People who have been out of work for an extended period, once hired, tend to be just as productive on the job as those with more typical work histories, according to an analysis of almost 20,000 employees.
The research, provided to Bloomberg News by San Francisco-based Evolv Inc., shows no statistically significant difference in measures of job performance between two pools of entry-level call center agents: those who hadn’t held a single full-time job in at least five years before they applied for the position, and the rest. Evolv, which helps large companies assess and manage hourly workers, analyzed data collected from six employers in about 90 locations in the U.S.
The findings buttress President Barack Obama’s call to American businesses to give the long-term unemployed “a fair shot” amid growing evidence that employers have preferred to hire candidates without prolonged jobless spells. Some 3.7 million workers have been out of work for 27 weeks or more as of March, according to Labor Department data released today.
“We have statistical proof that hiring somebody among the long-term unemployed is equal to somebody who is not long-term unemployed,” said Max Simkoff, chief executive officer and co-founder of Evolv.
Evolv tracked four measures of job performance, each collected every day of the worker’s tenure. The variables included the average time it took for the agent to complete a transaction, customer satisfaction ratings, supervisor evaluations, and the percentage of the workday spent at his or her desk.
Sometimes the grass truly is greener on the other side of the fence. The financial turmoil of the past few years certainly lends credence to that notion, as the Great Recession’s disproportionate impact on local economies spawned a 24-point unemployment rate difference between the most and least bountiful major U.S. cities.
More than 100 million people have moved within the past five years, according to data from the U.S. Census Bureau, and 48% of unemployed individuals have picked up their roots in search of a job over that timeframe. This societal mobility stands to be a major asset for job seekers as the economy improves. In fact, 2014 is expected to be a strong year for hiring, with 27% of employers planning to hire, according to the National Association for Business Economics, and a projected 8% bump in the number of recent college graduates who land jobs, per the National Association for Colleges and Employers.
As an advocate for the health of consumers’ wallets, WalletHub decided to analyze the relative employment opportunities in the 60 largest U.S. cities in order to give people a sense of where on the map the strongest job markets and greatest prospects for long-term financial security can be found. We did so using 13 unique metrics, ranging from job openings per capita and industry variety to cost of living and the prevalence of employer-provided health benefits.
You can read more about the metrics and underlying data used to conduct this report as well as our ultimate findings below.
Social recruiting is here to stay. If you have attended any one of my workshops on social media and the job search you already know that, you may or may not believe me. You may or may not believe that social media is crucial to your job search and it’s understandable.
The landscape has dramatically changed in the past 10 years, what worked then is not working anymore, recruiting is more competitive than ever and recruiters have been under increased pressure to evolved to stay competitive
For a recruiter/hiring manager, competitive means faster and cheaper and the most successful ones have embraced social recruiting.
To understand the importance of social media in the job search you have to understand and be able to leverage your knowledge of social recruiting and there is no better way to understand it than to listen to how recruiters use it
Listen to this local (San Diego) recruiter. Stacy is one of the most connected recruiter and woman on LinkedIn. She is an early social recruiting adopter