That’s a person who doesn’t have a job, doesn’t have a degree, is not in school. The biggest category is called NEET: Not in Employment, Education or Training. People who’ve had gaps in their work history: Half the companies in the United States have a filter to exclude applicants who have not been employed in the last six months or if there’s a gap in their work history of more than six months. If they’re not there, you don’t get considered. So, they’re looking for those kinds of keywords in your résumé description of yourself. If someone’s looking for a salesperson, they’re looking for sales experience. Who else makes up this “hidden” workforce?įULLER: Veterans tend to be hidden because their skills, and the way those skills are described, don’t match with the skill descriptions employers are seeking. GAZETTE: Many screened out of the application process early are people with felony convictions and people without a college degree. So, I wanted to understand what’s behind these numbers. “this is how many long-term unemployed there are this is how many discouraged workers there are this is how many underemployed workers there are.” Huge numbers of people, but very little nuance in explaining why. The second thing is, if you look at the government data, it’s not actionable. And if that didn’t happen, there was something quote “wrong.” They weren’t very active in addressing it themselves. Communities with lots of people looking for work and employers bemoaning the lack of candidates, but employers essentially acting as if a candidate is supposed to present her or himself the job they have on offer for the terms they’re offering. Before I was a professor at HBS, I was in industry, and it always struck me that there were these anomalies. It doesn’t look at the employer as an animated object that makes decisions based on a rationale that may or may not be sound. GAZETTE: What was the impetus for this report?įULLER: The vast majority of academic research on labor markets is from the supply side. Interview has been edited for clarity and length. ’81, co-chair of the Managing the Future of Work project at Harvard Business School, says corporate leaders could solve many of their labor problems if they gave these workers a closer look, and gain a real advantage over competitors unwilling to do so, and improve workplace diversity. ![]() ![]() But because of hiring practices, the applications of this diverse group usually go straight to the rejection pile.Ĭo-author Joseph B. ![]() who would gladly, and capably, fill those jobs - if given the chance. The reasons for this labor-employment mismatch are complex and not fully understood, economists say.Ī new report says there is a “hidden” workforce of 27 million people in the U.S. small business owners had jobs they wanted to fill, a historic high, according to a trade group survey 91 percent said there were few or no qualified applicants. Since business has picked up with the COVID vaccine rollout, record numbers of employers have struggled to find workers.
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