Q3 2021 JOBS REPORT - San Antonio Economic Development ...
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JOBS REPORT
Q3 2021
Q3 2021 REPORT 1
TABLE OF
CONTENTS
INTRODUCTION..................................................................................... 1
In 2020,
LETTER TO THE READERS....................................................................... 2 Remote work, rapidly changing skills requirements and evolving industries
accelerated growth in certain sectors. Economists are confronted with a new
DEGREE COMPLETIONS BY REGION ..................................................... 4 dynamic landscape, and many agree that a broader range of indicators could
COVID ECONOMY................................................................................... 5 help us understand the available labor market information and reconcile it
with intelligence from local employers.
MANUFACTURING, CONSTRUCTION, & SKILLED TRADES.................... 7
greater:SATX and SA WORX used multiple accredited sources to examine
BIOSCIENCE & HEALTHCARE............................................................... 11
changes in occupation and job posting data immediately before, during, and
TECH & CYBER...................................................................................... 15 after the pandemic to identify trends and validate others. This information
informs our approach to addressing hiring gaps in the community.
WORKFORCE SENTIMENT SURVEY...................................................... 19
APPENDIX A......................................................................................... 25 A full source list is available in Appendix A.
INDEX OF TERMS................................................................................. 28
2 Q3 2021 REPORT Q3 2021 REPORT 1
As of August 7, the Train for Jobs SA partners University - San Antonio’s Jaguar Excellence. SATX
Dear Readers,
completed 6,186 preliminarily participant can also boast the top community college in the
intakes and enrolled 2,903 individuals in training nation with San Antonio College earning the 2021
programs with another 1,648 pending applicants. Aspen Prize for community college excellence.
During this difficult economic chapter, my belief in the SATX community Since the program launched, we have learned
has grown. We have a unique and admirable ability to see and hear more about key challenges. Many participants This work is paying off. The effort is slow, uphill,
our greatest challenges and collectively work toward solutions. While needed extensive training, to include high school and at times, overwhelming. And it is working.
many continue to suffer amid COVID-19 and its economic impacts, data equivalency, before they could be placed in work-
tells us that the SATX economy is resilient because it is diverse. It is related training. In addition, most participants Throughout the pandemic, college students in
this resilience that gives the workforce development community our chose to enroll in short-to-long term training SATX prevailed, earning 32,557 two- and four-
conviction to successfully position those most affected for new careers. instead of direct job placement support. These year degrees. While completion rates dropped
factors, in addition to school-aged children still across the country, our region increased
SA WORX continues to engage local employers daily to best understand learning from home during the 2020/2021 school degrees earned by 3% from 2019 to 2020.
their hiring needs. We continue to see gaps in specific occupations, year, have impacted the job placement of these
and remain committed to bringing together employers, training and participants. In its first year, 900 participants have We continue, as a region, to build our talent
education partners, and talent. When looking at our strategic growth completed training and 389 have been placed in pool from within. This powerful strategy works
industries— Advanced Manufacturing, IT & Cyber and Healthcare & new jobs. together with the organic migration of young
Bioscience, SATX remained steady, neither gaining nor losing jobs. Hispanics from South Texas and creates limitless
At SA WORX, our goal is to connect employers opportunity for the workforce of our region.
Uncertainty can breed innovation. In response to pandemic-related with talented people. We work to understand SATX is a source of new talent and the face of all
workforce issues, the City of San Antonio created the “Train for Jobs barriers to this connection and bring together American dreams. At greater:SATX, we strive to
SA” program, a one-time investment of $75 million to provide training, the key stakeholders to collectively create make those dreams a reality by continuing to be
job placement and support services to adults dislocated from their jobs solutions. Our region understands that economic purpose-driven, holding ourselves accountable,
due to the pandemic. The program launched in September 2020 with prosperity begins with people. We’ve shown and strengthening our collaboration across our
high initial interest from our community. Case management agencies this understanding through unprecedented many regional partners. Thank you for your
began the intake process and quickly learned that an increased level investment in programs like Pre-K 4 SA, the P-Tech continued trust and partnership as we work to
of intervention was necessary to prepare job seekers for new careers. and CAST schools, TX FAME and AlamoPROMISE. make our jobs, region, and PEOPLE even greater.
Wraparound support such as help with rent, mortgage, utility bills,
childcare, transportation, textbooks & uniforms, and food security Our institutions of higher education have invested
became top priority. Without this initial level of assistance, individuals heavily in the communities they serve and create
had difficulty focusing on training that could lead to longer-term careers new, first-generation, college-educated talent with
and pathways. programs like UTSA’s Bold Promise and Texas A&M
Romanita Matta-Barrera,
Chief Workforce Officer
2 Q3 2021 REPORT Q3 2021 REPORT 3
DEGREE COMPLETIONS BY REGION
Since 2015, two-and-four-year degree completions have risen
thirteen percent in our region. Across the U.S. completions dropped
during the pandemic, with our region seeing steady growth. The
chart below shows degree completions in SATX and ten other U.S.
metropolitan areas. SATX was the only region to see growth across
the three reflected time frames.
COVID ECONOMY
2015-2020 2019-2020 2018-2019
Completions Completions Completions
Metro % Change % Change % Change In this edition of the SA WORX Jobs Report, we
reviewed high-growth industry and occupation
San Antonio-New Braunfels, TX +13% +3% +7%
data between 2019 and 2021, looking for areas of
Austin-Round Rock-Georgetown, TX +12% +3% -1%
opportunity as job seekers reskill and upskill to
Charlotte-Concord-Gastonia, NC-SC 0% -5% -1% compete for jobs that local employers need to fill.
Dallas-Ft. Worth-Arlington, TX +10% -1% +7%
Denver-Aurora-Lakewood, CO -3% 0% +4%
Jacksonville, FL -22% -14% +1%
Kansas City, MO-KS -18% -2% -6% To best understand what is happening within largely across food services, retail and personal
each local target industry, SA WORX leverages care services occupations, which is consistent
Nashville-Davidson-Murfreesboro-Franklin, TN -3% -1% 0% multiple accredited data sources as well as with national and state trends. National job
business intelligence gained directly from local losses from 2019 to 2020 were -5%.
Phoenix-Mesa-Chandler, AZ -6% +2% -1%
employers.
Seattle-Tacoma-Bellevue, WA -8% -6% -1% As we’ve evolved the Jobs Report, best practices
Throughout the pandemic, SATX has maintained like disaggregation by demographic has enabled
Washington-Arlington-Alexandria, DC-VA-MD-WV +4% +1% 0%
a strong economic base in government and SA WORX to pinpoint race and gender gaps in
military-related industries, as well as booming wages, skills, and program access.
healthcare and manufacturing sectors. Overall
job losses during the pandemic (-4%) were seen
4 Q3 2021 REPORT Q3 2021 REPORT 5
LOCAL INDUSTRY rebound 1% this year. Yet, we know that local
The following section looks at different data sets to manufacturers are hiring, giving SA WORX and
understand job and skills demand across key industries its partners welcome the challenge of identifying
and occupations. All of the information represents the the in-demand roles and skills within the local
San Antonio-New Braunfels Metropolitan Statistical Area industry, connecting employers and educators,
MSA OCCUPATIONS BY WAGES & RACE (MSA) unless otherwise stated. and strategically growing the local workforce.
2015-2020 MANUFACTURING, CONSTRUCTION, AND NOTABLE 2019 – 2021 TRENDS
The following chart shows high-level occupations sorted by median wage, lowest to highest. In addition, race and ethnicity SKILLED TRADES
data shows representation within each occupation. This view allows us to benchmark as we put programs into place to > Largest job growth was in frozen food
help reverse historical trends. Manufacturing in SATX is an example of our manufacturing (+153%), oil and gas construction
Management - $53.04 53% 36% 7% economic diversity in action: automotive, (+32%) housing construction (+24%).
commercial food and aerospace > These roles have seen little wage growth in our
Legal - $51.28 58% 32% 6%
manufacturing all continued to grow during region with the lowest wages moving from $12.24
Computer & Mathematical - $42.25 47% 32% 9% 11%
the pandemic, sustaining supply chains and to $12.46/hr, while average high-end wages went
Healthcare Practitioners & Technical - $39.53 43% 37% 11% 7%
other direct and indirect impact on other from $29.09 to $29.75/hr.
Architecture & Engineering - $39.51 54% 33% 5% 6% businesses. > Of the 184 occupations, examined, only 15
Business & Financial - $37.12 48% 35% 11% 4% score below 100 on Emsi’s “Automation Index”
Life, Physical & Social Science - $36.43 56% 29% 7% 6% The data does not tell the whole story. Overall meaning most of these jobs are considered at
Arts, Design, Entertainment, 57% 30% 7% 4% manufacturing occupations are down -5% risk for automation impact.
Sports & Media - $27.07
Community & Social Service - $26.26 43% 37% 15%
from 2019 to 2020, and are only expected to
Educational Instruction & Library - $24.63 53% 31% 10% 4%
Protective Service - $23.80 41% 38% 17% 0.9%BREAKDOWN
OCCUPATION AGE OCCUPATION GENDER BREAKDOWN
Installation, Maintenance & Repair - $23.08 43% 47% 7%
4.8% 14-18
Construction & Extraction - $21.30 34% 61% 4% 9.7% 13.4%
16.7% 19-24
Sales & Related Production - $20.46 41% 47% 7%
25-34
Male
Transportation & Material Moving - $19.03 32% 53% 12% 22.2% 35-44
Female
Military-only - $18.95 51% 21% 19% 4%4% 45-54 75%
21.9% 55-64
Office & Administrative Support - $18.77 38% 48% 10%
65+ 86.6%
Production Occupations - $18.17 30% 58% 8% 23.8%
OCCUPATION RACE/
Farming, Fishing & Forestry - $14.59 35% 60% 3%
ETHNICITY BREAKDOWN
Building & Grounds Cleaning 22% 67% 8%
& Maintenance - $13.78 1.6% 0.3%
0.8% 0.1%
Personal Care & Service - $13.70 40% 43% 10% 5%
Healthcare Support - $13.44 23% 58% 15%
7.2% Hispanic or Latino
Food Preparation & Serving - $12.02 31% 55% 8% 4%
White
0% 20% 40% 60% 80% 100% Black or African
American
Asian
White Hispanic Black Asian Two or more Races 56%
34% Two or more Races
American Indian
or Alaskian Native
Native Hawaiian or
other Pacific Islander
6 Q3 2021 REPORT Q3 2021 REPORT 7TOP 10 POSTED OCCUPATIONS IN THE MSA
January to August 2021
MANUFACTURING, SKILLED TRADES & ENTRY- TYPICAL WAGE WAGE LEAD
AUTOMATION
CONSTRUCTION JOB FILL RATIOS OCCUPATION
TOP POSTED
SKILL
LEVEL EXPERIENCE RANGE CHANGES DEMOGRAPHICS
INDEX
>100 =
EDUCATION & TRAINING (HOURLY) FROM 2019 2021
AT RISK
Job Fill Ratio: This calculation measures the average monthly Heavy and
Post-secondary Short-term $13.44 to
94% M
Tractor-Trailer CDL +3% 52% Hispanic 110
hires divided by average monthly online job postings within a Truck Drivers
non-degree *OJT $31.88
26% 45-54
given industry and during a specific timeframe. First-Line
Supervisors 81% M
High School or $17.89 to
of Production Warehousing 5 years -4% 49% White 106.2
Trades and equivalent $41.47
26% 45-54
Extraction
Workers
350%
92% M
Construction Bachelor’s Moderate $11.19 to
Management -2% 49% Hispanic 88.6
Managers degree *OJT $62.33
26% 35-44
300%
First-Line
Supervisors of
Transportation
80% M
250% and Material High School or $16.61 to
Subcontracting >5 years +3% 49% Hispanic 93.8
Moving Workers, equivalent $41.28
26% 35-44
Except Aircraft
Cargo Handling
200%
Supervisors
Helpers: 94% M
No formal Short-term
Production Warehousing $8.95 to $24.01 -1% 53% Hispanic 120
150% requirement *OJT
Workers 26% 45-54
98% M
Electrical High School or $15.32 to
Electricians Apprenticeship +2% 52% Hispanic 110
100% Systems equivalent $33.66
26% 35-44
96% M
Construction No formal
Warehousing None $8.95 to $24.01 -1% 72% Hispanic 131.9
50% Laborers requirement
26% 25-34
25%
Production 71% M
High School or Moderate $10.66 to
Workers, Warehousing +5% 54% Hispanic 124.7
equivalent *OJT $24.97
All Others 24% 35-44
0%
Laborers Construction Electricians Supervisors of Construction Supervisors of Production Supervisors Heavy & Helpers:
& Freight, Laborers Construction Managers Transportation Workers, of Production Tractor- Production
Stock & Trades & & Material All Other & Operatings Trailer Truck Workers SOURCE: Emsi occupation employment data are based on final Emsi industry data and final Emsi staffing patterns.
Material Extraction Moving Drivers
Movers Workers Workers Wage estimates are based on occupational employment statistics and the American community survey.
OTJ=On the job training.
8 Q3 2021 REPORT Q3 2021 REPORT 9As markets and regions reopened between Clear Expectations BIOSCIENCE AND HEALTHCARE set and soft skills needed for higher level care.
January and June 2021, production and operations Many job seekers remain unprepared for Providers have stressed that training and degree
gradually reached traditional levels. Workforce workplace environments. In collaboration with High clinical demands, emotional strains, and programs need increased focus on soft skills, often
needs quickly became the major issue for our case management partners, SA WORX provides general burnout after the past 18 months referred to as “21st Century Skills”, that include critical
Business Retention & Expansion outreach. The content, promotion, and work-based learning continue to cause hiring challenges for local thinking, patient interaction and general workplace
concurrent hiring needs across all industries efforts to better prepare our community on healthcare providers with open nurse and etiquette. Additional staffing pressure is
challenged employers to find experienced and workplace expectations. medical technician roles. General wage issues occurring due to the increase in elective surgeries
entry-level staff. are also affecting the industry. Nursing and staff and previously delayed procedures. Many of
Training contracts over the past year were elevated due these procedures provide a high revenue stream
While unemployment benefits and economic SA WORX is partnering with the Alamo Colleges to higher demand and increased hazardous for providers and are necessary for expanded
factors might have influenced some job seeker District to expand and improve training and conditions. These higher contracts have become operation capabilities but require reallocation of
decisions, many employers experienced retention certification opportunities. Industry focus groups a standard request from job seekers, leaving staff that further highlights the staffing shortages
issues due to misaligned position expectations, and consortiums are leading the conversations healthcare providers managing increased wages
wage realities, and employee burnout due around micro-credentialing and apprenticeship and benefits. NOTABLE 2019 – 2021 TRENDS
to overtime expectations. Through employer opportunities. Employer-led initiatives are
engagement efforts, SA WORX identified barriers important to building the programs that Medical technicians are also often asked to > Largest job growth was in Social Sciences
for hiring and collaborated with industry partners have immediate impact on the talent pipeline serve in increased capacity and responsibility R&D (+34%), Emergency Services (+33%),
to creatively fill roles. Some of these efforts alignment with industry needs. While not an due to nursing shortages. While this has been and Ambulatory Healthcare Services (+20%).
include: immediate solution, these opportunities provide a temporary solution for some providers, the Diagnostic Imaging Centers lost the most jobs
employers a skilled workforce with existing medical techs often lack the expanded skill in the timeframe (-16%) Lowest average wages
Wages exposure to workplace expectations. in this field went from $21.74 to $22.91 while
While some employers raised wages for entry- OCCUPATION AGE BREAKDOWN the highest average wages rose from $62.95 to
level positions, others instituted signing and SA WORX’s Regional Job Shadow Program $66.79.
retention bonuses. These bonuses created the transitioned to a virtual setting, which allowed 0.3% > Of the 114 occupations reviewed, only 9 score
flexibility to raise wages for specific positions and us to reach nearly 13,000 students through in- over 100 on Emsi’s automation index, meaning
6.7% 7.3% 14-18
provide immediate financial relief to employees. depth videos and employer question and answer most of these jobs are considered at low risk for
19-24
sessions. It remains important for our youth to 16.5% 25-34
significant automation impact.
Industry and social pressures are leading to see themselves in these roles. 24%
35-44
an increase in base wages. The call for $15/hr 45-54
OCCUPATION RACE/
minimum wages empowers job seeker decisions While on-site visits still provide a great impact, 20.9% 55-64
ETHNICITY BREAKDOWN
to find the right opportunity for their career and the virtual model provided new larger-scale 24.3% 65+
1.2% 0.3%
personal growth. opportunities to share information and 0.1%
experiences across our region. Hispanic or Latino
12.7%
Upward Mobility White
OCCUPATION GENDER BREAKDOWN
Employers were also encouraged to define Black or African
American
career paths with new employees. While many Asian
34.3% 46.4%
may enter at a lower wage, there is often Two or more Races
growth and leadership opportunities that can 25%
American Indian
or Alaskian Native
be planned. These efforts provide attainable Native Hawaiian or
Male
goals and pathways for growth that help the job other Pacific Islander
Female
seeker envision a future within the organization’s
culture.
75%
10 Q3 2021 REPORT Q3 2021 REPORT 11TOP 10 POSTED OCCUPATIONS IN THE MSA
January 2021
January to May
to August 2021
2021
BIOSCIENCE & HEALTHCARE
JOB FILL RATIOS
WAGE AUTOMATION
ENTRY- TYPICAL WAGE LEAD
Job Fill Ratio: This calculation measures the average monthly OCCUPATION
TOP POSTED
LEVEL EXPERIENCE RANGE
CHANGES
DEMOGRAPHICS
INDEX
SKILL FROM >100 =
hires divided by average monthly online job postings within a EDUCATION & TRAINING (HOURLY)
2019
2021
AT RISK
given industry and during a specific timeframe. 87% F
Bachelor’s $25.70 to
Registered Nurses Nursing None +4.3% 46% White 85.3
degree $48.41
27% 35-44
83% F
Home Health and High School or Short-term $8.19 to
Caregiving +7% 60% Hispanic 93.6
JOB FILL RATIO FOR THE TOP TEN POSTED Personal Care Aides equivalent *OJT $14.34
22% 45-54
JOBS IN SECTOR (JANUARY - AUGUST 2021) 63% F
Medical and Health Bachelor’s $28.07 to
NursingHealthcare manufacturing continues to expand TECH AND CYBER increased year over year. Across the U.S., these
in our region. Start-ups and existing businesses completions have increased 41% since 2015
experienced increased production throughout the “The past year has run roughshod over millions of and have significantly increased year over year.
last 18 months. The most successful healthcare Americans, yet the tech industry in Texas is seemingly From a volume standpoint: We had about 1,500
manufacturing companies had products related riding higher than ever. Austin has tended to hog the completions in 2020 while Austin had 1,900.
to COVID-19 care and safety. New medical hype, thanks to announcements such as plans for new
products, devices, and pharmaceuticals also high-tech factories (Samsung semiconductors, SpaceX NOTABLE 2019 – 2021 TRENDS
continue expanded development. antennae, Tesla trucks), but it was Dallas that placed first
in the U.S. in tech investment growth rate in 2020, and > Largest job growth was in Custom Computer
One anticipated challenge for healthcare Houston and San Antonio are trending up too.” Programming Services (+12%) and Computer
manufacturers is the demand placed on — Texas Monthly Systems Design Services (+11%). Data Processing,
traditional production and IT roles. Many of these Hosting, and Related Services lost the most jobs
companies hire engineers, IT programmers, Unfortunately, tech and cyber growth have been in the timeframe (-10%)
and production staff. The roles are currently in slow in SATX. We continue to field feedback and > Lowest wages in this field went from $25.09 to
high demand across industries. In addition to concerns around our workforce in this sector. $25.61 while the highest wages rose from $60.93
higher education options, on-the-job training, We’ve seen 6% growth in the industry since 2015, to $63.16.
apprenticeships, and paid internships provide a while the nation has seen 19% and Austin has > Of the 21 occupations reviewed, only one
stronger talent pipeline for these roles. seen 48% growth over the same period. Tech and scored over 100 on Emsi’s automation index,
Cyber program completions are up 43% since meaning most of these jobs are considered at
greater:SATX partners with BioMedSA, our higher 2015, but the numbers have not consistently low risk for significant automation impact.
education institutions, commercial developers,
and private companies to build the bioscience OCCUPATION AGE BREAKDOWN
ecosystem in our region. Workforce development
is central to growing local opportunity and 0.2%
attracting investment. 3.5%
5.2% 14-18
14.3% OCCUPATION RACE/
19-24
25-34
ETHNICITY BREAKDOWN
25.1% 1.8% 0.2%
35-44
0.1%
45-54
22.1% Hispanic or Latino
55-64
9.4% White
29.5% 65+
Black or African
9.8%
American
Asian
46.4%
Two or more Races
OCCUPATION GENDER BREAKDOWN American Indian
or Alaskian Native
32.2%
Native Hawaiian or
other Pacific Islander
32.1%
Male
Female
67.9%
14 Q3 2021 REPORT Q3 2021 REPORT 15TOP 10 POSTED OCCUPATIONS IN THE MSA
January to August 2021
TECH & CYBER JOB FILL RATIOS AUTOMATION
ENTRY- TYPICAL WAGE WAGE LEAD
TOP POSTED INDEX
OCCUPATION LEVEL EXPERIENCE RANGE CHANGES DEMOGRAPHICS
SKILL >100 =
Job Fill Ratio: This calculation measures the average monthly EDUCATION & TRAINING (HOURLY) FROM 2019 2021
AT RISK
hires divided by average monthly online job postings Software
Developers and
within a given industry and during a specific timeframe. Software Quality Agile Bachelor’s $31.72 to
80% M
None 0% 46% White 80.2
Assurance Methodology degree $77.08
27% 35-44
Analysts &
Testers
Computer 73% M
Agile Bachelor’s $27.14 to
Occupations, Moderate *OJT +10% 43% White 85.5
Methodology degree $59.16
All Other 8% 35-44
JOB FILL RATIO FOR THE TOP TEN POSTED JOBS IN SECTOR 73% M
Computer
(JANUARY - AUGUST 2021) User Support
Help Desk
Support
Some college None
$15.49 to
$34.77
0%
43% White
28% 25-34
82.9
Specialists
28% 35-44
81% M
100% Information Bachelor’s $29.33 to
Cybersecurity >5 years +6% 45% White 86.4
Security Analysts degree $67.43
33% 35-44
Network and
50% 81% M
Computer Operating Bachelor’s $26.46 to
None 0% 50% White 87.2
Systems Systems degree $56.60
33% 35-44
Administrators
40%
65% M
Computer Business Bachelor’s $11.06 to
None +1% 47% White 81.7
Systems Analysts Process degree $24.55
29% 35-44
30% Project
Management
Specialists 55% F
Bachelor’s $21.32 to
and Business Auditing None +3% 43% White 86.8
25% degree $56.17
Operations 25% 35-44
Specialists, All
Other
20% Web Developers
67% M
and Digital Associate’s $15.07 to
Java None +4% 55% White 88.4
Interface degree $58.36
34% 35-44
Designers
15%
Computer and
72% M
Information Project Bachelor’s $44.62 to
5+ years +5% 55% White 79.9
System Management degree $124.92
34% 25-34
10% Managers
79% M
5% Computer Bachelor’s $22.50 to
SQL None +1% 57% White 83.3
Programmers degree $77.36
30% 35-44
0%
Project Computer Computer Computer & Computer Software Network & Computer Web Information
Management Systems User Support Information Programmers Developers Computer Occupations, Developers Security
& Business Analysts Specialists System & QA System All Other & Digital Analysits SOURCE: Emsi occupation employment data are based on final Emsi industry data and final Emsi staffing patterns.
Operations Managers Analysts & Adminis- Interface Wage estimates are based on Occupational Employment Statistics and the American Community Survey.
Specialists Testers trators Designers
OTJ=On the job training.
16 Q3 2021 REPORT Q3 2021 REPORT 17DEMAND-DRIVEN TALENT SUPPLY Currently, employers communicate that most WORKFORCE SENTIMENT SURVEY
area training courses are focused on entry-
Conversations with IT employers and training level development, but entry-level jobs are In July of 2021, SA WORX and its partners
providers mirror what we wrote in the December not as readily available. Upskilling the existing distributed a targeted survey to better understand
2020 Jobs Report. We are actively challenging workforce and developing career pathways the general sentiment of our regional workforce.
ourselves to find new solutions for ongoing will provide a regional approach to filling and This data will inform SA WORX planned activity,
issues. expanding opportunities. and also our broader community’s workforce
recovery efforts. A better understanding of
Employers continue to communicate difficulty Skills & Experience Alignment people’s sentiments about the current state of
hiring mid-level talent in the San Antonio area. Companies and Human Resources Organizations workforce will help us address their perceptions
Training and degree programs either provide need to refine job descriptions and clearly and needs. This information can inform not only
certifications that do not align with the needs communicate skills that are required and skills SA WORX but also our broader community’s
or lack of job seeker experience prevents an that are preferred. Most of the top ten posted workforce recovery efforts to better understand
employer from hiring an individual. SA WORX IT jobs list necessary training and experience as people’s sentiments about the current state of
suggests the following strategies to ensure we “none” yet the job-fill ratio remains low. If area workforce and, in turn, for us to address their
don’t create an oversupply of entry-level IT talent, job seekers are not properly prepared to fill perceptions and needs.
while ensuring we solve for the sector’s hiring these roles, employers need to communicate
needs. the shortfalls. Additionally, developing on-the- Some of the key takeaways from the survey
job training programs could alleviate some of include:
Training Course Alignment the experience issues, while providing a general
It’s critical for case management agencies probationary period for hires. Clearly developed > Individuals are interested yet not aware of
to use local labor market data such as this career pathways that are mapped for employees available training therefore there is a need to
Jobs Report and similar reports produced by to see and understand could also simultaneously increase marketing.
Workforce Solutions Alamo (WSA) to advise and address skills gaps and retention rates. > Individuals prefer in-person training which may
set the appropriate expectations for job seekers. present a challenge as we continue to navigate
Specifically, as it relates to the number of available safety concerns due to COVID-19.
entry-level versus experienced professional roles
in tech. Employer-led discussions should guide Below is a summary of findings with more detail
the creation of certification and degree programs. in the charts that follow:
> 75% of respondents expressed enthusiasm
about developing new skills.
> Work-life balance, happiness and good
benefits are what job seekers want most.
> 48% said they would leverage training but
don’t know about program options.
18 Q3 2021 REPORT Q3 2021 REPORT 19Which of these best describe your employment status?
4% Unemployed, looking for work
4%
Employed full time, not looking
10% 26%
Employed full time, looking for other opprotunities
How do you feel about training for a potential new job/career?
Employed part time, looking for other opprotunities
16%
Unemployed, looking for training
23% I’m excited to learn
Employed part time, not looking
18% new things and up
for the challenge
Unemployed, not looking I’m a bit nervous
about learning
Answer something new
Percentage Count
unemployed, looking for work 26% 32 I’m not interested
in training
employed full time, not looking 23% 29
employed full time, looking for other opportunities 18% 22 Other
employed part time, looking for other opprotunities 16% 20 (please specifify)
unemployed, looking for training 10% 12 It’s not realistic
for me to gain
employed part time, not looking 4% 5 new skills
unemployed, not looking 4% 5
Total 100% 125
0 10 20 30 40 50 60 70 80 90
Other than a paycheck, what is most important to you
when considering work? You may select multiple options.
Answer Percentage Count
5.88% Good benefits I’m excited to learn new things and up for the challenge 75% 87
I’m a bit nervous about learning something new 11.21% 13
11.11% Happiness
28.76% I’m not interested in training 9.48% 11
Flexibility to work from home Other (please specifify) 4.31% 5
16.34% It’s not realistic for me to gain new skills 0% 0
Purpose
Total 100% 116
Upward mobility
16.67% 21.24%
Other (please specify)
Answer Percentage Count
good benefits 69.84% 88
happiness 51.59% 65
flexibility to work from home 40.48% 51
purpose 39.68% 50
upward mobility 26.98% 34
other (please specify) 14.29% 18
Total 100% 126
20 Q3 2021 REPORT Q3 2021 REPORT 21Which do you think is most important for a well-paying job? Are you aware of local training programs that could help you
get a job you want?
A traditional college or university degree in a relevant
25% A tech skills certification (data, analysis, computer
No, but I would
use them if I knew
about them.
A skilled trades certification
45% (construction, electrician, manufacturing) Yes, but I never
used them.
Yes, I have
used them.
30%
Yes, but I don’t
need them.
Answer Percentage Count No, and I don’t
need them.
a traditional college or university degree in a relevant major 44.83% 52
a tech skills certification (data, analysis, computer science) 30.17% 35 Other
(please specifiy)
a skilled trades certification (construction, electrician, manufacturing) 25% 29
Total 100% 116 No, and I wouldn’t
use them.
0 5 10 15 20 25 30 35 40 45
Which of the following matters most to you right now?
2% A good work-life balance
How do you best learn?
3%
7% Good pay
In-person classes
13% Access to childcare
39%
Job security
Online, recorded
classes
Opportunity for advancement or training
17% Online, live
Other classes
18%
Access to transportation Written materials/
books
Answer Percentage Count
a good work-life balance 39.45% 43 Apprenticeships
good pay 18.35% 20
Bilingual
access to childcare 17.43% 19 education
job security 12.84% 14
opportunity for advancement or training 7.34% 8 Audio/ learning
podcasts
other 2.75% 3
access to transportation 1.83% 2
0 10 20 30 40 50 60 70 80 90
Total 100% 109
22 Q3 2021 REPORT Q3 2021 REPORT 23What would help you with training? Please select all that apply. Appendix A Personal Income Reports. Projections for QCEW and
Non-QCEW Employees are informed by NIOEM and
The following is a list of reports used in the compilation long-term industry projections published by individual
10% Financial assistance
of the Jobs Report. Each report’s sources are listed below. states. This report also uses state data from the Texas
28% Earn income while studying Workforce Commission.
15%
JOB POSTINGS REPORT
Childcare
Emsi Job Postings are collected from various online STAFFING PATTERNS DATA
In-person only classes hiring sources and processed/enriched to provide The staffing pattern data in this report are compiled
19% information such as wages, occupations, skills and from several sources using a specialized process. For
Case management support
28% education requirements. This report also uses state QCEW and Non-QCEW Employee classes of workesr,
data from the Texas Workforce Commission. sources include Occupational Employment Statistics,
the National Industry-Occupation Employment
Answer Percentage Count OCCUPATION TABLE REPORT Matrix and the American Community Survey. For
financial assistance 59% 59 Emsi occupation employment data are based on the Self-Employed and Extended Proprietors classes
earn income while studying 60% 60 final Emsi industry data and final Emsi staffing of workers, the primary source is the American
childcare 41% 41 patterns. Wage estimates are based on Occupational Community Survey, with a small amount of information
in-person only classes 33% 33 Employment Statistics (QCEW and Non-QCEW Employees from Occupational Employment Statistics.
case management support 21% 21 classes of worker) and the American Community Survey
Total 100% 100 (Self-Employed and Extended Proprietors). Occupational ADDITIONAL SOURCES
wage estimates also affected by county-level Emsi
earnings by industry. This report also uses state data Occupational Employment Statistics
from the Texas Workforce Commission.
AMERICAN COMMUNITY SURVEY (ACS)
What would keep you from training?
INDUSTRY TABLE REPORT The American Community Survey (ACS) is a nationwide
Emsi industry data have various sources depending survey designed to provide communities a fresh look
Finances on the class of workers. (1) For QCEW Employees, at how they are changing. It is a critical element in
Emsi primarily uses the QCEW (Quarterly Census the Census Bureau’s decennial census program. The
Childcare of Employment and Wages), with supplemental ACS collects information such as age, race, income,
estimates from County Business Patterns. (2) Non- commute time to work, home value, veteran status
Time commitment QCEW employee data are based on a number of and other important data. As with the 2010 decennial
sources including QCEW, Current Employment census, information about individuals remains
Employer support Statistics, County Business Patterns, BEA State confidential.
and Local Personal Income reports, the National
Industry-Occupation Employment Matrix (NIOEM), ACS is published every year instead of every 10 years.
Other
the American Community Survey, and Railroad Collecting data every year provides more up-to-date
Retirement Board statistics. (3) Self-Employed and information about the U.S population throughout the
0 5 10 15 20 25 30 35 40 45 Extended Proprietor classes of worker data are decade at the local community level. About 3.5 million
primarily based on the American Community Survey, housing unit addresses are selected annually, across
Nonemployer Statistics, and BEA State and Local every county in the nation.
24 Q3 2021 REPORT Q3 2021 REPORT 25BUREAU OF ECONOMIC ANALYSIS (BEA) CURRENT EMPLOYMENT STATISTICS (CES) NATIONAL CENTER FOR EDUCATION OCCUPATIONAL EMPLOYMENT
The BEA publishes data primarily used in Emsi’s Each month the Current Employment Statistics STATISTICS (NCES) STATISTICS (OES)
Input-Output modeling. BEA data is also used to help (CES) program surveys approximately 142,000 The National Center of Education Statistics is the The Occupational Employment Statistics (OES)
calculate earnings in some cases, and to provide businesses and government agencies, representing primary federal entity for collecting and analyzing program estimates employment and wages for most
employment estimates in key areas that BLS sources approximately 689,000 individual worksites, to data related to education in the U.S. and other occupations by industry and sector at the national
don’t cover. provide detailed industry data on employment, hours, nations. NCES is located within the U.S Department level, and by occupation at the state and metropolitan
and earnings for workers on nonfarm payrolls. Emsi of Education and the Institute of Education Sciences. statistical area (MSA) and non-MSA levels in the 50
Major sources from the BEA that appear in Emsi data uses CES to inform employment estimates for some NCES fulfills a C ongressional m andate t o collect, states and the District of Columbia. OES accounts
include: of the industries not covered by QCEW. collate, analyze, and report complete statistics on the for 1.1 million establishments and 57% of national
condition of American education; conduct and publish employment, including railroad, but excluding military,
• State Personal Income/Local Area Personal Income (SPI/LPI) INTEGRATED POST-SECONDARY EDUCATION reports; and review and report on education activities agriculture, fishing, forestry, private households, self-
• Make & Use Tables (MUTs) DATA SYSTEM (IPEDS) internationally. employment and others.
• National Income & Product Accounts (NIPA) IPEDS is a system of interrelated surveys conducted
• Gross State Product/GDP by State (GSP) annually by the U.S. Department’s National Center for NATIONAL INDUSTRY-OCCUPATION QUARTERLY CENSUS OF EMPLOYMENT
Education Statistics (NCES). IPEDS gathers information EMPLOYMENT MATRIX (NIOEM) AND WAGES (QCEW)
BUREAU OF LABOR STATISTICS from every college, university, and technical and The Bureau of Labor Statistics publishes an industry- Quarterly Census of Employment and Wages (QCEW)
The Bureau of Labor Statistics is the principal federal vocational institution that participates in the federal by-occupation employment matrix every two years is a dataset published by the Bureau of Labor Statistics
agency responsible for measuring labor market student financial aid programs. The Higher Education as part of its Employment Projections program. The (BLS). QCEW is the backbone of Emsi’s core LMI data,
activity, working conditions and price changes in Act of 1965, as amended, requires that institutions that BLS projects this matrix out 10 years into the future, providing establishment counts, monthly employment
the economy. Its mission is to collect, analyze, and participate in federal student aid programs report data essentially providing current and future staffing and quarterly wages, by NAICS industry, by county,
disseminate essential economic information to on enrollments, program completions, graduation patterns. Emsi uses NIOEM to adjust its industry and by ownership sector, for the entire United States.
support public and private decision making. rates, faculty and staff, finances, institutional prices, projections. These data are aggregated to annual levels, to higher
and student financial aid. Many institutions that industry levels (NAICS industry groups, sectors, and
The BLS is the major source of employment and do not receive federal funding also participate and NON-EMPLOYER STATISTICS (NES) supersectors) and to higher geographic levels (nation,
earnings data in the United States. Major BLS datasets report their data to IPEDS voluntarily. Emsi uses IPEDS Non-employer Statistics is an annual series that state and Metropolitan Statistical Area [MSA]).
used by Emsi include: data to provide information about post secondary provides subnational economic data for businesses
institutions, especially regarding college completions that have no paid employees and are subject to
•Quarterly Census of Employment and Wages (QCEW) by program type and demographic (race and gender). federal income tax. The data consist of the number
•Occupational Employment Statistics (OES) Completions include degrees (associate’s, bachelor’s, of businesses and total receipts by industry. Most
•National Industry-Occupation Employment Matrix (NIOEM) master’s, doctoral), certificates, and any other formal non-employers are self-employed individuals
award. In addition, Emsi uses the CIP system to operating unincorporated businesses (known as
COMMUNITY INDICATORS create program-to-occupation crosswalks, which map sole proprietorships), which may or may not be the
Community Indicators data comes from the American programs of study to occupations and reveal one owner’s principal source of income. NES data informs
Community Survey (ACS), which is published by the measure of education supply and demand. Emsi’s self-employed (Class 3) and Extended Proprietor
Census Bureau. The Community Indicators dataset (Class 4) data.
allows users to examine a number of regional
characteristics including social characteristics such
as average family size, economic characteristics
such as population living at or below poverty level,
and housing characteristics such as the number of
occupied housing units.
26 Q3 2021 REPORT Q3 2021 REPORT 27Index of Terms Average Earnings Per Job (Industry): Also called attend online from a remote location, while sometimes Higher Education: In the U.S., Higher Education refers
“average earnings per worker”, average earnings is available on campus as well. These programs allow to colleges and universities. In the U.K., however,
Active Jobs Postings: Active Job Postings are postings the result of total pre-tax industry earnings divided by for higher enrollment rates and therefore higher not all post-secondary education is considered
that are currently visible online and advertising a job same-year industry employment. Earnings are defined graduation rates for participating schools. See this a part of higher education; vocational and job-
vacancy. as labor-related personal income—that is, income article for more information. training programs are generally not considered
from work. Income from stock dividends or interest, higher education, instead being included in “Further
Advertised Salary (Job Posting Analytics): Advertised rents, Social Security and other non-work sources are Earnings (Industry): Industry earnings are the total Education”. This includes many community colleges
Salary is found within the Job Posting Analytics and not included. Average earnings is the sum of wages industry wages, salaries, supplements, and proprietor and certificate programs that would be considered
Job Posting Competition reports and is the salary and salaries, and supplements. income in the region, divided by the number of jobs in higher education in the US. Emsi clients may use our
information provided by the company or entity the region. Higher Ed data to understand how well their programs
advertising the position. Job postings reports can be Certification: Certifications are recognizable prepare students for the workforce and what other
sliced by job title, company, region, and skills, meaning qualification standards assigned by industry or Educational Attainment (Demographics): Educational institutions might be offering in terms of competition.
users can see advertised salary information for these education bodies. Attainment indicates the level of education achieved
specific slices of data. by segments of the population of the United States. Hires: The number of hires for the selected timeframe.
Completions: The number of degrees or certificates The data are broken out by gender and by race/ When compared with Unique Postings, Hires shows
Age Demographics: A demographic breakdown, conferred for a specific course of study in a given year. ethnicity for the population ages 25 and over. how much actual hiring activity there is relative to the
by age, of individuals working in an occupation or Includes all award levels. May be greater than the amount of posting activity. A hire is reported by the
industry. For occupations, available by county for all actual number of students who graduated, as Emsi Educational Attainment (O*NET): O*NET Educational Quarterly Workforce Indicators when an individual’s
5-digit SOCs. For industries, available by county for all includes both primary and secondary majors. Both Attainment is a breakdown of the education levels Social Security Number appears on a company’s
6-digit NAICS. primary and secondary majors are included because generally required for employment in an occupation. payroll and was not there the quarter before. The
a graduate with a dual major in mathematics and These levels may differ from the actual education QWI program produces a comprehensive tabulation
Automation Index: On a scale of 1-100 with 100 electrical engineering should be considered part of levels attained by the occupation’s workforce which of employment and wage information for workers
being most at-risk, the automation index captures the potential supply for occupations that map to both are presented in the SOC Educational Attainment covered by State unemployment insurance (UI) laws,
an occupation’s risk of being affected by automation majors. section of Analyst. similar to the QCEW program. For more information
using four measures: from the Census Bureau on how hires data is collected,
The reference period for a completion year is July 1 of Educational Attainment (SOC): SOC Educational see this publication.
• % of time spent on high-risk work the prior year through June 30 of the current year. For Attainment is a breakdown of the education
• % of time spent on low-risk work example, the 2017 Completions metric is a count of levels attained by the occupation’s workforce. The Industry: A group of businesses that produce similar
• Number of high-risk jobs in compatible completions from 7/1/2016-6/30/2017. Educational Attainment breakout is only provided for goods and services, and share similar production
occupations the nation. processes for creating the goods and services they
• Overall industry automation risk Deduplication of Job Postings: Deduplication refers sell. Industries are classified using NAICS codes. Note
to the process of identifying and accounting for job Gender: Industry: A demographic breakdown, by that in the NAICS system, what a business produces is
The automation index is presented as a scale with a postings that advertise for the same vacancy. Because gender, of individuals working in the selected industry. given less importance than the process used to create
base of 100. An automation index greater than 100 Emsi scrapes job postings from over 100,000 websites, Available by county for all 6-digit NAICS. it. See NAICS.
indicates a higher-than-average risk of automation; the likelihood of scraping the same posting twice is
an automation index less than 100 indicates a lower- extremely high. Deduplication takes this into account, Occupation: A demographic breakdown, by gender, Industry Earnings: Emsi earnings data is presented
than-average risk of automation. yielding a more accurate count of unique job postings. of individuals working in the selected occupation. by place of work. Emsi displays industry earnings
Available by county for all 5-digit SOCs. as two separate values: “Wages and Salaries” and
Distance Offered Programs: Distance-offered “Supplements” (or the total, “Earnings”).
programs (often referred to as online courses) are
college courses which are available for students to
28 Q3 2021 REPORT Q3 2021 REPORT 29Wages and salaries are equivalent to QCEW reported Our methodology for current year job counts at any Occupation: The term occupation refers to professions Program: Emsi data uses the term program in
earnings. The BLS defines wages and salaries as given time averages the last four quarters of QCEW or careers in the workforce. In Emsi data, occupations reference to select courses offered at accredited
including“bonuses, stock options, severance pay, the cash to produce an annual picture. In the 2019.2 datarun, are differentiated from jobs, as jobs show the count of colleges or universities. Programs are oriented
value of meals and lodging, tips and other gratuities. In 2018 job counts were based on the average of the positions held within a certain occupation. toward a specific occupation, and completion of
some states, wages also include employer contributions latest 4 quarters available from QCEW: 2018Q3, these programs is often signified by a specific award
to certain deferred compensation plans, such as 401(k) 2018Q2, 2018Q1, and 2017Q4. in the 2019.3 data Occupation Earnings: Occupation earnings data level, such as Baccalaureate, Master’s, and Doctorate
plans. Covered employers’ contributions to old-age, run, 2018 job counts were based on QCEW 2018Q4, comes from the BLS’s OES dataset. It is collected from degrees.
survivors, and disability insurance; health insurance; 2018Q3, 2018Q2, and 2018Q1. In the 2019.4 data run, the employer’s perspective, meaning earnings data is
unemployment insurance (UI); workers’ compensation; 2019Q1 QCEW became available, making 2019 the pre-tax (individual employees’ tax withholdings will Qualifications: In Emsi data, the term qualifications
and private pension and welfare funds are not reported current jobs year in the 2019.4 data run. vary, so earnings are reported pre-tax). Because it is refers to the certifications decided on by a third-
as wages. Employee contributions for the same purposes, collected from the employer’s perspective, earnings party entity (school, government, industry, etc.) that
however, as well as money withheld for income taxes, Level: Attempts to score, between 1-100, the required data is also counted by the place of the employee’s acknowledges a body of skills and abilities (e.g. MBA,
union dues, and so forth, are reported, even though they level of knowledge, skill, or ability that is required work, not the employee’s residence. Occupations Certified Registered Nurse). For example, a job posting
are deducted from the worker’s gross pay.” of an occupation. Typically Importance and Level have average hourly earnings as well as percentile for a Registered Nurse may state that the qualifications
are similar, but there are cases such as a Registered earnings for five percentiles (10th, 25th, 50th (median), for the position include a Bachelor’s of Science in
Supplements come from the BEA’s State and Local Nurse’s knowledge of medicine and dentistry. They 75th, and 90th). Average earnings are determined Nursing from an accredited university and a nursing
Personal Income datasets. According to the BEA, usually require “65 out of 100” in terms of their by dividing the total earnings for the occupation license from the state nursing board.
supplements consists of “employer contributions for level of knowledge, but the importance of having by the number of jobs in the occupation. Percentile
employee pension and insurance funds and employer that knowledge is scored “91 out of 100.” They don’t earnings indicate what percent of the jobs in the Race and Ethnicity: The federal government tracks
contributions for government social insurance.” need to know everything about the topic, but what occupation earn that amount or less. For example, several racial categories (White, Black or African
they do need to know is very important to their 10th percentile earnings of $12/hr. indicate that 10% American, Asian, etc.) but only two ethnic categories,
Contributions for employee pension and insurance job. By comparing Level and Importance across all of the workers in that occupation make $12/hr. or Hispanic and Non-Hispanic. There may be some
funds include employer contributions to private occupations, we can view similar occupations based less. Median earnings of $15/hr. would mean that half overlap between race and ethnicity unless the two
pensions, publicly administered government on overlap between the two. of workers in that occupation make more than $15/ characteristics are clearly separated, e.g., “White non-
employee retirement plans, private group health and hr., and half make less than $15/hr. 10th percentile Hispanic,” “White Hispanic,” and “Non-white Hispanic.”
life insurance plans, etc. Contributions for government Metropolitan Statistical Area (MSA): A metropolitan earnings are often used as a proxy for entry level
social insurance include “employer contributions for statistical area is an area containing a substantial wages, as they represent some of the lowest earnings Remote Job Postings: The titles and bodies of all job
government social insurance as well as payments by population nucleus, together with adjacent in the occupation. Earnings are reported in terms of postings are scanned for language indicating that the
employees, the self-employed, and other individuals communities having a high degree of economic and hourly income rather than annual income for all but a position is remote. This includes looking for phrases
who participate in government social insurance social integration with that core. According to the handful of occupations. For occupations with earnings such as “work from home”, “remote”, “position can
programs.” United States Census Bureau, each metropolitan reported annually, we divide by 2080 (number of hours be located anywhere”, and the like. Postings found
statistical area must have at least one urbanized area in a working year) to determine hourly earnings. to contain remote language are tagged as remote.
Job Counts: Job counts (e.g. 2018 Jobs) are based on of 50,000 or more inhabitants. Pending approval, Remote postings also includes positions that need to
the most recent four quarters of data available from this minimum population threshold will increase Occupational Programs: The programs in the region be located in a particular region but not in an office.
QCEW. For example, in May 2019, 2018Q3 was the to 100,000 according to the recommendations of of study that may train for this occupation. Emsi uses Replacements: Replacements are jobs that will need
most current QCEW data available from the BLS. Our the Metropolitan and Micropolitan Statistical Area a default crosswalk to build these associations; the to be filled by new hires due to existing workers
2019.2 data run was based on this data in combination Standards Review Committee. occupations linked to a particular program may be leaving the occupation. Replacements are part of the
with the prior three quarters, so the “Current Year edited from the program’s Program Overview page. Openings calculation.
Jobs” are the 2018 Jobs.
Openings = Replacements + Growth.
30 Q3 2021 REPORT Q3 2021 REPORT 31Separations: A separation is indicated when a job Talent: In Emsi data, Talent indicates the workforce Turnover Rate: Turnover rate gives context for how
is present in one quarter, but is not present in the currently available to employers. Data for Talent often employees in a given occupation are moving to
following quarter. A separation is reported by the supply comes from Traditional LMI, job postings, and different employers. Turnover rate is calculated by
Quarterly Workforce Indicators when an individual’s professional profiles. comparing total separations to total jobs (separations
Social Security Number that appeared on a company’s divided by jobs). A separation is recorded when an
payroll in the previous quarter is no longer present. Talent Growth Index: Emsi’s Talent Growth Index individual’s Social Security Number that appeared
Separations data is published at the industry level scores companies on a 0-100 scale where 100 signals on a company’s payroll is no longer present. By
and modeled to occupation via staffing patterns. The top performing companies and 0 signals worst comparing separations to the total number of jobs
QWI program produces a comprehensive tabulation performing companies in the state within that 3-digit in an occupation, we can benchmark the level of
of employment and wage information for workers industry. There are three categories that comprise movement taking place in that occupation.
covered by State unemployment insurance (UI) laws, the Talent Growth Index: company postings, industry
similar to the QCEW program. For more information, trends, and regional trends. The industry and regional Typical Entry Level Education: The education level
see this publication. trends compare change compared to the previous most often needed to enter an occupation. Typical
year. Company postings identify the most recent entry-level education is reported at the national level,
Skills: In Emsi data, skills are competencies at specific month of postings to the company’s 6 month rolling so alternate paths to employment may exist in a
tasks or familiarity with specific subjects acquired average. This scoring was developed using a statistical region of study.
through education or experience. model looking at 18 years of data to understand what
metrics matter to company growth and how much Unique Job Postings: Unique Job Postings is the
Common Skills: Common skills can be self-taught and each metric should be weighted. The model is both number of deduplicated job vacancy advertisements
usually do not necessitate a certain completed level regionalized and unique to each industry. For instance scraped from over 100,000 websites. Deduplication is
of education, such as a Master’s degree, or other an aerospace company in Washington will be scored the process of identifying duplicate job postings and
certifications/credentials. They are essential in many differently than a aerospace company in Maryland. only counting one of the duplicates. The unique posting
industries and occupations (e.g. problem-solving, Similarly an aerospace company in Washington will count is the count of postings after the deduplication
project management). be scored differently than a finance company in process has taken place. The total posting count
Washington. is the count of postings before deduplication. For
Technical/Hard Skills: Hard skills are specific, learnable, example, if a user runs a report that returns 12 total
measurable, often industry- or occupation-specific Total Job Postings: Total Job Postings is the total job postings and 2 unique job postings, this means
abilities related to a position. A hard skill for nurses and unduplicated number of online vacancies that the 12 postings contained 10 duplicates and only
might be CPR, and a hard skill for a data analyst might scraped from over 100,000 websites. Deduplication 2 unique job.
be JavaScript. is the process of identifying duplicate job postings
and only counting one of the duplicates. The total
Staffing Pattern: Staffing patterns show the posting count is the count of postings before the
occupational makeup of an industry in percentages. deduplication process. The unique posting count is
For example, a (simplified) staffing pattern for the the count of postings after the deduplication process.
industry “Hospitals” might show that 10% of jobs in For example, if a user runs a report that returns 12
the hospitals industry are occupied by surgeons, total job postings and 2 unique postings, this means
15% by general practitioners, 20% by nurses, 5% by that the 12 postings contained 10 duplicates and only
information technology support staff, 5% by janitors, 2 unique job advertisements.
1% by chief executives, and so on. See also Inverse
Staffing Pattern.
32 Q3 2021 REPORT Q3 2021 REPORT 33You can also read
