A couple of months ago we posted on an article from the Pioneer Press titled Speaking Up Helps Keep Star Workers. One of the surprising findings was that 47% of the 16,273 stellar workers surveyed are mailing out resumes, going on job interviews, even contemplating other offers.

I just recently caught up to an article from a WorkForce Management newsletter of a survey Yahoo HotJobs conducted on 5,300 people. They found that nearly two-thirds are open to switching jobs, with an improving job market cited as the chief cause for such optimism. Here are some interesting points they found:

• 39% cited unhappiness with wages as the chief issue
• 75% cited 2006 raises or bonuses were below their expectations

So where is retention on your list of priorities? You may want to put some thought into it because it is a safe bet that more than half of your employees are looking for new opportunities.

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From a CareerBuilder survey:

Sixty-three percent of HR managers report that spelling errors are the most annoying mistakes they see on resumes. Other top mistakes include:

Resumes not customized to the position (30 percent)

Lies (23 percent)

Including too many insignificant details on job responsibilities (21 percent)

Resumes that are more than two pages long (21 percent)

Lies would seem to be a “most annoying mistake” on a resume if I took the survey and spelling errors would be second.

From earlier in the article:

If you’re looking for a new job this year, be prepared for some competition. Twenty-seven percent of human resource (HR) managers say they receive more than 50 resumes, on average, for each open position. More than one-in-ten (13 percent) HR managers receive more than 100 resumes per job opening. The survey, “Resumes 2007,” was conducted from November 17 to December 11, 2006 and included 360 HR managers.

There are 2 ways to look at this information. Obviously, it is valuable to have a selection to choose from when sourcing. However, if you are receiving 50 or more resumes, my initial reaction is that the ad is not written tight enough.

Obviously, a fairly generic, entry-level position will elicit a large response. But I still believe the ad should be adjusted to use a finer filter – a more descriptive requirements section regarding the ideal candidate.

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Not the abbreviation I would have chosen in the title:

Legal Ass. needs work cheap.

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