Issue: Job Hunting Job Hunting - By: Vickie Elmer - SAGE Business Researcher
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Issue: Job Hunting
Job Hunting
By: Vickie Elmer
Pub. Date: July 23, 2018
Access Date: May 7, 2021
DOI: 10.1177/237455680422.n1
Source URL: http://businessresearcher.sagepub.com/sbr-1946-107412-2897317/20180723/job-hunting
©2021 SAGE Publishing, Inc. All Rights Reserved.
©2021 SAGE Publishing, Inc. All Rights Reserved.
Will AI and robots dominate the process?
Executive Summary
A decade after the worst recession since World War II, the U.S. unemployment rate has fallen so much that some small cities are offering
bonuses to attract workers. The confluence of a tight labor market and the technology revolution has reshaped both sides of the job-search
process. Major companies are now using artificial intelligence to identify top candidates and screen applicants. As they do so, job
seekers are turning to online tools and are using social media to rate employers as if they were pizza parlors. Some job candidates say
they find the new world of AI screening impersonal and alienating; others are concerned about being replaced by a robot themselves.
Among the key takeaways:
There are now more job openings in the United States than job seekers, the first time this has happened since the government
began collecting such data 18 years ago.
Close to half of all employers say they have difficulty filling posts, with skilled trades workers, software app developers and financial
analysts especially hard to find.
The low unemployment rate has helped make job recruitment itself a large and growing industry, employing more than 670,000
people.
Full Report
A Russian company has developed a robot named Vera, powered by artificial intelligence, to vet résumés and interview job
candidates. (Stafory Ltd.)
A decade ago, the unemployment rate topped 9 percent and job seekers resorted to donning sandwich-board signs and standing on
sidewalks, hoping to get noticed and hired. The 2007-09 recession meant millions of jobs disappeared and college graduates were stuck
Page 2 of 14
Job Hunting
SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved.
working as waiters, cashiers or tutors. The Washington Post called it “the era of the overeducated barista” and reported that in 2012 half of
all recent college graduates were either underemployed or jobless. 1
Now, the worst recession since World War II has given way to the lowest U.S. unemployment rate since the start of this century. 2 Jobs are
plentiful – and workers are in such demand that in some smaller cities such as Hamilton, Ohio, and North Platte, Neb., they are offered
cash bonuses if they will move to accept a job. “Eventually you run out of people to do the work,” said Mike Allgrunn, an economist at the
University of South Dakota, who called the incentives “a modern-day Homestead Act,” a reference to the 1860s legislation that lured
settlers west by offering free land. 3
And employers are reacting to this tight labor market with more than just money. Increasingly, they are turning to high-tech tools, such as
artificial intelligence (AI), for recruiting and identifying good candidates. At companies such as J.P. Morgan and Unilever, initial screening
interviews are done using AI. 4
The trend toward a digital, data-driven labor market cuts both ways. Searching for a job has evolved from mailing out stacks of résumés
printed on fine paper to uploading a LinkedIn profile and being directed to online games, questions and assessments. The process has
become impersonal and, for some, hard to master. Workers are both in demand and worried about being replaced by AI. Recruiters now
work with robots. Employers strive for a good reputation with workers, especially now that they are rated on sites such as Glassdoor, like
sushi or pizza parlors on Yelp.
The U.S. labor market has become so tight that 46 percent of employers surveyed said it was hard to fill jobs, especially in sales or skilled
trades, according to a report by ManpowerGroup, a Milwaukee-based staffing firm. 5 Large companies are more likely to report
difficulties in adding staff than are smaller firms, ManpowerGroup found. 6
“It’s expensive to have a job not done, just like it’s expensive to make a bad
hire,” says Susan Joyce, editor and publisher of Job-Hunt.org, a website that
helps job seekers.
Gerry Crispin, co-founder of the talent acquisition site CareerXroads, has
traveled the world to research recruiting and hiring. He sees a growing
sophistication in employers’ ability to match people and jobs through
assessments and screenings. There are more programs, he says, that mimic
the rote tasks recruiters used to perform, “freeing up recruiters to be more
focused on candidates who are the best candidates.”
Yet individuals still need help understanding how to choose employers and
manage their careers, Crispin says, and ask the right questions to reveal
perils and warning signs of a difficult or dysfunctional workplace. “Candidates
don’t know the questions to ask until they have had a [poor] boss,” says
Crispin.
Amid these swirling changes, recruiting and hiring has become a big business. More than 670,000 people work as human resources
specialists and managers in the United States, many of them as recruiters who travel to career fairs and hiring events for employers. 7
They fill more than 5.5 million jobs a month, a mix of vacant and newly created positions. 8
The biggest players in the job search market are LinkedIn and Indeed, Joyce and others say. Indeed has “probably the biggest database
of résumés in the world,” Joyce says.
Indeed is owned by the Japanese firm Recruit Holdings Co. Ltd., which also acquired Resume.com, Workopolis and Glassdoor in recent
months. 9 Google is adding new job search functions, entering the market in India and Canada and adding tools for recruiting, including
one that reconnects hiring managers or recruiters with candidates they have considered before, which may increase the speed of
hiring. 10
Google, LinkedIn, Indeed, ZipRecruiter and their rivals compete vigorously to increase market share by helping employers reach the best
candidates and hire for difficult-to-fill positions. Indeed does not allow its job listings to show up in Google for Jobs. Other sites, which do,
are making “a deal with the devil, but it’s worth it” for the traffic from Google, said Charlene Li, principal analyst with Altimeter Group, a
research firm based in San Mateo, Calif. 11
12
Also growing through acquisitions are the largest staffing firms: Allegis Group, Randstad Holding and Adecco.
Job Seekers Want Faster Response Times
Percentage saying area needs improvement
Page 3 of 14
Job Hunting
SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved.
Note: Respondents could select up to two answers.
Source: “The Future of Recruiting,” CareerArc, February 2017, https://tinyurl.com/yargupfo
Almost 70 percent of job seekers feel employers need to improve their response time, according to a 2017
survey by CareerArc, a job recruitment company.
The job website CareerBuilder has hired nearly 200 data scientists and AI experts to imbue its search site with artificial intelligence. 13 At
LinkedIn, artificial intelligence is so crucial that the company launched AI Academy to teach its engineers, product managers and others to
use it. 14
AllyO is an AI-powered virtual recruiting assistant used by huge companies such as AT&T and Hilton to interact with candidates and
schedule interviews. AllyO says it reduces hiring time by up to 83 percent. 15
AI tools will evaluate a résumé, then schedule an interview, often within 24 hours. At some companies, an AI robot will conduct the first
screening interview. A chatbot – a computer program designed to simulate human conversation – evaluates the information gathered
about the applicant and may send a no-thanks email or suggest other jobs before a human recruiter ever sees a résumé. “It’s a very
human-like interaction,” said Eyal Grayevsky, CEO of the company that created a candidate evaluation chatbot named Mya. 16
Google created a program called qDroid, which drafts interview questions based on information employers provided on the qualities
Google emphasizes.
“They’re gradually getting smarter,” says Joyce of Job-Hunt.org, speaking about AI programs. “But I don’t think recruiters have a lot to be
worried about yet.”
Companies are also using online assessments to measure soft skills such as teamwork and curiosity. 17 Indeed recently rolled out more
than 50 online skills assessments, ranging from attention to detail and written Spanish communication to sales-influencing abilities. 18
“Many of the tools make extraordinary claims” to decrease hiring times, predict a new hire’s future performance and more, says Crispin of
CareerXroads, yet he says no one is tracking results over the long run. Often, employers just want tools that easily mesh with existing
systems, he says.
Page 4 of 14
Job Hunting
SAGE Business Researcher©2021 SAGE Publishing, Inc. All Rights Reserved. AI also is being used on sites to help individuals understand the skills required and connect to job openings that suit them, or locate employers that will recruit and hire people lacking relevant experience. 19 Yet its usage can sometimes veer into the creepy. Artificial intelligence from a company called Fama analyzes seven years of word choice, photos and other content in social media posts to discern worldview and personal characteristics – such as bigotry – to narrow the pool of candidates. Another AI tool predicts whether a candidate will fit into the corporate culture and how long he or she may stay. 20 Hiring using AI could reduce bias – or increase it. 21 Using machine learning may rule out people with disabilities or minorities. For example, it could see a pattern of higher absences among people with depression or other disabilities and decide not to hire them, thereby discriminating against a protected class. 22 Some candidates come away from interactions with automated systems feeling thoroughly alienated. Deborah Caldeira went through several interviews with the AI-powered screener HireVue, none of them successful. She told The Guardian that the absence of a human interviewer made it difficult to know what the employer was looking for. “It makes us feel that we’re not worthwhile, as the company couldn’t even assign a person for a few minutes,” said Caldeira, who has a master’s degree from the London School of Economics. “The whole thing is becoming less human.” 23 To be competitive, job searchers are sharing more resources about the system with each other. “Smart, sharp candidates are beginning to listen to each other about what works and what doesn’t … and how they manipulate the process to their best advantage,” says Crispin. Even with the increasing use of AI and automation – or perhaps because of it – employers are seeking ways to offer a personalized experience to candidates. 24 This sort of recruiting is important to employers who increasingly understand that job candidates are their customers, too, and may leave negative reviews on sites such as Glassdoor if they are not treated well. Multiple Job Offers A 17-year-old Cincinnati high school junior received a dozen job offers after participating in a machinist training program. His popularity with employers reflects the fact that manufacturing jobs requiring skilled workers are difficult to fill; some could start at $40,000 a year, plus tuition reimbursement to attend college. 25 As Target, Walmart and other national chains raise starting wages, workers at career centers such as Jewish Vocational Services in Boston are now fielding multiple job offers for their entry-level clients. 26 Multiple job offers for senior managers resumed in 2011, when the U.S. jobless rate still was 9.2 percent. 27 Among the jobs that are hardest to fill are software app developer, financial analyst, sales rep, accountant, medical services manager, truck driver and construction laborer, according to ManpowerGroup and the job search site CareerCast. 28 Overall, the United States now has more job openings than individuals seeking work, the first time this has happened since the government started collecting such data in 2000. “Most everyone who wants a job has one,” said Adam Kamins, a Moody’s Analytics senior economist. 29 Watch video with career counselor Steven Steinfeld on the job search process: Workers are quitting their jobs at the fastest rate since the dot-com boom 17 years ago. Some 3.4 million U.S. workers quit in April, close to the 2001 peak, and many did so in hopes of finding a better job. These people tend to be young and the jobs they leave tend to be relatively low-paying, according to Census Bureau economist Erika McEntarfer. 30 Recruiters say that it has gotten so difficult to land candidates that some applicants have started “ghosting” – disappearing. Borrowing tactics from online dating, individuals stop answering email or calls even when they are offered jobs. Some accept and then fail to show up on their first day. 31 Employers have responded to the hot job market by loosening requirements. Some have relaxed standards on tattoos or no longer require clean criminal histories. Increasingly, tech and other companies do not require software developers to have college degrees. Even for finance jobs, chief financial officers are expanding whom they will consider. 32 Page 5 of 14 Job Hunting SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved.
Companies reach into college classrooms and even some high schools to connect with potential workers. However, they seem less
interested in hiring newly minted MBAs and instead are recruiting people with bachelor’s degrees or related experience. 33
Companies spend a lot of time and money “putting their best face forward” and developing their employer brand, says David Windley,
president of recruiting firm IQTalent Partners, who serves as chair-elect of the Society for Human Resource Management board of
directors. Yet they also know candidates can find more and more ways to understand the workings and culture of the company, he says.
Recruiters must work “to convince people even to talk to you” about a job opening, says Windley, who previously worked as a human
resources executive for Microsoft and Yahoo.
Companies will offer top candidates for a wide variety of jobs higher starting pay, more vacation and even housing assistance or an
immediate start to health insurance and paid time off, according to those involved in the job recruitment field. Next to pay, workers
consider vacation time, corporate culture and advancement potential as the most important factors when reviewing an offer. Many women
say they value time off above all, while large numbers of men consider culture and work environment most important, a survey by the
staffing firm Accountemps found. 35
In recent years, Silicon Valley tech companies and others have sought to solve their labor shortages by acquiring smaller firms in a
process known as “acqui-hire.” Nike has used this tactic to find data scientists and Google has employed it to land cloud and corporate
computing expertise. 36
Many companies also seek ways to retain workers. Companies are adding career management software to help workers plan their paths.
Many major companies are hiring people with coaching capacity to help workers think through their aspirations and what skills they need
to achieve them. “The object is retention,” Crispin of CareerXroads says.
Employers are speeding up hiring for in-demand jobs. When Equifax interviews a strong candidate for a data scientist job, the applicant
may receive an offer the next business day. “Everyone’s chasing the same talent at the same time,” Jennifer Priestley, a professor of
statistics and data science at Kennesaw State University in Georgia, said. 37
Despite a push to hire in a hurry, the average time to fill a job has not changed much in the last 20 to 30 years, says Crispin. He estimates
it at 60 days, and says companies will need to eliminate face-to-face interviews to speed up recruiting.
Job Search Techniques Change
Even in this tight job market, Microsoft receives 2 million resumes a year. Candidates who pass an initial screening will be asked back for
four to seven interviews, partly to assess whether the candidate will fit the company’s culture. 38
Job hunting is difficult, and it may be challenging to develop a resume that survives the screening and applicant tracking systems that
weed out many candidates, said Angela Payne, general manager of the Monster Canada employment site. 39 The process can be lonely
and demoralizing, especially after 12 weeks of unsuccessful looking, which is when individuals typically report starting to feel depressed
and discouraged. 40
Yet researchers are starting to identify some of the factors that lead to success.
A willingness to learn certain techniques, such as improving self-presentation and setting concrete personal goals, may help candidates
be more effective, researchers found. One study concluded that job seekers who mastered such techniques are more than twice as likely
to land a job as those who did not. 41
42
Other researchers have found that people who dress up negotiate better. Suits and other attire may affect performance.
Even the time of day that an application is submitted may matter. One study found that the chances of landing a job interview are greater if
the résumé is sent before 10 a.m. and lowest if sent in the evening. 43 Applying on a Monday, not a Friday, and during the first four days
after the job is posted, boosts chances of being interviewed, according to the study done by the employment site TalentWorks. 44 And
while employers hire year-round, there is a spike in September and January, according to LinkedIn’s research. 45
Vacation Time Is Most Important Job Aspect
What is the key factor in considering a job offer aside from salary?
Page 6 of 14
Job Hunting
SAGE Business Researcher©2021 SAGE Publishing, Inc. All Rights Reserved.
Source: “Salary Aside, Vacation Time And Corporate Culture Mean The Most To Workers Weighing Job Offers,” Robert Half International Inc., Feb.
21, 2018, https://tinyurl.com/y9gf7z5d
When weighing a job offer, more than one quarter of workers value vacation and paid time off over other
factors, according to a recent survey by staffing firm Accountemps.
Paid internships at private employers offer the best road to full-time job offers, and usually with higher salaries than students who took
unpaid internships or interned at nonprofits, the National Association of Colleges and Employers has found. 46 Other researchers found
that internships, both paid and unpaid, contribute to achieving career goals and salary increases. 47
The financial consulting firm Deloitte & Touche and medical device maker Guidant Corp. extend full-time offers to between 80 and 90
percent of their interns. “Because they already know how to get things accomplished, it’s easy to bring them in and get them started,” said
Dolorez Dumas-Aris of Deloitte. 48
There is now a vast array of sites and lists offering information to job seekers about prospective employers, organized by city or by special
interests, such as those who love nature or their pets or want to work for nonprofits or the government. There’s even a “Best Places to
Work for Millennials” list. 49
Employers have more ways to gather information about potential hires, from the assessments they require and from social media posts.
Yet employers who pose 20 or more screening questions in their applications may lose 40 percent of their candidates, Indeed data
show. 50
Workers sometimes feel pulled between protecting their privacy and personal marketing and promotion to increase their chances of being
found by recruiters and employers, says Joyce of Job-Hunt.org.
Some universities are coaching students on how to handle multiple job offers – and cautioning them that jilting one in favor of a better
company or offer could damage their reputation in the small world of job recruiters and also harm the university’s partnership with the
spurned business. 51
Finding a career coach or mentor may make sense if the individual can afford it, CareerXroads’ Crispin says. However, Windley of
IQTalent Partners says more of the career development sites and software will be targeted to employers. “Most candidates, most people
won’t pay a lot of money for that advice,” Windley says.
Games and VR Ahead?
Like the future of work itself, the future of job hunting and recruitment will depend on technology, the economy and individual hustle.
As Indeed collects more data on jobs and job seekers, it says its AI and machine learning will allow it to offer jobs that more closely match
an individual’s skills and interests. This could reduce the time it takes to land a job and help recruiters find qualified candidates. 52
Applicants may play more games or use virtual reality to be evaluated, and better talent-matching apps will speed recruiting, according to
the recruiting site CareerArc, which surveyed more than 1,000 recruiters. 53
Some companies already favor assessments or job tryouts, especially for technical positions, and this trend could grow. 54 There will be
an increased use of testing, including psychological assessments, to examine desirable skills and characteristics, Windley says. “Humans
still will make the final judgment,” but AI powered tools will contribute more insights, he says.
Growing use of predictive analytics could mean candidates are evaluated for how long they will stay and how well they will perform.
Page 7 of 14
Job Hunting
SAGE Business Researcher©2021 SAGE Publishing, Inc. All Rights Reserved.
Companies will use chatbots and other tools to provide more information to candidates. And increasingly, individuals may be asked to
provide feedback on how they were treated throughout their candidacy, much
as consumers are asked to share thoughts on a hotel stay. 55
Virtual work and connectivity will mean that moving for a job is no longer
required for many positions. Instead, more companies may allow workers with
key skills to live where they wish and work from remote offices or co-working
spaces.
A global or U.S. economic slowdown could diminish the demand for workers,
and other changes may spell trouble for young and unskilled workers. Their
jobless rate could spike as robots and AI-powered machines take over jobs
such as administrative assistants, cashiers, human resources assistants and
fast-food workers. 56
Work that is “low-skill, low-education, is most at risk,” says Molly Kinder, a senior advisor at New America, a Washington think tank,
speaking at a Brookings Institution conference on the future of work. The trend toward robots and virtual assistants may cost jobs in
positions where women predominate, such as administrative assistants, paralegals and auditors, according to the Institute for Women’s
Policy Research. 57
Crispin says that better software may be coming to assist individuals with career management and training and development. He hopes
companies “start building fairer platforms, fairer for both sides” and free of both intentional and unintentional biases.
“Companies are struggling to figure, ‘How do I help build people?’ ” he says. “I like the way the technologies are coming together.”
About the Author
Vickie Elmer works as a business journalist and creativity and careers coach. Her articles appear in The Washington Post and Crain’s
Detroit Business, among other publications. Each summer, she hires a half dozen teenagers for the Mint Artists Guild summer creative
jobs program; Mint is a Detroit nonprofit that helps high school artists develop skills and creative careers or businesses. Her previous
SAGE Business Researcher reports focused on the Global Art Market, Failure, Women in Top Management, the Fashion Industry and the
Auto Industry.
Chronology
1930-1964 Federal labor regulations take hold.
1930s During the Great Depression, with unemployment at 25 percent, men seeking work wear signs promoting their skills.
Many resort to itinerancy in an effort to find work and a new life.
1933 Labor Secretary Frances Perkins, the first woman appointed to the U.S. Cabinet, becomes the principal architect of
federal maximum hour laws, a minimum wage and regulations on child labor and unemployment insurance.
1935 The federal unemployment insurance program becomes law as part of the Social Security Act.
1960s Career counseling pioneer and author Bernard Haldane starts offering assistance to companies on handling job
reductions involving managers and executives, the start of the outplacement industry.
1962 The first major federal job training program is created to help those who lose jobs due to automation and technology.
1963 The federal Equal Pay Act mandates that men and women are paid the same for equivalent work.
1964 The federal Civil Rights Act is enacted; its Title VII prohibits employment discrimination based on race, color, gender,
religion or national origin. Three years later, Congress passes the Age Discrimination in Employment Act, forbidding
discrimination against workers 40 and older in hiring, firing and promotion.
1970-2002 From power suits to online searches.
1970 “What Color Is Your Parachute?” debuts. With the U.S. economy in recession in 1974, this job-hunting manual became
a best-seller, eventually selling more than 10 million copies.
Page 8 of 14
Job Hunting
SAGE Business Researcher©2021 SAGE Publishing, Inc. All Rights Reserved.
1980s Gray or navy suits are expected interview attire for young professionals; candidates carry leather briefcases or
portfolios. “Dress for Success,” a book by John Molloy, became a best-seller.
1988 The Worker Adjustment and Retraining Notification Act, or WARN, requires employers with at least 100 workers to give
60 days’ notice of an impending mass layoff or shutdown, or 60 days’ pay after the layoff.
1996 Vault, an online resource about internships and jobs in law and investment banking, launches. It soon starts publishing
best-of lists for students and young professionals. Similar sites focusing on twentysomething job seekers and young
professionals, such as WetFeet and Brazen Careerist, follow.
2002 LinkedIn launches. Before 2007 the job search and professional networking site has 5 million user profiles.
2007-present Recession gives way to recovery.
2007-2009 The housing and financial crises cause a major recession, creating waves of layoffs that cost the United States millions
of jobs. Some job seekers wear sandwich boards and dress up in costumes to stand out. Job-search books abound,
while Sean Aiken, in “The One-Week Job Project: One Man, One Year, 52 Jobs,” offers up a colorful account of his
quest to find meaningful work.
2008 Glassdoor.com debuts to provide a transparent look at pay for specific jobs. The site also contains employer reviews
and other features to help job seekers. It eventually expands into India, Germany, the United Kingdom and Canada.
2009 The “gig economy” becomes a way for workers seeking flexibility and freedom to do temporary assignments. The
name derives from the music world’s one-performance jobs.
2011 Although the U.S. jobless rate remains at 9 percent, managers in research and development and software
development start to receive multiple job offers.
2013-2014 Social media management company Buffer begins sharing all workers’ salaries, initiating a radical salary-transparency
trend for tech and startups. The company is inundated with résumés.
2016 Early robotic recruiters with names such as Helena and Mya use artificial intelligence and machine learning to assist in
hiring.
2017 Demand for nurses, especially at hospitals, and electricians and pipefitters is so strong that employers offer hiring
bonuses of $10,000 to $25,000.… Google for Jobs launches, using search capabilities and artificial intelligence.
2018 The U.S. jobless rate drops below 4 percent for first time since 2000 before ticking up to that level in June. The number
of open jobs exceeds the number of job seekers for the first time since the federal government began collecting such
data in 2000.
Resources for Further Study
Bibliography
Books
Bolles, Richard N., “What Color Is Your Parachute? 2018: A Practical Manual for Job-Hunters and Career-Changers,” Ten Speed Press,
2018. Bolles’ updated classic job-search guide, first published in 1970, provides practical advice and information for job-seekers and
those looking to change their career path.
Burnett, Bill, and Dave Evans, “Designing Your Life: How to Build a Well-Lived, Joyful Life,” Knopf, 2016. A Stanford professor (Burnett)
and lecturer (Evans) use design thinking to help individuals figure out what they want and how to get it in a satisfying and meaningful career
and life.
Hoey, J. Kelly, “Build Your Dream Network: Forging Powerful Relationships in a Hyper-Connected World,” TarcherPerigee, 2017. A
business columnist and networking expert offers practical advice on how to create mutually beneficial connections that can advance
careers.
Ryan, Liz, “Reinvention Roadmap: Break the Rules to Get the Job You Want and Career You Deserve,” BenBella Books, 2016. A former
human resources senior vice president at a Fortune 500 company uses insider knowledge to guide job-seekers through the recruitment
system and how they can distinguish themselves from other applicants.
Page 9 of 14
Job Hunting
SAGE Business Researcher©2021 SAGE Publishing, Inc. All Rights Reserved. West, Darrell M., “The Future of Work: Robots, AI and Automation,” Brookings Institution Press, 2018. A vice president at the Brookings Institution, a Washington think tank, analyzes how robots will affect work, work hours and more. Articles Alsever, Jennifer, “How AI Is Changing Your Job Hunt,” Fortune, May 19, 2017, https://tinyurl.com/yabrv3lc. Companies are using artificial intelligence to weed through résumés, evaluate social-media posts for racism and consider which candidates are a good “cultural fit.” Harrison, David, and Shayndi Raice, “How Bad Is the Labor Shortage? Cities Will Pay You to Move There,” The Wall Street Journal, April 30, 2018, https://tinyurl.com/yc4arvgv. Small and rural cities have started offering incentives, including student loan repayments, to recruit workers. Lublin, Joann S., “To Help Women Advance, Their Trailing Spouses Get Job-Hunting Aid,” The Wall Street Journal, March 8, 2018, https://tinyurl.com/yap4ytht. Seeking to advance women, companies are offering support for their husband’s job search when their wives are promoted and relocated. Steger, Isabella, “A woman is challenging Japan’s resistance to immigrants by helping foreigners find work,” Quartz, May 14, 2018, https://tinyurl.com/ybxhqg49. A Japanese entrepreneur has created an app to connect employers with blue-collar job-seekers, many of whom are foreign and have had difficulty finding employment. Reports and Studies “A ‘Learning Attitude’ Helps Boost Job Search Success,” Association for Psychological Science, June 3, 2015, https://tinyurl.com/y9wsyj8z. Psychologists found that when people view the job search process as an opportunity to learn, they improve their chances of finding a job. “Report: U.S. Companies Expand Talent Pool by Increasing Teleworking, Lowering Educational Requirements,” The Conference Board/PR Newswire, April 12, 2018, https://tinyurl.com/y8ua3u4u. Employers are reducing their educational requirements and hiring more senior citizens to overcome labor shortages that could grow worse as Baby Boomers retire. Manyika, James, “Technology, jobs, and the future of work,” McKinsey and Company, McKinsey Global Institute, May 2017, https://tinyurl.com/ydh64cp6. Digital platforms could make it easier for workers to connect and land ideal work, but women remain a largely untapped labor resources worldwide, a McKinsey report finds. Rainie, Lee, and Janna Anderson, “The Future of Jobs and Job Training,” Pew Research Center, May 3, 2017, https://tinyurl.com/k2rbvaq. The growing presence of robots and artificial intelligence could lead to an expansion of educational tools and training for humans, according to a Pew survey of experts in 2016. Todd, Benjamin, “All the best advice we could find on how to get a job,” last updated April 2017, 80,000 Hours, https://tinyurl.com/hopegle. A research-organization manager advises applicants to ignore most general career advice and view the job search as a sales process. The Next Step Robot Recruiters Buranyi, Stephen, “How to persuade a robot that you should get the job,” The Guardian, March 3, 2018, https://tinyurl.com/y9neytml. Job seekers must be prepared for automated applications and interviews and can find the process alienating, especially if they are rejected without explanation. Holley, Peter, “Want to work for Ikea? Your next job interview could be conducted by a Russian robot,” The Washington Post, April 25, 2018, https://tinyurl.com/yd8foyk2. Last year, a Russian startup introduced a job recruitment robot, Vera, powered by artificial intelligence (AI) and currently used by 200 companies, including IKEA Retail Russia. Lynley, Matthew, “Leap.ai looks to instantly match job-seekers with employers with just a few questions,” TechCrunch, March 6, 2018, https://tinyurl.com/y77d46g2. A job recruitment platform recently launched an AI matchmaking tool to link employers with job seekers using analysis of résumés and user qualifications. Worker Shortage Bliss, Laura, “There’s a Bus Driver Shortage. And No Wonder,” CityLab, June 28, 2018, https://tinyurl.com/ybkuhmhu. A labor shortage caused by low entry-level pay, safety issues and funding cuts is hurting bus systems across the country. Cox, Jeff, “The U.S. labor shortage is reaching a critical point,” CNBC, July 5, 2018, https://tinyurl.com/ybem4j67. Employers are struggling Page 10 of 14 Job Hunting SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved. to fill a record 6.7 million job openings, particularly in the technology and truck-driving industries, according to a recent report by two economic research groups. Weissmann, Jordan, “Despite All the Hysterical Reporting About a Worker Shortage, Employers Magically Keep Finding People to Hire,” Slate, July 6, 2018, https://tinyurl.com/yb6rzk5s. The labor shortage has been exaggerated, and the economy has improved just enough so that the unemployed are now able to find work more easily, says a business correspondent. Organizations Association of Talent Acquisition Professionals PO Box 83009, Gaithersburg, MD 20883 https://atapglobal.org/about/ Global association of recruiters focused on educational standards and supporting the industry. CareerXroads 825 Precinct Line Road, Suite 610, Hurst, TX 76053 1-682-626-5501 https://cxr.works/ Community of recruiters who track new recruiting tools and share research and insights about the latest changes in the field. ERE ERE Media, 215 Thompson St., Suite 202, New York, NY 10012 1-212-671-1181 https://www.eremedia.com/ help@ere.net A networking platform that includes current events, educational materials and resources for recruiters and human resources professionals. GetFive 45 W. 34th St., Suite 1111, New York, NY 10001 1-800-538-6645 https://getfive.com Previously known as the Five O’Clock Club, this organization helps professionals with job searching and career development and certifies coaches. Daily e-news has useful nuggets for job hunting and a good career blog. Glassdoor 100 Shoreline Highway, Building A, Mill Valley, CA 94941-3645 1-888-355-9323 https://www.glassdoor.com/index.htm Website platform designed for current and former employees to anonymously review companies and their management. LinkedIn LinkedIn Headquarters, 2029 Stierlin Ct., Suite 200, Mountain View, CA 94043 1-650-687-360 https://www.linkedin.com/feed/ Largest global professional network connecting users with professional contacts and facilitating job and career research. The Muse 1375 Broadway, 20th Floor, New York, NY 10011 https://www.themuse.com tiffany@themuse.com A digital platform that provides career-building tools, including interview advice and résumé and cover-letter templates. Society for Human Resource Management 1800 Duke St., #100, Alexandria, VA 22314 1-703-548-3440 https://www.shrm.org/ Global professional human resources membership association that offers resources and services for HR professionals. WayUp 12 W. 31st St., Floor 6, New York, NY 10001 1-212-239-1911 Page 11 of 14 Job Hunting SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved. www.wayup.com Online platform for professionals starting their careers; they can explore job and internship opportunities, receive advice and find matches with employers. Notes [1] Ylan Q. Mui, “Why the era of college grads working in restaurants and cafes is coming to an end,” The Washington Post, May 18, 2015, https://tinyurl.com/y75qnpdg. [2] Nelson D. Schwartz, “New Milestones in Jobs Report Signal a Bustling Economy,” The New York Times, June 1, 2018, https://tinyurl.com/ybhnqzv5. [3] David Harrison and Shayndi Raice, “How Bad Is the Labor Shortage? Cities Will Pay You to Move There,” The Wall Street Journal, April 30, 2018, http://tinyurl.com/yc4arvgv. [4] Tonya Riley, “Get ready, this year your next job interview may be with an A.I. robot,” CNBC.com, March 13, 2018, https://tinyurl.com/yao67p96. [5] “The New U.S. Talent Reality: High Talent Shortages, Low Unemployment and Increasing Demand for Hard and Soft Skills,” ManpowerGroup, June 26, 2018, https://tinyurl.com/yazf474p. [6] “Solving the Talent Shortage,” ManpowerGroup, June 2018, https://tinyurl.com/ya9zj22n. [7] “Occupational Outlook Handbook: Human Resources Specialists,” U.S. Bureau of Labor Statistics, last modified April 27, 2018, https://tinyurl.com/gog9ucs; “Occupational Outlook Handbook: Human Resources Managers,” U.S. Bureau of Labor Statistics, last modified April 27, 2018, https://tinyurl.com/yau9equ8. [8] “Job Openings and Labor Turnover Summary,” U.S. Bureau of Labor Statistics, July 10, 2018, https://tinyurl.com/y9s87339. [9] Joel Cheesman, “Why did Indeed Acquire Resume.com?” ERE Recruiting Intelligence, June 1, 2018, https://tinyurl.com/y7nh5hth. [10] Scott A. Scanlon, et al., “Hire by Google Launches Tools to Help Recruiters Find Candidates,” Hunt Scanlon Media, April 10, 2018, https://tinyurl.com/y9ynkuwx. [11] Lydia DePillis, “As economy heats up, job sites compete to find candidates fast,” CNNTech, Feb. 27, 2018, https://tinyurl.com/yadv4mu5. [12] “Staffing Industry Analysts Lists Largest US Staffing Firms for 2017,” Staffing Industry Analysts, July 19, 2017, https://tinyurl.com/y7sclczh. [13] “CareerBuilder Works with Google Cloud on Consumer Job Search to Move the Recruitment Industry Forward,” Cision PRNewswire, May 2, 2018, https://tinyurl.com/ycopwmu2. [14] Craig Martell, “AI Academy: How We’re Scaling AI Across LinkedIn,” LinkedIn blog, May 16, 2018, https://tinyurl.com/y8xtq2pp. [15] “AllyO, Creator of the World’s Most Experienced AI Recruiter, Ally, Announces $14M in Funding from Bain Capital Ventures, Randstad Innovation Fund, Gradient Ventures (Google’s AI Fund) and Cervin Ventures,” PRNewswire, AllyO, March 20, 2018, https://tinyurl.com/ya5aeald. [16] Seb Murray, “Will A Robot Recruiter Be Hiring You for Your Next Job?” The Guardian, Feb. 2, 2018, https://tinyurl.com/y9xcexwg. [17] Maria Ignatova, “The 4 Trends Changing How You Hire in 2018 and Beyond,” LinkedIn Talent Blog, Jan. 10, 2018, https://tinyurl.com/yd929kak. [18] “Screen the skills relevant to your hiring needs,” Indeed assessments, 2018, https://tinyurl.com/y96m6tnk. [19] “Singapore launches AI-powered job search portal for jobseekers,” Connected to India, April 18, 2018, https://tinyurl.com/y8t94pcs. [20] Jennifer Alsever, “How AI Is Changing Your Job Hunt,” Fortune, May 19, 2017, https://tinyurl.com/yabrv3lc. [21] Hannah H. Kim, “AI and Ethics: Can machines learn to explain their decisions?” SAGE Business Researcher, June 11, 2018, https://tinyurl.com/yb5m84t4. [22] Imani Moise, “What’s On Your Mind? Bosses Are Using Artificial Intelligence To Find Out,” The Wall Street Journal, March 28, 2018, https://tinyurl.com/y9cej4r2. Page 12 of 14 Job Hunting SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved. [23] Stephen Buranyi, “How to Persuade A Robot That You Should Get the Job,” The Guardian March 3, 2018, https://tinyurl.com/y9neytml. [24] “No Longer Just an Afterthought: High-Performing Talent Acquisition Teams Influence Organizational Profitability,” Bersin, Jan. 29, 2018, https://tinyurl.com/yc72huey. [25] Jennie Key, “Julian Cornwall, 17, has options. Twelve job offers, for starters,” Cincinnati Enquirer, Jan. 25, 2018, https://tinyurl.com/y8d8d7ao. [26] Laurent Belsie, “A return to the 1990s? Why outlook brightens for lower-wage workers,” Christian Science Monitor, March 9, 2018, https://tinyurl.com/yb5zsttr. [27] Vickie Elmer, “The return of multiple job offers,” Fortune, July 18, 2011, https://tinyurl.com/ybynz87f. [28] “The Toughest Jobs to Fill in 2018,” CareerCast, accessed July 11, 2018, https://tinyurl.com/ycadbgyk; “Solving the Global Talent Shortage,” ManpowerGroup, 2018, https://tinyurl.com/y9kervex. [29] Eric Morath, “American Job Openings Now Outnumber the Jobless,” The Wall Street Journal, June 5, 2018, https://tinyurl.com/y9ptbaq5. [30] David Harrison and Eric Morath, “In this Economy, Quitters Are Winning,” The Wall Street Journal, July 4, 2018, https://tinyurl.com/ycugg3rb. [31] Chip Cutter, “People are ‘ghosting’ at work, and it’s driving companies crazy,” LinkedIn, June 23, 2018, https://tinyurl.com/y9pnuhkn. [32] “Talent Shortages Forcing Employers to Change Hiring Tactics,” Robert Half, Jan. 3, 2018, https://tinyurl.com/yb4lqrwq. [33] Kelsey Gee, “MBA Graduates Enter Tougher Job Market,” The Wall Street Journal, June 25, 2018, https://tinyurl.com/ycwbzy54. [35] “Salary Aside, Vacation Time and Corporate Culture Mean The Most To Workers Weighing Job Offers,” Robert Half Media room, Feb. 21, 2018, https://tinyurl.com/y9gf7z5d. [36] Lisa Lacy, “What Nike’s Analytics Platform Buy Says About the Future of Brand-Consumer Relationships,” Adweek, March 30, 2018, https://tinyurl.com/y775hocb; Alistair Barr, “BeBop Was More Than an Acqui-Hire for Google,” The Wall Street Journal, Dec. 23, 2015, https://tinyurl.com/yad4pr22. [37] Michael Sasso, “This is America’s Hottest Job,” Bloomberg, May 18, 2018, https://tinyurl.com/y867sm9j. [38] Lydia Dishman, “I’m Microsoft’s Head of Talent: Here’s How to Get Hired,” Fast Company, March 5, 2018, https://tinyurl.com/y8exxpqe. [39] Paul Attfield, “How artificial intelligence is transforming the recruitment process,” The Globe and Mail, June 12, 2018, https://tinyurl.com/yd25pnb4. [40] Susan Adams, “Job Search Depressing You? Try a Little Harder,” Forbes, April 30, 2012, https://tinyurl.com/yb37gqum. [41] Songqi Liu, Jason Huang and Mo Wang, “Effectiveness of Job Search Interventions: A Meta-Analytic Review,” Psychological Bulletin, July 2014, https://tinyurl.com/ycknag9p. [42] Matthew Hutson and Tori Rodriguez, “Dress for Success: How Clothes Influence Our Performance,” Scientific American, Jan. 1, 2016, https://tinyurl.com/y7eejk72. [43] Kristen Bahler, “This Graph Shows You the Best Time of Day to Apply for a Job,” Money, Oct. 20, 2017, https://tinyurl.com/yd32rp85. [44] Kushal Chakrabarti, “The Science of Job Search Part 1: 13 Data-Backed Ways to Win,” TalentWorks, Jan. 8, 2018, https://tinyurl.com/y8lt88k9. [45] Colin Hickey, “These are the Peak Times Candidates View and Apply to Jobs,” LinkedIn, May 3, 2016, https://tinyurl.com/y7a6tf79. [46] “Type of Internship Experience Affects Job Offer Rates, Salary,” National Association of Colleges and Employers, March 1, 2018, https://tinyurl.com/yagon9cl. [47] Nathalie Saltikoff, “The Positive Implications of Internships on Early Career Outcomes,” National Association of Colleges and Employers Journal, May 1, 2017, https://tinyurl.com/ya2v4cvt. [48] “Internships Lead to Jobs,” University of California Berkley Career Center, accessed July 6, 2018, https://tinyurl.com/y8rwe38n. [49] “100 Best Workplaces for Millennials,” Fortune, 2018, https://tinyurl.com/p9qgtny. Page 13 of 14 Job Hunting SAGE Business Researcher
©2021 SAGE Publishing, Inc. All Rights Reserved. [50] Carmen Bryant, “4 Reasons Why Job Seekers Aren’t Finishing Your Application Process (And What You Can Do About It),” Indeed blog, Feb. 6, 2018, https://tinyurl.com/y756z4nk. [51] Lindsay Gellman, “The Workers Who Say ‘Thanks But No Thanks’ to Jobs,” The Wall Street Journal, July 14, 2015, https://tinyurl.com/y73ny5eu. [52] Karsten Strauss, “The Role Of Artificial Intelligence In The Future Of Job Search,” Forbes, Feb. 2, 2018, https://tinyurl.com/y9eht5er. [53] “23 Surprising Stats on the Future of Recruiting,” CareerArc, 2017, https://tinyurl.com/yavnojdr. [54] Roy Mauer, “These 5 Recruiting Trends Are Flying Under the Radar,” Society for Human Resource Management, April 17, 2018, https://tinyurl.com/ybguwoke. [55] “23 Surprising Stats on the Future of Recruiting,” op. cit. [56] Darrell M. West, “The Future of Work: Robots, AI and Automation,” Brookings Institution Press, 2018. [57] “Women, Automation & Artificial Intelligence, and the Future of Work,” Institute for Women’s Policy Research, 2018, https://tinyurl.com/yc9z92kd. Page 14 of 14 Job Hunting SAGE Business Researcher
You can also read
