Job Vacancies for Hard-to-Fill Positions Lowering Morale

As companies navigate around the widening skills gap in the United States, prolonged job vacancies are taking a toll on employee morale and the bottom line. Despite high unemployment rates, 38 percent of employers reported they currently have positions for which they can't find qualified candidates. One-third reported that job vacancies have resulted in a lower quality of work due to employees being overworked, and 23 percent cited a loss in revenue.

With unfilled positions often translating into longer hours for existing staff, 33 percent of employers said vacancies have caused lower morale and 17 percent pointed to higher turnover within their organizations.

CareerBuilder's "Talent Crunch" study explores the challenges associated with the skills deficit and what employers are doing to address it. The study was produced in conjunction with CareerBuilder's "Empowering Employment" initiative, a partnership effort that showcases the programs and learnings of companies who are committed to retraining workers and fueling job creation.

Looking at enterprise organizations in the United States, which hire in the largest volume, the five areas they said are the most difficult to recruit for are:

• Engineering – 67 percent
• C-level positions (CEO, CFO, CMO, etc.) – 60 percent
• Information Technology – 60 percent
• Research & Development – 54 percent
• Production – 54 percent

To secure talent for hard-to-fill positions, half of employers of all sizes are planning to hire workers who don't have experience in their particular industry or field and train them. Thirty-one percent are planning to cross-train current employees while 19 percent are targeting talent from competitors. Nearly two-thirds are willing to stretch incentives such as offering flexible hours (25 percent), higher salary (22 percent) and remote work options (15 percent).

Two-in-five companies (41 percent) reported they currently have programs in place to help alleviate the skills gap including on-the-job training, mentoring, sending employees back to school and other efforts.

To view the full study results, go to