Auto Manufacturers Hit the Gas on Hiring
Auto manufacturers posted more than 6,500 online job ads during June of 2012, growing 32% versus 2011, according to WANTED Analytics™.
New York, NY – July 10, 2012. During June 2012, Recruiters at motor vehicle and parts manufacturers posted over 6,500 online job ads, according to WANTED Analytics™ (www.wantedanalytics.com), the leading source of real-time business intelligence for the talent marketplace. Hiring demand in this industry fell dramatically during the recession, but has grown steadily so far in 2012. In June, employers in this sector posted 32% more jobs than during the same time period in 2011. Also, the volume of ads has tripled compared to the lowest demand, which was seen in 2009.
The majority of job listings were seen for engineering and technical positions. More than 2,000 jobs were advertised online for Engineers, the most of any occupational field, at a 32% year-over-year increase. Technical related jobs, such as Software Engineers, also increased 53% from June 2011. Other fields with high-demand within the auto manufacturing industry were production, management, and financial operations occupations. The most commonly advertised job titles in the auto manufacturing sector were:
- Quality Engineer
- Manufacturing Engineer
- Production Supervisor
- Maintenance Technician
- Program Manager
Auto manufacturers are likely to experience difficulties when sourcing candidates since hiring demand is increasing and causing more competition among employers to attract qualified candidates. However, these conditions will vary slightly by location depending on the available talent supply. According to the Hiring Scale™, companies in Detroit are currently experiencing some of the most difficulties in sourcing candidates. With the volume of job ads more than doubling in the last year, Recruiters are likely to compete heavily to attract talent and experience a longer time-to-fill than average. The average duration of a job ad in the auto industry in Detroit is more than 6.2 weeks. In comparison, the Hiring Scale also shows the easiest places to currently recruit talent in this industry are Davenport (Iowa), Atlanta (Georgia), and Kansas City (Missouri).These areas are likely to fill job openings faster and easier than the rest of the United States.
The Hiring Scale measures conditions in local job markets by comparing hiring demand and labor supply. The Hiring Scale is part of the WANTED Analytics platform that offers business intelligence for the talent marketplace.
To see additional charts and detail, please visit www.wantedanalytics.com/insight.
The Hiring Scale is available at www.hiringscale.com.
About WANTED Analytics™
WANTED Analytics™ helps recruiting organizations make better decisions faster with real-time business intelligence on jobs, employers, and talent. Analytics brings together, for the first time, years of hiring demand and talent supply data to create a true talent intelligence platform for hard-to-fill positions.
Clients in the staffing, HR, RPO, media, and government sectors use WANTED Analytics™ to find sales leads, analyze employment trends, gather competitive intelligence, forecast economic conditions, and source hard-to-fill positions.
About WANTED Technologies Corporation
WANTED Technologies (TSX-V:WAN) provides real-time business intelligence for the talent marketplace. Founded in 1999, the company’s headquarters are in Quebec City, Canada, and it maintains a US-based subsidiary with primary offices in New York City. WANTED began collecting detailed Hiring Demand data in June 2005, and currently maintains a database of more than 600 million unique job listings. For more information or to sample WANTED’s services, visit www.wantedanalytics.com.
WANTED is also the exclusive data provider for The Conference Board Help Wanted OnLine Data Series®, the monthly economic indicator of Hiring Demand in the United States.
The TSX Venture Exchange does not accept responsibility for the adequacy or accuracy of this release. Any statement that appears prospective shall not be interpreted as such.
Ashley Zito Rowe, Senior Marketing Manager