As of last Friday, it’s official: Skill-based hiring practices are the new normal at the nation’s largest employer (the federal government). On June 26, President Trump signed an executive order implementing “merit-based reforms that will replace degree-based hiring with skills- and competency-based hiring.” In this post, we’ll consider what this means for higher education and how a common skills language can help connect students, educators, and employers.
The world changed overnight and so did business as we knew it. As a leading provider of labor data analytics, we want to help staffing firms ADAPT and GROW in this new environment.
While COVID-19 may have accelerated the need to adapt, many of the changes that institutions are grappling with today connect to long-term shifts that predate the pandemic. In this post, we look at five of those long-term trends and consider how the new SkillsMatch platform enables institutions to adapt and respond with a personalized, skill-based approach to student engagement.
While macro-economists are typically interested in industry data in order to measure GDP, track total payroll employment, or build input-output economic models, occupation data is more in the domain of labor market experts. Occupation data is often more useful for the more “human” side of economics—to answer questions about education, training, and re-employment programs.
How much talent is available for this role? If you’re starting with a job posting or req, it’s not always easy to determine which job titles and skills you should use to define the relevant talent pool in the workforce. Now, with Emsi’s skills parsing tools, you can copy and paste a job description into Emsi and immediately see all of the relevant skills for a role along with suggested job titles.
When thinking about the labor market, you might envision large corporations and small businesses made up of thousands upon thousands of jobs–plus salaries, hourly pay, taxes, etc. But it’s important to remember that those corporations and businesses are part of a broader grouping: industries. And industry data is at the heart of labor market information.
Finally, May job postings pulled out of a seven-week nose dive. Weekly new job postings were, on average, up 134% from mid April, which was when new job postings (for now) officially bottomed out at 34% below the January/February average. By comparison, May’s new job postings by the third week were only 11% below the January/February average. So while there’s still a ways to go to match pre-COVID levels, May job postings were indeed on the rise.