourcing potential candidates for these open positions. First, we'll take a look at the Hiring Scale scores for these jobs. On average, mobile marketing positions score an 87 on our Hiring Scale. The Hiring Scale ranges from 1 to 99, with 99 representing the most difficult recruiting conditions. A job with an average score of 87 would be considered very hard-to-fill. Also, when you look at the below "heat map" of Hiring Scales in major metro areas, most areas are orange and red. Only a couple of locations are yellow, and none are green. So, it's likely that conditions will be rather difficult across the US.

Hiring Scales for Mobile Marketers in Major US Metro Areas

Hiring Scales for Mobile Marketers in the US

Source: WANTED Analytics

One reason that hiring is likely to be difficult is the growing hiring demand. In the past 90 days, more than 22,000 jobs were available online for mobile marketing professionals. This is a 25% year-over-year increase, when compared to the same 90 days period in 2012. The below hiring trend chart shows that hiring has been growing steadily over the past 4 years.

Hiring Demand for Mobile Marketers in the US – 4 Year Hiring Trend

Hiring Demand for Mobile Marketers

Source: WANTED Analytics

There are currently 1,843 employers recruiting for mobile marketers. Not only are there a lot of companies hiring, but many companies are sourcing for several mobile marketing positions all at the same time. Below are the 10 companies with the most ads currently online for mobile marketers. As you can see, some of these are sourcing for 200+ jobs at the same time across the US. This means they will not only be competing against each other to attract candidates, but will also be competing against themselves to fill all jobs in a timely manner.

10 Companies with Most Job Ads for Mobile Marketers

Companies currently hiring for mobile marketers

Source: WANTED Analytics

However, growing demand isn't the only reason that Recruiters are likely to experience difficulties when sourcing potential candidates. There is a limited candidate supply in the US – approximately 19,000 people in the US work in mobile marketing. If there were 22,000 jobs in the past 90 days available, and only 19,000 potential candidates across the US, that means there aren't even enough people to fill all the open jobs.

Estimated Candidate Supply of Mobile Marketers in the US

Candidate Supply of Mobile Marketers in the US

Source: WANTED Analytics

So, what do you do if you are recruiting for an open mobile marketing position and are experiencing challenges with sourcing candidates? First, look to areas with lower demand constraints on their talent pool. Cities like Memphis, Tennessee and Springfield, Massachusetts currently only have a couple of employers sourcing for open positions. Keep in mind that these are current conditions – as hiring demand in each location changes, you may have to change the cities you look to for candidates.

Also, consider opening your search to candidates that don't have "marketing" in their job title. For example, Product Manager is actually the most commonly advertised mobile marketing job title. Other common ones include business development, product development, communications, and creative job titles.

Are you recruiting for mobile marketing professionals? Find out what hiring demand and talent supply are in your city with a free trial of WANTED Analytics.

Already an Analytics user? Log in here – the marketing occupation and mobile keywords have already been selected. Just add any specific location, skills, or certification requirements to get customized results for your local market.

Mobile Technology Jobs Still Reaching New Highs

By Abby Lombardi on April 24, 2013 in Computer/Math/IT.

It seems like every day there are more announcements about new mobile developments. With all the recent news about mobile technology, we wanted to take an updated look at hiring demand for mobile tech talent. In March 2013, there were more than 82,000 jobs available online for computer and IT talent that have mobile skills. This is not only a 22% year-over-year increase from last March, but also marks a new high in demand.

Hiring Demand for Mobile Technology Jobs – 4 Year Hiring Trend

Hiring Demand for Mobile Developers

Source: WANTED Analytics

Below are the 10 technical occupations that had the most job postings during March. Of the below, only Systems Software Developers declined in demand compared to last year. IT Project Managers and Applications Software Developers increased the most, up 47% and 33% respectively.

  1. Software Developers (Applications)
  2. Web Developers
  3. Computer User Support Specialists
  4. Network and Computer Systems Administrators
  5. Software Quality Assurance Engineers and Testers
  6. Information Technology Project Managers
  7. Computer Systems Analysts
  8. Computer Programmers
  9. Computer Systems Engineers/Architects
  10. Software Developers (Systems Software)

With the growing demand, and considering that tech jobs are generally hard-to-fill, it's probably not surprising that Recruiters are likely to experience challenges when sourcing potential candidates for these positions. Our Hiring Scale scores mobile technology jobs as a 78, out of a possible 99. This means that these jobs are likely to be very difficult-to-fill on average across the US. The below heat map of major metro areas in the US confirms this. There are only a few green locations, which would represents locations that currently represent the best conditions for finding qualified potential candidates.

Hiring Scale Map of US – Difficulty-to-Fill for Mobile Technology Jobs

heat map of mobile tech hiring

Source: WANTED Analytics

The most difficulties are likely to be seen in Columbia (MO), Bloomington-Normal (IL), and Dubuque (IA). These 3 locations all score higher than a 90 on our Hiring Scale. San Francisco, part of the Silicon Valley, is the 4th hardest location, scoring an 88.

Find out how hard-to-fill any mobile job is in your city with a free trial of WANTED Analytics! Sign up and start filling positions faster!

Already an Analytics user? Log in here – we already added the mobile and technology job filters. Add any others specific to your open positions, like location or skills.

Visual Effects of Animation Hiring

By Abby Lombardi on March 28, 2013 in Occupations.

Last year, we covered hiring demand for animation skills and saw that the number of job ads for these professionals was growing to new highs. Has demand continued? Or was it just a visual effect? In February, there were 6,600 jobs available online that specified animation skills. Despite rising after the seasonal lull, hiring demand is down from February 2012 by approximately 10%.

Hiring Demand for Animation Skills – 4 Year Hiring Trend

Hiring Demand for Animation Skills

Source: WANTED Analytics

During February, the highest number of job ads was seen in Los Angeles. Last month, there were approximately 850 ads posted online in LA. New York, San Francisco, Washington (DC), and Seattle rounded out the 5 metro areas with the most jobs for animation skills. Of these locations, New York was the only metro area to see a year-over-year increase in hiring. In February, there was 20% more ads for animation skilled professionals than there was in February 2012.

The most commonly advertised job titles that require animation skills are:

  • Graphic Designer
  • Web Designer
  • Web Developer
  • Flash Developer
  • Animator
  • Art Director
  • Instructional Designer
  • Senior Logistics Manager
  • Software Engineer

We expected to see Graphic Designers, Web Designers/Developers, and other Artistic job titles. We were somewhat surprised that Senior Logistics Manager made this list, however. After looking at the job ads, we saw that many logistics jobs require using animations or multimedia to assess operations. Did any of these job titles stand out to you?

On average across the US, Recruiters and hiring managers are likely to experience moderate difficulties when sourcing candidates for these positions. The average Hiring Scale score for animation jobs is a 57 (out of a possible 99.) The most difficulty is likely to be seen in Tallahassee, Florida, which scores an 89 on our Hiring Scale.

Hiring Scale for Jobs that Require Animation Skills

Hiring Scale for Jobs that Require Animation Skills

Source: WANTED Analytics

Are you recruiting for a job that requires animation skills? Find out what recruiting conditions are like in your area and where to find potential candidates with a free trial of WANTED Analytics!

Already an Analytics user? Log in here for the prepopulated animation skills filter. Just add your location, occupation, or other skill/certification requirements and generate a Talent Sourcing Report to share with hiring managers.

Hiring for HR Pro's Still Growing – Recruiters in Top Demand

By Abby Lombardi on March 27, 2013 in Human Resources.

Hiring demand for human resources professionals is often thought of as an indicator for general hiring demand. As more employees are needed, a company would require more Recruiters (to find and hire employees), Compensation/Payroll Administrators (to setup, analyze, and process salaries), and Training and Development Specialists (to "onboard" and continually develop the workforce). Recent hiring for HR professionals has been healthy. In February, there were 115,000 ads available online for HR jobs. This is a 14% year-over-year increase from February of 2012.

Hiring Demand for Human Resource Professionals

Hiring Demand for Human Resource Professionals

Source: WANTED Analytics

Another signal that hiring across the US may be gearing up, the most commonly advertised job title for HR professionals is “Recruiter.” In fact, various recruiting job titles appear 4 times on the below list of the 10 most commonly advertised job titles. Other common HR fields are payroll and general human resources, which appear 3 times each.

Most Commonly Advertised HR Job Titles:

  1. Recruiter
  2. Human Resources Assistant
  3. Payroll Specialist
  4. Technical Recruiter
  5. Payroll Clerk
  6. Payroll Administrator
  7. Human Resources Coordinator
  8. Recruiting Coordinator
  9. Human Resources Specialist
  10. Senior Recruiter

The Hiring Scale shows that employers will have difficulty when sourcing HR professionals as potential candidates. With increasing demand and a limited number of qualified potential candidates in any one area, employers are likely to advertise jobs for 6 weeks. Some of the areas with more difficult conditions, like Odessa (Texas), can spend up to 7.5 weeks sourcing candidates, interviewing applicants, and filling open positions. Some locations that these jobs are less difficult to fill are Norwich (Connecticut) and Pocatello (Idaho) where employers average a 5 week posting period for HR jobs.

Hiring Scales for HR Professionals across the US

Hiring Scales for HR Professionals across the US

Source: WANTED Analytics

For more information and trends on hiring for HR professionals, read "Hiring for HR Professionals begins to Grow Again" and "Where to Source Recruiters: Best and Worst Cities."

Are you recruiting for open HR jobs? Find out how in-demand they are in your city and what recruiting conditions are like with a free trial of WANTED Analytics.

Already an Analytics user? Log in here – the job function filter has been selected. Just add any location, skill, keywords, or industry filters for customized results. Or use our Search Wizard!

5 Best and Worst Places to Recruit Accountants

By Abby Lombardi on March 25, 2013 in Accounting/Finance.

It's tax season "crunch time." If you still need to hire additional Accountants to help get you through this last few weeks of tax season, you may be feeling the pressure. So to help you fill jobs faster, we wanted to provide the 5 best places to currently find this talent. In the past 7 days, there were 4,500 new ads posted online by 1,600 companies. Even as we approach the end of the peak season, there is still growing demand.

Hiring Scale Map for Accountants and Auditors across the US

Hiring Scales for Accountants in Major Metro Areas

Source: WANTED Analytics

The above map shows the Hiring Scales of Accountant or Auditor jobs in major metropolitan areas across the US. Most areas are green, which shows that even though demand is increasing, these positions are likely to be just moderately difficult to fill. Nationally, our Hiring Scale scores Accountant and Auditor jobs at a 47 (out of 99, where 99 represents the most difficult-to-fill.) In addition, we see that jobs stay online for approximately 7 weeks on average.

Below are the 5 cities that scored the lowest on our Hiring Scale. Interestingly, the below all scored a 5. By sourcing from these cities, Recruiters are likely to see less competition from other employers, have larger pools of candidates to source from, and ultimately fill jobs faster. The average posting periods in these cities are also shorter than the national average. For example, the posting period for an Accountant job ad in Scranton, PA is less than 5 weeks – or about 2 weeks shorter than the national average.

  1. Tallahassee, FL
  2. Binghamton, NY
  3. Scranton, PA
  4. Pensacola, FL
  5. Ocala, FL

In comparison, here are the 5 cities that are likely to experience the most difficulty recruiting Accountants:

  1. Battle Creek, MI
  2. Manchester, NH
  3. Niles, MI
  4. Waterloo-Cedar Falls, IA
  5. Minneapolis, MN

The Battle Creek, Michigan metro area currently scores the highest on our Hiring Scale, with a 75. One of the reasons it's likely to be so difficult here is that the existing talent pool is very small. Currently, there are only about 200 accounting professionals working in the area. If you are trying to fill an Accountant position here, there is likely to be competition from other employers to attract candidates from a very small supply.

See how difficult-to-fill accounting jobs are likely to be in your city with a FREE trial of WANTED Analytics!

Already an Analytics user? Log in here – we already added the Accountant & Auditor occupational code. Just customize your search with any skill, location, or keyword filters. Don't forget to generate a Talent Sourcing Report to use in strategy meetings with hiring managers or other HR partners!

Footer
Company | Solutions | Press | Events | Investor Relations | Contact Us