Indeed data about job search trends

In a recently released report by Indeed, 71% of people in the labor force are either looking or open to a new job.

What happens when you want to make a change? You first contemplate it, then prepare for it and finally take actions. According to the research, the first step – considering the change – is the hardest by far which means those 71% mentioned above have done most of the psychological work to prepare themselves for change.

For employers and recruiters, what that means is most professionals are on the lookout for potential career opportunities. It also means the majority of today’s workforce is actively managing their career which only leaves a few truly passive candidates out there. And this is all for the best given: 9 out of 10 recruiters say they prefer to hire active candidates because they are less expensive, more open to and in pursuit of change and have a stronger desire to succeed, 83% of candidates agree it is important to look at other opportunities before accepting a job offer and 64% also believe they will be more successful in the role if they found the job themselves and applied versus a job presented by a recruiter. It is true that in most cases, passive candidates directly contacted by recruiters about an opportunity are more demanding than active candidates. And in the end, such recruitment often turns out to be more costly.

As an employer and/or a recruiter, what is your opinion about hiring an active versus a passive candidate? What would you say are the pros and cons about recruiting these two different types of individuals?

According to the same report, 65% of new hires look at new jobs again within 3 months of starting a new job and 50% of high-earning hires who make around $100K look at new jobs again within 28 days of being hired. With such findings, we may wonder why people want to change jobs and what it is that makes employees happy at work and satisfied with their roles in the long run. Workers get increasingly more tempted to change jobs these days for a variety of reasons that are not always easy to identify, and we explored some of them in a previous post about the job-hopping trend. But recruitment does not have to be over once new hires have signed their contract and joined the company. Real work starts once the right fit has been found and placed.

In a recent Glassdoor blog post, author Steve Green explains four reasons why retaining is the new recruiting. Admittedly there are probably endless ways to retain employees that may include using data to understand employees, creating a channel for dialogue, recognizing employees and fostering employee ambassadors. In a previous post based on a CV-Library survey, we also suggested learning may be key to retaining employees.

Employers and recruiters, what are some of the successful actions you have made in the past to retain your best employees? If you’re a job seeker or employee, what implementations within your company would make you want to stay longer? Let us know your thoughts and comments below.