Where Are All the Workers? United States Has Record High 11.5 Million Job Openings


Where Are All the Workers? United States Has Record High 11.5 Million Job Openings

The United States reached a record-high of 11.5 million job openings in March 2022, the highest level in the history of the Job Openings and Labor Turnover Survey (JOLTS) that has been released by the U.S. Department of Labor’s Bureau of Labor Statistics since December 2000. The figure is up from 11.3 million job openings in February 2022.

In March 2022, job openings increased by 155,000 jobs in retail trade and by 50,000 jobs in durable goods manufacturing while decreasing by 69,000 jobs in transportation and warehousing, by 43,000 jobs in state and local government education, and by 20,000 jobs in the federal government. Job openings also increased in the south region of the U.S.

In addition, the survey revealed the “Great Resignation” that started in 2021 in response to the COVID-19 pandemic was continuing in the U.S. as a record 4.53 million workers quit their jobs in March 2022, beating the previous series high of 4.51 million in November 2021, according to the JOLTS, which defines “quits” as voluntary separations initiated by employees.

So where are all the workers? “As record-breaking resignation numbers continue to rise in the United States, employers are wondering why their employees are so quick to quit their jobs and how to keep them from leaving,” ClearStar, a leading HR-technology company specializing in background and medical screening, noted in a blog titled “The Great Resignation of 2021.”

“The resignations could be a result of the effects of the COVID-19 pandemic, low pay, and benefits, new job opportunities, or a mix of all of the above,” the blog suggested, adding that listening to the needs of employees for accommodations or suggestions for improving the work environment could benefit the entire company and not just one employee.

“Listening to employees and their desires for their careers is the first step to developing lasting relationships with them. An employer who accommodates their employees with remote work and shows interest in trying to help them find something they enjoy doing in their job is likely to build a relationship with their employees that they are not so quick to abandon.” 

For more than 25 years, ClearStar has helped employers around the globe succeed by providing them with employment intelligence to grow their teams with confidence. As a founding member of the Professional Background Screening Association (PBSA), ClearStar has established a reputation for innovation, reliability, and candidate care. To learn more, contact ClearStar.

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    Thomas Ahearn - News Blog Editor and Public Relations Specialist

    Thomas Ahearn is our News Blog Editor and Public Relations Specialist. Our News Blog provides information about the background check industry to employers, HR professionals, recruiters, and consumers. ClearStar's News covers a variety of topics including Ban the Box, credit reports, criminal records, data breaches, drug testing, Equal Employment Opportunity Commission (EEOC), E-Verify, Fair Credit Reporting Act (FCRA), HR technology, identity theft and fraud, jobs reports, lawsuits involving screening, Millennial workforce, privacy issues, social media background checks, and workplace violence.

    At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.


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