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🌟 The intentions of the recruiter in exchange for the facts of the job seeking – in numbers
revealed
Although 2024 ended in the middle of the road only, I think most of us could agree that this year was not expected. Employment everywhere, as some sectors face demobilization while others continue to employees. Even the BLS monthly Jobs report provides little clarity amid relative chaos. This is without entering into the countless factors that affect the recruitment scene.
However, even without a hateful fishing phrase to describe what is happening (Great resignationAnyone? This is what 2024 Use the report of the nation He sought to reveal to correct more than 1500 American workers in April. Here is a look at some of what these people said:
- They keep the door open. While 79 percent of workers are satisfied with their current jobs, about 86 percent will enjoy other chances, with 46 percent of those who are keen to see the next.
- They start with what they know. Although 4 out of 10 workers indicated that they were looking for a new job, the majority (58 percent) looked for a new position within their current company.
- They are more than just money. The highest compensation is a factor in searching for a new job, but it is not the only one. Job progress, greater flexibility or remote work, lead the best company, the company’s best culture and site change as well.
- They are confident in their nomination. Half of the active candidates believe that finding a job in this current market is easy, as 56 percent said that the job market today prefers the candidates. Group, about two -thirds of the respondents believe that it will take less than three months to find a new job.
- They have some concerns. Throughout the year, workers ‘concerns about workers’ demobilization increased by six percentage to 40 percent in 2024. At the same time, concerns about the future of the financial employer also increased by four points to 38 percent.
But what does all this mean? Our team’s analysis shows that although workers understand the complications of the labor market, their tension levels are a strong incentive for his desire to find a new job. This means regardless of what happens externally, if the worker is unhappy, they will search for other opportunities.
With this, employers need to continue employment in harmony with job seekers, whether they have one open or one hundred position. When it comes to the candidate’s experience, American workers have a lot of opinions, including:
- Speed ​​rules. More than three quarters (78 percent) expect workers to take less than 30 minutes. Nearly 45 percent believes that the job application process should take less than 15 minutes.
- Keep it simple. Given that speed is a factor, it is not surprising that job seekers are not interested in complexity. Requirements such as re -introducing information from their CV, joining the talent network, registering for progress or having to create a talent profile, all of all of the deals holidays for the candidates who said they will abandon their application.
- A room for improvement. In response to a question about whether something should focus on employers during employment, almost half of them referred to social media reviews, and 41 percent said that gaps in CVs and 35 percent indicated the length of the operation.
- End before. When it comes to calling, more with job seekers. About 52 percent expects to hear from a recruiter within 1 to 3 days, while another 31 percent expects to hear in less than a week. Likewise, if they are not chosen for a job, 40 percent of the candidates expect hearing again within 1 to 3 days, while 31 percent expects to hear in less than a week.
- All the correct reasons. Regarding positive experiences, more than half of those surveyed referred to a wonderful communication, an easy presentation process and easy -to -scheduling interviews as the most important reasons.
So, where do we go from here? Without psychological powers, it is difficult to determine what the natural scene will look for for six months or even six weeks from now. However, American workers have clearly shown what is important for them as employees and students. By considering their preferences, it becomes possible to build employment that represent the needs of the company and the candidate. In practice, this means relying on technology to develop operations that prefer utility without preferring care and communication along the road. This is true for all companies of all sizes and all candidates in all stages of their career, regardless of the market location.
Authors
Stephanie Manzili
First Vice President of Human Resources and Dei at work. Stephanie, an executive and dynamic official in Human Resources who is conditional on the leadership teams to develop continuous strategic priorities that affect employees and their direction to improve business results, has held leadership roles by retail, insurance, technology and software. She recently worked as a vice president of people and culture at Smartbear. Stephanie has experience in the participation of employees, human resources strategy, learning and development, talent acquisition, employee relations, and total rewards, in addition to a busy record in training in the fields of transformation leadership, team building, and change management with the success that was proven in marriage with business needs and employees on a global scale.
More smart recruitment
The weekly news and industrial visions were presented directly to your in inventing box.
Read Now Read more at: Explore more:
Authored by #intentions #recruiter #exchange #facts #job #seeking #numbers
From: Noel Cocca on 2024-07-10 16:31:00
🌟 RecruitingDaily
explained The intentions of the recruiter in exchange for the facts of the job seeking – in numbers
👉
Although 2024 ended in the middle of the road only, I think most of us could agree that this year was not expected. Employment everywhere, as some sectors face demobilization while others continue to employees. Even the BLS monthly Jobs report provides little clarity amid relative chaos. This is without entering into the countless factors that affect the recruitment scene.
However, even without a hateful fishing phrase to describe what is happening (Great resignationAnyone? This is what 2024 Use the report of the nation He sought to reveal to correct more than 1500 American workers in April. Here is a look at some of what these people said:
- They keep the door open. While 79 percent of workers are satisfied with their current jobs, about 86 percent will enjoy other chances, with 46 percent of those who are keen to see the next.
- They start with what they know. Although 4 out of 10 workers indicated that they were looking for a new job, the majority (58 percent) looked for a new position within their current company.
- They are more than just money. The highest compensation is a factor in searching for a new job, but it is not the only one. Job progress, greater flexibility or remote work, lead the best company, the company’s best culture and site change as well.
- They are confident in their nomination. Half of the active candidates believe that finding a job in this current market is easy, as 56 percent said that the job market today prefers the candidates. Group, about two -thirds of the respondents believe that it will take less than three months to find a new job.
- They have some concerns. Throughout the year, workers ‘concerns about workers’ demobilization increased by six percentage to 40 percent in 2024. At the same time, concerns about the future of the financial employer also increased by four points to 38 percent.
But what does all this mean? Our team’s analysis shows that although workers understand the complications of the labor market, their tension levels are a strong incentive for his desire to find a new job. This means regardless of what happens externally, if the worker is unhappy, they will search for other opportunities.
With this, employers need to continue employment in harmony with job seekers, whether they have one open or one hundred position. When it comes to the candidate’s experience, American workers have a lot of opinions, including:
- Speed ​​rules. More than three quarters (78 percent) expect workers to take less than 30 minutes. Nearly 45 percent believes that the job application process should take less than 15 minutes.
- Keep it simple. Given that speed is a factor, it is not surprising that job seekers are not interested in complexity. Requirements such as re -introducing information from their CV, joining the talent network, registering for progress or having to create a talent profile, all of all of the deals holidays for the candidates who said they will abandon their application.
- A room for improvement. In response to a question about whether something should focus on employers during employment, almost half of them referred to social media reviews, and 41 percent said that gaps in CVs and 35 percent indicated the length of the operation.
- End before. When it comes to calling, more with job seekers. About 52 percent expects to hear from a recruiter within 1 to 3 days, while another 31 percent expects to hear in less than a week. Likewise, if they are not chosen for a job, 40 percent of the candidates expect hearing again within 1 to 3 days, while 31 percent expects to hear in less than a week.
- All the correct reasons. Regarding positive experiences, more than half of those surveyed referred to a wonderful communication, an easy presentation process and easy -to -scheduling interviews as the most important reasons.
So, where do we go from here? Without psychological powers, it is difficult to determine what the natural scene will look for for six months or even six weeks from now. However, American workers have clearly shown what is important for them as employees and students. By considering their preferences, it becomes possible to build employment that represent the needs of the company and the candidate. In practice, this means relying on technology to develop operations that prefer utility without preferring care and communication along the road. This is true for all companies of all sizes and all candidates in all stages of their career, regardless of the market location.
Authors
Stephanie Manzili
First Vice President of Human Resources and Dei at work. Stephanie, an executive and dynamic official in Human Resources who is conditional on the leadership teams to develop continuous strategic priorities that affect employees and their direction to improve business results, has held leadership roles by retail, insurance, technology and software. She recently worked as a vice president of people and culture at Smartbear. Stephanie has experience in the participation of employees, human resources strategy, learning and development, talent acquisition, employee relations, and total rewards, in addition to a busy record in training in the fields of transformation leadership, team building, and change management with the success that was proven in marriage with business needs and employees on a global scale.
More smart recruitment
The weekly news and industrial visions were presented directly to your in inventing box.
Explore more: Read more at: 📰 Published by
Source Feed: #intentions #recruiter #exchange #facts #job #seeking #numbers
Authored by Noel Cocca on 2024-07-10 16:31:00
From: RecruitingDaily
