In a tight labor market, intense hiring competition is the only guarantee. Where will you find tomorrow’s talent and how will you retain the best?
This on-demand webinar provides an unprecedented look at the factors influencing people's desire to change jobs. See where they're headed and get new insights to gain an edge in the fight for talent.
Based on the first in-depth research to examine how employees search for jobs before they make a job move, we'll cover:
-Talent supply vs. competition
-How salary and training affect job satisfaction
-What's motivating people to seek new occupations
-Opportunities to find hidden pockets of quality candidates
3. A global research institute committed to advancing the knowledge of human
resource and talent management professionals worldwide.
Our research agenda includes large-scale labor research projects, ongoing
tracking and analysis of employment trends, and surveys of industry professionals.
5. The US labor market is weak…
but talent is still hard to find.
6. Unemployment may be lower than we think…
Source: U.S. Bureau of Labor Statistics
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
1992 1996 2000 2004 2008 2012
Less than a High School
Diploma, 25 years and over
High School Graduates, No
College, 25 years and over
Some College or Associate
Degree, 25 years and over
Bachelor's Degree and
Higher, 25 years and over
7. Employment to Population Ratio
55%
56%
57%
58%
59%
60%
61%
62%
63%
64%
65%
1950 1960 1970 1980 1990 2000 2010
The most dramatic graph of the US labor market today
Source: U.S. Bureau of Labor Statistics
8. Even the college educated aren’t working.
Employment – Population Ratio – Bachelor’s Degree and Higher, 25 years and over
(BLS)
Percentage
72
73
74
75
76
77
78
79
80
1992 1997 2002 2007 2012
15. Architecture and Engineering
Arts, Design, Entertainment, etc.
Building and Grounds
Business and Financial Operations
Community and Social Services
Computer and Mathematical
Construction and Extraction
Education, Training, and Library
Farming, Fishing, and Forestry
Food Preparation and Serving
Healthcare Practitioners
Healthcare Support
Installation, Maintenance, and Repair
Legal
Life, Physical, and Social Science
Management
Military Specific
Office and Administrative Support
Personal Care and Service
Production
Protective Service
Sales and Related
Transportation and Material Moving
16. Then we had the data to compare
occupations
Desirability
Satisfaction
Opportunity
Salaries
Education
17. And answer some interesting questions.
1 Are people searching in their own
occupation?
2 What makes occupations attractive?
3 What factors cause people to change
occupations?
18. Occupations vs. Industries
Computer and
Mathematical
Retail Education Hospitality
Industry Classification
Occupational Classification
Web Developer Network
Engineer
Software
Engineer
20. searched in an occupation category other
than their current occupation
81.5%
21. Architecture and Engineering
Arts, Design, Entertainment, etc.
Building and Grounds
Business and Financial Operations
Community and Social Services
Computer and Mathematical
Construction and Extraction
Education, Training, and Library
Farming, Fishing, and Forestry
Food Preparation and Serving
Healthcare Practitioners
Healthcare Support
Installation, Maintenance, and Repair
Legal
Life, Physical, and Social Science
Management
Military Specific
Office and Administrative Support
Personal Care and Service
Production
Protective Service
Sales and Related
Transportation and Material Moving
22. Only 43.5% of employed
job seekers search in
their own occupation
category
23. The highly paid search in their current occupation
Healthcare Support
Healthcare Practitioners
Legal
Management
80%
70%
60%
50%
40%
30%
20%
10%
0 $40,000 $60,000 $80,000 $100,000
Average Salary
Satisfaction
Architecture &
Engineering
Education
Food Prep
Arts & Design
$20,000
Production
24. The highly specialized stay put
Healthcare Practitioners and Technical
Healthcare Support
Office and Administrative Support
Architecture and Engineering
Business and Financial Operations
Computer and Mathematical
Life, Physical, and Social Science
Education, Training, and Library
Sales and Related
Personal Care and Service
0 20% 40% 60% 80%
Source: Indeed Hiring Lab
26. Job supply drives interest
Over 51.4% of the variation of
desirability can be explained
by the share of job postings.
27. All occupations have outside interest
Office and Administrative Support
Management
Business and Financial Operations
Production
Healthcare Practitioners
Transportation and Material Moving
Arts, Design, Entertainment, etc.
Education, Training, and Library
Computer and Mathematical
Life, Physical, and Social Science
Architecture and Engineering
Food Preparation and Serving
0.0% 5.00% 10.00% 15.00% 20.00% 25.00%
People from outside searching within an occupation
Source: Indeed Hiring Lab
28. Mismatch extends beyond STEM
Share of Job Postings/Share of Experienced Job Seekers
Computer and Mathematical
Architecture and Engineering
Healthcare Practitioners
Installation, Maintenance, & Repair
Food Prep
Grounds Cleaning & Maintenance
Management
Business and Financial Operations
Personal Care & Service
Sales & Related
Healthcare Support
0.0% 5.00% 10.00% 15.00% 20.00% 25.00%
Source: Indeed Hiring Lab
29. Flexible work attracts the highly skilled
“Part time” is one of the top ten search terms used
by people currently employed in STEM occupations.
30. 23 standard occupations are profiled in the full report
Architecture and Engineering
Arts, Design, Entertainment, etc.
Building and Grounds
Business and Financial Operations
Community and Social Services
Computer and Mathematical
Construction and Extraction
Education, Training, and Library
Farming, Fishing, and Forestry
Food Preparation and Serving
Healthcare Practitioners
Healthcare Support
Installation, Maintenance, and Repair
Legal
Life, Physical, and Social Science
Management
Military Specific
Office and Administrative Support
Personal Care and Service
Production
Protective Service
Sales and Related
Transportation and Material Moving
33. How can you use this data?
1 Opportunities to recruit for skills, not occupation
2 Expand your talent pool with career changers
3 Consider training and flexibility as a way to
attract and retain talent
34. @tarasinc
Indeed Economist and
Associate Professor at
George Washington UniversityTara Sinclair,
PhD
Web: indeed.com/hire
Blog: blog.indeed.com
Social: @indeed, facebook.com/indeedjobs