PHILADELPHIA, November 1, 2012 – As many as two in five job seekers end up switching industries or functions when they land a new position, according to Right Management, the talent and career management expert within ManpowerGroup.
Right Management reviewed data on more nearly 35,000 individuals throughout North America who since 2010 received outplacement services and obtained a new position.
Did you change industry for a new job? 2012 2011 2010
No 58% 60% 59%
Yes 42% 40% 41%
Did you change function for a new job?
No 60% 58% 60%
Yes 40% 42% 40%
Population 7,333 10,554 17,083
Of the more than 7,333 laid-off employees, for instance, who benefited from the firm’s job search programs and found new employment during the first nine months of 2012, 42% changed industries and 40% changed job function, and in some cases it was probably both.
The 2012 data, moreover, are virtually the same as in the prior two years.
“It’s no surprise that so many people are able to change industries, since many competencies or skills are readily transferable, particularly for people from functions such as IT, finance, marketing and human resources,” said Monika Morrow, Senior Vice President of Career Management for Right Management, which provides talent, outplacement and career services to Fortune 500 companies. “That so many seem to switch job function is more surprising. It may be that the data tilt toward the junior or middle level and that changing function is less common for executives.”
In terms of industries, we’re seeing an increase in hiring from manufacturing, energy, IT, automotive and finance, observed Morrow. “For some organizations in these sectors, they are simultaneously divesting one part of their business while focusing on growing another, so there are also opportunities for redeployment within the same firm to move from one function to another. Companies are helping employees with training to enable them to up skill or reskill to enable them move to another part of the business.”
Another explanation for the changing of industry or function, Morrow said, is that the study population received professional career transition assistance. “This involves developing a job search strategy, exploring less obvious sectors or opportunities as well as coaching on how to be positioned for a job that may be a bit of a stretch, and specific skill development to credential or qualify candidates to be able to make a switch. Without such experienced support most people won’t venture far from what they’re familiar with, but flexibility is increasingly the name of the game for a successful job seeker.”
About Right Management
Right Management is the global leader in talent and career management workforce solutions. As the workforce consulting experts within ManpowerGroup, the firm designs and delivers solutions to align talent strategy with business strategy. Expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes – including more than 80% of the Fortune 500 – to help grow and engage their talent, increase productivity and optimize business performance.
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