Like inflation, the historic shifting out of the Beveridge Curve was experienced across countries. One speculative reason might be the rapid expansion of remote work.
But whether is was significant (and really, how much) compared to other variables is the actual question.
I’ll throw my contribution to the discord: on average, remote workers - particularly of the administrative/clerical type who have taken over HR functions, have become significantly less productive, efficient, than ever before. But so have higher-skilled employees. Remote work efficacy is totally uneven across all sorts of standards.
What’s more, so have the people who are now hired and “telecommuting”, resulting in a generally smearing-out (over time) of the productive returns to these new HR processes and resulting assets, with (I’d expect) a very bad set of graphs describing success-related criteria of these same cohorts.
Remote work is excellent for some, totally abysmal for so many others. You cannot just let everyone telecommute and expect greatness, no matter how much you trust your employees. (See what I did there?)
It used to be that good people could telecommute after working with a team for a long while, developing strategies, etc.
Now, many people believe remote work (and sometimes even work itself) is a right from Day 1. A movement in the Beveredge Curve could very easily be influenced by this dynamic.
That it takes longer, more forms, meetings, legal reviews, and successive PIP’s to get rid of these “higher-skilled” people (high vacancy) is a critical issue. Job postings definitly don’t get taken down nearly as quickly as last time.
Of course it did.
But whether is was significant (and really, how much) compared to other variables is the actual question.
I’ll throw my contribution to the discord: on average, remote workers - particularly of the administrative/clerical type who have taken over HR functions, have become significantly less productive, efficient, than ever before. But so have higher-skilled employees. Remote work efficacy is totally uneven across all sorts of standards.
What’s more, so have the people who are now hired and “telecommuting”, resulting in a generally smearing-out (over time) of the productive returns to these new HR processes and resulting assets, with (I’d expect) a very bad set of graphs describing success-related criteria of these same cohorts.
Remote work is excellent for some, totally abysmal for so many others. You cannot just let everyone telecommute and expect greatness, no matter how much you trust your employees. (See what I did there?)
It used to be that good people could telecommute after working with a team for a long while, developing strategies, etc.
Now, many people believe remote work (and sometimes even work itself) is a right from Day 1. A movement in the Beveredge Curve could very easily be influenced by this dynamic.
That it takes longer, more forms, meetings, legal reviews, and successive PIP’s to get rid of these “higher-skilled” people (high vacancy) is a critical issue. Job postings definitly don’t get taken down nearly as quickly as last time.