Highlights from the 2020 Job Seeker Nation Report



Just in! Jobvite has just released its tenth annual Job Seeker Nation Report (JSN), providing a steady beacon for enterprise organizations to gain insight into job seeker market dynamics in these extraordinary times, so they can better attract, engage, hire, and retain the right talent. 

This one-of-a-kind report surveyed employed adults and job seekers in February 2020 to best understand the realities, challenges, and preferences of today’s workers. This includes job seekers' attitudes, behaviors, and processes surrounding how they find jobs, communicate with recruiters, choose a job, and work at a job.   


COVID-19 Changes This Year’s Report

After seeing the impact of COVID-19 on the economy, Jobvite surveyed another group of workers and job seekers in April 2020 to capture and compare how the state of job seekers is changing in response to the health and economic crisis.  

This agile and timely approach to job seekers’ needs and preferences makes this year’s JSN report stand out from many other reports and makes the data exceptionally useful whether you’re a company hiring now, a company poised to start hiring again soon, or a company taking a step back to re-evaluate your business goals for the foreseeable future. 

Here are the highlights from the report ranging from insights into job seekers’ thoughts towards recruitment marketing approaches, employee engagement, internal mobility, and everything in between! 


The Shift in Job Market Perceptions 

 Not surprisingly, job market perceptions have changed in light of the pandemic response. 73% of respondents believe finding a job this year is harder, compared to 48% who felt this way just two months ago. This includes all demographics, but females reported feeling it is ‘much harder’ than most to find a job than it was six months ago, compared to 21% two months ago.  

Along with job market changes come impacts on workers home lives. From March to April 2020, one in five (19%) surveyed workers or members of their immediate families had gone without food for 24-hours due to a lack of money. This is most likely to have happened to males (23%) and workers with children at home (29%). 

Other findings show that: 

  • Job loss has affected close to half of respondents in some way or another. 

  •  Workers under 40 and those with children have experienced job loss the most. 

  • Understandably, workers with children and those recently furloughed worry the most about losing their jobs.   

What we also know is the global job disruption, and the influx of job applications it will bring, means recruiting teams need methods for contactless human-to-human interaction like video, text, chatbots, and other digital platforms more than ever before. 

To help people combat food insecurity, check out the Feeding America website. 


How to Best Communicate to Candidates 

While much has changed in the past few months, recruiters are still filling jobs, and job seekers still have their preferred methods of communication from potential employers.  

Other findings show that: 

  • For recruiting those hard-to-fill jobs, results show the majority of passive candidates are still somewhat likely to respond to a personalized communication from a potential employer.  

  • In fact, email is shown to be the preferred method of communication/outreach for any candidate, passive or active, while social messaging such as via LinkedIn is the least preferred (25%).  Broken down by demographics, women, city workers, workers over 40, and college graduates are even more likely to prefer an email from a recruiter over other communication. 

  •  Over half of applicants who received a text message after applying for a job preferred this over a phone call or email. 

It’s clear the job seekers crave quick and easy communication throughout the hiring process through email and texting. 

Learn more about the newest features added to Talemetry Text. 


Choose Recruiting Channels That Hit Home 

Candidates are still finding their jobs through a variety of channels, and that means talent acquisition leaders at Fortune 500 companies need to understand the best sources for today’s candidates– and have a comprehensive platform to handle all the visibility. 

The JSN report shows that of the channels out there, job boards dominate for job postings. Almost 70% of respondents learn about job openings through job boards, followed by friends (45%), social media (42%), and professional connections (31%).  

Although social media is not in first place, it is a rising star. Since last year, it’s jumped 10% in terms of where job seekers finding openings. 

Discover ways to improve your candidate experience with social media. 


Capture the Potential of Internal Mobility 

While some organizations may be forced to rethink talent strategies, redeploy staff, and reduce their workforce dramatically, others are growing or looking for hard-to-find talent. An internal mobility strategy helps address both scenarios to achieve business outcomes. 

However, the JSN report found that a majority of workers don’t check their internal postings, or only do so every few months. What a missed opportunity! 

From Wharton to Bersinindustry experts know there are business benefits by building skills from within – from reduced costs to improved culture. Hiring managers need to partner with recruiters to source internal candidates. It’s not enough for recruiters to do it alone.  

Watch our video on the benefits of internal mobility. 


Your recruiting team is tackling new challenges today while going full steam ahead to support your company’s short-, medium-, and long-term hiring goals. Download the full JSN report for even more timely insights into a job seeker’s world, and contact us today to learn just how Talemetry’s technology can help you deliver on these targets. 



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