A person who becomes disabled and is unable to work would be counted as "separated" for reasons other than quitting or being laid off.
Other than that, disabilities would not produce a significant variance in job openings vs job hires: filling a vacant position arising from a disability is functionally the same as filling a position due t…
A person who becomes disabled and is unable to work would be counted as "separated" for reasons other than quitting or being laid off.
Other than that, disabilities would not produce a significant variance in job openings vs job hires: filling a vacant position arising from a disability is functionally the same as filling a position due to a quit.
And whether from disability or any other reason, the reality remains that a far higher proportion of reported job openings are going unfilled, yet there is no appreciable decrease in the pace of hiring. If disability were a bar to the hiring process, why has that not shown up as a decrease in hiring?
The disability data is intriguing, and raises a lot of questions, but I don't see it having a material impact on the JOLTS data. I don't see where that correlation has been established.
A person who becomes disabled and is unable to work would be counted as "separated" for reasons other than quitting or being laid off.
Other than that, disabilities would not produce a significant variance in job openings vs job hires: filling a vacant position arising from a disability is functionally the same as filling a position due to a quit.
And whether from disability or any other reason, the reality remains that a far higher proportion of reported job openings are going unfilled, yet there is no appreciable decrease in the pace of hiring. If disability were a bar to the hiring process, why has that not shown up as a decrease in hiring?
The disability data is intriguing, and raises a lot of questions, but I don't see it having a material impact on the JOLTS data. I don't see where that correlation has been established.