As the 2007-2008 financial crisis and subsequent economic recession fade further and further into the distance, we don’t in 2017 talk about unemployment all that much. The sustained recovery in the labor market has pushed unemployment to near “full employment” levels of about 4.5% in the US, and in many sectors and job roles most employers would report ‘good help is hard to find’. Until the robots take over. But that is a different story for another time.
Back to unemployment though. In 2008 and 2009, there was plenty of discussion about the best ways to help the many, many folks who were out of work to get back into the labor force. Lots of job search gurus appeared online, plenty of networking and support groups were created, and certainly significant governmental support, (cars, banking, insurance), was marshalled to try and stop the bleeding in the labor markets and help get people back to work (or keep them in work).
Around that time, as the unemployment rate topped at about 10%, one peculiar storyline emerged, and pretty consistently as well – namely that folks who were unemployed, and ‘actively’ looking for work, were often characterized as less desirable candidates than say someone who was currently employed, and may not even be actively looking for something new. The dream ‘passive’ candidate if you prefer that term. Lots of anecdotes about hiring managers passing on any candidate who was out of work were shared, and plenty of folks, (I possibly was one of them), opined about how unfair that this kind of (for lack of a better word) discrimination against the unemployed was seemingly more and more prevalent. And anecdotal or not, it certainly seemed that looking for a job when you did not have a job was much, much tougher than looking for one when you were already employed.
But just how much tougher is it, really?
Read the rest over at Steve’s HR Technology (an FOT contributor blog).