Job Vacancy – Factors Influencing the Vacancy Rates
Job Vacancy For a fourth quarter refers to the quantity of vacant posts at the close of the fourth quarter for which an organization is actively recruiting new staff from outside the organization. The person or persons who occupy these vacant posts will be termed as the ‘job vacancy seekers’. They are also called ‘search candidates’ or ‘staff shortages’. They differ from candidate to candidate, in that the job vacancy periods extends over a longer period, in some cases, than for others.
Job Vacancy For a fourth quarter also refers to the ratio of vacant positions to the number of candidates who are looking for work. If there is more available space than positions, then the ‘jobs vacancy rate’ will be high. It is also referred to as the ‘potential pool’, since it reflects the potential of the existing workforce for filling vacant positions. It is different from the ‘active labour demand’ because potential labor supply exists only until there is a decrease in the active labour supply, and no increase in the potential labor supply.
Unemployment as measured by unemployment rates, is the number of unemployed people as a proportion of the population aged fifteen to thirty-five. This includes all people who are neither employed nor in employment. While unemployed people comprise a significant proportion of the unemployed population, the unemployed people’s rate of joblessness varies across time periods and geographic areas. The overall unemployed rate is also considered separately by countries or states. The rate of unemployed individuals varies in tandem with their demographics (age, gender, education, location, and income).
A potential employer can predict the level of difficulty in filling vacant positions accurately by observing the characteristics of potential candidates. The occupation description should specify skills such as those required for performing a specific task. These tasks should be defined so that the job would not be too demanding for other suitable candidates. In addition, the potential candidate should possess the right experience and qualification, which can also be verified by other means. For instance, if the job vacancy advertised is for an engineer, then it would not be too difficult for an employer to differentiate between suitable and unsuitable candidates by observing the necessary credentials and skills.
One way to determine the potential demand in a particular geographic area is to observe the trends in relation to the natural growth and population. Changes in the natural growth rates are linked to the availability of qualified workers as well as to the amount of trade within the economy. Trends in population can provide information on the population characteristics such as age, educational attainment, and living standards. It is important to note that job vacancies and other indicators do not always reflect actual labour demands in a particular region.
Job vacancies are classified as full, part time, temporary, permanent, seasonal and other types depending on the requirements of the employers. A candidate may be able to find more vacancies in one area than another depending on their geographical ability. The availability of various types of vacancies may affect the rate of unemployment in a certain area. However, there is no guarantee that vacancies will always be available in every region. Therefore, prospective candidates should be vigilant and check online as well as offline sources for new job openings to increase their chances of finding suitable jobs.