Fig 3 - available via license: Creative Commons Attribution 4.0 International
Content may be subject to copyright.
Changes in Key Inflow Rates into RM and RC employment. Notes: Dark blue bars show percentage point changes in transition rates between phase I and phase II, and light blue bars show percentage point changes in transition rates between phase II and phase III. Red circles mark overall percentage point changes in transition rates between phase I and phase III.
Source publication
I investigate the role of labor market flows in the decline of routine employment in Switzerland between 1992 and 2018 using rich individual-level panel data from the Swiss Labour Force Survey. Existing research on the labor market effects of digital transformation has identified jobs with a high content of routine tasks as particularly prone to au...
Context in source publication
Context 1
... I conclude that routine employment decline is mostly driven by decreasing worker inflows rather than increasing outflows. Figure 3 shows the percentage point changes in transitions rates of these inflows whose changes are mainly driving the decline in routine employment. It remains unclear what is driving these changes in inflow rates. ...
Similar publications
Employment levels in the EU27 recovered from the effects of the COVID-19 pandemic in 2020–2021 much faster than they did after the global financial crisis in 2008–2010. This was despite the immediate job loss effects of the two crises being of comparable scale. Demographic change is affecting labour supply, as the EU’s working age population has be...
Current demographic changes require greater participation of people aged 50 or older in the labour market. Previous research shows that the chances of returning to employment decrease with the length of the unemployment period. In the case of older people who have not reached the statutory retirement age, these chances also depend on the time they...
This article analyses how hiring older workers adjusts to demographic change in the labour force by using information from more than 500,000 firms in Germany. We find robust evidence that firms faced with an ageing labour market hire relatively more older workers. However, the pace of this adjustment is relatively slow, particularly when ageing hap...
The Portuguese labour force is ageing rapidly, corresponding to an increase in the share of older cohorts in the workforce, and there are no prospects that this situation will slow down. This study carries out an empirical analysis of the impact of workforce ageing on labour productivity in the Portuguese economy considering data for the period 197...
Conventional views hold that low fertility will lead to low economic growth in the future. We examine the case of China, which has experienced decades‐long below‐replacement fertility, resulting in a rapidly ageing population accompanied by unintended diminished labour force growth. Compensating for the decline in the working‐age population, strong...
Citations
... Skill gaps may emerge as companies struggle to find applicants with the explicit expertise they necessitate. Additionally, high revenue rates can happen as workers pursue better prospects or are tempted away by opponents presenting higher recompense (Gschwendt, 2022). Effective talent managing approaches which may include enduring training and expansion, are critical for corporations to preserve a stable and proficient IT workforce through periods of financial growth and development. ...
The unpredictable characteristics of the world economy pose special difficulties for the Information Technology (IT) industry, especially in hiring and managing talent. This thesis examines the complex connection between economic uncertainty and IT recruitment, focusing specifically on remote work and the gig economy trends. This study provides information on how changes in economic conditions impact hiring strategies, workforce distribution, and talent demand, giving insights into IT recruitment dynamics during periods of economic downturns and growth.
The study shows that during economic slumps, hiring budgets decrease, more contract roles are offered, and competition for top talent rises, while during economic upturns, skill shortages in fields like cybersecurity and data analytics worsen. The evolution of remote work and gig economy has revolutionized traditional recruitment methods, allowing companies to tap into a larger talent pool and cut down on costs. Nevertheless, these models bring about fresh difficulties concerning employee involvement, preservation, and adherence to regulations.
This thesis suggests a variety of adaptive strategies to deal with these complexities, such as utilizing flexible workforce models, improving employer branding, and incorporating data-driven decision making into recruitment procedures. Moreover, it emphasizes the significance of flexibility in IT hiring, promoting the use of cutting-edge technologies, remote work guidelines, and the establishment of a strong talent pool to uphold organizational adaptability. The results offer practical suggestions for IT companies to improve their hiring strategies due to economic instability and the increasing popularity of remote work and gig economy models, ultimately guaranteeing continued growth and competitiveness
... Second, digital technology increasingly substituted workers in routine-intensive jobs while complementing workers executing nonroutine tasks (Autor, Levy, & Murnane, 2003). As a result, many labor markets experienced a decline in routine employment and steady growth in non-routine cognitive jobs, which predominantly require higher levels of education, further contributing to the ongoing upgrading trends in developed economies (e.g., Goos & Manning, 2007;Goos, Manning and Salomons, 2009;Gschwendt, 2022). Similarly, advances in digital technologies can be considered a key driver of widespread skill upgrading (Katz & Autor, 1999;Acemoglu & Autor, 2011;Oesch and Rodríguez Menés 2011;Balsmeier andWoerter, 2019, as well as Pusterla andRenold, 2022), and, in turn, were more beneficial for skilled than for unskilled workers, as occupations became more demanding and complex and thus requiring longer, higher, and better training. ...
