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Can the U.S. fix unemployment with 'Universal Basic Jobs'?
What would happen if the U.S. guaranteed every citizen a job with a living wage and benefits?
26 June, 2020
Stephanie Keith / Getty
- A new book from Pavlina Tcherneva, chair of the economics department at New York's Bard College, makes the case for a "Job Guarantee" federal program.
- The program would grant jobs to every citizen who's willing and able to work.
- A 2019 poll found that a majority of Americans would support a federally funded jobs program.
<p>Since COVID-19 began spreading across the U.S. earlier this year, more than 45 million Americans have filed for unemployment. The Federal government has passed a $2.3 trillion economic stimulus package. And unemployment hit Depression-era levels, with the Federal Reserve projecting that rates will hover around 9.3 percent by the end of 2020.</p><p style="margin-left: 20px;">"This is the biggest economic shock, in the U.S. and the world, really, in living memory," Federal Reserve Chair Jerome Powell <a href="https://www.nytimes.com/2020/06/10/business/economy/federal-reserve-rates-unemployment.html" target="_blank">said</a> at a news conference in June. "We went from the lowest level of unemployment in 50 years to the highest level in close to 90 years, and we did it in two months."</p><p>To economist Pavlina Tcherneva, the pandemic didn't just present the American economy with a unique set of problems, but rather revealed its built-in flaws that have long prevented millions of Americans from securing decent jobs. </p><p>In her new book, <a href="https://www.amazon.com/dp/1509542108?tag=bigthink00-20&linkCode=ogi&th=1&psc=1" target="_blank">"The Case for a Job Guarantee"</a>, Tcherneva offers an ambitious policy proposal that calls for the federal government to provide living-wage jobs and benefits to anyone willing and able to work.</p><p style="margin-left: 20px;">"At bottom," Tcherneva writes in the book, "the Job Guarantee is a policy of care, one that fundamentally rejects the notion that people in economic distress, communities in disrepair, and an environment in peril are the unfortunate but unavoidable collateral damage of a market economy."</p><p>The idea of using federal funding to create jobs isn't new. It's found in the U.N. Declaration of Human Rights, Franklin D. Roosevelt's proposed Economic Bill of Rights, and was again debated during the Civil Rights Movement. It's also a key component of the Green New Deal, a suite of policy proposals that seeks to aggressively tackle climate change and economic inequality.<br></p><p>In Tcherneva's vision, the Job Guarantee would act as a sort of buffer. Here's a bit on how a Job Guarantee might work in the U.S.:</p>
$15 minimum wage and benefits
<p>Jobs granted through the program would offer at least $15 per hour, and this base wage would remain flexible to match inflation over time. The Job Guarantee would also provide workers with health insurance, paid leave, childcare, and possibly fewer hours than the current 40-hour standard work week.<br></p><p>Establishing standards like these, Tcherneva argues, would pressure private firms to treat and pay workers better, considering that now they'd have more employment options and wouldn't have to settle for <a href="https://www.jacobinmag.com/2020/06/case-for-job-guarantee-review-pavlina-tcherneva" target="_blank">poor working conditions</a>.</p>Jobs would be funded federally, administered locally
<p>Across the U.S., unemployment offices would be converted into employment offices. The unemployed would be able to enter these offices and "leave with a list of employment options, public-service opportunities you'll be able to access locally," Tcherneva told Vox.<br></p><p>What would those jobs look like? Tcherneva offered some examples: performing weatherization on a local <a href="https://www.vox.com/science-and-health/2020/5/4/21243725/coronavirus-unemployment-cares-act-federal-job-guarantee-green-new-deal-pavlina-tcherneva" target="_blank">hardware store</a>, replacing lead pipes on a construction site, helping out at a homeless shelter, or working on local <a href="https://therealnews.com/stories/why-the-green-new-deal-includes-a-jobs-guarantee" target="_blank">alternative-energy projects</a>.</p><p>The federal government would remain mostly hands off, allowing state and local governments to decide which public projects to pursue, and how to allocate resources.</p>The program would be 'counter-cyclical'
<p><span style="background-color: initial;">In the current economic system, unemployment spreads like a virus: people lose their jobs, stop spending money, businesses are forced to shut down, and so on.</span><br></p><p>A Job Guarantee could act as a buffer that absorbs unemployed people before they fall to the bottom rungs of the economic ladder. And this could help to stabilize the economy during recessions, assuming these workers continued to spend money. As the economy improves, workers could move back to their previous jobs, or to other employment options.</p>How the U.S. might pay for a Job Guarantee
<p>Tcherneva doesn't deny that a Job Guarantee would require <a href="https://therealnews.com/stories/why-the-green-new-deal-includes-a-jobs-guarantee" target="_blank">massive public investment</a>, but she notes that what's lacking isn't the money, but political will. What's more, she notes the high social costs of having a large swath of the American workforce remain, more or less, permanently unemployed.<br></p><p style="margin-left: 20px;">"I came to the Jobs Guarantee from a macroeconomic perspective — the realization that we were using unemployed people as a kind of "buffer stock" to control inflation," she told the <a href="https://www.latimes.com/entertainment-arts/books/story/2020-06-24/forget-ubi-says-an-economist-its-time-for-universal-basic-jobs" target="_blank">Los Angeles Times</a>. "Having unemployed people means that when the economy grows, those people would be there to take those jobs."</p><p style="margin-left: 20px;">"But what if we could use <em>employment</em> as a buffer stock? That's obviously the superior option. I realized that you couldn't just argue about this as a macroeconomic policy, you have to bring in the human rights framework, the moral framework. You have to think about the kind of neglect, the health effects, the pain that unemployment inflicts on people who want to work."</p><p>According to <a href="http://www.levyinstitute.org/publications/the-job-guarantee-design-jobs-and-implementation" target="_blank">projections</a> from the Levy Institute, with which Tcherneva is affiliated, the program would cost about 1.5 percent of the U.S. GDP, boost real GDP by half a trillion dollars, and create 3 to 4 million jobs.</p><div id="87eac" class="rm-shortcode" data-rm-shortcode-id="f24bcfebb0cc57c35a65b9980fa515d0"><blockquote class="twitter-tweet twitter-custom-tweet" data-twitter-tweet-id="1275934855671549953" data-partner="rebelmouse"><div style="margin:1em 0">California is requiring all new homes to be built with #solar panels, all public buses to be zero emissions, and is… https://t.co/1wvxLQxfN9</div> — Mike Hudema (@Mike Hudema)<a href="https://twitter.com/MikeHudema/statuses/1275934855671549953">1593041549.0</a></blockquote></div><p>The Job Guarantee proposal has <a href="https://www.economist.com/united-states/2018/05/10/a-jobs-guarantee-is-a-flawed-idea" target="_blank">no shortage</a> of <a href="https://www.economist.com/united-states/2018/05/10/a-jobs-guarantee-is-a-flawed-idea" target="_blank">critics</a>. What's more, these points are just a brief overview of what the program seeks to establish. But, surprisingly, more Americans seem to support the idea than you may realize.</p><p>According to a 2019 poll from The Hill-HarrisX, more than 70 percent of Americans said they would "somewhat" or "strongly" support a federal program that created jobs for the unemployed.</p>
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How our micro-internships can help fill the COVID employment gap
With 45% of recent college graduates under or unemployed, it's time to explore new solutions.
10 June, 2020
Photo: Carlina Teteris/Getty Images
- Parker Dewey connects recent grads with top employers on a per-project basis.
- We think hiring is badly broken (nobody's fault!), and ours is a good solution.
- Over 90% of individuals who complete a Parker Dewey project are employed in professional roles, compared with 64% of other college grads.
<p><br></p>
<p>The fallout from COVID-19 confronts graduating college seniors with a stark economic reality which, sadly, no amount of inspirational commencement speeches can undo. Across-the-board hiring freezes are common, and many summer internships, which serve the critical role of integrating young professionals into the workplace, are postponed or cancelled. Similar to the financial crash of 2008, students' professional mettle will be tested.</p><p>Yet I am hopeful that the seeds of opportunity were planted years ago, and that we are seeing some green shoots. What specifically do I mean? In 2016, long before COVID-19 disrupted the economy, I founded the company <a href="https://www.parkerdewey.com/" target="_blank">Parker Dewey</a>—named after Francis Parker and John Dewey, the "founding fathers" of experiential learning—to help fix the broken entry-level hiring system. The traditional ways to identify, assess, and hire college students and recent graduates for full-time roles is ineffective, resulting in approximately 45% of recent college graduates being <a href="https://www.newyorkfed.org/research/college-labor-market/college-labor-market_underemployment_rates.html" target="_blank">under</a> or <a href="https://www.newyorkfed.org/research/college-labor-market/college-labor-market_unemployment.html" target="_blank">unemployed</a>. Employers, who spend enormous time and effort hiring new college graduates, <a href="https://www.bls.gov/news.release/nlsyth.t03.htm" target="_blank">see most leave before the one-year mark</a>. </p><p>Typically, it goes like this: a job opening is posted online, hundreds of people apply instantly, narrowing the applicant field becomes a near-impossible task, and an interviewer eventually glances at a resume before asking questions that won't substitute for seeing a job candidate in action.</p>
<p>We designed Parker Dewey to fix that by connecting college students and recent graduates—we call them Career Launchers—with specific projects from some of the nation's most sought-after employers, and those that may be "under the radar." Since launching, we've partnered with firms ranging from start-ups to those in the Fortune 100, which use our proprietary platform to provide these "micro-internship" opportunities. These mutually beneficial experiences allow both the Career Launcher and the company to test-drive each other before a full-time role is offered or filled.</p><p>In addition, micro-internships allow college students to better hone and demonstrate those "core skills" most valued by employers such as communication, adaptability, problem solving, and grit. While these skills are a key component of a post-secondary curriculum, rarely do students (or employers) appreciate the crosswalks from classroom to career, especially in classes that don't sound like a job title.</p>
<blockquote>Right now, 55% of college graduates leave a full-time roll before completing a full year.</blockquote>
<p>Micro-internships provide professional opportunities that many Career Launchers would lack in a world of typical internships alone, which require a 10- or 12-week commitment, cannot be completed remotely, and are often unpaid. Traditional summer internships are inaccessible to students who work while earning their degree, who need flexible scheduling, and even student-athletes who compete and train while their peers explore careers. As a direct result of the uncertainty brought on by COVID-19, more employers are recognizing the need for more flexible opportunities to attract, assess, and hire Career Launchers.</p><p>Some of the <a href="https://www.parkerdewey.com/example-projects" target="_blank">typical projects available</a> on <a href="https://app.parkerdewey.com/auth/talent/sign-up" target="_blank">Parker Dewey's platform</a> include creating a social media editorial calendar, drafting a press release form, wireframing a fitness app, editing an independent film, and creating digital "vaults" for financial investors—plus many more.</p><p>Each project has a thorough description, start date, end date, estimated number of hours to completion, and the amount the Career Launcher will be paid. We are fully integrated with LinkedIn, so creating a professional profile on the Parker Dewey platform is easy, and we eliminate the problem of applicant deluge by matching individuals with companies when each side shows a mutual interest in each other.</p>
<p>Beyond providing all types of students with access to employment, micro-internships have been described as "job dating," and while we didn't model the platform on dating apps, I can definitely see the parallel. I think companies and potential employees should "date" each other before making the engagement-like commitment of an internship, or the marriage of a full-time role. Right now, 55% of college graduates leave a full-time roll before completing a full year.</p><p>When I was fresh out of undergrad as an accounting major, I was hired by a big accounting firm for what was supposed to be my dream job. But I knew after one week it wasn't what I wanted. Without a platform to showcase my skills to companies in other industries, or explore other pathways, I was a fresh-water fish in the salty accounting seas. In this time of economic uncertainty, Parker Dewey connects Career Launchers with paying projects from top employers, while giving each side time to learn more about each other. That's a win-win we could all use right now. <a href="https://app.parkerdewey.com/auth/talent/sign-up" target="_blank">You can create your profile now</a> to get instant access to industry-leading micro-internships.</p>
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COVID-19 is accelerating the pace of automation and the need for UBI
The pandemic has given us an early glimpse at how truly disruptive the fourth industrial revolution may be, and the measures we'll need to support human dignity.
12 May, 2020
Photo: Spencer Platt/Getty Images
- The coronavirus crisis has acted as a catalyst for two powerful transformative forces: automation and universal basic income.
- These two intertwined forces will undoubtedly gain steam, writes Frederick Kuo, and the pandemic will hasten the acceptance of them from a scale of decades to years or mere months.
- This crisis has ushered in a glimpse of what a dystopian future could look like as a rapidly advancing fourth industrial revolution inevitably causes severe disruption in our economy and labor structure.
<p><br></p>
<p>The coronavirus pandemic has sent the global economy into a tailspin posing a twisted choice to humankind between economic survival or our very health. Markets are crashing, numbers of infected people and deaths soaring by the day and a massive part of the global economy forced into a standstill as people shelter in place. Looking out the window, the world still looks the same. The sun is still shining, the leaves still rustle in the wind and birds still chirp merrily as if nothing was amiss. However there is no mistaking a collective sense of mourning that the world is feeling as normal daily routines and freedoms we took for granted have come to a sudden halt. Amidst the constant barrage of gloomy news however, this crisis shall inevitably pass. But the world post-COVID-19 will not be the same; the crisis has acted as a catalyst for powerful transformative forces such as <a href="https://thewire.in/tech/inequality-technology-robotic-age" target="_blank">automation</a> and the need for universal basic income, two intertwined forces that will undoubtedly gain steam.</p>
COVID-19 will expedite automation
<p>As the mobility of human beings grinds to a halt due to public health directives and fears of infection, our need for food, resources and social connection has forced us to increasingly rely on technology to fill urgent gaps. In the United States, Amazon is seizing this opportunity to further entrench its <a href="https://nypost.com/2020/03/31/coronavirus-is-only-making-jeff-bezos-and-amazon-more-powerful/" target="_blank">domination</a>, while in China, robots are being deployed to serve those in <a href="https://www.cnbc.com/2020/03/18/how-china-is-using-robots-and-telemedicine-to-combat-the-coronavirus.html" target="_blank">quarantine</a>. In a world where fear of contact with other humans has become pervasive, businesses that can adapt quickly and significantly automate their supply lines and cut points of human contact stand to thrive in this new market. </p><p>Whereas before this crisis, the need for automation was mainly driven by the desire for increased profits and improved efficiency, the momentous shift in public consciousness today regarding simple human contact may make automation almost a necessity for many businesses to survive. When humans trust a robot to handle or deliver their food or goods more than they trust another human, or when crowded workplaces present public health hazards, jobs for humans will be unceremoniously eliminated. Given existing technologies, experts have estimated <a href="https://www.brookings.edu/blog/the-avenue/2020/03/24/the-robots-are-ready-as-the-covid-19-recession-spreads/" target="_blank">36 million jobs</a> may be vulnerable, ranging from trucking and delivery to food service and repetitive white collar jobs, the labor market may face a significant restructure driven by <a href="https://www.vox.com/recode/2020/3/31/21200010/coronavirus-recession-automation-brookings-mark-muro" target="_blank">new technology</a> and a radically altered market for those technologies. In a recent survey conducted by auditing firm <a href="https://www.theguardian.com/world/2020/mar/30/bosses-speed-up-automation-as-virus-keeps-workers-home" target="_blank">Ernst & Young</a>, more than half of company bosses throughout 45 countries had begun implementing existing plans to fast track automation.</p><blockquote>This crisis has compacted the timeline of a gradual acceptance of an automated future from years into months. </blockquote>
<p>The crisis of unemployment has become real for tens of millions locked down around the world. Although this phase is likely to be temporary with normality expected to return by the third quarter, the process of entrenching automation in our daily lives will be radically pushed forward. This crisis has compacted the timeline of a gradual acceptance of an automated future from years into months. In <a href="https://www.theguardian.com/business/2018/jan/21/amazons-first-automated-store-opens-to-public-on-monday" target="_blank">Seattle</a>, Amazon has pioneered Amazon Go, a small grocery that relies on cameras and sensors to charge customers for what they buy instead of a checkout line. With Amazon already in control of a major grocery chain, Whole Foods, one could imagine that this little, fully automated store could serve as a template for a nationwide expansion of this technology, thus reducing the once-vital role of the cashier nearly overnight. Similar rollouts of automation models will likely follow in the coming years, affecting warehouse employees, delivery people, food service personnel and more.</p>
Mainstream acceptance of UBI
<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="44c33c426c79ad9f2c6148d8f9f63bc4"><iframe type="lazy-iframe" data-runner-src="https://www.youtube.com/embed/UEsK7hpIkVI?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span><p>In early 2019, <a href="https://time.com/5804656/ubi-yang-coronavirus/" target="_blank">Andrew Yang</a> began gaining news coverage regarding the central theme of his presidential campaign: $1,000 a month in universal basic income (UBI) dispersed to every American. His primary argument for the necessity of this safety net rested on the belief that the coming age of automation was about to inundate vast scores of our current jobs with a shrinking percentage of elite tech corporations gobbling up more and more of the profit. When Yang first introduced his vision, it seemed to belong to a remote dystopian future with little relevance to the booming economy and low unemployment figures that was the reality until only weeks ago. On the right, he was lambasted as a communist seeking to turn American citizens into dependents to the state. On the left, his ideas were dismissed as other Democratic hopefuls touted the Green New Deal and job programs.</p><p>Fast forward to today and Andrew Yang's UBI theory has moved straight into the forefront. Trump, perhaps cognizant that the "Yang Gang" pulled a great deal of support from his own supporters, quickly recognized the popularity of his ideas and the need to provide supplemental income to Americans as shelter-in-place directives began to take hold throughout the country. The massive <a href="https://www.nbcnews.com/politics/congress/coronavirus-checks-direct-deposits-are-coming-here-s-everything-you-n1168936" target="_blank">$2 trillion</a> coronavirus emergency stimulus will provide every American earning $75,000 or less, regardless of current employment, a check of $1,200 per person and $500 per child for the duration of the crisis. There has been little debate over the necessity of this measure because it has proven to be widely popular to the public, regardless of political standing. It lifts some of the immediate and pressing need to work and helps take some of the edge off from isolating at home, thus contributing to a quicker resolution of this health crisis by sending fewer people out into the streets.</p><blockquote>Although the pandemic and the stimulus check is temporary, this crisis has ushered in a glimpse of what a dystopian future would look like as a rapidly advancing fourth industrial revolution inevitably causes severe disruption in our economy and labor structure. </blockquote>
<p>Although the stimulus package is a stopgap measure to deal with this crisis, its absolute necessity during this crisis has validated Yang's prophetic vision of a dystopian future where work no longer becomes possible for huge swathes of the American people. The reality is that the after effects of this crisis will be felt for at least months after the pandemic ends. There is little security for either the business owners or employees of food service businesses, bars, hair and nail salons and essentially any business that requires large crowds of people to gather and interact. To the initial detractors of UBI who argued that the program would breed laziness and a welfare state, the reality is that for most workers thrown into the sea of uncertainty, receiving a stimulus check will provide a small lifeline but will ultimately be of little solace to individuals who are accustomed to earning far more and who derive a sense of pride and satisfaction from their jobs. For most of those impacted by loss of employment, supplemental income in the form of a UBI helps take the edge off but it is ultimately no replacement for having a job or business.</p><p>Although the pandemic and the stimulus check is temporary, this crisis has ushered in a glimpse of what a dystopian future would look like as a rapidly advancing fourth industrial revolution inevitably causes severe disruption in our economy and labor structure. Automation and artificial intelligence are coming and will significantly alter the way we work, shop, eat and socialize. As society experiences the disruptive force of technology and draws on our collective experiences fighting the COVID-19 pandemic, UBI may become a permanent fixture of our political economy as well.</p>
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The coronavirus playbook for leaders and job seekers
How will leadership and hiring practices be changed by the COVID-19 crisis?
21 April, 2020
In this live session with James Citrin, one of the world's foremost executive recruiters and leadership experts, you'll explore skills for success in a virtual world—whether you're at the helm of your organization or are considering a career move.
<p>You'll learn:</p>
<ul class="ee-ul"> <li><strong>3 CEO leadership abilities</strong> that boards are looking for as a result of the pandemic: 1. Ability to streamline the company's business model in the near term; 2. Ability to make select investments to accelerate growth post-pandemic; 3. Ability to wrap actions in purpose and mission.</li><li>The essential qualities and narrative arc of <strong>effective, short-form crisis communication</strong>, including a case study of Queen Elizabeth II's televised addressed in April 2020.</li><li><span></span>The <strong>#1 job-saving action</strong> you can take right now: Make yourself essential by adding unexpected value using the 20/80 rule.</li></ul><p>James Citrin is the author of <em>The Career Playbook: Essential Advice for Today's Aspiring Young Professional</em>.</p>
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<div class="amazon-assets-widget__title" style="display: block;">The Career Playbook: Essential Advice for Today's Aspiring Young Professional</div>
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A.I. reveals which workers are most likely to quit their jobs
A.I. hasn't come for our jobs just yet, but it can figure out who is looking for a new one.
25 February, 2020
- A new study analyzes mountains of data to see which industries have the highest level of employee volatility.
- Volatility isn't always a bad thing, but it is always good to know about.
- Moving to new jobs within the same industry is often a route to higher wages.
Have you ever felt like its time to look for another job but weren't quite sure what prompted it? Conversely, have you ever worried that the employees at your firm might be having that feeling en masse? A new study that uses artificial intelligence to determine the circumstances that encourage people to seek new opportunities elsewhere might clear things up for you.
Not precisely the AI-related employment shock you were thinking of.
<p>The <a href="https://www.workforcelogiq.com/2020/02/12/new-predictive-labor-market-report-workforce-volatility-across-industries-states-cities-and-job-functions/" target="_blank">study</a>, carried out by the <a href="https://www.workforcelogiq.com/about/" target="_blank">Workforce Logiq</a> company, uses data from "40,000 sources, 1 billion+ monthly interactions, and analytics on over 100 million candidates and 8 million organizations" in combination with A.I. analysis and a variety of models to determine how a variety of local and global factors contribute to employment stability or volatility.</p><p>The model gives every industry, company, and region included in the study a Talent Retention Risk (TRR) score. A higher the TRR, the higher the employee volatility. With it, upwards of 2000 sorts of data, including economic information, news about the industry and company, leadership changes, and other factors are accessed. </p><p>The findings, organized here into a chart, show which industries are more at risk for volatility and which are less so:</p><img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjc5Mjg1MS9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYxMzE0NjM4N30.yRBaLeUrdBFHiLqqEe8tPO11grxoGTeJFK2k-r-zvow/img.png?width=980" id="b0274" class="rm-shortcode" data-rm-shortcode-id="69fcb418eca54ed543e80bedba974668" data-rm-shortcode-name="rebelmouse-image" /><p>A score of less than 35 is low, between 25 and 49 is average, between 49 and 69 is above average, and above 70 is rather high. Industries with high scores see higher amounts of volatility in their workforce. They can expect to spend more time trying to find new talent and will have the most difficulty holding on to employees, which can be costly. <br></p> Workforce Logiq also made a map showing how much workers in each state would be interested in looking for another job or in unsolicited recruitment messages:
<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjc5Mjg1Mi9vcmlnaW4ucG5nIiwiZXhwaXJlc19hdCI6MTYxNjk2MDk5NX0.e5FrQO7g27iXOCrXSSZOfB17LVEy7Ypdlow5xm6mD7Y/img.png?width=980" id="45290" class="rm-shortcode" data-rm-shortcode-id="f2aff6b333538a0771f64312609390c5" data-rm-shortcode-name="rebelmouse-image" />
Workforce Logiq
<p>The authors point out that Mississippi has no Fortune 500 companies in it and as a result have little headhunting to drive up their score. On the other end of the spectrum, New York has a ton. While the authors conclude that higher scores relate to more opportunities overall, they also point out that the industries with the highest volatility, as seen above, tend are concentrated in the same areas. </p>Why are some industries dealing with much higher scores than others?
<p>In some cases, these scores are the result of multiple industry-level issues. The mining industry has a very high score, the highest on the list, partly because of a decrease in demand for coal. </p><p>However, a high TRR score isn't always a sign that things are horrible for the industry or at a particular firm. It could also mean that the industry is in a situation where talented workers are willing and able to move around. As individuals, software engineers were found to be very open to new opportunities—a sign of how many opportunities for advancement there are for them.</p><p>The authors of the study also mentioned that some of the high scores are typical for an economy that is close to full employment, which is hardly a bad thing. Recruiters are the most willing to respond positively to an unsolicited message from another recruiter. In this economy, headhunters are all but required and the offers are getting better. </p><p>Not everyone is so ready for job switching, though. Workers in nursing, education, and public safety (industries with the lowest TRR scores) tend to be comfortable where they are. This is caused by a variety of factors, including the emotional elements of the job, the higher levels of interest in a good working environment for people in these sectors, and the often high level of investment that people in these fields put into their communities.</p>Why are people so open to recruiters reaching out or switching jobs on their own?
<div class="rm-shortcode" data-media_id="bCPwow0O" data-player_id="FvQKszTI" data-rm-shortcode-id="0a17d9cbc6fae7ab7cd722feedc1a992"> <div id="botr_bCPwow0O_FvQKszTI_div" class="jwplayer-media" data-jwplayer-video-src="https://content.jwplatform.com/players/bCPwow0O-FvQKszTI.js"> <img src="https://cdn.jwplayer.com/thumbs/bCPwow0O-1920.jpg" class="jwplayer-media-preview" /> </div> <script src="https://content.jwplatform.com/players/bCPwow0O-FvQKszTI.js"></script> </div> <p>It is often easier to make more money by changing companies than to wait it out at your current job. According to research by <a href="https://www.cnbc.com/2020/02/14/workers-in-these-5-fields-are-most-likely-to-quit-their-jobs.html" target="_blank">Gartner</a>, companies that are looking for new talent elsewhere can be willing to offer as much as a 15 percent increase in pay. At the same time, yearly raises tend to be limited to two or three percent for workers who stay put. This is a recognized trend and a common argument against non-competition clauses in <a href="https://www.theguardian.com/us-news/2018/oct/24/non-compete-clause-low-wage-workers-lawsuits-rights" target="_blank">contracts</a>.</p><p>Artificial intelligence is making it possible to review and analyze much larger amounts of data than ever before. In this case, it provides a way to look at data from both local and global trends to determine what industries are at continued risk for high turnover and who stands to benefit from it. </p>
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