A new report from Indeed’s Hiring Lab shows U.S. workers frequently switch jobs and career paths, impacting company talent strategies.
Around 2.6% of U.S. workers change jobs monthly, with two-thirds also switching occupational categories.
The pursuit of better pay and opportunities drives job transitions, especially in roles with lower demand and salaries.
A fresh report from Indeed’s Hiring Lab reveals U.S. workers are frequently switching jobs and entire career paths, pressing companies to rethink talent strategies based on whether they’re in high-churn or more stable fields. The June 10 analysis, “From One Job to Another: Mapping Career Transitions Using Indeed Data,” examined over 35 million user profiles from 2022 to 2024.
Musical chairs: Each month, about 2.6% of U.S. workers jump to new gigs, with nearly two-thirds also changing their entire occupational category, according to the report’s findings. Churn varies dramatically, from roughly 1 in 30 loading/stocking roles filled by switchers monthly, to a more stable 1 in 60 in media and communications.
Velvet ropes & revolving doors: Some fields like nursing (two-thirds of hires are internal) and software development (over half are internal) act as “closed circuits,” the report notes. In contrast, industries such as hospitality and tourism are highly accessible, with nearly 90% of new hires coming from other occupations. This bifurcation means employers in high-turnover sectors must focus on attraction and onboarding, while those in stable fields should prioritize internal development and retention.
Show me the money: The drive for better pay and more opportunities largely fuels these transitions, as the Indeed study indicates higher attrition from roles with weaker labor demand and lower salaries. Understanding these motivations is key for both companies trying to hire and workers eyeing their next step.
The new loyalty: In a labor market defined by constant motion, employers who adapt their talent strategies to these realities of job and career switching will be best positioned to attract and retain the people they need. Meanwhile, the conversation around hiring continues, with some economists pointing to structural issues, not AI, behind slowing white-collar job creation. For those tracking specific roles, other reports delve deeper into jobs experiencing the highest and lowest turnover rates.
Reading Recap:
A new report from Indeed’s Hiring Lab shows U.S. workers frequently switch jobs and career paths, impacting company talent strategies.
Around 2.6% of U.S. workers change jobs monthly, with two-thirds also switching occupational categories.
The pursuit of better pay and opportunities drives job transitions, especially in roles with lower demand and salaries.
A fresh report from Indeed’s Hiring Lab reveals U.S. workers are frequently switching jobs and entire career paths, pressing companies to rethink talent strategies based on whether they’re in high-churn or more stable fields. The June 10 analysis, “From One Job to Another: Mapping Career Transitions Using Indeed Data,” examined over 35 million user profiles from 2022 to 2024.
Musical chairs: Each month, about 2.6% of U.S. workers jump to new gigs, with nearly two-thirds also changing their entire occupational category, according to the report’s findings. Churn varies dramatically, from roughly 1 in 30 loading/stocking roles filled by switchers monthly, to a more stable 1 in 60 in media and communications.
Velvet ropes & revolving doors: Some fields like nursing (two-thirds of hires are internal) and software development (over half are internal) act as “closed circuits,” the report notes. In contrast, industries such as hospitality and tourism are highly accessible, with nearly 90% of new hires coming from other occupations. This bifurcation means employers in high-turnover sectors must focus on attraction and onboarding, while those in stable fields should prioritize internal development and retention.
Show me the money: The drive for better pay and more opportunities largely fuels these transitions, as the Indeed study indicates higher attrition from roles with weaker labor demand and lower salaries. Understanding these motivations is key for both companies trying to hire and workers eyeing their next step.
The new loyalty: In a labor market defined by constant motion, employers who adapt their talent strategies to these realities of job and career switching will be best positioned to attract and retain the people they need. Meanwhile, the conversation around hiring continues, with some economists pointing to structural issues, not AI, behind slowing white-collar job creation. For those tracking specific roles, other reports delve deeper into jobs experiencing the highest and lowest turnover rates.
Reading Recap:
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