Category: Talent & Market Insights
Beyond Intuition: Data-Driven Employer Branding for the Modern Talent Landscape
With the research today’s candidates do before applying, a strong employer brand is no longer a nice-to-have—it’s essential. Your employer brand directly impacts your ability to attract and retain top talent, yet for many talent acquisition leaders, demonstrating the value of employer branding remains challenging.
How do you quantify something that often feels intangible? How do you translate employer brand sentiment into metrics that resonate with stakeholders outside HR?
The Employer Branding Paradox
Despite 80% of HR leaders believing employer branding significantly impacts their recruiting efforts, only 8% report having a dedicated budget for these initiatives. This disconnect highlights a fundamental challenge: without concrete metrics and benchmarks, employer branding can be relegated to a “nice-to-have” rather than recognized as the strategic driver of recruitment success that it truly is.
The reality is that today’s candidates approach job searches with consumer-like behavior. They research, compare and evaluate potential employers with unprecedented thoroughness.
Your employer brand is front and center whether you’re actively managing it or not.
From Gut Feel to Data-Driven Strategy
For too long, employer branding has relied on subjective assessments and anecdotal evidence. Leaders might know intuitively that their brand needs improvement, but without comparative data, it’s difficult to:
- Identify specific areas requiring attention
- Prioritize investments for maximum impact
- Demonstrate ROI to key stakeholders
- Track progress over time
- Understand how you stack up against competitors
This is precisely why we’ve developed the Outthink Index—a proprietary benchmarking tool designed to transform employer branding strategy from an art to a science.
Introducing the Outthink Index by PeopleScout
The Outthink Index by PeopleScout provides comprehensive analysis across nine critical components of employer branding:
- Search: Are your job openings easy to find in digital spaces?
- Social Reach: What’s the breadth of your social media footprint? Are you achieving significant reach through interactions and engagement across audiences?
- Social Authority: How much of the conversation does your brand own compared to competitors? How influential is your voice in the talent marketplace?
- Social Impact: How effectively does your content engage your audience? Are you interacting with your talent audience on social media or just posting?
- Values & Proposition: How clearly articulated and differentiated is your EVP? Are your values clear, authentic and evidenced?
- Employee Experience: Can candidates get a clear understanding of what life is like within your organization?
- Content: How compelling and relevant is your employer brand content? How authentically does it showcase your organization and your employees?
- User Experience: How seamless and intuitive is your career site and application process?
- Candidate Experience: How transparent, consistent and innovative is your recruitment process?
Built by our in-house talent advisory experts and leveraging data from hundreds of employer brands, the Outthink Index delivers actionable insights with just a few clicks.
Translating Insights to Action
One of the most valuable aspects of the Outthink Index is its comparative nature. While self-assessment can identify obvious gaps, true optimization comes from understanding how you measure against both industry benchmarks and specific competitors.
The real power of data-driven employer branding isn’t just in the metrics—it’s in what you do with them. The Outthink Index is designed to facilitate more productive conversations with stakeholders by providing concrete evidence of:
- Current employer brand strengths and weaknesses
- Competitive positioning within your industry
- Specific improvement opportunities with the highest potential ROI
- Progress tracking over time
The Outthink Index helps companies to transcend gut instincts and harness concrete insights to maximize their employer brand. It provides organizations with precise visibility into how their brand measures up against competitors, highlights specific enhancement opportunities, and ultimately strengthens their capacity to attract and retain exceptional talent.
Armed with these insights, talent leaders can make more strategic decisions about where to invest resources, how to refine messaging and which touchpoints in the candidate journey need the most attention.
The Future of Employer Branding is Data-Driven
Employer branding isn’t a one-time project but an ongoing strategic initiative. The Outthink Index provides both a snapshot of current performance and a framework for optimizing and measuring progress over time. By establishing clear benchmarks today, organizations can track the impact of their employer branding initiatives, demonstrate concrete ROI and continuously refine their approach.
As the competition for talent continues to intensify, organizations that take a data-driven approach to employer branding will gain a significant advantage. The Outthink Index by PeopleScout equips talent leaders with the tools they need to transform employer branding from an intangible concept to a measurable business driver.
Want to see how your employer brand stacks up? Explore the Outthink Index or contact us to receive your custom report.
PeopleScout Jobs Report Analysis – March 2025
U.S. employers added 228,000 jobs in March, a sharp increase from February’s revised 117,000 and well above the 140,000 forecast. The unemployment rate ticked up slightly to 4.2% as more people entered the labor force, which grew by 232,000. Healthcare and social assistance led the way, accounting for nearly a third of all new jobs. Transportation and warehousing also saw gains, while federal hiring declined amid government workforce cuts. Previous months’ figures were revised downward, with January and February gains reduced by a combined 48,000 jobs. Wage growth moderated and the labor force participation rate edged up to 62.5%, though participation among prime-age workers fell to 83.3%. Despite growing uncertainty around trade policy, the strong job gains point to continued resilience in the labor market.
The Numbers
- 228,000: U.S. employers added 228,000 jobs in March.
- 4.2%: The unemployment rate rose slightly to 4.2%.
- 3.8%: Wages rose 3.8% over the past year.
The Good
March brought a strong rebound in job growth, with U.S. employers adding 228,000 jobs—far exceeding expectations and marking a significant acceleration from February’s downwardly revised 117,000. Education and health services led the gains with 77,000 new jobs, continuing its dominant role in labor market expansion. Transportation and warehousing also contributed to job creation, as did professional and business services. The labor force grew by 232,000, a sign that more people are reentering the job market. Overall participation ticked up to 62.5%, and broader indicators of employment remain historically strong despite recent volatility.
The Bad
Despite the strong headline numbers, there are concerning signals beneath the surface. The unemployment rate edged up to 4.2% from 4.1%, and while this largely reflects more people entering the workforce, other indicators point to potential weakness. Wage growth showed signs of cooling, and participation among prime-age workers (25–54) declined to 83.3%, continuing a gradual slide from last year’s high of 83.9%. Prior months’ gains were revised downward, with January and February figures reduced by a combined 48,000 jobs. Federal hiring declined amid broader workforce reductions, though many of these cuts are not yet fully reflected in official data.
The Unknown
March’s report raises important questions about the labor market’s trajectory in the coming months. Businesses remain cautious as the impact of recent policy changes, particularly new trade policies, remains to be seen. The contrast between this month’s strong job gains and various indicators of underlying weakness creates a complex picture for policymakers. The Federal Reserve will likely monitor these mixed signals closely as it weighs the timing of potential rate adjustments. Additionally, the divergence between official payroll numbers and various sentiment surveys suggests potential volatility ahead.
Conclusion
The March 2025 jobs report presents a labor market at a potential inflection point—surprisingly strong job creation demonstrates remarkable resilience, but signs of underlying weakness cannot be ignored. The coming months will be crucial in determining whether March’s performance represents sustained momentum or a temporary bright spot before policy-driven changes take effect. As the second quarter begins, the labor market remains stable, but forward momentum will depend on how both employers and policymakers respond to growing headwinds.
The Future of Early Careers: Preparing Our Children for Jobs That Don’t Exist Yet
By James Chorley, Talent Solutions Director
My children are about eight to nine years away from entering the world of work. As a parent, it’s both exciting and daunting to think about the future careers of my children. With rapid advancements in technology and shifts in the global economy, the job market of today will undoubtedly look very different in 10 years when my kids are entering the workforce.
While automation will displace many jobs, it will also create new jobs, generating significant benefits for businesses and economies by lifting productivity and economic growth. According to the World Economic Forum’s Future of Jobs Report 2025, by 2030, the creation of 170 million new jobs (14% of today’s employment), offset by the displacement of 92 million current jobs (8%), will result in net growth of 78 million jobs (7%).
For organisations with early careers programmes, understanding these shifts is crucial. The pipeline of emerging talent will need different skills, experiences and expectations than previous generations in order to have the capabilities necessary drive organisational success in the coming decades. Here are some key insights into how the changing job landscape will impact early careers programmes, the types of roles that will emerge and how to prepare the next generation of talent.
Jobs That Might Disappear
As technology continues to evolve, several traditional roles are projected to decline significantly:
- Postal Workers: The rise of digital communication methods and automated sorting systems are already reducing the reliance on traditional postal services. The World Economic Forum identifies Postal Service Clerks among the fastest-declining roles in the job market.
- Print Journalists: The decline of print media and the shift towards digital news consumption has led to fewer opportunities for print journalists, with many news outlets now digital-first or entirely online.
- Community Banking: The increase in online banking, mobile banking apps and ATMs has reduced the need for in-person bank tellers. Bank Tellers are among the fastest-declining roles globally.
- Travel Agents: Online travel booking platforms and AI-driven travel assistants are making traditional travel agent roles less common.
- Taxi Drivers: The rise of ride-sharing apps like Uber and Lyft, combined with the development of autonomous vehicles, could significantly reduce the demand for traditional taxi drivers.
- Telemarketers & Customer Service Reps: AI-driven customer service and sales platforms, along with stricter regulations on telemarketing, are reducing the need for human telemarketers and customer service workers, often a common first job for many young professionals.
- Librarians: Digital libraries and online information resources are diminishing the need for traditional librarian roles, though there will still be a need for digital information specialists.
- Factory and Assembly Line Workers: Robotics and advanced manufacturing technologies are increasingly handling tasks that once provided steady employment for those entering the workforce without higher education.
- Data Entry Clerks: The World Economic Forum lists Data Entry Clerks among the jobs seeing the largest decline due to automation and AI advancements.
- Retail Cashiers: The rise of e-commerce and self-service kiosks in retail stores are diminishing these roles, which have historically provided flexible employment for students and recent graduates.
Whilst some of these roles may not be considered ‘career roles’, they are an important step on the work ladder for early careers talent. Before I found my feet and whilst still deciding what I wanted to do, I had a number of temp roles doing data entry, customer service and telemarketing. Declining numbers in these roles that have historically served as steppingstones for early careers talent could have significant impact on early careers employees and employers.
Impact on Early Careers Programmes
The decline in these traditional entry-level roles presents significant challenges for early careers recruitment strategies:
- Shrinking Entry Points: Many traditional entry-level positions for graduates and school leavers are disappearing. This means fewer natural entry points into organisations, requiring companies to create more structured early careers pathways.
- Skills Gap Widening: As routine tasks become automated, the skills gap between education and employment is growing. Entry-level roles increasingly require more advanced technical skills and digital literacy from day one.
- Higher Expectations for Early Talent: With fewer administrative or process-driven roles available, early careers talent is expected to add value more quickly, often needing to demonstrate complex problem-solving and critical thinking skills immediately.
- Reimagining Work Experience: Companies must rethink work experience, internships and placement years to provide meaningful exposure to emerging technologies and future-focused skills that automation cannot easily replace.
- Increased Competition: As traditional entry points decrease, competition for remaining early careers opportunities intensifies, making employer branding and candidate experience more critical than ever.
To address these challenges, early careers programmes must evolve. Talent acquisition leaders should consider creating rotational experiences that expose emerging talent to a variety of business functions, developing accelerated digital upskilling programmes, and establishing mentorship opportunities that help bridge the experience gap.
Jobs That Will Significantly Change for Early Careers Talent
According to McKinsey Global Institute, at least 30% of work activities that could be automated for about 60% of occupations. Rather than complete displacement, many entry-level and early career roles will undergo significant transformation.
- Junior Healthcare Professionals: The integration of telemedicine, AI diagnostics, and wearable health technology are changing how healthcare is delivered. Early careers talent will need to be comfortable with digital patient management systems and telehealth platforms from day one.
- Teachers and Educators: The rise of online education, virtual classrooms, and AI-driven personalised learning experiences are transforming teaching. New educators will need to be proficient in digital tools and platforms, incorporating technology into their teaching methods and focusing on facilitating learning rather than just delivering knowledge.
- Manufacturing and Production Workers: Technological advancements in AI, robotics, and automation will drive both job creation and decline, with manufacturing roles evolving to focus more on overseeing and maintaining automated systems. Early careers talent in this sector will need skills in robotics, programming and systems management rather than traditional manufacturing processes.
- Financial Graduates: AI and advanced analytics will handle much of the data processing and routine analysis that junior finance professionals typically managed. Early careers talent will need to focus on interpreting data and providing strategic insights rather than data gathering. The World Economic Forum notes that Fintech Engineers are among the fastest-growing jobs in percentage terms, representing a shift in early financial careers.
- Supply Chain Coordinators: With the rapid expansion of e-commerce, warehousing jobs have grown 61% in the last decade. At warehouses, depots, and logistics centres throughout the supply chain, there is a growing need for human workers with the skillsets necessary to manage a more complex, interconnected and tech-enabled supply chain.
These changes highlight the increasing importance of digital literacy, adaptability and continuous learning for early careers talent. The traditional learning curve for new graduates is getting steeper, with expectations to contribute meaningfully to technology-driven processes from the beginning of their careers.
Emerging Early Career Opportunities
Much as technologies of the past have done, automation will create new entry-level occupations that do not exist today. Here are some promising examples of future job opportunities for early careers talent:
- AI and Machine Learning Specialists: According to the World Economic Forum, AI and Machine Learning Specialists are among the fastest-growing roles. Early careers talent looking to enter these professions need a strong background in computer science, programming, statistics and data analysis. Companies are increasingly creating graduate pathways specifically for these roles.
- Cybersecurity Analysts: The World Economic Forum ranks networks and cybersecurity among the top three fastest-growing skills. Entry-level roles in this field are expanding as organisations build security teams to protect expanding digital infrastructure. Early careers talent should focus on network security, ethical hacking, risk management and security compliance.
- Sustainability and Environmental Specialists: With 47% of employers expecting climate-change mitigation to transform their business in the next five years, organisations are creating early careers paths in sustainability. Entry-level roles supporting renewable energy engineers and environmental specialists represent growing opportunities for graduates with relevant knowledge.
- Data Analysts and Data Scientists: Big Data Specialists are among the fastest-growing jobs in percentage terms. Early careers programmes in this area are expanding rapidly, seeking talent with skills in data mining, statistical analysis, programming and data visualisation.
- Remote Work Support Specialists: According to the World Economic Forum, 83% of employers plan to provide more opportunities to work remotely, creating significant demand for professionals who can support distributed workforces. These roles represent new entry points for early careers talent with strong organisational skills and digital communication tools proficiency.
- Health and Wellness Coaches: Supporting employee health and well-being is becoming a strategic priority, with 64% of employers identifying it as key for talent attraction. Early careers talent with knowledge in nutrition, fitness, mental health awareness and coaching may find entry-level opportunities across sectors.
- Robotics Engineers: With 58% of employers expecting robotics to transform their business by 2030, early careers pathways are emerging for talent with skills in mechanical engineering, electronics, and programming. Graduate schemes specifically focused on automation and robotics are becoming more common.
- Virtual Reality (VR) and Augmented Reality (AR) Developers: LinkedIn data shows Game Designers and Game Developers grew by 58% and 40% respectively as the UK games sector hit record size during the pandemic. New entry-level positions for those with skills in 3D modelling, design and user experience are emerging. These roles often don’t require extensive experience, making them accessible to recent graduates.
- Sustainable Agriculture Technicians: The focus on climate change adaptation is driving innovation in food production systems, creating entry-level roles in agricultural technology. These positions offer opportunities for graduates interested in agricultural science, hydroponics, and sustainable practices.
- Blockchain Developers: Financial institutions and technology companies are developing entry-level pathways for those with knowledge of blockchain technologies. Early understanding of cryptography, programming, and distributed ledger technology can position graduates for these emerging roles.
- Drone Operators and Technicians: Industries from construction to energy are creating new positions to support drone operations, data collection and analysis. These roles provide early career opportunities in a growing field without requiring extensive experience.
- Genomic Counsellors: The growth in healthcare specialisations will continue to evolve as healthcare becomes more technology driven. Genetics, biology, and ethics will be areas of entry for early careers talent.
For early careers programmes, these emerging roles represent opportunities to create specialised graduate pathways that attract top talent in competitive fields. Talent acquisition leaders should consider developing targeted recruitment campaigns that highlight these future-focused opportunities to differentiate their employer brand.
Essential Skills for Early Careers Success
As occupations evolve alongside increasingly capable machines, early careers talent will need to develop a range of skills that may not be emphasised in traditional education. For talent acquisition leaders, understanding these skills is crucial for designing effective assessment and development programmes:
- Digital Literacy: Beyond basic computer skills, early careers talent needs a strong understanding of digital tools, platforms, and concepts. The WEF report identifies AI and big data as the top fastest-growing skills, followed by networks and cybersecurity. Early careers programmes should incorporate digital assessments and training from day one.
- Critical Thinking and Problem-Solving: With routine tasks automated, analytical thinking remains the most sought-after core skill among employers, with seven out of 10 companies considering it essential. Assessment centres and selection processes should prioritise these capabilities over technical knowledge that can be taught.
- Adaptability and Lifelong Learning: The WEF report highlights that workers can expect 39% of their existing skill sets to become outdated by 2030. Early careers talent with demonstrated learning agility and curiosity will be better positioned to evolve with their roles. Graduate programmes should emphasise continuous development rather than fixed skill sets.
- Emotional Intelligence: As automation increases, uniquely human skills such as empathy, communication, and teamwork become more valuable. The WEF identifies resilience, flexibility, and leadership as among the most sought-after core skills. Early careers development should focus on these interpersonal capabilities alongside technical training.
- Environmental Awareness: Understanding sustainability issues is increasingly important across sectors. Environmental stewardship has entered the list of top 10 fastest-growing skills for the first time, driven by climate-change mitigation trends. Early careers programmes should incorporate sustainability awareness regardless of function.
For talent acquisition leaders, these skill requirements necessitate a shift in assessment approaches. Moving away from traditional competency frameworks toward evaluating learning potential, adaptability, and critical thinking will be essential for identifying successful early careers talent.
Reshaping Education & Early Careers Development
McKinsey’s research suggests that by 2030, 75 million to 375 million workers globally will need to switch occupational categories. This has profound implications for how organisations approach early careers development and partner with educational institutions:
- STEM Subjects: Science, Technology, Engineering, and Mathematics subjects provide the foundation for many future roles. Early careers programmes should consider developing partnerships with universities to influence curriculum design and create clear pathways from STEM degrees into organisations.
- Interdisciplinary Approaches: LinkedIn data shows high demand for roles requiring a mix of technical and human skills. Graduate schemes that rotate early careers talent through both technical and commercial functions can develop this valuable blend of capabilities.
- Environmental Focus: With sustainability becoming business-critical, early careers programmes should incorporate green skills development regardless of function. This could include sustainability projects, environmental impact assessments, or dedicated learning modules.
- Ethics Understanding: As technology raises complex questions, early careers talent needs to understand ethical implications of business decisions. Development programmes should include ethical case studies and discussions, particularly for those working with advanced technologies.
- Accelerated Digital Upskilling: Rather than assuming tech and digital skills will develop over time, organisations should front-load technical training in early careers programmes to enable faster productivity and contribution.
For talent acquisition leaders, this means reimagining traditional graduate development approaches. Annual intake models may give way to more frequent, specialised recruitment aligned to emerging skill needs. Development pathways will need to become more personalised, with greater emphasis on continuous learning rather than prescribed programmes.
Preparing Emerging Talent for the Future
The landscape for early careers talent is changing dramatically. Traditional entry-level roles are disappearing or transforming, while entirely new career paths are emerging. For talent acquisition leaders, this presents both challenges and opportunities to reimagine how organisations attract, develop and retain emerging talent.
Success in this evolving environment requires a fundamental shift in approach—moving from standardised graduate programmes toward more agile, personalised development journeys that emphasise continuous learning and adaptability. Organisations that create clear pathways into emerging fields, develop innovative assessment approaches, and build strong educational partnerships will gain significant competitive advantage in the talent market.
For the next generation entering the workforce, including our children, these changes promise exciting opportunities to build careers that may look very different from those that came before—careers that may not even exist yet. Our role as talent acquisition leaders is to help them navigate this uncertainty, providing early careers programmes that prepare both emerging talent and our organisations for a rapidly changing future.
When it comes to advising my kids on their future and the subjects they want to follow, it’s not straightforward. But as my Auntie once told me, you’ll be surprised just how much you will learn from your children. Kids are curious, and they aren’t stuck in historical thinking and norms. Our job is to guide them and encourage them to stay curious as we watch the world change!
PeopleScout Jobs Report Analysis – February 2025
U.S. employers added 151,000 jobs in February, an increase from January’s downward revision of 125,000 but below the 170,000 forecast. The unemployment rate edged up to 4.1%, its highest level since late 2023, while hourly wages rose 4.0% year-over-year. The labor force participation rate declined to 62.4%, its lowest level in over a year. Job gains were concentrated in healthcare, financial activities and transportation and warehousing, while retail, leisure and hospitality and government saw declines. February marks the 50th consecutive month of job growth, though at a more moderate pace.
The Numbers
151,000: U.S. employers added 151,000 jobs in February.
4.1%: The unemployment rate rose slightly to 4.1%.
4.0%: Wages rose 4.0 % over the past year.
The Good
The U.S. economy maintained a steady pace of job growth in February, with employers adding 151,000 jobs—an improvement over January’s revised figure of 125,000 and marking the 50th consecutive month of job growth. While the increase fell short of economists’ expectations of 170,000, it still signals steady hiring. Healthcare remained a key driver of job growth, adding 52,000 positions, in line with its 12-month average. Other sectors contributing to job gains included financial activities (+21,000), transportation and warehousing (+18,000) and social assistance (+11,000). Wage growth remained solid, with average hourly earnings rising 4.0% year-over-year.
The Bad
While job growth remained, signs of softening emerged in February’s report. The unemployment rate ticked up to 4.1%, its highest level since late 2023, and the labor force participation rate declined to 62.4%, its lowest level in over a year. The labor force shrank by 385,000 workers, and the household survey painted an even weaker picture, showing a drop of 588,000 employed individuals. Additionally, the number of workers holding part-time positions but seeking full-time work surged by 460,000 to 4.9 million. Retail saw a loss of 6,000 jobs, while the leisure and hospitality sector declined by 16,000, with a notable loss (-27,500) in bars and restaurants.
The Unknown
February’s report raises questions about the trajectory of the labor market in the months ahead. While job creation remains positive, the dramatic decline in household employment and rising underemployment suggest potential weakness beneath the surface. The Federal Reserve is closely monitoring these developments as it considers the timing of interest rate cuts. Uncertainty remains high as market volatility has increased in recent weeks, and consumer sentiment surveys have shown concerning drops in confidence.
Conclusion
The February 2025 jobs report presents a mixed picture of the U.S. labor market. While job gains persisted, the increase in unemployment and decline in labor force participation raise concerns about underlying labor market strength. For now, the labor market remains fundamentally healthy by historical standards, with unemployment still near record lows. The coming months will be crucial in determining whether the labor market maintains its resilience or enters a more pronounced slowdown.
PeopleScout Jobs Report Analysis – January 2025
U.S. employers added 143,000 jobs in January, falling short of the predicted 170,000. Hourly wages are up 4.1% and the unemployment rate dropped slightly to 4.0%, beating forecasts and remaining near historic lows. The BLS also revised the monthly pace of job gains for 2024 to an average of 166,000, down from the previous estimate of 186,000. While January’s numbers show a hiring slow down from December, the gains are not far off the adjusted 2024 monthly average.
The Numbers
- 143,000: U.S. employers added 143,000 jobs in January.
- 4.0%: The unemployment rate edged down to 4.0%.
- 4.1%: Wages rose 4.1 % over the past year.
The Good
The U.S. labor market kicked off 2025 with modest job growth, adding 143,000 jobs in January. While this fell short of economists’ expectations, the unemployment rate edged down to 4.0%, marking its lowest level since May 2024, and wage growth remained strong. Job gains were concentrated in familiar strongholds: Healthcare (+44,000), Retail (+34,000) and Government (+32,000), continuing trends from late 2024. Additionally, the labor force participation rate for prime-age workers (25-54) ticked up to 83.5%, driven by increased male participation.
The Bad
January’s jobs report suggests that the labor market may be losing momentum. The 143,000 jobs added represent a notable step down from December’s upwardly revised 307,000 gain. Moreover, annual revisions to 2024 data revealed that job growth was weaker than initially estimated, with the Labor Department revising down its job count by 589,000 for the 12 months ending in March 2024. Mining and oil and gas extraction lost 8,000 jobs, and hiring remains sluggish across several industries outside of Healthcare, Social Assistance and Government. Despite strong wage growth, broader labor market churn remains low, suggesting that businesses are proceeding with hiring decisions cautiously.
The Unknown
This report leaves several key questions unanswered. While the slowdown in job creation may indicate a cooling labor market, strong wage growth and a historically low unemployment rate suggest resilience. How will the Federal Reserve interpret these mixed signals? With their next meeting in March, there’s still time for additional data—including another jobs report and inflation readings—to shape its decision on interest rates. Investors have been anticipating potential rate cuts in the first half of the year, but January’s wage gains could lead the Fed to take a wait-and-see approach. Additionally, new administration policies—including proposed cuts to federal payrolls and immigration restrictions—could significantly reshape labor market dynamics in the months ahead.
Conclusion
The January 2025 jobs report suggests a labor market that is stable but slowing. While job growth remains positive, the pace has decelerated, and downward revisions to prior months highlight a weaker hiring environment than previously believed. Still, with unemployment at just 4.0% and wages continuing to rise, the labor market remains strong by historical standards. The market appears to be transitioning from post-pandemic dynamics to a more measured growth pattern, though policy uncertainties could significantly impact this trajectory in the months ahead.
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PeopleScout Jobs Report Analysis – December 2024
U.S. employers added 256,000 jobs last month, an increase over November’s gains of 212,000 and exceeding the 155,000 December forecast. The unemployment rate was expected to stay at 4.2% but dropped slightly to 4.1% in December and hourly wages are up 3.9% year-over-year. The number of jobs added in the prior two months were both revised—October numbers were revised up by 7,000 from 36,000 to 43,000; while November was revised down by 15,000 from 227,000 to 212,000, making the net gain 8,000 fewer jobs than originally reported. December’s strong report likely confirms the market’s expectations that the Fed will keep rates steady at its next meeting in January.
The Numbers
- 256,000: U.S. employers added 256,000 jobs in December.
- 4.1%: The unemployment rate edged down to 4.1%.
- 3.9%: Wages rose 3.9% over the past year.
The Good
December closed out 2024 with surprisingly strong job growth, adding 256,000 jobs, significantly exceeding economists’ expectations of 155,000. The gains were broad-based, with particularly robust growth in healthcare (46,000), leisure and hospitality (43,000) and retail (43,000)—a notable turnaround for retail after November’s losses. The unemployment rate ticked down to 4.1%, and the broader measure of unemployment, which includes part-time workers seeking full-time work, improved to 7.5%. In a particularly encouraging sign, long-term unemployment declined for the first time in months, dropping to 1.55 million.
The Bad
Despite the positive headline numbers, labor force participation among prime-age workers (25-54) dipped to 83.4%, now half a percentage point below its peak from earlier in the year. Manufacturing continues to show weakness outside of specific sectors, and the duration of unemployment, while improving for the long-term unemployed, remains elevated at 23.7 weeks. And, wage growth, while solid at 3.9% year-over-year, came in slightly below expectations.
The Unknown
The December report raises questions about the Federal Reserve’s next move. Will the surprisingly strong job growth deter them from further interest rate cuts in 2025? The Fed will likely be watching inflation data closely in the coming months to assess whether the robust labor market is contributing to sustained price increases. Key questions remain about whether this surge represents a new trend or a temporary boost, and whether the job market can maintain its resilience in the face of potential policy changes.
Conclusion
The December 2024 jobs report delivered a strong finish to a year marked by uncertainty and volatility. The strong job gains, declining unemployment rate and improvement in long-term unemployment suggest the economy maintained significant momentum despite higher interest rates. However, some underlying trends, such as declining labor force participation and persistent wage growth, warrant attention. The Federal Reserve faces a challenging balancing act as it navigates a complex economic landscape in the year ahead.
Social Value in Action: Flight for the Community
By Thomas Mason-Paley, Bid Director
‘Is there a social value question? What’s the weighting?’ In my role as Bid Director, I come across this in almost every pitch invitation.
For the uninitiated, almost all formal tenders now ask what a bidder will do, over and above the contract, to help support local communities, disadvantaged groups or the population at large.
To be honest, it gives me mixed feelings. In theory, it is important that businesses give back in meaningful ways, especially those receiving money from the public purse. Through collective efforts, combining the reach of the public sector with the skills of the private sector, we can significantly improve lives, and in turn, make society safer, richer and better for all.
However, I also understand the hurdles; not every company has the resources to make a real impact. For example, does an SME business, with few staff, really possess the time, money and resources to run employability workshops or CV writing webinars? When a client asks for time, resources and money from a provider, it runs the risk of social value becoming a ‘necessary evil’ which delivers poor returns for all, rather than a genuine force for good.
“Effective philanthropy requires a lot of time and creativity – the same kind of focus and skills that building a business required.”
– Bill Gates
It’s easy to complain and point out challenges. Anyone can do that; finding solutions is much harder. I believe PeopleScout and Heathrow Employment and Skills Academy provide a great example of combining resources, applying creativity and utilising key skills to deliver social good that benefits all.
The two organisations work in genuine collaboration to help Heathrow’s wider community find meaningful and gainful employment across the whole of the Airport, from shops and restaurants through to engineering and mechanical departments.
Heathrow, and its business partners, advertise available roles via the Heathrow Employment and Skills Academy website. PeopleScout screens candidates to ensure suitability and provide more insight into specific roles to ensure candidates fully understand responsibilities and would be comfortable working within the environment. We then book interviews on their behalf. Just as importantly, PeopleScout provides these candidates with advice and guidance prior to interviews, ensuring they are ready, motivated and equipped to increase their chance to succeed in the recruitment process. This personal and supportive service is most important for people who have been out of work for a long time or who may be making their first ever application for paid employment.
We also work with the Heathrow Employment and Skills Academy to deliver careers and essential skills workshops, employment webinars and community drop-in sessions. These are not projects which are ‘outsourced’ to PeopleScout, they are truly collaborative events that enable us to support the local community, with shared resources and shared goals, utilising the skills of both PeopleScout and Heathrow teams to maximum effect.
We have also re-written advertising content to ensure it is fully inclusive and appeals to different demographics, thereby ensuring no group feels hesitant about applying for roles that could significantly improve their lives.
This combined approach has delivered outstanding success; together, PeopleScout and the Skills Academy have supported over 14,000 applications from unemployed candidates and made over 600 job offers. Plus, 31 new apprentices have started on our shared apprenticeship scheme with our construction supply chain partners in 2024 alone. By working together, applying the methodologies of business with the values of philanthropy, we can drive real social change.
PeopleScout Jobs Report Analysis – November 2024
U.S. employers added 227,000 jobs in November, a stronger showing than October’s job gains, which have been revised from 12,000 to 36,000. November’s numbers, which exceeded predictions, confirm theories that the Boeing strike and damaging hurricanes were factors in October’s significant drop. The November unemployment rate rose slightly to 4.2% and has now been at or above 4% for six months, a trend last seen in 2021. Hourly wages maintained their 4.0% year-over-year increase. Employment trended up in healthcare, leisure and hospitality, and manufacturing, while the retail sector lost jobs.
The Numbers
227,000: U.S. employers added 227,000 jobs in September.
4.2%: The unemployment rate rose slightly to 4.2%.
4.0%: Wages rose 4.0% over the past year.
The Good
November brought a welcome rebound in job creation, with the U.S. economy adding 227,000 jobs, in line with economists’ expectations and indicating a recovery from the storm- and strike-distorted figures in October. Gains were particularly strong in healthcare (+54,000) and leisure and hospitality (+53,000), reflecting the resilience of these sectors amid broader economic shifts. Manufacturing also saw a boost of 32,000 jobs as striking Boeing employees returned to work. Wage growth remained strong, with average hourly earnings up 4% year-over-year.
The Bad
Despite strong job growth, there were some potential concerns in the November report. The unemployment rate ticked up from 4.1% to 4.2%, and long-term unemployment is rising, with jobseekers now taking an average of 23.7 weeks to find work—the longest duration since April 2022. The retail sector shed 28,000 jobs, which could indicate weakness in consumer spending or subdued holiday hiring. Additionally, the labor market’s momentum is cooling compared to earlier in the year. The three-month average gain of 173,000 jobs, while healthy, is below the pace seen during the pandemic rebound.
The Unknown
The November report highlights a labor market that is stable but slowing, raising questions about the sustainability of recent gains. The Federal Reserve will likely interpret the data as supportive of further interest rate cuts at its December meeting, but uncertainty remains. Persistent wage growth could keep inflation pressures alive, potentially complicating the Fed’s plans to slow or suspend rate cuts in the near term. The broader economic context, including potential shifts in fiscal policy and global economic conditions, will also play a critical role.
Conclusion
Once again, we’re seeing a nuanced view of the U.S. labor market. While the economy continues to add jobs and wages remain strong, there are subtle signs of cooling. The November report reinforces the narrative of a labor market in transition—moving from the extraordinary churn of the post-pandemic period to a more measured, stable state. The Federal Reserve will keep a close eye on multiple market indicators as it considers future monetary policy, balancing their goal of controlling inflation and maintaining economic growth. For workers and businesses alike, the message is one of cautious optimism: the job market remains resilient, but the easy gains of the post-pandemic recovery may be giving way to a more deliberate, measured expansion.