CareerBuilder recently published the results of a study they conducted among 1,087 people who are employed (full-time, not self-employed). Their study (very generally) found that “the days of the passive job seeker are over.” Within that, the findings were broken down into a few general areas:
– Candidate profiling
– Generational differences
– Research habits
The Candidate Profile
It seems that the term “job seeker” can and should be applied to 74% of those already employed. According to this study, nearly three-quarters of all employees are actively searching for other opportunities—69% of whom say that searching for new opportunities is part of their regular routine.
Based on the candidates that we talk to, we can confirm the same to be true for those who fill our inboxes. The story is the same—the majority is employed, but still looking. This seems to be especially true for those working in hourly or per-diem jobs.
Looking at Millenials VS BabyBoomers, there were some clear differences, but nothing terribly shocking. Millennials have a 3 year average with any one job, while Baby Boomers average 11 years. Both claim that they are willing to relocate—83% of Millennials and 58% of Boomers.
No surprise, they found that the majority of workers come across new job opportunities in one of three ways: online searches, traditional networking, or job boards. What is somewhat surprising though, is that only 56% reported researching a company online prior to interviewing. (Frankly, in the information age, there’s no reason for this number being less than 100%!)
For those who are taking the time to do their digging, they aren’t just trusting one source; in fact, most will use 14.5 unique resources when searching for a job. How does that compare to the average research for other big decisions? Well, on average someone will use 11.7 sources for choosing an insurance provider, 10.8 for a bank, and 10.2 for a trip.
Unfortunately, the survey data pretty much stopped there. It would be interesting to see exactly what this “always looking” trend has done for employers. For instance, are they doing more to encourage employees to stick around? Or, are they less likely to invest time and money into employees because they assume the employee will turn over or move on long before any investment would pay off? Has this fluidity negatively impacted work places that are highly collaborative or team-oriented? (Employers, if you have any thoughts on this, we’d love to hear them!)
Well, we can only hope there will be a follow up study done from that perspective someday. Until then, as you might have guessed, we are plenty busy trying to help fill all of the openings left behind by the always-searching workforce.