Work finder
Aman Singh Chahar Sachin Kumar
Department of Computer Department of Computer
Science And Engineering, Science And Engineering,
GLA University, Mathura GLA University, Mathura ,
aman.chahar_cs20@gla.ac.in sachin.kumar1_cs20@gla.ac.in
Abstract:
Millions of individuals engage in job search every year.
Employed individuals look for new jobs to improve their
working conditions. Students engage in job search after
finishing their education. Unemployed individuals
search for work after being terminated, laid off, or
quitting. Care givers need jobs after finishing their
caregiving roles. Most individuals engage in job search
multiple times in their life span (Direnzo & Greenhaus
2011).Median employee tenure in the United States is
only approximately 4.2 years (US Bur. Labor Stat.
2018a). Separation rates in other countries are similarly
high (Hobijn & Sahin 2009).This review delineates
what we know, from an empirical standpoint, about the
process and experience of looking for a job from the
perspective of the job seeker. We describe job search as
a self-regulatory process. We delineate the major
dimensions of job search that have been studied and how
these dimensions relate to job search success (i.e.,
finding employment, finding it within the time frame
desired, salary in the new job, and other indicators of job
quality such as person job fit; Saks 2005). We describe
research on two aspects of job search behavior that have
received focused attention, social networking and
interviewing. We then delineate contextual factors that
may shape the job search experience or outcomes,
including geographical region, country, and culture; the
economy; the job seeker’s current or past employment
situation; and employer behaviors and preferences. We
devote a special section to the role of bias in job search,
given the substantial number of studies in this area. We
describe results of interventions to help job seekers and
conclude with suggestions for future research.
Keywords : job search, job loss, job change,
unemployment
Introduction:
Every year, millions of individuals embark on the journey of job
hunting. Whether it's employed individuals seeking better
opportunities, students venturing into the workforce after
completing their education, or caregivers transitioning from their
caregiving roles, job search is a common experience. Statistics
reveal that most people undergo job searches multiple times in
their lifetime, with the median employee tenure in the United
States being approximately 4.2 years. Similar separation rates exist
in other countries.
Aditya Gupta Manish Gautam
Department of Computer Department of Computer
Science And Engineering Science And Engineering
GLA University, Mathura GLA University, Mathura,
aditya.gupta_cs20@gla.ac.in manish.gautam_cs20
This review aims to provide an empirical understanding of the job
search process from the perspective of the job seeker. It outlines
job search as a self-regulatory process and explores various
dimensions that impact job search success, including finding
employment within desired time frames, securing favorable
salaries, and achieving optimal person-job fit. Special attention is
given to social networking and interviewing behaviors, contextual
factors such as geographical and cultural influences, as well as
biases inherent in the job search process. Additionally,
interventions to aid job seekers are discussed, along with
suggestions for future research in this field.
.
Job Search Effort:
Researchers gauge job search intensity by examining the
level of activity individuals put into finding a job. This is
often measured by asking about various job search
activities, like revising resumes or filling out applications,
within a specific timeframe. While older scales like Blau's
(1994) are adapted for modern methods like online job
searches, newer measures also assess time spent on job
search efforts (Van Hoye, 2018). Meta-analysis indicates
that higher job search intensity correlates with more job
offers and finding employment, but not necessarily with job
quality (van Hooft et al., 2015). Other factors influencing
job search success include human and social capital,
reemployment constraints, economic need, and employer
biases (Wanberg et al., 2002). Traits like openness,
agreeableness, and self-regulation predict greater job
search intensity, alongside positive attitudes and self-
efficacy (van Hooft et al., 2015).
Architecture And Working:
Job Search Strategies:
Job search content refers to the types and quality of activities
during the search. Activities may be preparatory (e.g., resume
editing) or active (e.g., submitting applications) (Blau, 1994).
Active search behaviors are more effective in securing
employment than preparatory ones (van Hooft et al., 2015).
Informal sources like friends and family often provide valuable
insights and advice, complementing formal sources like online
postings (van Hooft et al., 2015). Despite sequential models
suggesting preparatory activities precede active search, individuals
may cycle between them as needed (Saks & Ashforth, 2000).
Individuals employ various job search strategies, such as focused
(targeting specific goals), exploratory (open to multiple
possibilities), and haphazard (lacking clear direction) approaches
(Crossley & Highhouse, 2005). Studies reveal that those with a
focused approach tend to be more satisfied with their job outcomes,
whereas exploratory searchers receive more job offers.
Conversely, haphazard searchers report lower satisfaction and
fewer offers (Crossley & Highhouse, 2005). Overall, the quality of
the job search process and outcomes is crucial (van Hooft et al.,
2013). Quality entails clear goals, effective strategies, self-control,
and reflective practices (van Hooft et al., 2013).
Job Search Quality:
Although less studied, job search quality is gaining attention within
a self-regulatory framework. Job seekers employing motivation
control and metacognitive strategies exhibit higher search intensity
and better outcomes (Wanberg et al., 1999; Creed et al., 2009;
Chawla et al., 2019). Additionally, career planning and goal clarity
correlate with better person-job fit (Saks & Ashforth, 2002). These
findings underscore the importance of strategic planning and self-
regulation in optimizing job search quality and outcomes
The Role Of social network:
Social networks play a pivotal role in job search, with studies
highlighting their significant impact globally. Research reveals
varying rates of job finding via social networks across different
countries, ranging from 83% in the Philippines to 26% in Finland
and Austria. Both structural (e.g., social capital theories) and
behavioral perspectives inform this area of study.
Job seekers benefit from connecting with both strong (e.g.,
friends, family) and weak ties (e.g., acquaintances,
referrals). While weak ties provide valuable job leads and
interviews, strong ties yield more job offers. Online
platforms like LinkedIn follow similar patterns. However,
the correlation between networking intensity and job search
success remains inconclusive.
Furthermore, research explores the broader impacts of
social contacts beyond job acquisition, including wage
effects and job quality indicators. Studies suggest that while
social contacts may not directly affect wages, they
contribute to better job fit and entry-level wages through
information and favor exchanges.
Understanding the mechanisms through which networking
facilitates job search success is an emerging area of study.
Proximal networking benefits, such as emotional and
instrumental support, play a crucial role in career outcomes.
Individual differences, such as extraversion and proactive
personality, influence networking behavior. Efforts to
enhance networking intensity and quality, including self-
efficacy and proximal networking benefits, show promise
in aiding job seekers.
Interview Behaviors
Impression Management:
Job seeker behavior during interviews is a key focus of
research, particularly regarding impression management
and nonverbal communication. Impression management
tactics include self-promotion, ingratiation, and defensive
strategies, with studies showing that self-promotion and
ingratiation are linked to higher interviewer ratings.
However, deceptive forms of self-promotion may have
adverse effects.
Candidates employ various impression management
techniques to overcome stigmas, such as criminal records
or disabilities, with apologies and justifications yielding
better hiring evaluations. Additionally, older workers adopt
proactive strategies to combat age bias, including
modifying resumes and appearance.
Non Verbal Behaviours:
Nonverbal behaviors, such as eye contact, smiles, gestures,
and vocal characteristics, significantly influence
interviewer perceptions. For instance, handshake quality
and smiling duration correlate with positive assessments,
while verbal errors and vocal components impact hirability
ratings.
Sophisticated methods, including computational approaches, are
used to study nonverbal behavior, revealing correlations between
specific behaviors and hiring decisions. Candidates who speak
faster, longer, and with longer turns are generally rated as more
hirable, while those with numerous short utterances tend to receive
lower ratings.
Context and Job Search:
Research on job search has evolved to recognize the significance
of contextual factors shaping job seekers' experiences, behaviors,
and success rates. Factors such as geographical region, culture, and
economic conditions profoundly influence job search dynamics.
For instance, job seekers in rural areas may rely more on social
connections, while cultural norms impact job search intentions
differently across collectivist and individualistic societies.
Economic health significantly affects job search outcomes, with
high unemployment rates prolonging job search durations and
leading to compromises in job quality. Conversely, low
unemployment rates facilitate easier job acquisition. Notably,
during labor shortages, traditionally marginalized groups like
individuals with disabilities may find improved employment
prospects.
Job seeker status, whether employed, unemployed, graduating
student, or returning worker, also shapes the job search experience.
Challenges vary across these statuses, such as employed
individuals needing to balance job responsibilities with job search
activities, while unemployed individuals face isolation and
financial uncertainty.
Employer-related contextual factors further influence job search
experiences and emotions. These factors include employers'
insistence on perfect job-applicant matches, instances of rudeness
or unprofessionalism, encountering misleading job postings, and
experiences of demographic discrimination. Despite job seekers'
efforts to manage their emotions, negative encounters can lead to
feelings of helplessness, frustration, and reduced self-worth.
Understanding the interplay between individual characteristics and
contextual factors is crucial for comprehensively addressing
challenges in the job search process. Ongoing research endeavors
aim to explore and mitigate biases and discriminatory practices
encountered by job seekers, further enriching our understanding of
job search dynamics.
The role of Bias in job Search:
Bias in job search encompasses discrimination based on various
factors such as gender, race/ethnicity, age, religion, sexual
orientation, disability, and more. Studies employing theoretical
frameworks like social categorization, impression formation, and
stereotype theories reveal systemic biases affecting job seekers'
chances.
Résumé correspondence methodology is commonly used
to gauge employer discrimination. Findings from
numerous studies highlight disparities in interview
requests based on factors like race/ethnicity and age. For
instance, African Americans and Latinos often receive
fewer interview requests compared to equally qualified
Whites, as evidenced by meta-analyses.
Race / Ethinicity:
Research on racial/ethnic discrimination shows that
individuals with darker skin tones face lower recruiter
ratings, especially for low-status positions with high client
contact. Moreover, certain practices like résumé whitening,
where applicants modify or omit racial/ethnic identifiers to
mitigate discrimination, have been observed. However, the
efficacy of such strategies remains debated, as they may
inadvertently reinforce biases or erode one's sense of
identity.
Moreover, the employment landscape reflects significant
racial/ethnic disparities, with minority groups experiencing
higher unemployment rates. While explanations like
differences in education levels or discrimination
hypotheses are proposed, résumé correspondence studies
consistently show employer preferences for majority
racial/ethnic groups across various countries.
Efforts to combat bias in job search involve understanding
and addressing discriminatory practices at both individual
and systemic levels. Challenges persist in devising effective
strategies to mitigate biases while preserving job seekers'
identities and confronting institutional discrimination.
Progress and Future Direction:
The use of self-regulatory frameworks, as well as other
theories, has facilitated a strong understanding of job search
as a goal-directed process. Within this stream of research,
it would be valuable to develop a stronger understanding of
the use and utility of job search behaviors other than job
search intensity, social networks, and interview behaviors.
This is not to say that research on job search intensity,
social networks, or interview
\behaviors should not continue (we provide some
suggestions below). However, job search intensity has
been studied quite extensively, and there is more to be
learned about topics such as job search on the Internet, the
role of job search quality, and how the job search unfolds
over time. Several interesting directions for research on
job search from a self-regulatory, process perspective are
provided by da Motta Veiga et al.
DISCLOSURE STATEMENT :
The authors are not aware of any affiliations,
memberships, funding, or financial holdings that might be
perceived as affecting the objectivity of this review.
Acknowledgment:
The completion of this work would not have been
possible without the valuable insights and contributions
from the authors of the referenced articles. Their research
has greatly enriched the understanding of job search
dynamics and provided the foundation for this work.
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