Bob Marshall’s June 2018 BLS Analysis for Recruiters; 7/6/18
June BLS Preface
TBMG Coaching Updates and News
Bob Marshall – Coaching & Speaking Updates:
California Staffing Professionals (CSP) Annual Conference, Westin Mission Hills, Rancho Mirage, California, June 7-9, 2018
I was in Rancho Mirage, CA a couple of weeks ago at the CSP Annual Conference giving a couple of presentations. They were entitled, “How to Establish Elegant Rapport Through Elegant Communication” and “Words Matter, Messages That Work, – Voicemails and Emails.” Both presentations were very well received. If you are interested in more info on these concepts, email me and I will send you the program descriptions and a few of the handouts.
BTW, the CSP folks did another great job this year (Diane and Shannon) putting together a very strong program at this annual conference. This was my second year in a row at the CSP Annual Conference and I enjoyed my time with them and for the support I received.
If you are interested in attending the next CSP Annual Conference or, if you are in California (or even outside of CA) and are looking for a group to join, you should check them out. You can reach the CSP Executive Director, Diane Skullr, at diane@cspnet.org or at 800-799-9725 for more details.
WHY A COACH?
“Teachers open the door; but you must enter by yourself”—Chinese Proverb
In the opinion of ex-Dallas Cowboys football coach Tom Landry who coached from 1960-1988, “A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see, so you can be who you have always known you could be.”
Is now the time to pick a Coach?
I realize that taking that first step to engage a Coach to help you reach a higher level of production is not as easy as it sounds. After all, your training investment – and your time – are important and deserve every consideration. I share your feelings. I believe that how you approach your recruitment career matters…that you should get what you pay for, and then some…that you should enjoy your time with your Coach as you are benefiting from it…and that you should never settle for the ordinary.
So for those of you who have been toying with the idea of working with a recruitment coach, now may be the time. Only you can come to that decision point.
When considering ‘individual change management’, consider this theosophical proverb: “When the student is ready, the teacher will appear!”
“Bob Marshall is a speaker’s speaker and a trainer’s trainer. He has a gift for taking the cornerstones of the business and compelling people and teams to not only hone their skills but to execute. We’ve had Bob engage our teams a number of times over the last few years and our groups always come away more focused on the core and more energized to perform. Come ready to learn because this man knows the business and will make you better!”
—David Alexander, President, Adecco & Soliant, January, 2017
If you are ready to take the first step, you can read descriptions of my coaching plans, and all of my products, on my website @ www.themarshallplan.org. Then, call me directly at 770-898-5550 or email me @ bob@themarshallplan.org.
Preface
Many of you continue to correspond with me about these monthly BLS analyses and have asked if it is OK to use them in your presentations. The answer is, of course, yes! That is why I spend the time to assemble this information. I would encourage any of you who have that desire to weave any of the information I have printed below into your presentations. I write these analyses for the benefit of our recruitment industry in general and for the members of my distribution list in particular. So use this info as you deem appropriate.
I also write these monthly BLS analyses to not only counterbalance the negative/incorrect press reporting of our general economic state but, more than that, to remind all of my recruitment readers that, at the level we work, there is no unemployment and so we must recruit to find the candidates our client companies so desperately need!
So, to my recruiter colleagues, get out there and do what your name implies…RECRUIT! When your client companies have unique and difficult positions to fill, they need you. When they are being picky, they need you. When they are longing for more production from fewer employees, they need you. Go fill those needs. These should be the halcyon days in the recruitment arena!
Finally, always remember that we are not in an HR business, but in a ‘circumventing the time factor in the hiring sequence’ business—and adding value to our client companies.
Less Than Half of IT Organizations Plan to Increase Staff
Daily News, July 3, 2018
While IT spending is generally increasing, less than half of IT organizations plan to increase IT staff headcount this year, according to the IT Spending and Staffing Benchmarks 2018/2019 study released by Computer Economics.
The survey found 46% of IT organizations plan to increase IT headcount, down slightly from 49% in the 2017 study; 38% plan no change. However, with only 16% of IT organizations planning to reduce headcount, the study does not foresee widespread layoffs of IT personnel on the horizon.
IT personnel are becoming more productive, keeping staffing levels in check, the report found. Software as a service, cloud infrastructure, virtualization, and increased automation of routine IT activities are allowing IT organizations to increase service levels and shed support staff in favor of personnel with skills that serve the enterprise.
Although IT staffing levels are flat at the median, IT organizations are still adding staff for some positions. While hiring is slowing for lower-level skills such as computer operations, scheduling and lower-level tech support positions, higher-level skills show increasing demand. Examples include project managers, data analysts and IT security professionals. As cloud applications and cloud infrastructure take up a larger percentage of IT spending, there is also a need for IT staff with skills in procurement and vendor management.
“IT is becoming more ‘white collar’ instead of ‘ironic T-shirt,’” said David Wagner, VP of research for Computer Economics. “Modern IT professionals need skills that allow them to work with the business to solve problems, not simply to maintain infrastructure.”
The study is based on a survey of 205 IT organizations in the US and Canada. It was conducted in the first half of 2018.
Total Compensation for Security-Cleared Professionals Up 7% to $93,004
Daily News, June 29, 2018
Total compensation for security-cleared professionals has risen 7% since 2017 to $93,004, according to survey data recently released by ClearanceJobs, a website for security-cleared jobs in the defense and intelligence industries.
Engineering ranks as the highest-paid industry with average compensation of $102,012; IT ranked second with average total compensation of $90,699.
The highest-paid job was systems engineer with average total compensation of $122,386.
“Today, we have a great need for professionals with the right skills and the right eligibility,” said Evan Lesser, founder and president of ClearanceJobs.com. “The end of sequestration and record growth in the Pentagon budget — along with the difficulty in issuing new clearances — has created incredibly high demand for cleared professionals, particularly those in specialized technical fields such as data science and IT engineering.”
ClearanceJobs reports the Department of Defense has reduced the number of security clearances by more than 30% since 2013. Security clearance processing times are also at record highs.
However, satisfaction rates in the security-cleared field has fallen 11% since last year.
The survey also found that 84% of respondents said they were “likely” to change their jobs in the coming year.
ClearanceJobs’ survey includes 20,883 usable responses from employed individuals with current, active federal security clearances. It took place between Oct. 30, 2017, and Feb. 9, 2018.
Financial Advisor Most In-Demand Accounting/Finance Job; Average Salary $85,860
Daily News, June 29, 2018
Professional staffing firm CyberCoders, part of ASGN Inc., listed its most in-demand jobs for the accounting and finance industries in 2018.
Financial advisor, with year-over-year growth of 12.8% and an average salary of $85,860, ranks as the most in-demand job, followed by loan officer with 11.7% growth and a salary of $68,000.
“After the busy tax season, we often see an influx of hiring managers seeking talent to fill newly open roles and candidates eager to find their next, best job.,” CyberCoders President Shane Lamb said.
Here are the 10 most in-demand accounting and finance jobs for 2018, with salary average and year-over-year growth:
- Financial advisor: $85,860; 12.8%
- Loan officer: $68,000; 11.7%
- Tax supervisor: $96,944; 5.9%
- Staff auditor: 64,209; 5.4%
- Director of accounting: $129,606; 5.4%
- Underwriter: $84,297; 4.6%
- Accountant: $67,072; 3.8%
- Staff accountant: $58,427; 3.7%
- Mortgage processor: $54,541; 3.6%
- Accounting manager: $87,653; 3.4%
“It’s important for CyberCoders to remain as informed as possible on trends and in-demand jobs in the accounting and finance industries,” Lamb said. “Deriving this data allows our recruiters to accurately assess the market and put their efforts into being as prepared as possible to help companies and candidates alike.”
CyberCoders is based in Irvine, Calif. It derived the list by analyzing data points from more than 400,000 data points from proprietary placement and jobs data from 2014 to 2018.
AI just a ‘Tool’; Professionals Trust Human Recruiters More: Korn Ferry
Daily News, June 28, 2018
Although big data and artificial intelligence continue to transform the recruiting industry, professionals have less trust in AI than in human recruiters, according to a survey released today by a new survey by executive search firm Korn Ferry International Inc.
While nearly three-quarters of those surveyed, 72%, said AI should be used during the recruitment process, more than two-thirds, 68%, said it wouldn’t be fair if AI alone chose who should be interviewed without the input of a human recruiter.
41% said they feel uncomfortable dealing with AI instead of a human recruiter as part of the process; 76% said they trust AI less than a person to guide the job search process.
“AI, when coupled with machine learning, is an incredibly strong tool in the journey to source and select the most qualified candidates, but it’s just that, a ‘tool,’” said Matt Heckler, general manager of global client platform solutions at Korn Ferry. “The best recruiters use big data and AI to free time by automating tasks such as sourcing. This gives the recruiter more time to focus on what matters: Creating and filling roles that help organizations fulfill their strategic agenda.”
The professionals surveyed reported the top benefit of working with a recruiter is the ability to build strong relationships. While 90% of respondents said technology cannot replace the human interaction required to recruit effectively.
Respondents did cite benefits of using AI in the recruiting process. When asked what they value most from AI being used in recruiting, 30% said it makes the process go faster; and a quarter believe it helps take bias out of the equation.
“As AI continues to become part of our everyday lives, we can expect to see an increase in the adoption and integration of this emerging technology to help talent acquisition professionals be even more efficient and effective,” Heckler said. “From freeing up time for strategic thought and relationship building to helping talent acquisition professionals better understand their markets, the intelligent use of technology provides an exciting path for the recruiter of the future.”
The survey was conducted in late May 2018 and included 431 professionals across a range of industries.
Employers Globally Struggle to find Workers with the Right Skills
Daily News, June 26, 2018
Businesses struggle to fill open positions as many states have more job openings than available skilled workers, according to ManpowerGroup’s 2018 Talent Shortage Survey. Almost half of US employers surveyed, 46%, said they can’t find the skills they need — up from 32% in 2015 and maintaining the highest level recorded since 2006.
On a global basis, 45% said they can’t find the skills they need, up from 40% in 2017 and the highest in more than a decade. Employers in Japan reported the most difficulty filling positions, 89%, followed by Romania and Taiwan at 81% and 78% respectively.
Argentina suffers from the most severe talent shortage in the Americas region at 52%. In Brazil 34% of employers reported difficulty. Mexico faces the biggest increase in hiring difficulty, jumping to 50% from 40% in 2016. Brazil, Colombia and Argentina have experienced the greatest improvement in talent shortages since 2016.
Skilled trade workers remained the hardest role to fill in the US — cited by 14% of respondents — followed by sales representatives and drivers at 6% and 5% respectively.
Large US firms reported the most difficulty filling roles: 58% reported hiring challenges due in large part to lack of applicants. 26% said a lack of applicants is their biggest challenge; 14% report lack of hard skills and 7% report lack of soft skills are key reasons they struggle to fill jobs.
Most of the jobs with growing demand are mid-skilled roles that require training, yet not always a 4-year college degree, such as electricians, welders and mechanics. More than half of the companies surveyed are investing in learning platforms and development tools to build their talent pipeline, up 7% from 2016. And 19% of employers are also changing their existing work models, including offering flexible work arrangements.
More than 1/3rd of those surveyed said they are being more flexible about the education or experience requirements for the role, while 24% are using different types of workers including temporary or contingent — from freelancers to independent contractors.
“We continue to see increasing demand for skilled workers across all sectors of the US economy from transport and trade to manufacturing and sales,” said Becky Frankiewicz, president of ManpowerGroup North America. “Employers cannot find the people they need with the right blend of technical skills and human strengths and the problem won’t fix itself.”
Frankiewicz noted the need for a “new approach” to attract, recruit and retain talent. “Employers need to buy skills where necessary, borrow from external sources and help people with adjacent skills bridge from one role to another,” she said. “Above all, we need to be builders of talent, rather than consumers of work to create a workforce with the skills companies and individuals need to thrive today and tomorrow.”
Around the globe, the top 10 hardest jobs to fill are:
- Skilled trades
- Sales representatives
- Engineers
- Drivers
- Technicians
- IT staff
- Accounting and finance staff
- White-collar professionals
- Office support staff
- Production operators/machine operators
ManpowerGroup’s survey included 39,195 employers across 43 countries and territories.
IT Leaders in US to Increase Staff, Prioritize Security: Robert Half Technology
Daily News, June 25, 2018
Senior managers plan to add more tech talent in the 2nd half of 2018 as security, cloud and digital projects in US companies expand, according to research released by Robert Half Technology. 60% of IT hiring decision-makers surveyed plan to expand the size of their teams between now and the end of the year.
The top cities adding to their tech teams are:
- Miami
- Detroit
- Los Angeles
- Phoenix, Ariz.
- Charlotte, NC
When asked to describe their top concerns, keeping IT systems and company information safe ranked 1st, followed by investing in new technologies, upgrading business systems for efficiency, and innovation. Further, tech leaders in 21 of the 26 major metropolitan areas included in the study listed security as their biggest priority, after recruitment.
The top in-demand skills are:
- Cybersecurity
- Cloud security
- Cloud computing
- Cloud architecture
- Business intelligence
“Business needs surrounding security, cloud and digital transformation are outpacing the supply of talent, and technology leaders are facing difficulties staffing open roles,” said Jeff Weber, executive director of Robert Half Technology. “Employers should be discerning about what skills are must-haves versus what can be trained for on the job and move quickly with offers when they meet strong candidates.”
Additionally, the survey found tech professionals seem willing to relocate for opportunities. Most respondents, 81%, see more tech workers moving to their cities for career opportunities. The top 5 cities where senior managers plan to staff up their tech teams are:
- Dallas
- Seattle
- San Francisco
- Houston
- Miami
The online survey was developed by Robert Half Technology and conducted by an independent research firm. The report is based on responses from more than 2,600 senior managers in 26 major US markets. All respondents have hiring authority for the information systems or IT department of a company and were asked to provide a 6-month hiring outlook.
IT workers with the right skills are in high demand, but SIA research has found the median hourly wage for all US computer occupations grew 2.1% year over year in the most recent data available, May 2016. More information on IT recruiting will be in the July/August issue of Staffing Industry Review magazine, available the week of July 23.
Benefit Packages Make or Break Job Offers: Randstad US Study
Daily News, June 20, 2018
Only 39% of US workers are satisfied with the benefits their employers offer, according to a survey released by Randstad US.
Additionally, less than half of employees, 48%, report knowing all the perks their employers offer, and only 40% said their employers help them understand the benefits that are available.
Benefits packages are a make-or-break aspect of a job offer, the study found:
*66% of workers agree that a strong benefits and perks package is the largest determining factor when considering job offers, and 61% would be willing to accept a lower salary if a company offered a great benefits package.
*42% of employees say they are considering leaving their current jobs because their benefits packages are inadequate.
*55% have left jobs in the past because they found better benefits or perks elsewhere.
When considering a potential employers’ benefits, 75% of workers prioritize health insurance, followed by retirement funds and/or pensions at 21%.
Highly rated “workplace-related extras” that workers want to see more of included:
*Early Friday releases: 33%
*Flexibility and remote working: 26%
*Onsite lifestyle amenities, like gyms and dry cleaning: 23%
*Unlimited vacation time: 22%
*In-office meal options, like communal snacks or food courts: 18%
*Onsite childcare: 15%
Age, income level and gender all play a role in the benefits that employees prioritize. 41% of respondents aged 18 to 24 said their current employers do not offer student loan repayment benefits, but wish they did; workers aged 50 and older named health insurance as the top benefit they wish their employers offered; and 28% of respondents who earn more than $150,000 annually say bonuses are one of the most important perks when considering new employment.
“With the rise of the agile workforce and flexible work arrangements, the lines between ‘home’ and ‘work’ are increasingly blurred,” said Jim Link, chief human resources officer at Randstad North America. “But what’s telling is that, although employees clearly express a desire for more freedom over where and how they work, when they are in the office, they take that time very seriously. That’s why onsite amenities that make the workplace as comfortable and convenient as possible are still so attractive.”
The OmniPulse survey was fielded by national polling firm Research Now on behalf of Randstad US. The survey was fielded from April 9 to April 13, 2018. It included 756 respondents over the age of 18 and a nationally representative sample balanced on age, gender and region. 91% were employed as traditional employees at the time of the survey, and the remaining 9% were contractors or freelancers.
Confidence in US Economy Tempers Among CPA Execs, but Hiring Plans Improve
Daily News, June 1, 2018
Optimism about the US economy tempered among certified public accountants who hold leadership positions in their companies — such as CEO, CFO or controller — since the last quarter, according to the second-quarter Economic Outlook Survey released by the American Institute of CPAs. However, hiring plans continue to improve.
74% of the CPA executives surveyed said they were optimistic about the economy over the next 12 months, down from 79% in the first-quarter survey. The decline was partially attributable to concerns about trade and political uncertainty, survey respondents said. Business executives’ optimism about the outlook for their own organizations also edged down one percentage point to 70%. However, both sentiments fall in the uppermost range of post-Great Recession assessments.
“Despite their more tempered views on growth, business executives still see a strong hiring picture over the next year,” said Arleen Thomas, AICPA’s managing director of Americas market, global offerings and CGMA exam, management accounting. “Labor market tightness continues to be a concern, with companies encountering difficulty in recruiting candidates with the right skills.”
Overall, 48% of the executives surveyed reported their company currently has the appropriate number of employees, down from 50% in last quarter’s survey. The percentage of companies planning to hire rose to 30% from 27% in the first-quarter report. Respondents who said they had too few employees but were reluctant to hire edged down to 13% from 14%.
The report also found “availability of skilled personnel” remains the top challenge facing organizations. Regulatory requirements/changes jumped to second from fourth, while domestic competition dropped from second to fourth. Employee and benefit costs maintained its third-place ranking and staff turnover maintained its top ten ranking at No. 7.
Meanwhile, the CPA outlook index — a gauge of executive sentiment within the survey — fell 2 points in the second quarter to 79 with all 9 components either down or flat this quarter, except for employment, which rose one point. An index rating above 50 indicates a positive outlook.
The survey of AICPA business and industry members was conducted from May 8 to May 23, 2018 and included 831 qualified responses.
The new ADP/Moody’s National Employment Report: Over 61% of all new job growth in June 2018 came from Small and Medium-size Companies!
July 5, 2018
Private sector employment increased by 177,000 jobs from May to June (a 12,000 job decrease from May’s upwardly ‘revised’ 189,000*), according to the April ADP National Employment Report®. *The May total of jobs added was revised up from 178,000 to 189,000.
This report is produced by ADP® in collaboration with Moody’s Analytics. The matched sample used to develop the ADP National Employment Report® was derived from ADP payroll data, which represents 411,000 U.S. clients employing nearly 24,000,000 workers in the U.S.
By Company Size
Small businesses: 29,000
1-19 employees 16,000
20-49 employees 13,000
Medium businesses: 80,000
50-499 employees 80,000
Large businesses: 69,000
500-999 employees 22,000
1,000+ employees 46,000
By Sector
- Goods-producing: 29,000
- Natural resources/mining 5,000
- Construction 13,000
- Manufacturing 12,000
- Service-providing: 146,000
- Trade/transportation/utilities 24,000
- Information <-2,000>
- Financial activities 7,000
- Professional/business services 33,000
- Professional/technical services 11,000
- Management of companies/enterprises 3,000
- Administrative/support services 18,000
- Education/health services 46,000
- Health care/social assistance 37,000
- Education 9,000
- Leisure/hospitality 33,000
- Other services 7,000
Franchise Employment
Franchise Jobs 13,800
“The labor market continues to march towards full employment,” said Ahu Yildirmaz, vice president and co-head of the ADP Research Institute. “Healthcare led job growth once again and trade rebounded nicely.”
Mark Zandi, chief economist of Moody’s Analytics, said, “Business’ number one problem is finding qualified workers. At the current pace of job growth, if sustained, this problem is set to get much worse. These labor shortages will only intensify across all industries and company sizes.”
(The July 2018 ADP National Employment Report will be released at 8:15 a.m. ET on August 1, 2018.)
Due to the important contribution that small businesses make to economic growth, employment data that is specific to businesses with 49 or fewer employees is reported each month in the ADP Small Business Report®, a subset of the ADP National Employment Report.
June 2018 Small Business Report Highlights
Total Small Business Employment: 29,000 (a 9,000 decrease)
| ●By Size | |
| ►1-19 employees | 16,000 |
| ►20-49 employees | 13,000 |
| ●By Sector for 1-49 Employees | |
| ►Goods Producing | 2,000 |
| ►Service Producing | 27,000 |
| ●By Sector for 1-19 Employees | |
| ►Goods Producing | <-1,000> |
| ►Service Producing | 17,000 |
| ●By Sector for 20-49 Employees | |
| ►Goods Producing | 3,000 |
| ►Service Producing | 10,000 |
Bottom-line: To my audience of recruiters, always remember this: Our ‘bread and butter’, especially on the contingency side of the house, has historically been, and continues to be, small and medium-sized client companies. Along with the large companies, these companies need to be in included in your niche!
Job Openings and Labor Turnover Survey – April 2018
June 5, 2018
The number of job openings was little changed at 6,700,000 on the last business day of April, the U.S. Bureau of Labor Statistics reported today. Over the month, hires and separations were little changed at 5,600,000 and 5,400,000, respectively. Within separations, the quits rate was unchanged at 2.3% and the layoffs and discharges rate increased to 1.2%. This release includes estimates of the number and rate of job openings, hires, and separations for the nonfarm sector by industry and by 4 geographic regions. Job Openings On the last business day of April, the job openings level was little changed but reached a new series high of 6,700,000. The series began in December 2000. The job openings rate was 4.3% in April 2018. The number of job openings was little changed for total private and for government. Job openings increased in durable goods manufacturing (+33,000) and information (+26,000) but decreased in finance and insurance (-84,000). The number of job openings was little changed in all 4 regions. Hires The number of hires was little changed at 5,600,000 in April. The hires rate was 3.8%. Hires for total private and for government were little changed. The number of hires was little changed in all industries and in all 4 regions. Separations Total separations includes quits, layoffs and discharges, and other separations. Total separations is referred to as turnover. Quits are generally voluntary separations initiated by the employee. Therefore, the quits rate can serve as a measure of workers’ willingness or ability to leave jobs. Layoffs and discharges are involuntary separations initiated by the employer. Other separations includes separations due to retirement, death, disability, and transfers to other locations of the same firm. The number of total separations was little changed at 5,400,000 in April. The total separations rate was 3.6%. The number of total separations was little changed for total private and for government. Total separations increased in state and local government education (+20,000). The number of total separations was little changed in all 4 regions. The number of quits was little changed at 3,400,000 in April. The quits rate was 2.3%. The number of quits was little changed for total private and increased for government (+17,000). Quits increased in state and local government education (+14,000) but decreased in arts, entertainment, and recreation (-25,000). The number of quits was little changed in all 4 regions The number of layoffs and discharges edged up to 1,700,000 in April. The layoffs and discharges rate increased to 1.2% over the month. The number of layoffs and discharges edged up for total private and was little changed for government. Layoffs and discharges increased in arts, entertainment, and recreation (+51,000) and in finance and insurance (+27,000). The number of layoffs and discharges was little changed in all 4 regions. The number of other separations was little changed in April at 347,000. The number of other separations was little changed for total private and unchanged for government. Other separations was little changed in all industries and in all 4 regions. Net Change in Employment Large numbers of hires and separations occur every month throughout the business cycle. Net employment change results from the relationship between hires and separations. When the number of hires exceeds the number of separations, employment rises, even if the hires level is steady or declining. Conversely, when the number of hires is less than the number of separations, employment declines, even if the hires level is steady or rising. Over the 12 months ending in April, hires totaled 66,100,000 and separations totaled 63,700,000, yielding a net employment gain of 2,400,000. These totals include workers who may have been hired and separated more than once during the year.____________ The Job Openings and Labor Turnover Survey results for May 2018 are scheduled to be released on Tuesday, July 10, 2018 at 10:00 a.m. (EDT).
As we recruiters know, that 6,700,000 number only represents 20% of the jobs currently available in the marketplace. The other 80% of job openings are unpublished and are filled through networking or word of mouth or by using a RECRUITER. So, those 6,700,000 published job openings now become a total of 33,500,000 published AND hidden job orders.
In June there were 6,564,000 unemployed workers. What was the main reason why those workers were unemployed? Two Words: Structural Unemployment. If we can’t figure out how to educate and/or reeducate those 6,564,000 unemployed, then they will keep reappearing each month as a BLS unemployment statistic—as they have. In the meantime, our recruitment marketplace flourishes!
Online Job Ads Decreased 171,600 in June
July 5, 2018
*Losses widespread across virtually all States and MSAs
*All occupations showed losses over the month
Online advertised vacancies decreased 171,600 to 4,480,700 in June, according to The Conference Board Help Wanted OnLine® (HWOL) Data Series, released today. The May Supply/Demand rate stands at 1.30 unemployed for each advertised vacancy, with a total of 1,400,000 more unemployed workers than the number of advertised vacancies. The number of unemployed was approximately 6,070,000 in May.
The Professional occupational category saw changes in Healthcare practitioners (-26.8), Business (-16.4) and Management (-13.0). The Services/Production occupational category saw changes in Transportation (-29.2), Sales (-24.5), and Office and admin
(-13.9).
NOTE: Recently, the HWOL Data Series has experienced a declining trend in the number of online job ads that may not reflect broader trends in the U.S. labor market. Based on changes in how job postings appear online, The Conference Board is reviewing its HWOL methodology to ensure accuracy and alignment with market trends.
OCCUPATIONAL HIGHLIGHTS
*In June, all of the largest 10 online occupational categories posted decreases
Healthcare practitioner ads decreased 26,800 to 497,300. The supply/demand rate lies at 0.18, i.e. 5 advertised openings per unemployed job-seeker.
Business and financial operations ads decreased 16,400 to 282,900. The supply/demand rate lies at 0.65, i.e. 1 advertised opening per unemployed job-seeker.
Management ads decreased 13,000 to 408,900. The supply/demand rate lies at 0.55, i.e. 1 advertised opening per unemployed job-seeker.
Transportation ads decreased 29,200 to 325,500. The supply/demand rate lies at 1.54, i.e. 1 unemployed job-seeker for every advertised available opening.
Sales and related ads decreased 24,500 to 414,000. The supply/demand rate lies at 1.49, i.e. over 1 unemployed job-seeker for every advertised available opening.
Office and administrative support decreased 13,900 to 455,000. The supply/demand rate lies at 1.33, i.e. over 1 unemployed job-seeker for every advertised available opening.
(The July 2018 Conference Board Help Wanted OnLine® (HWOL) Data Series will be released at 10:00 AM ET on Monday, August 1, 2018)
U-6 Update
In June 2018 the regular unemployment rate rose to 4.0% and the broader U-6 measure also rose .2% to 7.8%.
The above 7.8% is referred to as the U-6 unemployment rate (found in the monthly BLS Employment Situation Summary, Table A-15; Table A-12 in 2008 and before). It counts not only people without work seeking full-time employment (the more familiar U-3 rate), but also counts “marginally attached workers and those working part-time for economic reasons.” Note that some of these part-time workers counted as employed by U-3 could be working as little as an hour a week. And the “marginally attached workers” include those who have gotten discouraged and stopped looking, but still want to work. The age considered for this calculation is 16 years and over.
Here is a look at the June U-6 numbers for the past 15 years:
June 2017 8.6%
June 2016 9.6%
June 2015 10.5%
June 2014 12.0%
June 2013 14.2%
June 2012 14.8%
June 2011 16.2%
June 2010 16.5%
June 2009 16.5%
June 2008 10.1%
June 2007 8.3%
June 2006 8.4%
June 2005 9.0%
June 2004 9.6%
June 2003 10.3%
The June 2018 BLS Analysis
According to the June 2018 Employment Situation Summary, published by the Bureau of Labor Statistics, a division of the US Department of Labor, the total nonfarm payroll employment increased by 213,000 in June – a decrease of 31,000 from last month’s ‘revised’ 244,000—up from the originally reported 223,000. With the revisions for April and May, employment gains in those two months combined were 37,000 more than previously reported. After revisions, job gains have averaged 211,000 per month over the last 3 months.
The unemployment rate is also published by the BLS. That rate is found by dividing the number of unemployed by the total civilian labor force. On July 6th, 2018, the BLS published the most recent unemployment rate for June 2018 of 4.0% (actually it is 4.048%, up by .293% from 3.755% in May 2018).
The unemployment rate was determined by dividing the unemployed of 6,564,000 (–up from the month before by 499,000—since June 2017 this number has decreased by 400,000) by the total civilian labor force of 162,140,000 (up by 601,000 from May 2018). Since June 2017, our total civilian labor force has increased by 1,926,000 workers.
(The continuing ‘Strange BLS Math’ saga—after a detour in December 2016 when the BLS {for the first time in years} DECREASED the total Civilian Noninstitutional Population—this month the BLS again increased this total to 257,642,000. This is an increase of 188,000 from last month’s increase of 182,000. In one year’s time, this population has increased by 2,685,000. The Civilian Noninstitutional Population has increased each month—except in December 2016—by…)
| Up from May 2018 | by | 188,000 |
| Up from April 2018 | by | 182,000 |
| Up from March 2018 | by | 175,000 |
| Up from February 2018 | by | 163,000 |
| Up from January 2018 | by | 154,000 |
| Up from December 2017 | by | 671,000 |
| Up from November 2017 | by | 160,000 |
| Up from October 2017 | by | 183,000 |
| Up from September 2017 | by | 204,000 |
| Up from August 2017 | by | 205,000 |
| Up from July 2017 | by | 206,000 |
| Up from June 2017 | by | 194,000 |
| Up from May 2017 | by | 173,000 |
| Up from April 2017 | by | 179,000 |
| Up from March 2017 | by | 174,000 |
| Up from February 2017 | by | 168,000 |
| Up from January 2017 | by | 164,000 |
| Down from December 2016 | by | 660,000 |
| Up from November 2016 | by | 202,000 |
| Up from October 2016 | by | 219,000 |
| Up from September 2016 | by | 230,000 |
| Up from August 2016 | by | 237,000 |
| Up from July 2016 | by | 234,000 |
| Up from June 2016 | by | 223,000 |
| Up from May 2016 | by | 223,000 |
| Up from April 2016 | by | 205,000 |
| Up from March 2016 | by | 201,000 |
| Up from February 2016 | by | 191,000 |
| Up from January 2016 | by | 180,000 |
| Up from December 2015 | by | 461,000 |
| Up from November 2015 | by | 189,000 |
| Up from October 2015 | by | 206,000 |
| Up from September 2015 | by | 216,000 |
| Up from August 2015 | by | 229,000 |
| Up from July 2015 | by | 220,000 |
| Up from June 2015 | by | 213,000 |
| Up from May 2015 | by | 208,000 |
| Up from April 2015 | by | 189,000 |
| Up from March 2015 | by | 186,000 |
| Up from February 2015 | by | 191,000 |
| Up from January 2015 | by | 176,000 |
| Up from December 2014 | by | 696,000 |
| Up from November 2014 | by | 143,000 |
| Up from October 2014 | by | 187,000 |
| Up from September 2014 | by | 211,000 |
| Up from August 2014 | by | 217,000 |
| Up from July 2014 | by | 206,000 |
| Up from June 2014 | by | 209,000 |
| Up from May 2014 | by | 192,000 |
| Up from April 2014 | by | 183,000 |
| Up from March 2014 | by | 181,000 |
| Up from February 2014 | by | 173,000 |
| Up from January 2014 | by | 170,000 |
| Up from December 2013 | by | 170,000 |
| Up from November 2013 | by | 178,000 |
| Up from October 2013 | by | 186,000 |
| Up from September 2013 | by | 213,000 |
| Up from August 2013 | by | 209,000 |
| Up from July 2013 | by | 203,000 |
| Up from June 2013 | by | 204,000 |
| Up from May 2013 | by | 189,000 |
| Up from April 2013 | by | 188,000 |
| Up from March 2013 | by | 180,000 |
| Up from February 2013 | by | 167,000 |
| Up from January 2013 | by | 165,000 |
| Up from December 2012 | by | 313,000 |
| Up from November 2012 | by | 176,000 |
| Up from October 2012 | by | 191,000 |
| Up from September 2012 | by | 211,000 |
| Up from August 2012 | by | 206,000 |
| Up from July 2012 | by | 212,000 |
| Up from June 2012 | by | 199,000 |
| Up from May 2012 | by | 189,000 |
| Up from April 2012 | by | 182,000 |
| Up from March 2012 | by | 180,000 |
| Up from February 2012 | by | 169,000 |
| Up from January 2012 | by | 335,000 |
| Up from December 2011 | by | 2,020,000 |
This month the BLS has increased the Civilian Labor Force to 162,140,000 (up from May by 601.000).
Subtract the second number (‘civilian labor force’) from the first number (‘civilian noninstitutional population’) and you get 95,502,000 ‘Not in Labor Force’—down by 413,000 from last month’s 95,915,000. In one year’s time, this NILF population has increased by 759,000. The government tells us that most of these NILFs got discouraged and just gave up looking for a job. My monthly recurring question is: “If that is the case, how do they survive when they don’t earn any money because they don’t have a job? Are they ALL relying on the government to support them??”
This month, our Employment Participation Rate—the population 16 years and older working or seeking work— rose .2% to 62.9%. This is .5% above the historically low rate of 62.4% recorded in September 2015—and, before that, the rate recorded in October 1977—9 months into Jimmy Carter’s presidency—almost 40 years ago!
Final take on these numbers: Fewer people looking for work will always bring down the unemployment rate.
Anyway, back to the point I am trying to make. On the surface, these new unemployment rates are scary, but let’s look a little deeper and consider some other numbers.
The unemployment rate includes all types of workers—construction workers, government workers, etc. We recruiters, on the other hand, mainly place management, professional and related types of workers. That unemployment rate in June was 2.5% (this rate was .8% higher than last month’s 1.7%). Or, you can look at it another way. We usually place people who have college degrees. That unemployment rate in June was 2.3% (this rate was .3% higher than last month’s 2.0%).
Now stay with me a little longer. This gets better. It’s important to understand (and none of the pundits mention this) that the unemployment rate, for many reasons, will never be 0%, no matter how good the economy is. Without boring you any more than I have already, let me add here that Milton Friedman (the renowned Nobel Prize-winning economist), is famous for the theory of the “natural rate of unemployment” (or the term he preferred, NAIRU, which is the acronym for Non-Accelerating Inflation Rate of Unemployment). Basically, this theory states that full employment presupposes an ‘unavoidable and acceptable’ unemployment rate of somewhere between 4-6% with it. Economists often settle on 5%, although the “New Normal Unemployment Rate” has been suggested to fall at 6.7%.
Nevertheless (if you will allow me to apply a ‘macro’ concept to a ‘micro’ issue), if this rate is applied to our main category of Management, Professional and Related types of potential recruits, and/or our other main category of College-Degreed potential recruits, we are well below the 4-6% threshold for full employment…we find no unemployment! None! Zilch! A Big Goose Egg!
THE IMPORTANCE OF GDP
“The economic goal of any nation, as of any individual, is to get the greatest results with the least effort. The whole economic progress of mankind has consisted in getting more production with the same labor…Translated into national terms, this first principle means that our real objective is to maximize production. In doing this, full employment—that is, the absence of involuntary idleness—becomes a necessary by-product. But production is the end, employment merely the means. We cannot continuously have the fullest production without full employment. But we can very easily have full employment without full production.”
—Economics in One Lesson, by Henry Hazlitt, Chapter X, “The Fetish of Full Employment”
On June 28th, the US Bureau of Economic Analysis (BEA) announced the real gross domestic product (GDP) — the value of the goods and services produced by the nation’s economy less the value of the goods and services used up in production, adjusted for price changes — increased at an annual rate of 2.0% in the first quarter of 2018, according to the “third” estimate released by the Bureau of Economic Analysis. In the fourth quarter of 2017, real GDP increased 2.9%.
MarketWatch reported that economists it polled had predicted the real GDP for the first quarter would be unchanged. However, it’s believed the second quarter will reflect much faster growth.
Yesterday, the Federal Reserve Bank of Atlanta reported its GDPNow forecast model estimate of second-quarter real GDP is 4.5%. The model is not an official forecast but a running estimate. Reuters reported the $1.5 trillion tax-cut package is seen as spurring faster growth in the second quarter.
The GDP estimate released today is based on more complete source data than were available for the “second” estimate issued last month. In the second estimate, the increase in real GDP was 2.2%. With this 3rd estimate for the first quarter, the general picture of economic growth remains the same; private inventory investment and personal consumption expenditures (PCE) were revised down.
The increase in real GDP in the first quarter reflected positive contributions from nonresidential fixed investment, PCE, exports, federal government spending, and state and local government spending that were partly offset by negative contributions from residential fixed investment and private inventory investment. Imports, which are a subtraction in the calculation of GDP, increased.
The deceleration in real GDP growth in the first quarter reflected decelerations in PCE, exports, state and local government spending, and federal government spending and a downturn in residential fixed investment. These movements were partly offset by a smaller decrease in private inventory investment and a larger increase in nonresidential fixed investment. Imports, which are a subtraction in the calculation of GDP, decelerated.
Updates to GDP
The percent change in real GDP was revised down 0.2 percentage point from the second estimate, reflecting downward revisions to private inventory investment, PCE, and exports that were partly offset by an upward revision to nonresidential fixed investment. Imports were revised up.
Three Update Releases to GDP BEA releases 3 vintages of the current quarterly estimate for GDP: “Advance” estimates are released near the end of the first month following the end of the quarter and are based on source data that are incomplete or subject to further revision by the source agency; “second” and “third” estimates are released near the end of the second and third months, respectively, and are based on more detailed and more comprehensive data as they become available. Annual and comprehensive updates are typically released in late July. Annual updates generally cover at least the 3 most recent calendar years (and their associated quarters) and incorporate newly available major annual source data as well as some changes in methods and definitions to improve the accounts. Comprehensive (or benchmark) updates are carried out at about 5-year intervals and incorporate major periodic source data, as well as major conceptual improvements.
(Second Quarter 2018 “Advance” Estimate will be released on July 27, 2018)
IT IS IMPOSSIBLE FOR UNEMPLOYMENT EVER TO BE ZERO
‘Unemployment’ is an emotional ‘trigger’ word…a ‘third rail’, if you will. It conjures up negative thoughts. But it is important to realize that, while we want everyone who wants a job to have the opportunity to work, unemployment can never be zero and, in fact, can be disruptive to an economy if it gets too close to zero. Very low unemployment can actually hurt the economy by creating an upward pressure on wages which invariably leads to higher production costs and prices. This can lead to inflation. The lowest the unemployment rate has been in the US was 2.5%. That was in May and June 1953 when the economy overheated due to the Korean War. When this bubble burst, it kicked off the Recession of 1953. A healthy economy will always include some percentage of unemployment.
There are five main sources of unemployment:
- Cyclical (or demand-deficient) unemployment – This type of unemployment fluctuates with the business cycle. It rises during a recession and falls during the subsequent recovery. Workers who are most affected by this type of unemployment are laid off during a recession when production volumes fall, and companies use lay-offs as the easiest way to reduce costs. These workers are usually rehired, some months later, when the economy improves.
- Frictional unemployment – This comes from the normal turnover in the labor force. This is where new workers are entering the workforce and older workers are retiring and leaving vacancies to be filled by the new workers or those re-entering the workforce. This category includes workers who are between jobs.
- Structural unemployment – This happens when the skills possessed by the unemployed worker don’t match the requirements of the opening—whether those be in characteristics and skills or in location. This can come from new technology or foreign competition (e.g., foreign outsourcing). This type of unemployment usually lasts longer than frictional unemployment because retraining, and sometimes relocation, is involved. Occasionally jobs in this category can just disappear overseas.
- Seasonal unemployment – This happens when the workforce is affected by the climate or time of year. Construction workers and agricultural workers aren’t needed as much during the winter season because of the inclement weather. On the other hand, retail workers experience an increase in hiring shortly before, and during, the holiday season, but can be laid off shortly thereafter.
- Surplus unemployment – This is caused by minimum wage laws and unions. When wages are set at a higher level, unemployment can often result. Why? To keep within the same payroll budget, the company must let go of some workers to pay the remaining workers a higher salary.
Other factors influencing the unemployment rate:
- Length of unemployment – Some studies indicate that an important factor influencing a worker’s decision to accept a new job is directly related to the length of the unemployment benefit they are receiving. Currently, in 2018, workers in most states are eligible for up to 26 weeks of benefits from the regular state-funded unemployment compensation program. Studies suggest that additional weeks of benefits reduce the incentive of the unemployed to seek and accept less desirable jobs.
- Changes in GDP – Since hiring workers takes time, the improvement in the unemployment rate usually lags the improvement in the GDP.
WHERE RECRUITERS PLACE
Now back to the issue at hand, namely the recruiting, and placing, of professionals and those with college degrees.
If you look at the past few years of unemployment in the June “management, professional and related” types of worker category, you will find the following rates:
June 2017 2.3%
June 2016 2.8%
June 2015 2.9%
June 2014 3.5%
June 2013 4.2%
June 2012 4.4%
June 2011 4.7%
June 2010 4.9%
June 2009 5.0%
June 2008 2.7%
June 2007 2.3%
June 2006 2.4%
June 2005 2.6%
June 2004 2.9%
June 2003 3.5%
June 2002 3.3%
June 2001 2.1%
June 2000 1.7%
Here are the rates, during those same time periods, for “college-degreed” workers:
June 2017 2.4%
June 2016 2.6%
June 2015 2.5%
June 2014 3.3%
June 2013 3.9%
June 2012 4.1%
June 2011 4.4%
June 2010 4.4%
June 2009 4.7%
June 2008 2.4%
June 2007 2.0%
June 2006 2.1%
June 2005 2.3%
June 2004 2.7%
June 2003 3.1%
June 2002 3.0%
June 2001 2.1%
June 2000 1.6%
The June 2018 rates for these two categories, 2.5% and 2.3%, respectively, are very low again this month and are at, or close to, the halcyon numbers we attained in the 2006-2007 & 2000-2001 time frames. But regardless, these unemployment numbers usually include a good number of job hoppers, job shoppers and rejects. We, on the other hand, are engaged by our client companies to find those candidates who are happy, well-appreciated, making good money and currently working and we entice them to move for even better opportunities—especially where new technologies are expanding. This will never change. And that is why, no matter the overall unemployment rate, we still need to MARKET to find the best possible job orders to work and we still need to RECRUIT to find the best possible candidates for those Job Orders.
Below are the numbers for the over 25-year old’s:
Less than H.S. diploma – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 7.7% | 7.4% | 8.2% | 7.9% | 8.4% | 8.9% | 8.6% | 9.7% | 9.8% | 10.4% | 10.6% | 10.9% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 12.0% | 12.6% | 13.3% | 14.8% | 15.5% | 15.5% | 15.4% | 15.6% | 15.0% | 15.5% | 15.0% | 15.3% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 15.2% | 15.6% | 14.5% | 14.7% | 15.0% | 14.1% | 13.8% | 14.0% | 15.4% | 15.3% | 15.7% | 15.3% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 14.2% | 13.9% | 13.7% | 14.6% | 14.7% | 14.3% | 15.0% | 14.3% | 14.0% | 13.8% | 13.2% | 13.8% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 13.1% | 12.9% | 12.6% | 12.5% | 13.0% | 12.6% | 12.7% | 12.0% | 11.3% | 12.2% | 12.2% | 11.7% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 12.0% | 11.2% | 11.1% | 11.6% | 11.1% | 10.7% | 11.0% | 11.3% | 10.3% | 10.9% | 10.8% | 9.8% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 9.6% | 9.8% | 9.6% | 8.9% | 9.1% | 9.1% | 9.6% | 9.1% | 8.4% | 7.9% | 8.5% | 8.8% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 8.5% | 8.4% | 8.6% | 8.6% | 8.6% | 8.2% | 8.3% | 7.7% | 7.7% | 7.3% | 6.8% | 6.7% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 7.4% | 7.3% | 7.4% | 7.5% | 7.1% | 7.5% | 6.3% | 7.2% | 8.5% | 7.3% | 7.9% | 7.9% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 7.3% | 7.9% | 6.8% | 6.5% | 6.1% | 6.4% | 6.9% | 6.0% | 6.5% | 5.7% | 5.2% | 6.3% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 5.4% | 5.7% | 5.5% | 5.9% | 5.4% | 5.5% |
H.S. Grad; no college – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 4.6% | 4.7% | 5.1% | 5.0% | 5.2% | 5.2% | 5.3% | 5.8% | 6.3% | 6.5% | 6.9% | 7.7% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 8.1% | 8.3% | 9.0% | 9.3% | 10.0% | 9.8% | 9.4% | 9.7% | 10.8% | 11.2% | 10.4% | 10.5% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 10.1% | 10.5% | 10.8% | 10.6% | 10.9% | 10.8% | 10.1% | 10.3% | 10.0% | 10.1% | 10.0% | 9.8% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 9.4% | 9.5% | 9.5% | 9.7% | 9.5% | 10.0% | 9.3% | 9.6% | 9.7% | 9.6% | 8.8% | 8.7% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 8.4% | 8.3% | 8.0% | 7.9% | 8.1% | 8.4% | 8.7% | 8.8% | 8.7% | 8.4% | 8.1% | 8.0% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 8.1% | 7.9% | 7.6% | 7.4% | 7.4% | 7.6% | 7.6% | 7.6% | 7.6% | 7.3% | 7.3% | 7.1% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 6.5% | 6.4% | 6.3% | 6.3% | 6.5% | 5.8% | 6.1% | 6.2% | 5.3% | 5.7% | 5.6% | 5.3% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 5.4% | 5.4% | 5.3% | 5.4% | 5.8% | 5.4% | 5.5% | 5.5% | 5.3% | 5.3% | 5.4% | 5.6% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 5.3% | 5.3% | 5.4% | 5.4% | 5.1% | 5.0% | 5.0% | 5.1% | 5.2% | 5.5% | 4.9% | 5.1% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 5.2% | 5.0% | 4.9% | 4.6% | 4.7% | 4.6% | 4.5% | 5.1% | 4.3% | 4.3% | 4.3% | 4.2% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 4.5% | 4.4% | 4.3% | 4.3% | 3.9% | 4.2% |
Some College; or AA/AS – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 3.7% | 3.8% | 3.9% | 4.0% | 4.3% | 4.4% | 4.6% | 5.0% | 5.1% | 5.3% | 5.5% | 5.6% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 6.2% | 7.0% | 7.2% | 7.4% | 7.7% | 8.0% | 7.9% | 8.2% | 8.5% | 9.0% | 9.0% | 9.0% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 8.5% | 8.0% | 8.2% | 8.3% | 8.3% | 8.2% | 8.3% | 8.7% | 9.1% | 8.5% | 8.7% | 8.1% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 8.0% | 7.8% | 7.4% | 7.5% | 8.0% | 8.4% | 8.3% | 8.2% | 8.4% | 8.3% | 7.6% | 7.7% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 7.2% | 7.3% | 7.5% | 7.6% | 7.9% | 7.5% | 7.1% | 6.6% | 6.5% | 6.9% | 6.6% | 6.9% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 7.0% | 6.7% | 6.4% | 6.4% | 6.5% | 6.4% | 6.0% | 6.1% | 6.0% | 6.3% | 6.4% | 6.1% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 6.0% | 6.2% | 6.1% | 5.7% | 5.5% | 5.0% | 5.3% | 5.4% | 5.4% | 4.8% | 4.9% | 5.0% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 5.2% | 5.1% | 4.8% | 4.7% | 4.4% | 4.2% | 4.4% | 4.4% | 4.3% | 4.3% | 4.4% | 4.1% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 4.2% | 4.2% | 4.1% | 4.1% | 3.9% | 4.2% | 4.3% | 4.3% | 4.2% | 4.2% | 3.9% | 3.8% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 3.8% | 4.0% | 3.7% | 3.7% | 4.0% | 3.8% | 3.7% | 3.8% | 3.6% | 3.7% | 3.6% | 3.6% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 3.4% | 3.5% | 3.6% | 3.5% | 3.2% | 3.3% |
BS/BS + – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 2.1% | 2.1% | 2.1% | 2.1% | 2.3% | 2.4% | 2.5% | 2.7% | 2.6% | 3.1% | 3.2% | 3.7% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 3.9% | 4.1% | 4.3% | 4.4% | 4.8% | 4.7% | 4.7% | 4.7% | 4.9% | 4.7% | 4.9% | 5.0% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 4.8% | 5.0% | 4.9% | 4.9% | 4.7% | 4.4% | 4.5% | 4.6% | 4.4% | 4.7% | 5.1% | 4.8% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 4.2% | 4.3% | 4.4% | 4.5% | 4.5% | 4.4% | 4.3% | 4.3% | 4.2% | 4.4% | 4.4% | 4.1% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 4.2% | 4.2% | 4.2% | 4.0% | 3.9% | 4.1% | 4.1% | 4.1% | 4.1% | 3.8% | 3.8% | 3.9% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 3.8% | 3.8% | 3.8% | 3.9% | 3.8% | 3.9% | 3.8% | 3.5% | 3.7% | 3.8% | 3.4% | 3.3% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 3.3% | 3.4% | 3.4% | 3.3% | 3.2% | 3.3% | 3.1% | 3.2% | 2.9% | 3.1% | 3.2% | 2.8% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 2.8% | 2.7% | 2.5% | 2.7% | 2.7% | 2.5% | 2.6% | 2.5% | 2.5% | 2.5% | 2.5% | 2.5% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 2.5% | 2.5% | 2.6% | 2.4% | 2.4% | 2.5% | 2.5% | 2.7% | 2.5% | 2.6% | 2.3% | 2.5% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 2.5% | 2.4% | 2.5% | 2.4% | 2.3% | 2.4% | 2.4% | 2.4% | 2.3% | 2.0% | 2.1% | 2.1% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 2.1% | 2.3% | 2.2% | 2.1% | 2.0% | 2.3% |
Management, Professional & Related – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 2.2% | 2.2% | 2.1% | 2.0% | 2.6% | 2.7% | 2.9% | 3.3% | 2.8% | 3.0% | 3.2% | 3.3% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 4.1% | 3.9% | 4.2% | 4.0% | 4.6% | 5.0% | 5.5% | 5.4% | 5.2% | 4.7% | 4.6% | 4.6% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 5.0% | 4.8% | 4.7% | 4.5% | 4.5% | 4.9% | 5.0% | 5.1% | 4.4% | 4.5% | 4.7% | 4.6% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 4.7% | 4.4% | 4.3% | 4.0% | 4.4% | 4.7% | 5.0% | 4.9% | 4.4% | 4.4% | 4.2% | 4.2% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 4.3% | 4.2% | 4.2% | 3.7% | 4.0% | 4.4% | 4.8% | 4.5% | 3.9% | 3.8% | 3.6% | 3.9% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 3.9% | 3.8% | 3.6% | 3.5% | 3.5% | 4.2% | 4.1% | 3.8% | 3.5% | 3.4% | 3.1% | 2.9% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 3.1% | 3.2% | 3.3% | 2.9% | 3.1% | 3.5% | 3.5% | 3.4% | 2.8% | 2.7% | 2.8% | 2.7% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 2.9% | 2.7% | 2.4% | 2.4% | 2.4% | 2.9% | 3.1% | 2.9% | 2.4% | 2.2% | 2.1% | 2.0% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 2.3% | 2.4% | 2.4% | 2.1% | 2.1% | 2.8% | 3.0% | 3.1% | 2.7% | 2.5% | 2.3% | 2.2% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 2.3% | 2.1% | 2.0% | 2.0% | 1.9% | 2.3% | 2.7% | 2.8% | 2.3% | 2.1% | 2.0% | 2.0% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 2.2% | 2.0% | 2.0% | 1.8% | 1.7% | 2.5% |
Or employed…(,000)
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 52,165 | 52,498 | 52,681 | 52,819 | 52,544 | 52,735 | 52,655 | 52,626 | 53,104 | 53,485 | 53,274 | 52,548 |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 52,358 | 52,196 | 52,345 | 52,597 | 52,256 | 51,776 | 51,810 | 51,724 | 52,186 | 52,981 | 52,263 | 52,131 |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 52,159 | 52,324 | 52,163 | 52,355 | 51,839 | 51,414 | 50,974 | 50,879 | 51,757 | 51,818 | 52,263 | 51,704 |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 51,866 | 52,557 | 53,243 | 53,216 | 52,778 | 52,120 | 51,662 | 51,997 | 52,665 | 52,864 | 52,787 | 52,808 |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 53,152 | 53,208 | 53,771 | 54,055 | 54,156 | 53,846 | 53,165 | 53,696 | 54,655 | 55,223 | 54,951 | 54,635 |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 54,214 | 54,563 | 54,721 | 54,767 | 54,740 | 54,323 | 54,064 | 54,515 | 55,013 | 55,155 | 55,583 | 54,880 |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 55,096 | 55,501 | 56,036 | 55,896 | 56,202 | 55,714 | 55,381 | 55,646 | 56,365 | 56,759 | 57,110 | 56,888 |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 57,367 | 57,596 | 57,805 | 57,953 | 58,155 | 57,710 | 57,392 | 57,288 | 58,105 | 58,456 | 58,667 | 59,030 |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 59,014 | 59,583 | 60,080 | 59,690 | 59,613 | 59,181 | 58,434 | 58,526 | 59,599 | 59,766 | 59,707 | 60,069 |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 59,921 | 61,064 | 61,156 | 61,317 | 61,174 | 60,705 | 59,923 | 59,559 | 60,990 | 61,062 | 61,818 | 62,121 |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 62,123 | 62,908 | 63,067 | 62,561 | 62,360 | 61,349 |
And unemployed…(,000)
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 1,164 | 1,159 | 1,121 | 1,088 | 1,407 | 1,478 | 1,585 | 1,779 | 1,539 | 1,647 | 1,786 | 1,802 |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 2,238 | 2,137 | 2,292 | 2,164 | 2,373 | 2,720 | 3,034 | 2,925 | 2,859 | 2,593 | 2,530 | 2,509 |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 2,762 | 2,637 | 2,600 | 2,464 | 2,450 | 2,644 | 2,687 | 2,762 | 2,381 | 2,417 | 2,525 | 2,468 |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 2,557 | 2,435 | 2,381 | 2,196 | 2,419 | 2,598 | 2,742 | 2,671 | 2,450 | 2,410 | 2,336 | 2,303 |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 2,410 | 2,336 | 2,330 | 2,062 | 2,275 | 2,472 | 2,666 | 2,556 | 2,245 | 2,170 | 2,077 | 2,221 |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 2,211 | 2,164 | 2,020 | 1,980 | 1,990 | 2,358 | 2,286 | 2,130 | 1,978 | 1,930 | 1,749 | 1,637 |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 1,784 | 1,845 | 1,890 | 1,642 | 1,795 | 2,001 | 2,011 | 1,930 | 1,617 | 1,582 | 1,656 | 1,568 |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 1,741 | 1,601 | 1,398 | 1,435 | 1,460 | 1,714 | 1,807 | 1,686 | 1,414 | 1,312 | 1,276 | 1,208 |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 1,404 | 1,456 | 1,477 | 1,251 | 1,305 | 1,712 | 1,782 | 1,869 | 1,652 | 1,506 | 1,382 | 1,361 |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 1,425 | 1,313 | 1,265 | 1,254 | 1,208 | 1,440 | 1,656 | 1,731 | 1,463 | 1,285 | 1,266 | 1,290 |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 1,374 | 1,301 | 1,310 | 1,134 | 1,083 | 1,575 |
For a total Management, Professional & Related workforce of…(,000)
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 53,329 | 53,657 | 53,802 | 53,907 | 53,951 | 54,213 | 54,240 | 54,405 | 54,643 | 55,132 | 55,060 | 54,350 |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 54,596 | 54,333 | 54,637 | 54,761 | 54,629 | 54,496 | 54,844 | 54,649 | 55,045 | 55,574 | 54,793 | 54,640 |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 54,921 | 54,961 | 54,763 | 54,819 | 54,289 | 54,058 | 53,661 | 53,641 | 54,138 | 54,235 | 54,788 | 54,172 |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 54,423 | 54,992 | 55,624 | 55,412 | 55,197 | 54,718 | 54,404 | 54,668 | 55,115 | 55,274 | 55,123 | 55,111 |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 55,562 | 55,544 | 56,101 | 56,117 | 56,431 | 56,318 | 55,831 | 56,252 | 56,900 | 57,393 | 57,028 | 56,856 |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 56,425 | 56,727 | 56,741 | 56,747 | 56,730 | 56,681 | 56,350 | 56,645 | 56,991 | 57,085 | 57,332 | 56,517 |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 56,880 | 57,346 | 57,926 | 57,538 | 57,997 | 57,715 | 57,392 | 57,576 | 57,982 | 58,341 | 58,766 | 58,456 |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 59,108 | 59,197 | 59,203 | 59,388 | 59,615 | 59,424 | 59,199 | 58,974 | 59,519 | 59,768 | 59,943 | 60,238 |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 60,418 | 61,039 | 61,557 | 60,941 | 60,918 | 60,893 | 60,216 | 60,395 | 61,251 | 61,272 | 61,089 | 61,430 |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 61,346 | 62,377 | 62,421 | 62,571 | 62,382 | 62,145 | 61,579 | 61,290 | 62,453 | 62,347 | 63,084 | 63,411 |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 63,497 | 64,209 | 64,377 | 63,695 | 63,443 | 62,924 |
Management, Business and Financial Operations – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 2.3% | 2.3% | 2.2% | 2.1% | 2.7% | 2.5% | 2.6% | 2.8% | 2.8% | 3.0% | 3.6% | 3.9% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 4.6% | 4.5% | 4.5% | 4.4% | 4.6% | 4.8% | 4.9% | 5.0% | 5.2% | 5.4% | 5.4% | 5.2% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 5.2% | 5.1% | 5.4% | 5.1% | 4.9% | 4.8% | 4.7% | 4.9% | 4.3% | 5.0% | 5.5% | 5.7% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 5.3% | 4.9% | 4.8% | 4.6% | 4.9% | 4.6% | 4.6% | 4.6% | 4.6% | 4.7% | 4.6% | 4.4% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 4.5% | 4.4% | 4.4% | 4.0% | 4.1% | 3.8% | 3.8% | 3.7% | 3.5% | 3.6% | 3.8% | 4.1% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 4.0% | 3.9% | 3.5% | 3.5% | 3.8% | 3.5% | 3.1% | 3.4% | 3.3% | 3.7% | 3.2% | 3.1% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 3.4% | 3.6% | 3.5% | 3.2% | 3.3% | 2.8% | 2.7% | 2.6% | 2.4% | 2.7% | 2.7% | 2.5% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 3.0% | 2.8% | 2.6% | 2.6% | 2.9% | 2.4% | 2.3% | 2.2% | 2.4% | 2.2% | 2.1% | 1.9% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 2.3% | 2.6% | 2.5% | 2.4% | 2.4% | 2.5% | 2.4% | 2.5% | 2.8% | 2.5% | 2.3% | 2.4% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 2.5% | 2.4% | 2.4% | 2.2% | 1.8% | 1.9% | 1.9% | 2.4% | 2.5% | 1.9% | 1.9% | 2.0% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 2.0% | 2.0% | 2.0% | 1.8% | 1.7% | 2.1% |
Professional & Related – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 2.1% | 2.1% | 2.0% | 2.0% | 2.5% | 2.9% | 3.2% | 3.6% | 2.8% | 3.0% | 3.0% | 2.9% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 4.9% | 4.6% | 4.3% | 4.1% | 4.3% | 5.0% | 5.2% | 5.3% | 4.4% | 4.1% | 4.1% | 3.8% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 4.3% | 4.1% | 3.9% | 3.5% | 4.0% | 4.9% | 5.3% | 5.1% | 4.4% | 4.1% | 4.0% | 4.0% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 4.2% | 4.1% | 4.0% | 3.5% | 4.0% | 4.8% | 5.5% | 5.2% | 4.3% | 3.9% | 3.5% | 3.8% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 3.8% | 3.8% | 3.6% | 3.4% | 3.3% | 4.6% | 4.7% | 4.0% | 3.6% | 3.1% | 2.9% | 2.7% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 2.9% | 3.0% | 3.1% | 2.6% | 2.9% | 4.0% | 4.1% | 3.9% | 3.1% | 2.7% | 2.9% | 2.8% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 2.9% | 2.7% | 2.2% | 2.3% | 2.1% | 3.2% | 3.6% | 3.3% | 2.4% | 2.2% | 2.2% | 2.1% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 2.4% | 2.2% | 2.3% | 1.8% | 2.0% | 3.1% | 3.4% | 3.5% | 2.6% | 2.4% | 2.2% | 2.1% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 2.2% | 1.9% | 1.8% | 1.8% | 2.0% | 2.6% | 3.3% | 3.1% | 2.3% | 2.2% | 2.0% | 2.1% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 2.3% | 2.0% | 2.1% | 1.8% | 1.7% | 2.8% |
Sales & Related – Unemployment Rate
| 1/08 | 2/08 | 3/08 | 4/08 | 5/08 | 6/08 | 7/08 | 8/08 | 9/08 | 10/08 | 11/08 | 12/08 |
| 5.2% | 5.2% | 4.8% | 4.3% | 5.1% | 5.6% | 6.2% | 6.3% | 5.7% | 6.1% | 6.5% | 7.0% |
| 1/09 | 2/09 | 3/09 | 4/09 | 5/09 | 6/09 | 7/09 | 8/09 | 9/09 | 10/09 | 11/09 | 12/09 |
| 7.7% | 8.4% | 8.9% | 8.6% | 8.9% | 9.1% | 8.3% | 8.7% | 8.9% | 9.5% | 9.1% | 8.9% |
| 1/10 | 2/10 | 3/10 | 4/10 | 5/10 | 6/10 | 7/10 | 8/10 | 9/10 | 10/10 | 11/10 | 12/10 |
| 10.1% | 10.2% | 9.7% | 9.2% | 9.6% | 9.4% | 10.1% | 9.0% | 9.4% | 9.1% | 8.8% | 8.3% |
| 1/11 | 2/11 | 3/11 | 4/11 | 5/11 | 6/11 | 7/11 | 8/11 | 9/11 | 10/11 | 11/11 | 12/11 |
| 9.3% | 9.0% | 8.5% | 8.5% | 9.4% | 9.7% | 9.4% | 8.6% | 9.4% | 8.2% | 7.8% | 7.7% |
| 1/12 | 2/12 | 3/12 | 4/12 | 5/12 | 6/12 | 7/12 | 8/12 | 9/12 | 10/12 | 11/12 | 12/12 |
| 8.2% | 7.9% | 8.1% | 7.6% | 7.9% | 8.4% | 8.3% | 8.6% | 7.9% | 7.0% | 7.3% | 7.0% |
| 1/13 | 2/13 | 3/13 | 4/13 | 5/13 | 6/13 | 7/13 | 8/13 | 9/13 | 10/13 | 11/13 | 12/13 |
| 8.5% | 8.2% | 7.7% | 6.9% | 7.1% | 6.7% | 6.9% | 7.2% | 7.5% | 7.3% | 7.0% | 6.3% |
| 1/14 | 2/14 | 3/14 | 4/14 | 5/14 | 6/14 | 7/14 | 8/14 | 9/14 | 10/14 | 11/14 | 12/14 |
| 7.1% | 7.7% | 6.8% | 5.8% | 6.8% | 6.1% | 6.2% | 5.6% | 5.4% | 5.2% | 5.3% | 5.0% |
| 1/15 | 2/15 | 3/15 | 4/15 | 5/15 | 6/15 | 7/15 | 8/15 | 9/15 | 10/15 | 11/15 | 12/15 |
| 5.8% | 5.2% | 5.8% | 5.5% | 5.8% | 5.6% | 5.8% | 5.4% | 5.6% | 5.3% | 5.1% | 4.3% |
| 1/16 | 2/16 | 3/16 | 4/16 | 5/16 | 6/16 | 7/16 | 8/16 | 9/16 | 10/16 | 11/16 | 12/16 |
| 5.0% | 4.4% | 4.4% | 5.2% | 5.1% | 4.9% | 4.9% | 4.8% | 5.2% | 4.4% | 4.6% | 4.6% |
| 1/17 | 2/17 | 3/17 | 4/17 | 5/17 | 6/17 | 7/17 | 8/17 | 9/17 | 10/17 | 11/17 | 12/17 |
| 5.2% | 4.3% | 3.9% | 4.2% | 4.5% | 4.8% | 4.2% | 4.2% | 3.7% | 4.0% | 4.1% | 3.8% |
| 1/18 | 2/18 | 3/18 | 4/18 | 5/18 | 6/18 | 7/18 | 8/18 | 9/18 | 10/18 | 11/18 | 12/18 |
| 4.6% | 4.5% | 4.5% | 4.1% | 4.2% | 4.4% |