Workforce in Demand Fields Show Greater Acceptance for Job-Switchers - Increased barrier against intrusion or infiltration
In a comprehensive analysis of over one million career paths in Germany, a job platform has shed light on the dynamics of job mobility and career changes across various professions.
The study found that the overall average monthly turnover rate in jobs stands at 1.9 percent. However, this figure varies significantly across different job groups. For instance, the monthly turnover rate in human resources is 2.9 percent, higher than the average. On the other hand, job groups in technical or medical fields, such as medical technology and dentistry, have lower turnover rates, with monthly rates of 1.2 percent each.
One interesting finding of the study is the high permeability in job fields, which can increase overall economic productivity. This is particularly evident in sectors like management, where 52 percent of job entrants are career changers. This trend is also observed in logistics, where 54.5 percent of job entrants come from another job group.
However, the share of career changers in certain fields is notably lower. For example, the share of career changers in the medical fields is particularly low, while in nursing, it stands at 21.5 percent. Contrastingly, the share of career changers in pharmacy and childcare is 23.7 percent. Interestingly, the share of career changers in dentistry is 18.6 percent.
Job entries in various fields often occur as part of a career advancement. This is evident in sectors like project management, where 50.2 percent of job entrants are career changers.
The study also highlights the importance of high qualification requirements in regulated areas like medicine and nursing. These requirements serve to ensure the quality of care. Simplifying and accelerating retraining and recognition and qualification procedures could address the shortage of skilled workers in certain fields. Occupations with particularly low retraining rates in Germany include agricultural workers, cleaning staff, and certain manual labor professions, which could be specifically targeted in simplified and accelerated retraining and qualification procedures to address skilled labor shortages.
Virginia Sondergeld, an economist at Indeed, explained that whether a job field has high job mobility and is open to career changers is neither inherently good nor bad. The key, she said, is to ensure that the quality of care and productivity are not compromised.
The study also found differences in career change into new job groups. For instance, in project management, 50.2 percent of job entrants are career changers, while in human resources, the figure is 2.9 percent.
Staff shortages in nursing are expected to worsen in the coming years due to demographic changes. The findings of this study could provide valuable insights for policymakers and employers in addressing these challenges.
In conclusion, this study offers a comprehensive overview of job mobility and career changes across various professions in Germany. It underscores the need for a balanced approach to job mobility, ensuring both the quality of care and productivity are maintained while also addressing skilled labor shortages.
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