Recruiters, Software Engineers, and Marketers Most Likely to Jump Jobs, According to Workforce Logiq’s New Labor Market Report

Workforce Logiq, a global provider of AI-powered workforce intelligence, technology, and services to large corporations, released its first annual Workforce Management Benchmark Report. The new analysis, which is based on Workforce Logiq’s proprietary workforce analytics and data science, examines and predicts talent volatility across major industries, job functions, metropolitan statistical areas (MSAs), and states.

Workforce Logiq uses AI models to calculate industry, company, and candidate-specific Talent Retention Risk (TRR) Scores^SM. Tracking more than 2,000 events, triggers, and shocks that can impact employment volatility – macroeconomic trends, company-level social media and news sentiment, employee churn indicators, industry news and events, and more – from more than one billion data points and 40,000 sources, the algorithms predict the likelihood of professional employees and knowledge workers being receptive to unsolicited recruiting messages and job opportunities.

TRR Scores^SM range from low (less than 35) to high (above 70), with scores 35-49 considered average and 50-69 above average. High TRR scores indicate high levels of workforce volatility. Major findings from this year’s report include:

• Recruiters and software engineers are most likely to explore external opportunities. Recruiting has the highest percentage of employees open to unsolicited recruiting messages (115% above the national average), followed by software engineering (105% above average), and marketing (82% above average). A skilled trade is the most stable job function at 81% below the national average.
• The finance and insurance industry is the second most volatile industry. Mining, quarrying, and oil and gas extraction have the most volatile workforce out of all major industries. The sector has the highest average TRR Score (64.0), which is 24% higher than the national average (51.7). Healthcare and social assistance are the least volatile (39.4) at 24% below the national average.
• Washington, D.C., New York, and Massachusetts have the most volatile workforces in the nation. The states with the least volatile labor markets include Mississippi, New Mexico, and Wyoming.
• The San Francisco-Oakland-Berkeley area in California has the highest percentage of employees open to unsolicited recruitment messages. The MSA is 50% above the national average for recruitability, followed by New York–Newark–Jersey City (23%), and Boston-Cambridge-Newton (16%).

“The market for attracting talent is only going to get more competitive in 2020 as the economy continues to be strong. To build a strong talent pipeline, employers need to be faster, smarter, and more proactive in how they find, hire, and retain their workforce,” said Dr. Christy Whitehead, Chief Data Scientist and Talent Economist at Workforce Logiq. “Data-driven insights with context and benchmarks enable employers to anticipate and predict key talent volatility issues and make more accurate, cost-effective decisions, so they can hedge their retention risk before it impacts the organization’s bottom line.”