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No Change in the Weather:  Hiring Remains Flat for HR Personnel

A recent survey from the Society for Human Resource Management  (SHRM) offers insight into the current employment market for HR Personnel.

As a prominent organization supporting the human resources space, SHRM develops research on matters of interest to the human resources field.  In this case, a recently released survey takes a close look at the job of an HR professional—how practitioners feel, and what the marketplace is reflecting in terms of future growth.

Forecast for HR professionals in 2016

While other job sectors like health and IT continue to experience job growth,  SHRM reports hiring for HR positions remains flat, substantially unchanged since its survey released in the summer of 2015.  Despite lack of expansion in the profession, the study reports most HR practitioners feel fairly confident about their ability to remain employed or gain new employment.

The SHRM report is an annual survey of HR professionals throughout their career lifecycle, from new HR hires to senior HR professionals. Across the board, the number of HR personnel associated with a business or organization is related to the size of the enterprise.  Highlights of the research include the following:

  • Job security:

    Job security is an important feature of any job.  Vital to economic stability, job security is also a big part of engagement.  In any sector, workers without job security are always scanning the horizon for another position, and HR personnel are no different.  The SHRM survey notes one in four professionals, or about 25 percent of respondents expressed concern for job security, compared to 27 percent last year.  Relative to career levels, new entrants into the HR field had less concern for their job security than senior level HR professionals.

  • Finding a new job:

    Along with job security, the SHRM survey also asked participants about their optimism on gaining new employment if needed.  As in previous years, the majority felt confident they would be able to land a new position in their field.  Mid- and senior level professionals expressed the highest confidence in their ability to gain new employment, possibly due to their greater experience.

For those who expressed concern over the ability to gain a new HR position, 49 percent noted questions over finding a position that offered pay and benefits similar to what they currently enjoy.  With that, 33 percent felt the job market was poor for HR professionals at present and expressed concerning for landing a similar position.

In their own organizations, 27 percent noted their company would be hiring for HR positions this year.   Of those, 17 percent of hires would be to fill vacancies, while only ten percent of hires would result from new job creation.

  • Why do they stay?

    For most career HR personnel, pay and benefits are the driving factors for remaining in their current position.  Interestingly, 38 percent of respondents reported relationships with colleagues as a strong driver of their job satisfaction.

Some respondents are already looking out the door.  Approximately 18 percent stated they were looking, or would be looking, for a new job in the next year.  The top reasons for planned job shifts are pay and benefits, career advancement, better fit with company culture, or better work/life balance with flexibility.

  • Where do they go?

    More than 70 percent of respondents who indicated they are looking for a job change stated they would stick with the HR field.  Another 40 percent are applying for jobs with an HR function, while less than 10 percent reported they sought jobs outside the HR field.  HR Generalists continue to be the most sought after class of HR professionals.

  • Change management:

    In any job sector, gaining skills and advanced education is an important tool for moving up the career ladder or advancing within an organization.  Whether looking for a new job, or advancing in their current position, a majority of respondents reported they would be developing additional skills in the next year.  To gain competencies, workers will look to organizational seminars, classes, and workshops, mentors, and credentialing through professional or other certificate programs.

At Brightmove, our software delivers efficiencies for HR professionals to enable them to expand their organizational role.  New capabilities of HR include progression into the C-suite, cybersecurity, nurturing company engagement, and training and awareness initiatives—in addition to traditional HR responsibilities.

When you are interested in gaining more time during your day through more efficient HR software, contact us at Brightmove.



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