As a human resources manager, hiring the right people and decreasing the turnover rate were the top two priorities. In order to have the whole picture, not only the internal information is needed, the current states in the job market are essential to take into consideration for a better interpretation of the personnel problems. The lack of overall government official employment data made me struggled with the works. With the data technology and social networking platform, this work seems to be much easier than before. And LinkedIn is definitely the best tool for searching for this information.
LinkedIn not only tells you more about your candidates but provides companies with a wealth of knowledge on the job market and helps employers to better cope with the personnel problems. LinkedIn leverages on the data of 400 million career profiles it owns to understand the career pathways, particularly in job-hopping habits and the length of time that young employees work in their jobs.
Based on the reports given by LinkedIn economist Guy Berger, “people who graduated from college in 2006 to 2010 have ended up working for an average 2.85 companies during their first five years in the workforce. That’s nearly double the norm for people who graduated in the 1986-1990 time band: 1.60 employers.” Further research is necessary to understand the reasons for this situation, yet the difference among industry is manifest. Job-hopping is most prevalent in media and entertainment while it is less normal for financial services, manufacture, transportation and so on. With the aid of other platforms such as Glassdoor, to get the information on how employees evaluate the company and overall compensate system might help know more about the insights to job-hopping. The openness and accessibility of social media are such a valuable asset for employers to do self-analysis and reflect those insights on the organizational development.
If the employers can grasp this trend, they can adjust the personnel system to create more incentives to satisfy the needs of employees or enhance the communication to reduce the possibility of resigning as well as the cost of investing in someone who’s not suitable for the company. The application of social media on the career path is another example to show that the data gathered from social media can be powerful to help solve problems.
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