#JOLTS numbers are out. And it looks like recession planning is off the table. Here are three takeaways of the report about different company sizes.
1. Enterprises with more than 5000 employees recorded the highest number of job openings in July. With 321k vacancies, job openings in enterprises increased by 18% over the month, accounting for almost half of the overall increase in job openings. The spike is big enough to compensate for slowdown in June, and bring the trend back to where it would be without last month’s cooling. The number of vacancies is 3.6 times the pre-pandemic average right now. And if trend continues, we would see the number of job openings to hit 4 times the pre-pandemic levels within months.
2. Despite a hiccup in hiring last month, large businesses resumed their hiring plans in July. Hires in large businesses with 1,000 to 4,999 employees bounced back strongly in July, increasing 24% over the month. Despite a spike in hiring in large businesses, the total number of new hires in the private sector decreased slightly due to a slowdown in mid-size businesses. It looks like recession planning is off the table for large businesses.?
3. Layoffs are on the decline for almost all business sizes but much more significantly in small businesses. July saw a record-low layoff rate (0.7%) in small businesses with 10 to 49 employees, where layoffs and terminations have been unusually low for months. In an extremely tight labor market where businesses are struggling to attract candidates, employers are holding onto the workers they’ve got, despite rising recession risks and business uncertainty.
#bls #jobmarket #smallbusiness #largebusiness #enterprise #recession #jobopening #economy
Skills Evangelist | Workforce Developer | Speaker | Board Member - Helping organizations, individuals, and communities win the future of work
Employers need to be playing chess, not checkers with this labor market and economic cycle - having a broad and deep view of your organization's skills footprint allows leaders to optimize their existing headcount, craft strategic-yet-agile workforce plans, and tune L&D programs to shift incumbent workers into highest and best use, retain them longer, and shift their Lifetime Employee Value curves upward. If I was a jobseeker without a degree (majority of jobseekers), I'd aim for an employer that publicly supported hiring STARs at median industry wages or higher, and one that also funds postsecondary training and degrees for its frontlines - and use that training to pursue a digital credential that upleveled my career trajectory and earning potential. In a tight labor market, this is the real threat to college, and one that institutions should think about leaning into. Employers are the most effective source of workforce development we have in a tight labor market and we will need companies to avail themselves of every lever available to them to shape the incumbent workforce so that workforce developers can focus on recruiting marginalized and discouraged workers into the labor force and reskilling them as needed.