At a recent job fair at Boulevard Mall in Las Vegas, Bogdan Popa found himself feeling discouraged and disheartened. He was unemployed and seeking a way to stand out in a crowded job market by meeting recruiters face-to-face. However, his hopes were dashed as he was repeatedly directed to online applications.
Popa expressed his frustration, stating, “This is the first time I’ve been in a situation where things are almost impossible.”
He previously worked as an HVAC technician but lost his job during a probationary period and has been searching for new opportunities in various fields including energy assessment, warehousing, or security. Despite applying to around 20 positions since becoming unemployed, including those he found at the job fair, he has only managed to secure a handful of interviews.
“I know there’s something out there, but I can’t seem to reach it,” he lamented.
The job market in Nevada presents seemingly contradictory dynamics as employers report challenges in hiring, even with high unemployment figures. Jenelle Hann, the human resources director at the Parking and Transportation Group, constantly looks for front-line workers to direct traffic at significant events like the Formula One Las Vegas Grand Prix, offering $13 an hour.
She noted a shift in attitude among potential hires, with many treating such jobs as temporary gig work or refusing to work outside in the heat. She also faces difficulties finding qualified candidates for specialized positions requiring certifications.
“Previously, even for the front-line staff, people were just knocking down the door and working two and three jobs to make it,” she explained. “Now they’re like, this one job doesn’t pay enough. I’m just not gonna work.”
Economists, employers, and job seekers alike describe a complicated labor market in Nevada. While the state has one of the highest unemployment rates in the country, economic indicators show ongoing hiring, albeit at a slower pace than seen after the COVID-19 pandemic lockdowns.
David Schmidt, chief economist for the Nevada Department of Employment, Training and Rehabilitation, acknowledged the disconnect between expectations of employers and job seekers as a continuation of the labor market challenges seen over the past year.
Recent data from the U.S. Bureau of Labor Statistics indicates a discrepancy in job openings and employment within the state. In July, 4,000 more employees left or lost their jobs than those hired, highlighting a labor market mismatch where employees hold onto their current jobs while employers actively seek workers.
During this same period, job openings represented 4.1 percent of total employment in Nevada, while the quits rate, measuring voluntary separations, was 2.2 percent.
Schmidt noted, “We’ve come out of COVID. We’ve come out of the big buildup in jobs. We’ve come out of the huge surge in job openings that we had, and employment growth has been slowing down.”
He observed that while the labor market might be tightening, demand for workers remains strong.
Amidst these labor market dynamics, Popa shared some advice for workers contemplating leaving their jobs. “I would say, don’t leave your job if you want to get another job,” he advised. “If you want to get more money, get a second job while you still have your other job because you don’t want to lose the job that you’re at. It’s hard to find a job after you quit.”
This tendency to hold onto current employment—referred to as “job hugging”—reflects the sentiments of many job seekers across various industries. Ryan Berger, director at staffing firm Robert Half in Las Vegas, echoed this notion: “There is desperation in the market right now, and we can all feel that. But there are just so many job seekers that it may not even be that you’re not qualified for the job.”
He continued, “You are likely more than qualified for the position, but you may be one of thousands at this moment in time.”
Popa and other job seekers also expressed frustration with the online application processes typical in today’s job search. BerQuisha Henry, another job seeker at the same job fair, remarked about her experience with employers directing applicants to their online application systems, leaving her feeling overlooked.
Henry has been searching for work since May and holds a bachelor’s degree in psychology with experience in schools. The process has been disheartening for her generation, which has been raised with the belief that education leads directly to employment.
“It can be depressing for my generation,” she shared. “We bought that whole, ‘go to school, get a degree, get a job’—and for it to not turn out like that, it can be kind of pressing knowing that you’re capable of so much, but having to reduce yourself to mindless, hourly work.”
Reports from a recent survey conducted by UNLV’s Center for Business and Economic Research (CBER) indicate that a significant proportion of unemployed Nevadans are looking to change industries, primarily toward roles in transportation, hospitality, and administration.
The survey, published in August, found limited interest in healthcare, which has been noted as a sector with substantial job growth potential in Southern Nevada. This mismatch may stem from inadequate awareness of available job opportunities or insufficient access to requisite training for those roles.
Andrew Woods, the director of CBER, noted the ongoing friction in the labor market, harkening back to the aftermath of COVID when demand in leisure and hospitality rebounded but workers hesitated to return to face-to-face interactions.
A prevailing issue is the lack of qualified labor, particularly for small businesses. National surveys conducted by the National Federation of Independent Businesses reveal that 88 percent of business owners who were hiring in September reported encountering few or no qualified applicants for their vacant positions.
Bill Rebensdorf, operations manager at Machining Specialist Inc. in Las Vegas, has been searching for a conventional machinist for four months without finding any applicants. He even extended his search as far as Phoenix and Orange County, California, only to discover that even temp agencies are struggling to source the necessary talent.
While niche skills required for some positions complicate hiring, Rebensdorf’s frustrations extend to applicants who fail to read job postings accurately. “I have most recently resorted to, ‘Are you sure you meant to apply for this?’” he stated, expressing his uncertainty about where to turn next for sourcing applicants.
In the leisure and hospitality sector, particularly, the job market appears to have shifted. Brendon Young, general manager at Carson Kitchen, noted a recent uptick in applications, particularly from qualified individuals, as his restaurant became fully staffed with several new hires.
“You weren’t getting anyone to apply,” Young said. “The people who did apply were not necessarily the most qualified. Now, whenever we do need to hire, we have a lot of people apply—qualified applicants as well.”
The current uncertainty in the labor market has also resulted in an increase in seasonal and contract work, as companies remain cautious about making significant commitments. Ryan Berger remarked that businesses appear to be “tiptoeing” rather than making bold investments traditionally seen during economic recoveries.
To stand out among hundreds of applicants and maneuver past the initial layers of AI screening in applications, experts suggest job seekers tailor their resumes to align with the job postings. Tia Hawkins, office manager of the EmployNV Career Hub, advises applicants to identify key words in job advertisements that can help navigate application systems effectively.
“This can be a difference between a word, like ‘guest’ or ‘customer,’” she explained. “If I’m looking for guest services and you put ‘customer,’ you can definitely get overlooked.”
Some also recommend job seekers leverage their local networks and connections instead of relying solely on online applications. Destiny Erazo, human resources director at El Cortez hotel-casino, emphasized the importance of personal interaction, stating, “I feel like it’s a lot more local, a lot just more raw, and you can really have those conversations with people just face to face, rather than just going and applying online.”
Schmidt, the state economist, concluded with a broader observation about the labor market: “It’s because we don’t put 10,000 people into 10,000 jobs. One person finds one job at one point in time, and you have to do that process 10,000 times to really make those connections happen.”
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