As the recruiter, you are always behind the desk or on the business end of the phone. A recent survey helps put you on the other side of that desk and on the other end of that phone. There is nothing quite like a new perspective to help you adjust your recruiting game.
By Melissa Blazejak
 |
According to a recent Robert Half survey, 57% of respondents say the most frustrating part of the job search is the long wait after an interview to hear if they got the job. What are other perceptions candidates have regarding the job search process? A new report, Perceptions of Employment Opportunities—released by Job Application Center, a job search website—delves into candidates’ perception on the entire job search process, and the results may surprise you.
The report features data compiled from a survey of over 2,000 individuals and industry insight and offers a detailed look at how the job market is changing. The report also looks at trends in job search methods, generational barriers, and perceptions on education.
How Long Will Your Employees Last?
Research has shown that Millennials (18 to 34 years old) won’t last very long at your organization, topping out at 2 years, before they move on to greener pastures. The Perceptions report also highlights this fact, citing 41% of Millennials will last 2 years or less. The older the generation, the more likely they are to stick around. The report shows that only 4% of Millennials will stay with a company for 15 or more years, compared to 12% of Gen Xers and 7% of Baby Boomers.
Candidates’ Perceived Difficulty of Finding Jobs
Older Millennials, who graduated college during the Great Recession of 2008, can attest to the difficulty of gaining a job during that time period. But does the same sentiment ring true for Baby Boomers? According to the report, 40% of Baby Boomers said it was easy to get a job right out of college compared to 8% of Millennials. In contrast, 51% of Millennials said it was difficult to get a job, compared to just 15% of Baby Boomers.
According to the report, “The Boomer earlier generations grew into adulthood around industries that were expanding rapidly, especially automotive and industrial manufacturing but also health care, telecommunications, and engineering.” Today’s industries are more technology-driven, which reduces the demand for human talent.
The report claims, “What we see now is a shift from an industrial boom to a digital expansion, with a greater need for tech-based careers and education. With the ease at which higher education can be obtained (though at a cost) and the growing use of outsourced remote work, Millennials do face a lot of competition.”
Tomorrow we are going to look at the role that devotion to your employees and social media plays when it comes to recruiting.
Melissa Blazejak is a senior Web content editor at BLR®. She has written articles for HR.BLR.com® and the HR Daily Advisor® websites and is responsible for the day-to-day management of HR.BLR.com and HRLaws®.com. She has been at BLR since 2014. Blazejak graduated with a BA of Science, specializing in Communication, from Eastern Connecticut State University in 2008. Most recently, she graduated in 2014 with an MS of Educational Technology.