03 Sep Unlocking the Talent Puzzle: Why Filling Jobs is Harder Than You Think
In Mecklenburg County, the question of talent supply is one we encounter frequently, and the truth is not always what businesses want to hear. Many of our best available measures are, in reality, imperfect proxies—shadowy reflections that don’t fully capture the specific needs of employers. These proxy measures are often focused on degree attainment, but we all know individuals brimming with skills who, paradoxically, possess degrees and credentials entirely unrelated to their current roles. Some may also have relevant qualifications, but this isn’t a given. As a result, anyone who tells you they can definitively assess talent supply is either misinformed or simply not explaining the whole truth. While these measures provide a great starting point and are useful for academic analysis, they aren’t very practical for businesses looking to understand who is available to hire. From a practical standpoint, for employers, the difference is stark. It matters little if a candidate boasts a four-year degree but falls short on technical know-how, interpersonal skills, or the drive to learn. Conversely, someone who embodies these traits but lacks formal credentials may find it harder to get their foot in the door, but once they gain experience, that degree significance fades. Employers, as we know, are quite inventive in overcoming these formal barriers when seeking the right talent.
To truly understand the local labor market, we need to look beyond conventional metrics and focus on what businesses are genuinely experiencing. How long does it take to fill a position? How often must a job posting be recycled before finding a candidate? What wages must ultimately be offered to attract the right talent? There are other labor market complexities too, with some positions being able to draw talent more nationally or regionally, versus positions that have a more limited talent pool—but that is a detailed analysis for another time.
With these considerations, we’ve examined the positions that are easiest and hardest to fill over the past month. Our data (August 2024 Lightcast Job Postings) suggests that roles such as Software Developers (15 days, with a ratio of 2.19), Computer Occupations, All Other (16 days, 2.25), and Human Resources Specialists (20 days, 2.31) are filled with relative ease, indicated by shorter posting durations and fewer reposts. This suggests that the necessary talent for these roles is readily available and hiring processes are smooth.
In contrast, positions like Retail Salespersons (27 days, 3.13), Licensed Practical and Licensed Vocational Nurses (27 days, 3.43), and Janitors and Cleaners (32 days, 2.70) are proving far more challenging to fill. The extended time to hire and higher reposting rates point to a scarcity of candidates or a mismatch between job requirements and applicant skills.
It’s important to recognize that wages play a critical role here; higher pay undeniably incentivizes potential employees. However, these numbers are still proxy metrics—indicators rather than absolutes. If your business is struggling with hiring or if these trends don’t reflect your experience, I encourage you to reach out to us. Charlotte Works is committed to helping businesses meet their talent and growth objectives. Whether you’re actively hiring or merely exploring talent strategies, we’re here to assist. Don’t hesitate to contact us at bizserv@charlotteworks.com.