Semiconductor Job Network Article

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Semiconductor Job Network

Every year, more and more people turn to the internet for common activities such as reading the news to paying bills. Thus, it’s no wonder that the Pew Internet & American Life Project reported that more than 8 million people said the internet played a crucial role in finding a new job (March 2005 survey). In fact most people now rely on the internet as their primary method of job seeking compared to the more traditional methods still available such as newspapers, journals and agencies.

Job seekers today have a variety of online recruiting options. These options range from large job boards that cater to a variety of industries to niche job boards which are specialized and target a specific industry or region. The large job boards, such as, and, cater to a large, diverse clientele. Most have the capability to launch impressive advertising campaigns and in return net huge brand recognition and site traffic. Sounds great, right? Surprisingly, or maybe it’s not that surprising, the diversity and lack of attention to detail results in a huge number of general postings, for example “sales” or “account manager”. This makes it difficult for serious job seekers and employers to find results they are looking for in a timely matter. Candidates are forced to review countless job postings that have nothing to do with their industry or job category. Likewise, employers are inundated with irrelevant, typically unqualified candidates. Another major problem with large job boards is their lack of customer service. In many cases, customer support has been farmed out to overseas contractors or even worse, computerized. Also, it seems that many job boards, such as, are focusing efforts on advertising rather then their clients. Users are forced to review several pop-up solicitations before a job posting can ever be viewed.

Niche job boards offer better services than the larger generalized boards because they provide focused attention on a specialized field, such as an industry or region. Since a niche job board is specific to one industry or region, finding the right job or candidate can be done with ease and clarity. Another advantage of a niche board is the customer support and service a smaller company can offer you. Niche boards are usually focused on an industry they are passionate and knowledgeable about and thus are able to connect top professionals with employers.

Semiconnect Job is a niche job board specializing in the semiconductor industry. The job board is specifically created for Semiconnect Job to make finding a job or candidate in the semiconductor field easier and faster. Semiconnect Job is the only semiconductor job site that powers a career center for top semiconductor professionals and has formed strategic partnerships with key trade associations such as SEMI®, MEPTEC and the MEMS Industry Group. For more information, visit Semiconnect Job or call us toll free at 1-800-585-0573. SEMI members receive a 10% discount on job posting services.


While more than one-third (36 percent) of employers expect to add 10 employees or less in 2007, 29 percent will hire more than 50 and 20 percent will hire more than 100. Nearly one-in-ten employers will hire north of 500 new employees.

#1 - Bigger Paychecks

Eighty-one percent of employers report their companies will increase salaries for existing employees.

-- Sixty-five percent will raise compensation levels by 3 percent or more, while nearly one-in-five will raise compensation levels by 5 percent or more.

-- Nearly half of employers (49 percent) expect to increase salaries on initial offers to new employees.

-- Thirty-five percent will raise compensation levels by 3 percent or more while 17 percent will raise compensation levels by 5 percent or more.

#2 - Diversity Recruitment - Hispanics Workers in Demand

Understanding the positive influence workforce diversity has on overall

business performance, employers remain committed to expanding the demographics of their staffs.

-- One-in-ten employers report they will be targeting Hispanic job candidates most aggressively of all diverse segments. Nine percent plan to step up diversity recruiting for African American job candidates, while 8 percent will target female job candidates.

-- Half of employers recruiting bilingual employees say English/Spanish speaking candidates are most in demand in their organizations.

#3 - More Flexible Work Arrangements

Work/life balance is a major buzzword among U.S. employers as employees

struggle to balance heavy workloads and long hours with personal commitments.

-- Nineteen percent of employers say they are very or extremely willing to provide more flexible work arrangements for employees such as job sharing and alternate schedules. Thirty-one percent are fairly willing.

#4 - Rehiring Retirees

Employers continue to express concern over the loss of intellectual capital due to a large number of Baby Boomers approaching retirement.

-- One-in-five employers plan to rehire retirees from other companies or provide incentives for workers approaching retirement age to stay on with the company longer.

# 5 - More Promotions

With the perceived lack of upper mobility within an organization being a major driver for employee turnover, employers are carving out clearer career paths.

-- Thirty-five percent of employers plan to provide more promotions and career advancement opportunities to their existing staff in 2007.

#6 - Hiring Overseas

Companies continue to drive growth by entering or strengthening their presence in global markets.

-- Thirteen percent of employers report they will expand operations and hire employees in other countries in 2007. Nine percent are considering it.

-- Twenty-three percent of employers report they will hire the most workers overseas in China and 22 percent will hire the most in India.

#7 - Better Training

In light of the shortage of skilled workers within their own industries, employers are looking for transferable skills from other industries.

-- Seventy-eight percent report they are willing to recruit workers who don't have experience in their particular industry or field and provide training/certifications needed.

Results released by Harris Interactive(R), and commissioned by The survey was conducted from November 17 through December 11, 2006 of 2,627 hiring managers and human resource professionals in private sector companies.

To view the entire forecast report, visit