I’m going to admit something that’s a little hard to admit, for fear of just coming across as careless or ignorant… I’ve not always been the greatest at staying on top of job seeker data. I remember once when my pal Kris Dunn asked me a while back, pre-recession, what the unemployment rate was in DC. I had no clue. Shoulder shrug, followed by a response something along the lines of… “Should I know?” Does it matter how many unemployed people there are? If I have jobs to fill, then I’m focused on finding candidates. Employed or unemployed, I just want qualified. My focus has always been on what’s on my plate rather than the broader economic outlook. (Tssk, tssk… go ahead and say it…)
Of course, of late though, it’s just simply impossible to ignore employment numbers and job seeker stats. If you pick up a newspaper or tune into CNN at all, you know when the monthly/quarterly employment numbers are out and therefore, what the country and President’s prognosis is. But even still, I could put that all aside and tell you that I feel like I’m an economic barometer of sorts — more requisitions = greater new business, or more career transitions because others are hiring. If I’m busy recruiting, then the economy must be looking good, right?
The truth is, sometimes it’s just a bit hard to step back and look at the forest when you’re so focused on cutting down that darn tree. And maybe, it’s just that I can’t see how employment stats and job seeker data is really going to impact that one really hard to fill req, that position that’s been open for months now. But maybe… well, what if job seeker data could help me do my job better, faster? It’s a thought.
So, here’s some data that may be worth paying attention to – it at least caught my attention… The Jobvite Survey: Job Seeker Nation 2010. There’s some interesting stuff in the report about just who those job seekers are that we hear stats about all the time, and how they approach the job search… but of note for me? Two things. First, that there are those out there who we can peg as “proactive career managers”:
Proactive Career Managers are currently employed and open to a new job but are not actively seeking one. This segment represents 53% of the working population and 27% of all American adults, roughly 63.5 million Americans…
53% of the working population! 27% of all American adults! 63.5 million Americans! Those are numbers that kinda matter, right? That’s a whole lotta people who would be open to a new job. But perhaps more interesting? Well, if we were to ask how to tap into that group? That’s when the data becomes even more interesting. And worth really paying attention to. As for where they’re congregating… they’re on Twitter, and LinkedIn – but overwhelmingly where they hang out and spend time? On Facebook. Check out the graphics:
It makes me stop and say, wow, right? The stats are interesting… it kinda makes you think a little bit about the tools you’re using, yes? But it also makes me step back to look at the forest, and think less about those actual reqs on my plate. Interesting report. Check it out. And take a moment to step back and see more than just that one tree you’re trying to chop down. I know I’m trying to…
Jessica Lee is a VP of TA at Marriott International where she leads a team that enables the company to think big, broad and boldly about all things talent acquisition and in effect, keeps them relevant and ahead of the curve in how they attract and acquire top talent. Don’t be fooled by that fancy pants title and description though, she’s still an everyday HR gal in the trenches at the core. SPHR certified, a decade and a half into trench HR life… she can whip up a corrective action plan or source for your purple squirrel in a heartbeat.