Spring came early this year to parts of the country, including my home state of Michigan. Now the job market looks to be warming up, too.
Almost every week, I receive or read two or three reports showing hiring momentum is increasing. Manpower’s second-quarter Employment Outlook Survey showed “growing optimism” on hiring, with nine in 10 U.S. employers expected to either add staff or make no changes to it through June 30. Some 35 percent of human resources managers expect to add jobs, and almost six in 10 are optimistic about U.S. job growth, according to the new quarterly report from the Society of Human Resource Management. Positive job reports have sprung up like dandelions on the lawn.
Even the relatively weak U.S. jobless report, out Friday, showed 120,000 new jobs created in March, less than the average 246,000 added in each of the previous three months. Since the depths of the recession, business and professional services firms have added 1.4 million new jobs, and manufacturers and restaurants and bars each have added around a half million jobs. An earlier Bureau of Labor Statistics report showed payrolls increased in 42 states in February, and that first-time claims for unemployment were continuing to drop.
With the recent announcement of President Obama’s new TechHire program, on-the-job skills training is under the microscope. In fact, Glassdoor’s Q1 2015 Employment Confidence Survey¹ explores employee sentiment around skills training and found that socioeconomic status, such as income, gender and education, impacts employees’2 and job seekers’ access to on-the-job training, contributing to a skills gap in America.
In addition, the quarterly Glassdoor survey explores four key employment confidence indicators: salary expectations, job market optimism, company outlook and job security. Plus, this quarter’s survey not only reveals employee sentiment around on-the-job training, but it also uncovers the types of training received.
Skills Training Gap Exists Between Socioeconomic Groups
1. You don’t believe in the mission or leaders
In a tight job market Opens a New Window. taking any job you can get makes sense, but now that the market is starting to rebound it may be time to rethink your current position, particularly if you don’t agree with the direction the company is going or you don’t respect its leaders.
“There are occasions when a new CEO or new manager comes in and the company rebrands itself,” says Jennifer Hill, author of Stop Hoping-Start Hunting. “If it isn’t aligning with your long term career path and personal brand it can hurt you to associate with that company.”
2. The boss keeps taking credit for your hard work
No one wants to get thrown under the bus but when it’s your boss or manager who is doing it to you and stealing the credit, it could be a sign it’s time to start looking. After all not only will it breed resentment but it could prevent you from getting promoted if your manager gets all the accolades for your hard work. “Sometimes you will see it (the bad behavior) straight on,” says John Ricco, partner in recruiting firm The Atlantic Group Opens a New Window. . Other times its’ harder to detect, but either way there’s not much you can do about it.
Here’s some good news for folks who’ve long been out of work: that big gap on your resume may not be hurting your job search as much as you think. A new study by three economists finds that while callbacks do decrease during early months of unemployment, by eight months out of the workforce, the effect levels off and more months of unemployment don’t particularly matter.
UnemployedThose findings come from what academics call an audit study. Researchers sent fictitious resumes to real job openings, and then tracked how callbacks differed according to how many months of unemployment appeared on each resume. The researchers, Kory Kroft of the University of Toronto, Fabian Lange of Yale University, and Matthew Notowidigdo of the University of Chicago, did this on a pretty grand scale, submitting more than 12,000 resumes to more than 3,000 online job postings across the nation’s 100 largest metropolitan areas.
The headline result: employers called and offered an interview to seven percent of “applicants” who had been unemployed for just one month, and that callback rate steadily dropped as unemployment lengthened, with resumes showing eight months of unemployment receiving callbacks for interviews only four percent of the time. Yet after eight months, the callback rate didn’t drop too much more, even as the researchers extended the length of unemployment all the way out to 36 months.