You can also access this resource in issue 339 of my Talent Edge Weekly newsletter. Many HR practitioners track headline job numbers without access to disaggregated demographic data on employment and labor force participation. While headline data is a useful starting point, segmenting it can help HR practitioners bring more granular supply-side analysis into workforce …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. This newly released 30-page report by LinkedIn highlights several labor-market signals shaping 2026, including the net impact of AI on job creation and displacement, shifts in hiring rates relative to applicants per opening, layoff trends, and the skills employers are prioritizing …
Since the start of the pandemic, there have been reports on how remote work is one reason people continue to move from cities to less dense, rural areas. One benefit for a segment of those making these moves is that they can move to less expensive housing markets while retaining their higher incomes earned in …
Organizations continue to report challenges in attracting and retaining talent. However, a growing proportion of older workers within the labor force presents an opportunity for firms to tap into this talent segment increasingly. According to this The Wall Street Journal article, workers 65 and over in the US will account for more than 60% of projected labor-force …
This excellent 74-page report outlines several barriers that keep companies from considering hidden workers as candidates to meet their talent needs. Hidden workers “have a desire to work and are actively seeking work, but their regular efforts to seek employment consistently fail because of hiring processes that focus on what they don’t have (such as credentials) rather than …
While organizations understand the importance of accounting for the external labor market (ELM) in their workforce planning activities, understanding ELM dynamics and their impact have become increasingly complex due to the pandemic. For example, according to this article, while the U.S. unemployment rate may have fallen in recent months, some economists believe this is due …
Throughout the pandemic, I have posted extensively about the impact that the crisis has had on women in the workplace. An example of these posts includes the Women in the Workplace study from LeanIn. Org that found that one in four women is considering downshifting (working in a reduced capacity) their careers or leaving the workforce due …
Although many organizations cite a paucity of talent and an inability to fill important roles as a key challenge, there is a vast overlooked talent pool of workers who are Skilled Through Alternative Routes (STARs). These are workers who have a high school diploma or equivalent and do not have a four-year college degree but …
In the context of talent acquisition, workforce planning, and talent shortages, this is an interesting study that examines what happens to people’s careers after they take time out of work. The study found that gaps in employment can negatively affect future career prospects in multiple ways, particularly for those who left work for childcare responsibilities. …
This Conference Board report details how, in the span of just 10 years, “the US economy moved from having the weakest labor market since the Great Depression to one of the tightest in history.“ This is especially true for blue-collar and manual services employers who are experiencing much tighter labor markets than employers of highly …
Copyright ©2026. All Right Reserved.