Perfect Match: How Workers Can Find Jobs That Fit Them Best. Center for Strategic & International Studies.Kati Suominen et al. October 4, 2019
The purpose of this report is to focus on mismatch problems in manufacturing labor markets. This report lays out several frictions that keep qualified and available American workers from becoming hired by American manufacturers and puts forth ideas for both manufacturers and the public sector to make the marriages between qualified workers and best-fit jobs happen and work. As such, this report is not focused on measuring or analyzing skills shortages or proposing new ways to build a workforce skilled for twenty-first century manufacturing jobs. Thus, “mismatches” in this report do not refer to “skills mismatches” where workers do not have skills employers want, as they do in some studies; rather, mismatches in this report mean settings where available workers are not being easily and optimally sorted into best-fit jobs. [Note: contains copyrighted material].
[PDF format, 57 pages].
The U.S. Labor Market in 2050: Supply, Demand and Policies to Improve Outcomes. Brookings Institution. Harry J. Holzer. May 31, 2019
Current estimates suggest that over the coming decades,
slower population growth and lower labor force participation will constrain the
supply of labor in the U.S. The U.S. labor force will also become more diverse
as immigration and fertility trends increase the size of minority populations.
New forms of automation will likely require workers to adapt to keep their old
jobs, while many will be displaced or face less demand for their work (while
others benefit). Firms will continue to implement alternative staffing
arrangements, like turning workers into independent contractors or outsourcing
their human resource management to other firms; and many will adopt “low-road”
employment practices to keep labor costs low. Exactly whom these changes will
benefit or harm remains unclear, the author finds, though non-college workers
will likely fare the worst; higher productivity from new technologies and
reduced labor supply could raise average wages, but many workers will clearly
be worse off. According to the author, policymakers should provide incentives
for firms to train current employees, rather than replace them, and should
encourage schools and colleges to teach flexible, transferable skills, as the
future workforce will likely need to adapt quickly to new and changing job
requirements. Lifelong learning accounts for workers could help. Expanding wage
insurance and improving unemployment insurance and workforce services could
help workers adapt after suffering job displacement. Policies that make work
pay, like the EITC, and others designed to increase labor force attachment,
like paid family leave, could help mitigate declines in the labor force.
Reforms in immigration and retirement policy will help as well, as would policy
experimentation at the state and local level (with federal support). [Note: contains copyrighted material].
[PDF format, 51 pages].
Labor Market Patterns since 2007. Congressional Research Service, Library of Congress. Sarah A. Donovan, Marc Labonte. October 3, 2018
The period since 2007 has been a time of significant change for labor markets. The Great Recession of 2007-2009, the longest and deepest recession since the Great Depression, caused the unemployment rate to briefly reach 10%, and labor markets have subsequently experienced a long and gradual recovery. Most labor force metrics, including the unemployment rate and various other measures of labor force underutilization, have returned to levels that have historically been consistent with full employment.
[PDF format, 26 pages].
Bridge to Opportunities: How One Probation Agency Developed a Program Designed to Connect Probationers to High-Wage Jobs. RAND Corporation. Dionne Barnes-Proby et al. May 25, 2018
This report summarizes findings from a case study of a program intended to improve the earning potential of probationers in Sacramento County, California, by training them in construction trades and connecting them to high-wage employers. [Note: contains copyrighted material].
[PDF format, 20 pages].
Skills for Work in Bulgaria : The Relationship between Cognitive and Socioemotional Skills and Labor Market Outcomes. World Bank. Victoria Levin et al. January 2016.
Employers value three types of skills, two of which are foundational: cognitive skills, such as functional literacy and numeracy, and socioemotional skills, such as self-discipline, perseverance, and the ability to work well with others.
But how are these different skills distributed among the working age population in Bulgaria? And what is the relationship between labor market outcomes and skills?
These particular questions are addressed in a new World Bank report, Skills for Work in Bulgaria: The Relationship between Cognitive and Socioemotional Skills and Labor Market Outcomes – a study based on data from the Bulgarian Longitudinal Inclusive Society Survey (BLISS) that was collected by the World Bank and the Open Society Institute–Sofia in the spring of 2013. [Note: contains copyrighted material].
[HTML format with a link to the full text PDF file].