High number of job changes in design, graphics and design

High number of job changes in design, graphics and design

July 8, 2022

Nearly 2 out of 5 people working in design, graphics and design changed employer last year. This is evident from the quarterly 2-2022 update of the tender figures from Intelligence Group, where 4,000 people from the Dutch working population have been questioned every quarter for 20 years about their labor market behavior.

Record after record is being broken in the labor market, Intelligence Group informs. 1 in 5 people have changed employer within the last 12 months (1.8 million people in total), never before have so many people been contacted for a new job in the last quarter (37.9%) and the expected average search time for a new job new job has never been so low (3.4 months). Labor market activity is also historically low, and all this combined with a record number of vacancies results in a record shortage.

Development of labor supply

1.8 million people have found work within the last 12 months. The number of job changes in the Netherlands is the lowest (11.8%) in installation, repair and maintenance, which is partly the reason for the great feeling of scarcity in these areas. The flow is greatest in design, graphics and design. Almost 2 out of 5 people changed employer last year (37.8%)

In the second quarter of 2022, 37.7% of the Dutch working population was contacted by an employer or (commercial) recruiter to change jobs. Never before have so many people been hunted. This recruitment method is becoming increasingly dominant for recruitment in the Netherlands. This is partly due to the very low labor market activity of the Dutch working population. 11.6% applied for ‘only’ active employment in the second quarter of 2022. This is almost the lowest percentage of labor market activity ever measured and comparable to Q2-2020, at the start of Covid. At that time, labor market activity was at its lowest level ever.
Agencies and increasingly employers are actively targeting graduates. The 3 best job areas where people have been contacted at least once in the last quarter to change employer are:

Advice / advice 68.4%
2. Engineering 65.9%
3. ICT / Automation 63.6%

The huge demand in the labor market makes employees more passive and less active in their job search. It reduces the need to seek and engage in active labor market behavior. Job seekers now expect to find a new job in 3.4 months. This is also a record. In 2013, it was still 8 months, more than twice as long. Employees are less active in the labor market and spend less time leading. They also have to apply less before they are hired. All these three developments increase the feeling of scarcity in the labor market because the perceived supply for employers is falling markedly.

“Employers and the government, on the other hand, resort to old and non-functioning (recruitment) instruments to tackle the shortage”

“Employees, the labor market’s supply side, are in the driver’s seat. They determine the dynamics and scarcity / scarcity of the labor market. Employers and the government, on the other hand, resort to old and non-functioning (recruitment) instruments to tackle the shortage, such as not adapting the application and recruitment process to the spirit of the times with fast, online and mobile. Or actively approach people to get a job, both online and in the shopping street or in the schoolyard. Stimulating to work more also seems to be a political idea that ignores employees’ need to want to work less and more flexibly. More work does not pay off enough, which then has to be solved with a bonus scheme. An instrument that is only effective in the very short term and often has a negative effect in the medium term, ”says Geert-Jan Waasdorp, CEO of Intelligence Group. “Staff shortages are a direct effect of employers’ leadership, leadership and management skills. The aging population has only a limited effect on the current problem, but it is the easiest excuse. ”

All latest Q2 figures can be found on the Intelligence Group website.

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