Tuesday, February 19, 2019
We commissioned a survey of working consumers across the United States. Our goal was to better understand the perceptions and fears that influence an employee’s desire to change jobs and what trends are impacting decisions to stay at a current job, seek new opportunities and explore gig or freelance work. Workforce Logiq’s 2019 Employee Fear & Mobility Index was compiled from a survey of over 750 consumers across the United States and unveiled some interesting findings.
Download the 2019 Employee Fear & Mobility Index and check out our infographic for the full survey findings.
Based on our findings, people are not looking to jump ship. In fact, 67 percent of respondents said they had no plans to change their employment status in the next 12–18 months and 72 percent of respondents said they are not likely to switch jobs in the next year.
The question is: Why are employees reluctant to make a career move in an environment that benefits job seekers? Does the workforce know something about the recent strong economic performance that Wall Street doesn’t? Many employees speculate we are nearing the end of this economic uptick. In fact, our survey results found that 56 percent of respondents have a negative view of the economy, perceiving that it will get worse in the next 12—24 months.
As fear, uncertainty and doubt motivate employees to stay put, finding the right talent to fill available positions will become even more difficult, especially for roles requiring advanced skill sets. As a result, organizations will need to advance their hiring practices to successfully find, engage, convince and ultimately win the right candidates. Investing in innovation that simplifies and speeds up the hiring process is crucial for winning in today’s competitive talent environment.
An AI-enabled workforce management partner can automatically convert each CV or resume into a searchable candidate record that leverages semantic search technology to match a candidate’s content with the intent of the job requisition. Then a human can review the small pool of candidate matches to see which is most likely to meet the job expectations, drastically cutting down review time.
The future of the job market is uncertain, but one thing we know for sure is that most employees aren’t looking to rock the boat and seek new opportunities. Organizations soon will be required to develop creative recruiting strategies, partnering with workforce management experts to build and nurture a talent pipeline. They also will need to develop a credible story of business performance confidence, stability and opportunity – and a dynamic career path so employees feel secure enough to make a move to their organization and stay.