EmployerOne Survey 2018 Cross Tabulations

Transcription

1 EmployerOne Survey 2018 Cross Tabulations EMO Workforce Planning and Development Board and Local Employment Planning Council Emilian Siman, Data Analyst workforcedevelopment.ca

2 Introduction of the EmployerOne Survey A complementary effort done locally to understand better the labour issues faced by local employers Targeted a stratified sampling of the employers in the London Economic Region Web based administered survey (Survey Monkey) Data collection was done during the month of January, usable surveys collected in January, 2018 Descriptive statistics reported earlier, March 2018 We continue with an exploratory investigation of potential relationships among variables through cross tabulation The tested relationships were suggested through the LEPC Central Table conversations regarding 2018 EmployerOne Survey descriptive statistics

3 Question Is it any relationship between the hired categories (youth, older workers, and immigrants) and the industries that hired them? Recode variables Hired any of the following categories in the past 12 months: Youth Older workers (over 55) Immigrants Francophones Visible minority Persons with disability Indigenous Main sector: (2 digit NAICS)

4 Hired one or more of the following categories of job seekers by industry Immigrant (n1=43) 11.63% 9.30% 30.23% 9.30% 2.33% 4.65% Visible minority (n2=54) 5.66% 1.89% 13.21% 26.42% 15.09% 1.89% 7.55% Youth (n3=100) 8.00% 9.00% 6.00% 15.00% 16.00% 14.00% 2.00% Person with disability (n4=29) 13.79% 3.45% 10.34% 13.79% 13.79% 24.14% Indigenous (n5=18) 11.11% 11.11% 16.67% 22.22% 11.11% Francophone (n6=14) 7.14% 14.29% 21.43% 7.14% 21.43% 7.14% Older worker (over 55) - (n7=71) 9.86% 4.23% 9.86% 19.72% 11.27% 1.41% 14.08% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Accommodation and food services Agriculture, forestry, fishing, and hunting Construction Finance and insurance Information and cultural industries Other services (except public administration) Public administration Retail trade Wholesale trade Administrative and support, waste management and remediation services Arts, entertainment, and recreation Educational services Health care and social assistance Manufacturing Professional, scientific and technical services Real estate and rental and leasing Transportation and warehousing

5 Conclusions Hired group by industry: Immigrant: 1) manufacturing, 2) accommodation and food services, and 3) health care and social services or other services (except public services) Visible minority: 1) manufacturing, 2) other services (except public administration), and 3) health care and social assistance Youth: 1) Other services (except public administration), 2) manufacturing, and 3) real estate and rental and leasing Person with disability*: 1) retail trade, 2) accommodation and food services, and 3) manufacturing and other services (except public administration) Indigenous*: 1) other services (except public services) and 2) manufacturing (difficult to decide for #3) Francophone*: 1) manufacturing, 2) other services (except public administration), and 3) construction Older worker (over 55): 1) manufacturing, 2) retail trade, 3) other services (except public administration) *Note: The groups with small number of answers require cautiousness when attempting to reach definite conclusions

6 Question Is it any relationship between some of the reasons for hard-to-fill jobs and industries and/or occupations? Recode variables Reasons for hard-to-fill positions: No applicants at all Not enough applicants Lack of qualifications Main sector: (2 digit NAICS) Occupations: (2 digit NOC for the first hard to fill position)

7 Reasons why the positions were hard to fill by industry No applicants at all (n1=22) 4.55% 18.18% 13.64% 4.55% 13.64% 13.64% 4.55% 4.55% 4.55% Not enough applicants (n2=74) 5.41% 13.51% 6.76% 8.11% 20.27% 12.16% 6.76% 4.05% 6.76% 2.70% Lack of qualifications (education level - credentials) - (n3=67) 10.45% 11.94% 5.97% 20.90% 8.96% 5.97% 10.45% 2.99% 5.97% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Accommodation and food services Agriculture, forestry, fishing, and hunting Construction Health care and social assistance Manufacturing Other services (except public administration) Public administration Retail trade Utilities Administrative and support, waste management and remediation services Arts, entertainment, and recreation Educational services Information and cultural industries Mining, quarrying, and oil and gas extraction Professional, scientific and technical services Real estate and rental and leasing Transportation and warehousing Wholesale trade

8 Conclusions Industries associated with the following reasons for hard-to-fill jobs: No applicants at all *: 1) construction, 2) educational services, and 3) manufacturing or other services (except public administration) Not enough applicants: 1) manufacturing, 2) construction, and 3) health care and social assistance Lack of qualifications (education level credentials): 1) manufacturing, 2) educational services, and 3) construction or retail trade *Note: The groups with small number of answers require cautiousness when attempting to reach definite conclusions

9 Reasons for hard-to-fill positions by occupations indicated as first occupation hard to fill No applicants at all - (n1=20) 5.00% 10.00% 5.00% 5.00% 10.00% 10.00% 5.00% 25.00% Not enough applicants - (n2=70) 5.71% 2.86% 2.86% 2.86% 4.29% 4.29% 5.71% 5.71% 5.71% 5.71% 8.57% 12.86% Lack of qualifications (education level - credentials) - (n3=63) 4.76% 4.76% 4.76% 4.76% 4.76% 4.76% 4.76% 6.35% 7.94% 3.17% 3.17% 12.70% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 00 Senior management occupations Specialized middle management occupations 06 Middle management occupations in retail and wholesale trade and customer services Middle management occupations in trades, transportation, production, and utilities 13 Finance, insurance, and related business administrative occupations 14 Office support occupations 22 Technical occupations related to natural and applied sciences 31 Professional occupations in health (except nursing) 34 Assisting occupations in support of health services 40 Professional occupations in education services 41 Professional occupations in law and social, community and government services 42 Paraprofessional occupations in legal, social, community and education services 44 Care providers and educational, legal and public protection support occupations 51 Professional occupations in art and culture 52 Technical occupations in art, culture, recreation, and sport 62 Retail sales supervisors and specialized sales occupations 63 Service supervisors and specialized service occupations 64 Sales representatives and salespersons - wholesale and retail trade 65 Service representatives and other customer and personal services occupations 66 Sales support occupations 67 Service support and other service occupations, n.e.c. 72 Industrial, electrical and construction trades 73 Maintenance and equipment operation trades 74 Other installers, repairers and servicers and material handlers 75 Transport and heavy equipment operation and related maintenance occupations 76 Trades helpers, construction labourers and related occupations 82 Supervisors and technical occupations in natural resources, agriculture and related production 84 Workers in natural resources, agriculture, and related production 94 Processing and manufacturing machine operators and related production workers 95 Assemblers in manufacturing 96 Labourers in processing, manufacturing, and utilities

10 Conclusions Occupations associated with the following reasons for hard-to-fill jobs: No applicants at all*: 1) 76 trade helpers, construction labourers and related occupations, 2) 40 professional occupations in education services, or 72 industrial, electrical and construction traders or 74 other installers, repairer and servicers and material handlers, and 3) cannot be determined too many equivalent categories Not enough applicants: 1) 76 trade helpers, construction labourers and related occupations, 2) 75 transport and heavy equipment operation and related maintenance occupations, and 3) cannot be determined too many equivalent categories Lack of qualifications (education level credentials): 1) 76 trade helpers, construction labourers and related occupations, 2) 72 industrial, electrical and construction traders, and 3) 67 service support and other service occupations, n.e.c. *Note: The groups with small number of answers require cautiousness when attempting to reach definite conclusions

11 Questions Is there any association between ranking government employment centres or websites in the top 5 used recruitment methods and experiencing separations (quits)? Is there any association between ranking non-government or community employment service centres or websites in the top 5 used recruitment methods and experiencing separations (quits)? Recode variables Ranking among the top 5 used methods of recruitment: Government employment centres and websites Non-government or community employment service centres or websites Did your organization experience any separations over the last 12 months? (Quits)

12 Cross tabulation Ranked government employment centres or websites in the top 5 Experienced quits No Yes Total No % % % 68.65% 53.40% 31.35% 24.38% % 77.78% Yes % % % 38.89% 8.64% 61.11% 13.58% % 22.22% Total % % % 62.04% 62.04% 37.96% 37.96% % % Counts % column % row % total

13 Conclusions Overall, it was more likely that organizations didn t experience quits and didn t rank government centres or websites in their top 5 recruitment methods (53.40%) then otherwise (any other category), and vice versa. IF the organizations experienced quits THEN there were about 1.8 higher odds that the organizations didn t rank the government employment centres or websites in the top 5 used recruitment methods than they ranked government employment centres or websites in their top 5 used recruitment methods. IF the organizations ranked government employment centres or websites in top 5 used recruitment methods THEN there were about 1.6 higher odds that the organizations experienced quits than didn t experienced quits.

14 Cross tabulation Ranked non- government or community employment service centres or websites in the top 5 Experienced quits No Yes Total No % % % 64.52% 49.38% 35.48% 27.16% % 76.54% Yes % % % 53.95% 12.65% 46.05% 10.80% % 23.46% Total % % % 62.04% 62.04% 37.96% 37.96% % % Counts % column % row % total

15 Conclusions Overall, it was more likely that organizations didn t experience quits and didn t rank non-government or community employment service centres or websites in their top 5 recruitment methods (49.38%) then otherwise (any other category). IF the responding organizations experienced quits THEN there were about more than double (2.5) higher odds that the organizations didn t rank the non-government or community employment service centres or websites in the top 5 used recruitment methods than the responding organizations ranked non-government or community employment service centres or websites in their top 5 used recruiting methods. IF the responding organizations ranked non-government or community employment service centres or websites in top 5 used recruitment methods THEN there were slightly higher odds (about 1.2) that the organizations didn t experienced quits than experienced quits.

16 Top 5 used recruitment methods for respondents that experienced quits in the last 12 months (n=123) (weighted sum score) Online job boards/postings Word of mouth/personal contacts/referrals/informal networks Social media Government employment centres or websites Company's own internet site Non-government or community employment service centres or websites Unsolicited resumes On-site recruitment at schools, colleges, or universities Executive search companies or temporary help agencies On-site job signs or posters Newspaper ads Trade or professional associations publications/sites Job fairs Other Top 5 used recruitment methods for respondents that didn't experience quits in the last 12 months (n=201) (weighted sum score) Word of mouth/personal contacts/referrals/informal networks Online job boards/postings Social media Company's own internet site Non-government or community employment service centres or websites Unsolicited resumes Government employment centres or websites On-site recruitment at schools, colleges, or universities Trade or professional associations publications/sites Newspaper ads Executive search companies or temporary help agencies On-site job signs or posters Other Job fairs

17 Question Is it any relationship between the use of government funded employment agency and experienced separations (quits)? Recode variables Did you use a free funded employment service agency for general employment? Did your organization experience any separations over the last 12 months? Quits

18 Cross tabulation Experienced separations Used a government employment service agency No Yes Total No % % % 47.59% 29.48% 52.41% 32.46% % 61.94% Yes % % % 26.47% 10.07% 73.53% 27.99% % 38.06% Total % % % 39.55% 39.55% 60.45% 60.45% % % Count % column % row % total

19 Cross tabulation Used a government employment service agency Experienced quits No Yes Total No % % % 50.60% 31.34% 49.40% 30.60% % Yes % % % 28.43% 10.82% 71.57% 27.24% % Total % % % 42.16% 42.16% 57.84% 57.84% % % Count % column % row % total

20 Conclusions IF the responding employer used a government funded employment agency THEN the odds of experiencing separations were three times higher than not experiencing separations. IF the responding employer didn t experience separations THEN the odds of not using a government funded employment agency were three times higher than using a government funded employment agency. IF the responding employer used a government funded employment agency THEN the odds of experiencing quits were about two and a half times higher than not experiencing quits. IF the responding employer didn t experience quits THEN the odds of not using a government funded employment agency were about three times higher than using a government funded employment agency.

21 Question Is it any difference in the used methods of recruitment between the organizations that rated the availability of qualified workers in EMO region as poor and/or fair and the rest? Recode variables How do you rate the availability of qualified workers in Elgin, Middlesex and Oxford region? Please rank order up to five recruitment methods you use to hire

22 Top 5 recruitment methods used by the organizations which rated availability of qualified workers in EMO region as "Poor" or "Fair" Online job boards/postings Word of mouth/personal contacts/referrals/informal networks Social media Non-government or community employment service centres or websites Government employment centres or websites Unsolicited resumes Company's own internet site On-site recruitment at schools, colleges, or universities Newspaper ads Executive search companies or temporary help agencies Trade or professional associations publications/sites On-site job signs or posters Job fairs Other Top 5 recruitment methods used by the organizations which rated availability of qualified workers in EMO region as "Excellent" or "Good" Word of mouth/personal contacts/referrals/informal networks Online job boards/postings Social media Company's own internet site Non-government or community employment service centres or websites Government employment centres or websites Unsolicited resumes On-site recruitment at schools, colleges, or universities Trade or professional associations publications/sites Executive search companies or temporary help agencies On-site job signs or posters Newspaper ads Other Job fairs

23 Conclusions One can observe a flip in the choice of the first two ranked methods: Word of mouth/personal contacts/referrals/informal networks was the #1 choice for the excellent or good group, while Online job boards/postings was the #1 choice for the poor or fair group One can further observe a difference in the preferences of #4 and #5 used recruiting methods: The excellent or good group showed preference for self-reliant methods ( company s own internet site ) and private aid methods ( non-government or community employment services agencies or websites ), whereas The poor and fair group showed preference for both private and government aid methods ( non-government or community employment services agencies or websites and government employment centres or websites ). To force a conclusion: the preference of the excellent or good group for proactive recruitment methods vs. the preference of the poor or fair group for reactive recruitment methods

24 Question Is it any difference in usage by community of the government hiring and training incentives? Recode variables Please indicate how you support training/professional development opportunities: Using government hiring and training incentives Community: County/Municipality

25 Cross tabulation Using government hiring and training incentives County/Municipality - recoded No Yes Total % % % Elgin without St.Thomas 86.84% 10.19% 13.16% 1.54% % 11.73% % % % London 89.52% 29.01% 10.48% 3.40% % 32.41% % % % Middlesex without London 80.30% 16.36% 19.70% 4.01% % 20.37% % % % Oxford 75.00% 18.52% 25.00% 6.17% % 24.69% % % % St. Thomas 88.57% 9.57% 11.43% 1.23% % 10.80% Total % % % 83.64% 83.64% 16.36% 16.36% % 100 count % column % row % total

26 Conclusions One would observe a higher proportion of employers relative to the total number in the community (county/municipality) indicating that they used government hiring and training incentives in Oxford (25%) and Middlesex without London (19.70%) than in any other communities in London Economic Region

27 Question Those businesses that said they didn t get enough applicants For example, did the applicants not have the right credentials? Did they hire everyone who did apply?

28 Answer Great insight into the reasons these positions are hard-to-fill. Unfortunately, we can only answer some of the question. EmployerOne Survey questionnaire doesn t have a question grouping asking sequentially IF you didn t get enough applicants THEN Did you hire anyone who did apply? or THEN Did you hire everyone who applied? However, we can explore co-occurrence between selecting not enough applicants and lack of qualifications (education level credentials) among the top 3 reasons why the positions were hard-to-fill Limitations on answering imposed by the way in which the question is asked

29 Cross tabulation Didn t experience not enough applicants Not enough applicants Total Counts Didn t face lack of qualifications from job applicants Lack of qualifications (education levels-credentials) Total % % % 86.80% 66.98% 13.20% 10.19% % 77.16% % % % 54.05% 12.35% 45.95% 10.49% % 22.84% % % % 79.32% 79.32% 20.68% 20.68% % % % column % row % total

30 Conclusions There was a slightly higher proportion of employers that indicated not enough applicants and didn t provide an answer for the lack of qualifications compared to the proportion of employers that indicated not enough applicants and also indicated lack of qualifications (education levels credentials), about 54% vs. 46% respectively. Taking a look at the relationships between not enough applicants and lack of technical skills and lack of experience. We reached the same conclusion that there is a higher proportion of employers that indicated not enough applicants and didn t provide an answer for lack of technical skills, or lack of experience respectively than the opposite, employers who indicated not enough applicants and lack of technical skills, or lack of experience respectively (74.32% vs %)

31 Question Is there any relationship between where employers looked for applicants and not enough applicants as a reason for hard-to-fill jobs? Where employers looked for applicants: Which of the following geographic areas were targeted for recruitment? (Select all that apply.) Locally Provincially Nationally Internationally If yes, Please select the top 3 reasons why the positions were hard to fill: No applicants at all Not enough applicants Lack of qualifications..

32 Cross tabulation Didn t experience not enough applicants Not enough applicants Total Count % row % total Didn t recruit locally Recruited locally Total % % % 22.80% 17.59% 77.20% 59.57% % 77.16% % % % 9.46% 2.16% 90.54% 20.68% % 22.84% % % % 19.75% 19.75% 80.25% 80.25% % % % column

33 Conclusions Among the employers that experienced not enough applicants, a higher proportion recruited locally than didn t recruit locally, 94.54% vs. 9.46%. Among the employers who didn t recruit locally a higher proportion didn t experience not enough applicants than experienced not enough applicants, 89.06% vs %.

34 Cross tabulation Didn t recruit provincially Recruited provincially Total Didn t experience not % % % enough applicants 89.20% 68.83% 10.80% 8.33% % 77.16% % % % Not enough applicants % 27.03% 6.17% % 22.84% % % % Total 85.49% 85.49% 14.51% 14.51% % % Count % column % row % total

35 Conclusions Among the employers that experienced not enough applicants, a higher percentage didn t recruit provincially than did recruit provincially, 72.97% vs. 27,03%. Among the employers who recruited provincially, a higher percentage didn t experience not enough applicants than experienced not enough applicants, 57.45% vs %.

36 Cross tabulation Didn t experience not enough applicants Not enough applicants Total Count Didn t recruit nationally Recruited nationally Total % % % 99.20% 76.54% 0.80% 0.62% % 77.16% % % % 90.54% 20.68% 9.46% 2.16% % 22.84% % % % 97.22% 97.22% 2.78% 2.78% % % % column % row % total

37 Conclusions Among the employers who experienced not enough applicants, a higher proportion didn t recruit nationally than recruited nationally, 90.54% vs. 9.46%. Among the employers who recruited nationally, a higher proportion experienced not enough applicants than didn t experienced not enough applicants, 77.78% vs %.

38 Question What were some examples of other under recruitment methods?

39 Other recruitment methods If other, please specify... Work in oxford.ca indeed.ca Hired by word of mouth Agency newsletter We hire multiple coops each tax season and the following year a high percentage will apply to return as a seasonal employee. We normally have an abundance af unsolicited resumes to choose from and can not take them all. University job posting Community Employment Service Centres Custodian was previously working for a company we had hired. When the company disbanded we hired the custodian. Hired part time person to fill full time position Indeed.ca communication to existing members of Local 1059 (over 2400 people) Kijiji Job Boards at College and University Community Network Word of mouth Newspaper

40 Question Do we observe any relationship between businesses that didn t indicate they had hard-to-fill positions and their top recruiting methods? Recoded variables Were any positions hard-to-fill in the past 12 months? Yes No Please rank up to five recruitment methods you use to hire: Word of mouth/personal contacts/ referrals/informal networks On-site job signs or posters..

41 Top five recruitment methods of the employers that experienced hard-to-fill positions (weighted score) Online job boards/postings Word of mouth/personal Social media Government employment centres or Non-government or community Company's own internet site Unsolicited resumes On-site recruitment at schools, colleges, Executive search companies or Trade or professional associations On-site job signs or posters Newspaper ads Job fairs Other Top 5 recruitment methods used by employers that didn't experience hard-to-fill positions Word of mouth/personal Online job boards/postings Social media Company's own internet site Non-government or community Unsolicited resumes On-site recruitment at schools, colleges, Government employment centres or Newspaper ads Trade or professional associations On-site job signs or posters Executive search companies or temporary Other Job fairs

42 Thank you! Emilian Siman, Data Analyst workforcedevelopment.ca