I’ve been meaning to get this posted: What follows are some of the more intriguing, unusual and interesting employment related charts I’ve come across over since the NFP data was released last week:
courtesy of Calculated Risk
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courtesy of NYT Economix
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courtesy of Infectious Greed
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courtesy of The Chart Store
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courtesy of Bruce Steinberg
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courtesy of Gluskin Sheff
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courtesy of Chart of the Day
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courtesy of Gallup
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courtesy of NYT Economix
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courtesy of The Chart Store
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courtesy of NYT Economix
I don’t mean to quibble, but postings do not necessarily equate to hirings. I can say this as someone who used to be in the industry. Oftentimes postings are not “real”, meaning they eventually either go on hold or are killed by senior management after dipping their toe in the water to see if they can snag someone decent for these key roles. Ofentimes when they find they cannot, they kill the job opening or they interview candidates ad nauseum, put people on hold, and THEN kill the job opening. A good majority of these postings likely aren’t “real”. Trust me. I know from firsthand experience.
These charts are all very interesting but, without factoring in the massive distortion of the birth/death model, they are meaningless. I would say deduct the birth/death adjustments but they are not seasonally adjusted so that doesn’t work. I have to say I am disappointed that you don’t make any mention of the birth/death adjustments. They are way too significant (and manipulative) to ignore.
@mannwich: Excellent point. Very often a manager level employee, some one who oversees a department but might not have a P&L will keep job postings open to see who’s out there (if I find some one great, maybe it will impress my boss) or will immediately post an opening to fill a new vacancy from a departure without asking permission first (on the theory that it’s easier to get permission to fill a vacancy with a great candidate in hand than to ask if you can start a talent search).
When I was in that position I was taught in no uncertain terms that the bigger the team the better so the few times somebody left we didn’t ask permission to start interviewing people, we started interviewing people. Even in the bad economy it worked for awhile and we were able to replace departing people while other teams weren’t. But it doesn’t always work.
On the first chart, 6 of the 11 lines show a rebound after the bottom, then a second smaller bottom… following the ex-census pattern of the current line.
Depressed, I think I’ll have another one, “pass me one Joe.” :-)
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