Working hard & hardly looking

What’s occurring within the evolving US job market proper now? We now have knowledge for you on what employment seems like, why individuals are not working, and what their motivations are.

What do US staff need now?

Our Nice Discontent 2.0 survey report accommodates a wealth of knowledge revealing how worker priorities within the US have modified since 2021. Study extra right here.

View the report highlights

High 3 takeaways

  1. Seven out of 10 at the moment are working full time, in contrast with 55.3% in 2021
  2. These “not working” is down from one in 5 to 1 in 10 – extra as a consequence of selection than extraneous components
  3. One in two staff at the moment are solely passively open to different alternatives, up from 37% two years in the past

In 2023, almost seven out of each 10 respondents (69.2%) in the USA reported that they’re working full time. That’s up from 55.3% in 2021.

In the meantime, the proportion of those that say they aren’t working dropped from 20.8% in 2021 to 9.9% now.

In brief, the US job market is more healthy than it’s been since pre-COVID. There’s extra work on the market, and it exhibits.

However it’s not simply the uncooked percentages that inform the story; it’s the explanations behind them. When these respondents had been requested why they’re not working, they level to private selections fairly than job shortage or monetary pressures.

For instance: the highest two causes cited by US staff for not working in 2023 are household priorities (31.1%) and well being priorities (25.7%). That’s up from 30% and 18.8% respectively in 2021.

Additionally, it appears to be largely as a consequence of selection fairly than easy necessity: the proportion of those that aren’t working as a result of they’re targeted on private {and professional} improvement additionally greater than doubled to eight.1% in 2023 from 3.8% in 2021.

They usually’re hardly wanting

Those that say they’re actively searching for new alternatives dropped from 33.4% in 2021 to 22.6% now – no matter whether or not they’re presently working or not.

For many who are working, this means that staff within the US at the moment are extra content material to be of their present work state of affairs.

However does that additionally imply they’re not concerned about different roles? Not essentially. Those that say they’re passively open to new alternatives – in different phrases, they’re open to a dialog or are curious to see what’s on the market, however not actively looking for new roles – grew considerably to 51.1% from 37.3%.

What does that imply for hiring groups? Effectively, for one, the expertise availability on the market isn’t restricted to those that actively apply in your open roles. In case you open a brand new job and aren’t seeing these star candidates displaying up in your inbox, relaxation assured that they’re on the market. You simply have to succeed in out to them and provoke the dialog.

What are you able to do?

1. Prioritize your staff’ happiness

The rise in job stability means employers ought to give attention to enhancing retention methods.

This might contain prioritizing worker satisfaction, job safety, and offering alternatives for development and improvement throughout the group.

2. Permit your groups to be versatile

As private causes, i.e. household and well being priorities, are main components for not working, employers want to contemplate versatile work insurance policies that accommodate private wants.

This would possibly embrace providing distant work choices, versatile hours, ease of commute, accessibility, or elevated household and well being help.

3. Market your self as an incredible place to work

With greater than half of the respondents solely passively open to new alternatives, employers ought to work on making their firm stand out as a gorgeous possibility.

This might contain advertising and marketing the distinctive advantages and alternatives of their group, showcasing sturdy firm tradition, and emphasizing their dedication to worker well-being and private development.

Steadily requested questions

What do US staff need now?

Our Nice Discontent 2.0 survey report accommodates a wealth of knowledge revealing how worker priorities within the US have modified since 2021. Study extra right here.

View the highlights