PeopleScout U.S. Jobs Report Analysis — February 2020

The Labor Department released its February 2020 jobs report which shows that U.S. employers added 273,000 jobs in February, which beat analyst expectations. The unemployment rate fell to 3.5%. The labor force participation rate remained at 63.4%. Year-over-year wage growth fell to 3.0%. U.S. employers have now added to the payrolls for 113 straight months, extending the longest continuous jobs expansion on record.

U.S. Jobs Report February 2020

The Good

The headline numbers in the February jobs report are good news. According to MarketWatch, analysts had expected just 165,000 new jobs—far below the 273,000 added last month. The strongest gains came in healthcare, restaurants, construction and government jobs. Healthcare providers alone added 57,000 positions. This provides a strong baseline for the economy as concerns over the coronavirus grow.

The Bad

Despite the strong numbers, the New York Times reports that there are vulnerabilities in the economy. Business investment and wage growth have been sluggish for months. Hiring in manufacturing is also slowing. Analysts expect job creation as a whole to slow in 2020.

The Unknown

The biggest concern—the novel coronavirus—has yet to make an impact on the jobs report. The numbers in the February report come from the week of February 12—before the U.S. saw an uptick in coronavirus cases or deaths. Experts say the February report demonstrates a strong baseline against which they can monitor the impact of the virus in the U.S.

However, the Wall Street Journal reports that companies are starting to feel the effects. Airlines and hotels are reporting a decrease in business—with some airlines cutting back on the number of flights and announcing hiring freezes. Experts also expect the virus to have a large impact on restaurants, entertainment and retail. At the same time, there has already been increased growth in the healthcare and science sectors.

So far, the New York Times reports that the manufacturing sector is seeing mixed impacts from the virus. Those who depend on parts from China may be experiencing supply issues. However, some U.S. based manufacturers are seeing increased demand from companies that previously relied on overseas suppliers. Over the next few months, economists will be watching the impact closely.

3 Economic Trends That Will Affect Talent Acquisition in 2020

Every talent acquisition professional is kind of an economic expert. In the process of filling positions, you become aware of local unemployment levels, current rates of compensation, and the competitive landscape in the sectors and markets in which you work. And, while understanding these specific conditions may be essential aspects of successful talent strategies, there are always larger economic forces at work. In this article, we cover three of economic trends and their impact on Talent Acquisition in 2020.

Understanding these economic trends can help develop an effective workforce strategy. To illustrate this point, PeopleScout has identified three economic trends that will affect talent acquisition and workforce management in 2020 – and potential ways to respond to the challenges and opportunities they bring.

Trade Disruption & Uncertainty

Uncertainty over trade due to Brexit, ongoing trade disputes between the U.S. and key trading partners, and other global commerce issues dominated the headlines in 2019. How will these yet-to-be-resolved issues affect talent acquisition?

Flexible Workforce Planning

Imagine planning a budget without knowing the future costs of goods and services. Due to current uncertainty over trade, this is the dilemma that many enterprises are facing. The imposition of tariffs in the U.S.-China trade dispute has caused shifts in both the price and availability of products, according to The New York Times. Uncertainty over whether Brexit will happen – and, if it does, what the consequences will be on nearly every aspect of the UK economy and other nationsremains uncertain. One way to respond to uncertainty is to make flexibility a key component in workforce planning. Flexible workforce planning can include contingent staffing, sourcing strategies that promote rapid onboarding and employee cross-training in anticipation of potential downsizing.

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Sourcing Candidates from Alternative Talent Pools

While low unemployment still characterizes many of the world’s leading economies, trade disruption has also led to some job losses and displacement. For example, in Great Britain, a number of companies have closed, moved or are planning to, as reported by Metro in the UK. In both the U.S. and the UK, the manufacturing sector has seen job losses due to tariffs and trade uncertainty. Fortunately, many of those who work in manufacturing possess transferrable skills that can be used in other industries. Employers that can identify and attract this newly available source of talent will have a competitive advantage in tight labor markets.

The Migrant Workforce & Shifting Talent Landscape

The era of growing immigration to many advanced economies has been disrupted. The Guardian reports that thousands of European Union nationals have left the UK since the 2016 Brexit referendum, in large part due to the uncertainty over their legal status after an eventual exit from the EU. And, in the U.S., a tightening of available visas and selective immigration bans have caused the number of legal immigrants to plummet. On the other hand, 29% of Australia’s population is foreign-born, but the economic growth in many Asian countries – the source of much of Australia’s immigrant population – has contributed to its decline in net migration in recent years. 

Know the Affected Sectors

One important way for employers to respond to changing immigration patterns is to know which jobs are most affected and to plan accordingly. The reality is that immigrants comprise a significant portion of workers in a range of sectors. For example, nearly one-third of hotel workers in the U.S. are immigrants, and more than one in 10 healthcare workers in the UK are non-British nationals (half of these are from the EU), according to the Office for National Statistics. Understanding the sectors and markets that are affected by the falling rates of available talent from abroad may play an increasingly important role in developing effective talent acquisition strategies.

Talent Without Borders

The pool of available talent is exponentially expanded when work can be done outside of a fixed location. Advances in technology and communications have greatly reduced the need for many processes to take place in brick-and-mortar workplaces. For this reason, recruitment strategies may increasingly include a review of job descriptions to determine which positions can work from virtual locations, including those that are abroad. By doing so, employers can move beyond the constraints of limited talent pools and the wage pressures that tight labor markets generate.

OK, Boomer?

According to Glassdoor’s Chief Economist, Dr. Andrew Chamberlain, baby boomers, born between 1944 and 1964, are now the fastest-growing segment of the U.S. workforce. Dr. Chamberlain notes that “A ‘gray wave’ of senior citizens will be impacting the workforce in coming years, both in the United States and the United Kingdom.” In Canada, the percentage of workers aged 55 and older more than doubled in a little more than two decades; they are now more than one in five of all Canadian workers. Similarly, the number of Australians aged 65 and older who participated in the workforce in 2018 was 13%, compared to only 8% in 2006. And, in New Zealand, 22% of retirement-age people worked in 2016, an 87% increase in just 10 years.

Candidates with a Silver Lining

Given these striking statistics, an increasing number of applications from older candidates should be expected. In addition to the talent that these older candidates bring in their own right, they also help employers adopt a holistic approach to upskilling.

Take the case of a recent college graduate who has strong technical skills, but lacks industry knowledge and even critical soft skills, such as effective communication. These deficiencies can be offset by pairing this new hire with a seasoned industry veteran. The ensuing mentoring can go both ways; a tech-savvy new hire can help an older worker who may be challenged in this area, while the seasoned worker can guide and instruct the younger employee on important industry knowledge and work skills. This symbiotic pairing can also become an important element in an enterprise’s succession planning strategy.

Partnering for Success

Responding to economic trends can be daunting for those under constant pressure to fill positions and manage talent. However, tracking newly available workers due to shifting tariffs and treaties, knowing how to find candidates in unknown and far-flung locations, and navigating the process of recruiting from a broad range of age groups may seem overwhelming to even the best-equipped team of talent professionals. This is precisely why leveraging the expertise and resources of a talent acquisition partner can be the deciding factor for success in a complex and rapidly changing economic environment.

Talking Talent Leadership Profile: Jennifer Mattocks

The roles of talent acquisition and HR are changing. When you talk with Jennifer Mattocks, it’s clear that she’s here to lead that change. PeopleScout’s Executive Leader of the Americas, Jennifer is the daughter of an artist and a mathematician – part creative, part analytical and constantly looking for better ways to work.

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Jennifer doesn’t come from a traditional recruitment process outsourcing (RPO) background. With more than 20 years of experience leading enterprise client management and strategic sales teams in HR advisory services and talent assessment, Jennifer has a broad view across the HR function and has seen firsthand the way it’s transforming. She has a deep understanding of not just talent acquisition, but also the full employee lifecycle.

We spoke with Jennifer at our Chicago headquarters about the changes headed for HR, the forces behind that transformation and what organizations should be doing now to be ready for what’s next.

We’re starting a new decade with historically low unemployment and skills shortages, making it more difficult to find and hire the right talent. How should employers approach their workforce planning?

Thinking about the skills shortage, there have been a few statistics that have caught my eye. One is that the World Health Organization predicts that there will be a worldwide shortage of 15 million healthcare workers by 2030. That’s not far away. This is an issue that we need to focus on now. Another is that according to the Department of Labor, 17.4% of workers in the U.S. are now foreign-born, and it’s rising. That means we need to have a global perspective when we’re looking at our workforce.

As it relates to the skills shortage, employers should be thinking about the influence of significant shifts in the talent landscape and how they address them in their workforce planning strategies. Strong talent pipelines will hinge on the idea of the fluid workforce – the idea of non-linear career development – and making sure that we have programs in place to have the right skills at the right time in the right place.

One way to adapt to the challenges that we’re facing in finding the right talent is through a total workforce solution, which allows employers the flexibility to be able to address skills shortages and low unemployment. For some industries, healthcare included, that means we need to look at ways we can find talent with relevant skills through non-traditional channels. Then, by closely tying training and development with talent acquisition, we have the ability to realign talent to roles and responsibilities that fit with their current skills.

How do you see the role of HR transforming to adapt to the changing world of work?

One role of HR is matching people’s skills to work. As HR and talent leaders, we know we cannot assume that when an individual is placed in a role, that is what they will do – or want to do – for the rest of their career. Creating nimble career paths and opportunities for ongoing development will be critical to the success of any HR leader going forward.

An example to illustrate the change we’ll see from HR is through how we approach career pathing. Right now, we have a career ladder that goes from bottom to top. That ladder is going to be flipped on its side – and it already has, to some degree. Individuals are seeking different skillsets or opportunities to develop within the organization, which doesn’t always translate to a linear career progression. Employees also want to have stronger ownership and input into their own career development; we see this characterized by input particularly from the millennial and Gen Z talent, who are just starting to enter the workforce and seek variety in opportunity.

I also anticipate that we’ll see the idea of the external gig economy brought in house. Meaning, HR will serve as a hub that is responsible for moving talent throughout an organization based on individual skillsets, the work that needs to get done and the way talent wants to work. With that, HR as a function will change, and the skills needed to succeed in HR will change, as well.

To this end, I see the need for a much tighter connection, even blending, of talent acquisition and talent development roles. Not only is HR responsible for nimbly fulfilling the talent needs of the business to deliver on the work that needs to get done today, but HR is also responsible for providing structure, resources and tools for the development of talent pools for the future. So, we will see HR marrying those two roles to a degree we haven’t yet seen.

What is the role of technology in the changing world of HR?

HR leaders first need to have a thoughtful strategy, then make sure the technology supports and enables the strategy. With a strategic foundation in place, technology will facilitate the ability of organizations to do three things.

First is to have visibility into and a more comprehensive understanding of the talent that they have in place today, as well as the talent pools that exist both internally and externally. Second, HR leaders can leverage learning and collaboration technology to build up the skillsets that perhaps are missing or need development within the organization. I think we’ll see a lot more innovation to come related to this. And third, HR can utilize technology, AI and analytics to better match individuals at the right time to the work that needs to be done.

Technology will also change the HR roles we see today in a fundamental way. There’s a lot of talk about certain roles being replaced by technology and tasks replaced by automation, but we still need human thought, perspective and ethical input to drive technology to make the right decisions. The human touch will never go away and will increase in importance for organizations to be competitive.

What are you most excited about for the future of talent acquisition?

There are two things. One is that we are at the point in which HR and talent acquisition needs to be prescriptive to drive success. Then, HR needs to deliver on the needs of the business while driving the engagement and productivity of the employees. It’s going to be fun to see that shift start to be more pronounced.

I think the other really exciting shift is one that’s personal to me, given the age of my children, and that’s seeing Gen Z enter the workforce and even start to enter management. This is a generation that more naturally and openly drives inclusivity and values having an ethical decision-making process behind what they do. They really embrace technology in novel ways, and having individuals with those capabilities entering the workforce will be very exciting for talent acquisition. I think it will continue to shape how we hire, promote and develop talent, and I look forward to seeing the positive changes they bring.

PeopleScout U.S. Jobs Report Analysis — January 2020

The Labor Department released its January 2020 jobs report which shows that U.S. employers added 225,000 jobs in January, which beat analyst expectations. The unemployment rose to 3.6%. The labor force participation rate rose to 63.4%. Year-over-year wage growth increased to 3.1%. U.S. employers have now added to the payrolls for 112 straight months, extending the longest continuous jobs expansion on record.

jobs report infographic

The Numbers

225,000: The economy added 225,000 jobs in January.

3.6%: The unemployment rate rose to 3.6%.

3.1%: Average hourly wages increased at a rate of 3.1% over the last year.

The Good

The overall jobs numbers for January look strong. The 225,000 jobs added to the economy beat analyst expectations of just 160,000 in the first month of 2020, according to CNN. The growth was strongest in construction, healthcare and transportation and warehousing. Some of that increase could be attributed to a warmer than average January.

While an increasing unemployment rate can sometimes be seen as a downside, in this report, it demonstrates that more sidelined workers are being pulled into a strong economy. The Washington Post reports that the labor participation rate hit a seven-year high of 63.4%.

The Bad

The strong hiring numbers in January didn’t apply across all industries. Manufacturing continued to lose jobs. Marketwatch reports that those losses were caused by the trade war with China. Jobs in retail also dropped.

Additionally, the January report included a few revisions that decreased the number of jobs created in 2019. The overall employment level for March 2019 was decreased by 514,000 jobs. For all of 2019, the number of jobs added to the economy fell by 12,000 to 2.096 million jobs.

The Unknown

Despite strong job growth, the yearly wage growth remains lower than expected. The Wall Street Journal reports that the growing number of people reentering the workforce could be a factor in keeping the rate of wage growth from increasing more quickly. However, the cause of the persistently sluggish wage growth has been debated by economists for the past couple of years.

It is also still unclear what impact the coronavirus will have on U.S. jobs numbers. The easing of the trade war with China was expected to relieve some of the strain on the manufacturing industry. However, increasing concern about the virus could impact that. The data used for the January report was collected before news about the spread of the virus.  

PeopleScout Canada Jobs Report Analysis — December 2019

Statistics Canada reported that the nation’s unemployment fell to 5.6%. In December, the economy added 35,000 jobs, beating analyst expectations. The total number of jobs added in Canada in 2019 was 320,000. Average weekly wages increased 3.7% on an annual basis. Ontario, Quebec, Manitoba and Prince Edward Island all posted job gains, while declines were recorded in Newfoundland and Labrador.

Canada jobs report infographic

The Numbers

35,000: The economy gained 35,000 jobs in December.

5.6%: The unemployment rate fell to 5.6%.

3.7%: Weekly wages increased 3.7% over the last year.

The Good

Statistics Canada reported that 35,000 jobs were added to the national economy in December, which in great part reversed the losses recorded in November. In 2019, employment increased by 320,000 or 1.7%. This was primarily due to gains in full-time work which grew by 283,000 or 1.9%. In contrast to the United States, Canada added more jobs in 2019 than in 2018. 

From an annual perspective, Ontario, Canada’s most populous province was a clear winner in job growth. Employment in Ontario increased 243,000, an impressive 3.3%. This was the largest year-over-year increase measured in December since 1987, and the growth was driven by full-time jobs in a range of industries. Quebec also posted healthy gains in 2019 adding 63,000 positions growing 1.5% over the year and was driven by full-time work. The strongest gains were from the two groups at opposite ends of the age spectrum, youth aged 15 and 24 and people aged 55 and over.

Weekly wage growth dipped in the final report of the decade on an annual basis, but it is still one and a half percentage points higher than the rate of inflation. Canada ended the year and the decade on a positive note with unemployment dropping three-tenths of a percentage point to 3.6%.

The Bad

At 3.6%, Canada’s unemployment rate was the same in December 2019 as it was in December 2018. In May, the unemployment rate dipped to 5.4% which was a record low since the start of comparable record-keeping in 1976. The ensuing months produced uneven results which disappointed observers hoping for an extended period of historic low unemployment. 

While the job gains in December were generally considered strong, they did not completely make up for the November losses. In addition, the strongest sectors for job gains was in accommodations and food service and in construction. While an increase in construction jobs in the midst of winter is considered to be a positive indicator, growth in foodservice and the hotel sector may be short-term since they are closely tied to the holiday season. Even the robust growth in Ontario posted losses in one troubled sector, posting losses for jobs in manufacturing. Most other large provinces had little significant change in their job levels in 2019.

Wage growth, while still strong, has been fluctuating throughout the year so there is no clear trend that has been established. Annual pay increases at the hourly level in some key sectors of the Canadian economy were well below that national rate of 3.6%. For example, the increase in the sales and services sector, stood at 2.6% in December, a full percentage point below the national figure.

Future Job Growth:  Geography as Destiny?

Over the past year, Ontario accounted for 76% of Canada’s job growth.  Based on last year’s numbers, almost all job increases are taking place east of Manitoba. However, when viewed on a provincial basis, these numbers can be misleading. It is instructive to look at some local growth rates to get a more accurate picture.  While British Columbia’s job market may be stagnant, Abbotsford and Victoria were ranked third and fourth, on BMO’s ranking of cities with the strongest job markets. Alberta’s relatively sluggish job market is contrasted with Calgary which added 3.3% new jobs last year, vastly outpacing the national rate.

And despite the surface geographical contrasts, the variance between the best-performing and worst-performing parts of the country is narrowing. As BMO’s senior economist Robert Kavcic notes, “job convergence is taking place all over Canada.” Canadian employers should look beyond the headlines to assess the accurate jobs situation in their markets and sectors as they plan their strategies for recruitment and retention in the rapidly evolving labour environment.

PeopleScout U.S. Jobs Report Analysis — December 2019

The Labor Department released its December 2019 jobs report which shows that U.S. employers added 145,000 jobs in December, which was below analyst expectations. The unemployment rate remained at 3.5%. The labor force participation rate was also unchanged at 63.2%. Year-over-year wage growth slipped to 2.9%. U.S. employers have added to payrolls for 111 straight months, extending the longest continuous jobs expansion on record.

U.S. Jobs Report infographic

The Numbers

145,000: The economy added 145,000 jobs in December.

3.5%: The unemployment rate held at 3.5%.

2.9%:  Average hourly wages increased at a rate of 2.9% over the last year.

The Good

The final jobs report of the decade showed another month of solid job growth. The average monthly gains for the last three months of 2019 were 184,000, which is close to the quarterly averages earlier in the year. In the last year, 2.1 million jobs were added, which is more than sufficient to keep up with the demands of population growth. There were notable monthly increases in the retail sector with 41,200 jobs added, in healthcare which was up by 28,000 and in leisure and hospitality which grew by 40,000.

From an annual perspective, many key sectors recorded job growth or were little changed.  Growth in healthcare was especially impressive. The sector added 399,000 jobs in 2019, increasing by 49,000 more positions than in 2018. Even some industries which experienced setbacks over the course of the year posted modest gains overall in 2019. Manufacturing grew by 46,000, and retail jobs increased by 9,000.

The year began with an unemployment rate of 4.0% in January and ended at a 50-year low of 3.5%. Significantly, an alternative measure of unemployment which captures those underemployed and marginally attached to the workforce known as the U-6, fell to 6.7% in December, the lowest on record going back to 1994.

The Bad

The December report confirmed that a decade of robust job growth ended with a notable slow-down. The 2.11 million jobs added last year was a drop from the 2.68 million added in 2018, and 2019 was ranked eighth for job growth in the past 10 years. With the exceptions of healthcare and leisure and hospitality, most key sectors added significantly fewer jobs in 2019 than in 2018. The transportation and warehousing sector which is closely tied to the overall economic health of both the nation and the world, added just 57,000 jobs in 2019, approximately one-fourth of the 2018 gain of 216,000.

The labor participation rate at 63.2% remained steady. However, this rate is still below the levels posted before the Great Recession. The stall in participation may indicate that no matter how low the unemployment rate falls, additional Americans who are out of the labor force are not being drawn back into it. Some economists have suggested that an underlying reason for this is the changing age demographics of the United States due to its low birth rate and aging population. This trend is not expected to change anytime soon.

Instead of posting strong wage gains at a time of historic low unemployment, the rate of growth actually decreased in December. While the 2.9% annual wage increase is still ahead of an inflation rate of just less than 1.5%, workers in many sectors are having their wages grow at a rate much lower than the national average. 

Easier to Get a Job Than a Raise

As Diane Swonk, chief economist at Grant Thornton noted: “It’s easier to get a job than a raise in this economy.” While some employers may benefit from attracting those who are seeking a new job due to their stunted paychecks, they may be just as likely to lose talent for the same reason. Adding to the challenge of extremely low unemployment, the most recent jobs opening report showed an increase in vacancies which continues to be higher than those who are unemployed.

Global Economic Snapshot: December 2019

Uncertain Times & An Uneven Economic Landscape

The closing months of 2019 also brought to a close a decade of strong economic growth and robust labor markets for many of the world’s leading economies. However, the disruption caused by trade disputes and uncertainties have produced the first signals that this long period of sustained expansion may be coming to an end. Among the unresolved issues that continue to affect the global economy are:

  • The U.S.-Mexico-Canada trade agreement, which was negotiated to replace NAFTA, has yet to be ratified by the legislature of all three nations. Author’s note: There may be a vote in the U.S. Congress in the coming weeks after a deal was struck by the Democratic leadership and the White House.
  • The ongoing trade war between the U.S. and China, the world’s two largest economies, continues and may continue into 2020.
  • Uncertainty over Brexit continued until the UK election on December 11, which very likely cleared the way for its departure from the European Union. Even with a firm Brexit date, a final trade agreement with the European Union has yet to be completed, and negotiations will be closely watched.

While job growth continued unabated in the labor markets of many key economies, the growth came at a slower pace than in 2018. Some of the most developed economies saw the period of sustained job growth halted and some unemployment rates began to climb. In addition to trade uncertainty, political upheaval and natural disasters also had negative effects on important economies in far-flung parts of the world.

Slowing Job Gains & Job Losses Materialize in the Labor Market

The U.S. labor market added 266,000 jobs in November and posted an unemployment rate of 3.5%. November’s results capped 110 months of continuous job growth, the longest period of sustained expansion in the nation’s history. The year began with an unemployment rate of 4% in January, which was the highest level all year. After hitting a half-century low of 3.5% in September, the unemployment rate rose slightly in October, only to come down to tie the fifty-year record level of 3.5%. While job openings steadily decreased to approximately 7 million, this level of openings was still larger than the number of unemployed Americans.

Additionally, the average monthly job growth improved to 180,000 per month in the 12 months leading up to November 2019. However, at the same time last year, the monthly average of jobs created was 223,000. So, while the job market was expanding, it did so at a slower pace than it did in 2018. The sectors that lost some jobs or grew at an anemic rate include manufacturing and retail. And, while manufacturing was disrupted by strikes and ongoing trade disputes, the diminishing jobs in retail were largely caused by the growth in online shopping, which has brought about a so-called “retail apocalypse” in the U.S. and elsewhere. 

Canada’s employment numbers were positive in much of the first half of the year and grew worse as the year wore on. After losing less than 2,000 positions in October, Canada’s economy shed 71,200 openings in a single month in November. While more than half of those (45,000) were lost in Quebec, other provinces also lost jobs and none had any notable job gains. Canada’s unemployment jumped 0.4% in November alone, reaching 5.9%. From a national perspective, the weak job outlook was not confined to manufacturing and retail as it was in the U.S.; although these were certainly weak in Canada, as well, it also extended to most major sectors of Canada’s economy.

In Europe, the economic landscape was mixed, with most major labor markets posting low unemployment rates that varied little from earlier in the year. In the UK, 58,000 jobs were lost in the quarter ending in September 2019. This was the second consecutive report with posted job losses, many of which analysts blamed on the uncertainty surrounding Brexit. However, the quarter ending in October showed a modest job increase of 24,000 positions, pushing employment to its highest level ever. Yet, even in the months when employment fell, the unemployment rate also dropped to a low 3.8%, which held steady in the August-October quarter; the UK unemployment rate has not been lower since 1974, well before the living memory of much of the UK workforce. And, while the results of the December national election opened the path for a departure from the European Union in early 2020, provisions of an eventual trade agreement between the UK and the EU remain to be seen.

Elsewhere in Europe, the Eurozone’s unemployment rate was 7.5% in October, the same as it was in June, but 0.3% lower than it was at the end of the first quarter. France posted an unemployment rate of 8.5%, falling from 8.7% in June, while Germany’s low unemployment rate of 3.1% in October was unchanged from its level in June.

In the Asia-Pacific region, unemployment rates rose in some leading labor markets, but only to relatively low levels. During the third quarter, China’s labor market reported an unemployment rate of 3.6%, a full percentage point higher than in the second quarter. Japan’s rate rose just 0.1% from June to October, landing at 2.4%. After experiencing considerable unrest, Hong Kong’s unemployment rate rose to 3.1% in October – from just 2.8% in June. And, in contrast with the rise in unemployment in other Asian powerhouses, South Korea’s unemployment rate fell an entire percentage point from June to October, ending at 3%. India’s labor market also had a drop in unemployment, falling 0.4% since June, to 7.5%.

The Oceania economies also posted mixed unemployment numbers from their respective labor markets. Australian unemployment was just 4.9% in February, an eight-year low, but it has been higher ever since, rising to 5.3% in October. New Zealand reported that its unemployment rate had fallen to 3.9% in the second quarter of this year – down from 4.3% at the end of 2018 – but then rose to 4.2% in the third quarter.

Wage Increases Outpace Inflation in Key Labor Markets

Annual wages have continued to grow faster than the rate of inflation in most leading economies. The U.S. annual wage increases stood at 3.1% in November, coupled with an inflation rate of less than 2% in the third quarter. In the UK labor market, nominal annual wages rose 3.5% in the quarter spanning August through October, which was also comfortably ahead of inflation. During the same period last year, nominal wages increased 3.3% annually, and the unemployment rate was 0.3% higher. Both the U.S. and UK posted higher annual wage gains earlier in the year, but the increases were not substantial relative to the tight labor markets in each country during much of the year. There is no clear consensus among economists as to why wages have not risen faster during the current sustained period of low unemployment.

In the Canadian labor market, annual wage gains fluctuated sharply during 2019; in May, they were just 2.1%, rising in July to 4.6%, but falling to 3.8% in September before landing back at 4.5% in November. This rising rate of wage increases came during the same month that Canada experienced its greatest job loss since the financial crisis. 

Australia instituted the highest minimum wage law in the world on July 1, 2019, but annual wage growth continued to be sluggish; year-over-year wage growth fell to just 2.2% in November, and Australian wage increases have been stagnant for some time. The last time the annual rate of increase was just 1% higher was in late 2012. And, without the robust minimum wage introduced earlier this year, wages could have potentially grown even more slowly. With unemployment above 5% for most of the year, analysts are not predicting significant wage gains until the labor market improves.

Political Unrest & Devastating Fires

Massive street demonstrations erupted in Hong Kong and in capitals around Latin America during the closing months of 2019, leading to significant economic costs. The capitals of Bolivia, Chile and Ecuador were roiled by anti-government protests. Specifically, Chile – which is considered by many to be an economic success story – had a 3.4% annual retraction in its economy in October, which was triggered by its civil unrest. As a result, the government agreed to a referendum to replace the constitution, and announced plans for a $5.5 billion economic stimulus package.

Similarly, protests in Hong Kong intensified after months of ongoing demonstrations and led to a shutdown of the city’s airport; traffic was also disrupted and major thoroughfares turned into sites of violent confrontations. The effects of the protests on Hong Kong’s economy have been devastating. In the retail sector alone, 7,000 firms are expected to close, and many of those that survive plan to lay off employees. Moreover, the government is forecasting a contraction of 1.3% for Hong Kong’s economy in 2019 – the first annual decline since the Great Recession in 2009.

Furthermore, powerful wildfires broke out in both California and Australia, causing extensive destruction and exacting economic costs in their respective economies. Workers in Sydney and other areas close to the fires struggled with smoke-filled air and, consequently, concerns for their personal health and safety. Meanwhile, in California, fires changed the landscapes of entire communities, and power was regularly cut off as a preventive measure to keep the fires from spreading.

The relentless threat of new wildfires and the intensity of the destruction of this year’s infernos have led some to conclude that the seemingly endless potential for prosperity in the nation’s largest state is over, and that this is the end of California as we know it. The fires in both places led to dislocations and business interruptions. While political unrest will inevitably fluctuate and appear in different locations around the world, destructive fires in both the western U.S. and Australia have become the new normal, and will likely continue to be a factor in the affected regions in the years to come.

PeopleScout Australia Jobs Report Analysis – November 2019

Australia’s economy gained 39,900 jobs in November. The unemployment rate fell to 5.2% in November as labour participation remained steady. The Bureau of Statistics reports that full-time employment increased by 4,200 and part-time employment rose by 35,700.

australia jobs report infographic

Numbers

+39,900: The Australian economy gained 39,900 jobs in November.

5.2%: Australian unemployment fell to 5.2%.

66.0%: Labour force participation was steady at 66.0%.

0: The Business Confidence Index fell to 0  in the latest NAB release.

Upside

The 39,900 jobs added in November were a welcome reversal of the job loss experienced in October. The number of unemployed Australians decreased by 16,800 to 708,100 people. Over the last year, full-time employment increased by 144,700, and part-time employment rose by 110,200. The job gains last month helped push the unemployment rate down one-tenth of a percentage point to 5.2%. While the participation rate remained stable at 66.0%, it is at a near record-high level. In another sign of progress, monthly hours worked in all jobs increased by 2.9 million hours in November.

In seasonally adjusted terms, the largest increases in employment were in Queensland (up 17,300) and Victoria (up 13,700). Some states also had jumps in their participation rates which indicates that more of their residents are being attracted into the workforce. The participation rate increased by 0.5% in Tasmania to 61.1%, 0.3% in Queensland to 66.2% (which is higher than the national rate) and in South Australia which grew by 0.2% to 62.9%.

Downside

Part-time job gains greatly outnumbered those in full-time employment. Only 4,200 full-time jobs were added compared to an increase of 35,700 in part-time work. The only job decrease was in New South Wales, the nation’s largest state by population which shed 2,800 positions. The seasonally adjusted participation rate there also decreased by 0.2%, falling to 65.3%.

The modest reversal in job growth has not inspired many economists to express optimism regarding Australia’s near-term economic outlook with some predicting a rise in unemployment next year. Capital Economics analyst Marcel Thieliant pointed to the fall in employment advertising as a sign that November’s job growth will likely be reversed: “The continued fall in job advertisements suggests that unemployment will climb further,” he predicted. “What’s more, households’ unemployment expectations are consistent with the unemployment rate rising to 5.5% by mid-2020.”

His sentiment was echoed by others including Indeed’s economist Callam Pickering who noted that the Australian labour market is showing “signs of fatigue” with an unemployment rate that has been continuously higher than the 4.9% level posted in early 2019.

Closing the Skills Gap:  Implications for Employers

While some economists are expressing concern over future job growth, many Australian workers appear to be concerned that they do not have the right skills to succeed in the jobs that will be available. A recent study by Centre for the New Workforce at Swinburne University of Technology, in partnership with YouGov, sought to reveal how Australian workers are preparing for the future of work which includes factors like digital transformation, artificial intelligence and automation. Their findings include:

  • 61% of Australian workers don’t think that their current skill set is suited for the next five years of work. This is a jump from 56% in just one year.
  • Key motivators for Australian workers include learning more and being stimulated by their work. In response to what inspires them most about their jobs 46% selected ‘the nature of the work itself’ and 34% chose ‘opportunity to learn and grow.’
  • For the main barriers to learning at work, 56% responded ‘not having dedicated time for learning’ and 39% cited ‘unsupportive working environment where learning is stigmatised.’
  • 51% of Australian workers spend less than one hour a week at work on learning in any form which includes 20% who state that they have no learning at all on their jobs.

The results of the study show that Australian workers are both concerned about their skill levels meeting future demand and not having the time or supportive environment to acquire the skills that will help them succeed. In order to retain their valuable workforce, employers should effectively communicate the learning opportunities that are currently available and develop these programs to include the skills that are anticipated to be needed in the future. It is also important to structure the work environment and scheduling to support continuous and effective learning. A successful learning programme can also be an important tool in attracting talent and can be featured as part of a sourcing effort and building an employer brand. Enterprises can effectively leverage their employee development and learning programmes to support retention and recruitment by partnering with a recruitment process outsourcer which can share its experience and expertise on how to maximize the impact of an enterprise’s investment in the learning and growth of its workforce.

PeopleScout UK Jobs Report Analysis — December 2019

The December Labour Market Report released by the Office for National Statistics, which includes the three month period covering August through October 2019, reported that 24,000 jobs were gained as the unemployment rate held at 3.8%.

UK jobs report infographic

Notable figures from the December report include:

  • The UK employment rate was estimated at 76.2%, 0.4 percentage points higher than a year earlier but with very little change over the previous quarter. Despite just reaching a new record high, the employment rate has had only small fluctuations over the last few quarters.
  • The UK unemployment rate was estimated at 3.8%, 0.3 percentage points lower than a year earlier but largely unchanged over the previous quarter.
  • Estimated annual growth in average weekly earnings for employees slowed to 3.2% for total pay (including bonuses) and 3.5% for regular pay.

Slight Job Gains after Consecutive Losses and Continued Low Unemployment

The 24,000 new jobs were welcome news after consecutive reports posting more than 100,000 job losses. The gains, while modest, beat analyst expectations, with one poll of economists predicting a median loss of 10,000 jobs. One particularly encouraging data point was an increase of 8,000 jobs in manufacturing, although a new study showed that a recent downturn in manufacturing output could have serious repercussions for the UK economy overall.  

The unemployment rate continues to be very low at 3.8%. It has not been lower since the final quarter of 1974, well before the living memory of much of the nation’s workforce. The UK economic inactivity rate was estimated at 20.8%, 0.2 percentage points lower than a year earlier but mostly unchanged over the previous quarter. The inactivity rate includes those in their prime working years who have not been seeking work within the last four weeks and/or unable to start work in the next two weeks.

The modest job gains and recent losses are viewed by some economists as part of a trend of diminished growth in employment compared to recent years. While uncertainty over Brexit may have played a role, employers have also faced challenges finding talent with the right skills for their open positions. As Tej Parikh, chief economist at the Institute of Directors, noted, “The UK’s jobs boom continues to be a big plus point for the economy, but it is slowly losing momentum. Businesses have shown a strong appetite to take on staff in recent years, and climbing employment levels have boosted household incomes, adding buoyancy to the economy. However, firms are now cutting back on new hires as it becomes harder to find the skills they need.”

Steady Decrease in Job Vacancies and Wage Growth Outpacing Inflation

The number of job vacancies has been dropping since early 2019. For the September to November 2019 period, there were an estimated 794,000 vacancies in the UK—20,000 fewer than for the previous quarter (June to August 2019) and 59,000 fewer than the previous year. (Job vacancies in the UK are reported over a three-month period beginning one month later than the other major labour market estimates.) While the fall in job vacancies has coincided with a drop in the unemployment rate, a continuing downward trend in open positions could have the adverse effect of discouraging additional workers to join the nation’s workforce next year.

The rate of annual pay growth reached 3.9% in the May-July 2019 period and was the highest nominal pay growth rate since 2008. In the August to October period, it dropped to 3.5%. While the annual pay increases are still well above the rate of inflation, there is no evidence future strong rate increases which have emerged in the past during times of very low unemployment.

Shifting Talent Pool

The period of the labour market report released today ended in October, more than a month before the national referendum, the results of which greatly increased the probability of Brexit on January 31, 2020. However, even while there was uncertainty over whether an exit from the European Union would ever come to pass, some striking migration figures began to emerge. The Office for National Statistics reported last month that net migration from the EU to the UK fell to its lowest level since 2003. In November, more than 140,000 EU citizens applied to live and work in the UK after Brexit adding to a backlog of more than 360,000 applications from those who are still waiting for a decision. At the same time, the level of non-EU migrants into the UK is reaching near record highs.

The volatile and fast-changing availability of talent from abroad adds to the already challenging conditions of extremely low unemployment faced by UK employers. Because of uncertain environment, partnering with experts in both the evolving talent market and employee acquisition such as a recruitment process outsourcer in the months to come may never have been more important as a factor to an enterprise’s success than in the year to come.

PeopleScout Canada Jobs Report Analysis — November 2019

Statistics Canada reported that the nation’s unemployment climbed to 5.9%. In November, 71,200 jobs were lost. Average weekly wages increased 4.5% over last year. Job levels were lost or were relatively unchanged in key sectors of the Canadian economy. The November job losses were the biggest the economy has had since the financial crisis more than ten years ago.

canada jobs report november 2019

The Numbers

71,200: The economy lost 71,200 jobs in November.

5.9%: The unemployment rate rose to 5.9%.

4.5%: Weekly wages increased 4.5% over the last year.

The Good

Statistics Canada reported that strong wage growth continued in November with average weekly wages increasing by 4.5% over twelve months. When viewed from an annual growth perspective, employment gains since November last year totaled 293,000 (+1.6%), with the increase largely accounted for by full-time work. Over the same period, total hours worked also grew by 0.2%.

While the job-loss numbers are significant, 20,000 of those jobs were due to the ending of temporary employment related to the recently completed federal elections. 

The Bad

Canada experienced its worst job loss in November since the Great Recession. Jobs were shed in both goods-producing industries and the service sector. 

In the goods-producing sector, fewer people worked in manufacturing which dropped by 28,000 positions and in natural resources (-6,500), with the bulk of the declines in each of these industries happened in Quebec. On an annual basis, Canada-wide employment in manufacturing was little changed, but it has declined in natural resources (-25,000 or -7.2%), mostly in Alberta and British Columbia. Job losses in the services-producing sector were led by those in public administration, where the number of workers fell by 25,000 in November.

Quebec was the hardest hit province in November where 45,000 fewer people were employed in November. This decline is primarily attributable to manufacturing and the accommodation and food services sector. Since more people looked for work in the province while jobs were dropping, the unemployment rate in the province increased by 0.6 percentage points to 5.6%.

Employment in Alberta fell by 18,000 in November, with declines happening in a number of sectors led by wholesale and retail trade. With more people seeking work, the unemployment rate in Alberta rose by 0.5 percentage points to 7.2% last month. Employment in British Columbia fell by 18,000 in November, with the losses spread across several industries. The unemployment rate rose to 5.0% in November from 4.7% in October.

Even in those provinces where the job markets did not have significant losses, unemployment rates rose. While employment in Ontario held steady in November, the unemployment rate increased by 0.3 percentage points to 5.6% as a result of more people looking for jobs. Employment in Saskatchewan was little changed, while the unemployment rate rose to 5.8% (+0.7 percentage points) as more people looked for work. There was also little employment change in Manitoba, and the unemployment rate edged up 0.3 percentage points to 5.6% in November.

The jobs report was seen by some analysts as shedding light on long-term weak spots in the Canadian economy, especially in manufacturing. Josh Nye, Senior Economist at RBC noted that there has been a steady decline in manufacturing jobs and that with ongoing trade uncertainty, there is no sign of recovery in the near future:

“That decline is pretty eye-catching. It’s one of the bigger stories. It’s one of the weaker industries if you’re tracking employment growth year-to-date, down an average 4,000 per month. Manufacturing has been weak globally this year. You’ve got rising trade tensions between the world’s two largest economies and slowing global growth that’s really been concentrated in the industrial sector.

Broadly speaking this is a sector that hasn’t generated much in the way of job growth for a number of years now so it’s hard to see that narrative changing in 2020.”

Canadian Career-Changers are Happier for Doing So. Could They Also be an Untapped Source of Talent?

The majority of Canadians who have switched careers say that they are happier because of their decision to do so according to a recent poll by Indeed Canada. Those who have been recently downsized or are otherwise concerned about their employment outlook or career future may choose to search for work outside their current field.

Almost nine out of 10 Canadians who have made a career change say they’re happier since switching career paths. Researchers polled 1,023 randomly selected full-time workers from a range of industries as well as education levels and found that 38% of them had made a complete career change at some point. Of the respondents, 35% said they were either currently thinking about switching careers or have thought about doing so. Of those respondents who have made a career change, 87% said they are happier since making the change.

Two important elements had to be a part of these Canadian’s successful career transformations.  First, the person making the career switch had to possess the skills to begin a new career or be ready and able to acquire them. Second, the employers who hired them had to have a broad view of their new employee’s potential to succeed, even if they have not had a matching job description in the past.

Rather than limit candidate sourcing to those in a given career category, employers can broaden their search to include those with different professional backgrounds that may be motivated to change careers and could be attracted to their job offerings. Identifying these individuals, especially for hard-to-fill positions in challenging markets needs the expertise and experience which is not always found in human resources departments that may already be stretched to the limit in their talent acquisition efforts. For this reason, it is a good idea to partner with a recruitment process outsourcing company with the knowledge and skills that can lead to the successful onboarding of those individuals from a wide range of career paths.