Indeed for Business

The February JOLTS report paints a clear picture: the U.S. labor market is stuck in neutral. Job openings slipped to 6.9 million, the hiring rate fell to its lowest level since the pandemic, and the quits rate has remained at or below 2.0% for eight consecutive months — a sign that workers are holding on rather than taking risks. What's notable is that this data predates the conflict in the Middle East. With oil now above $110/barrel and stagflation concerns mounting, the road ahead looks considerably more uncertain than what these numbers reflect. Full breakdown from Indeed Hiring Lab worth a read 👇 https://lnkd.in/dGS-ZTf7

The Great Resignation is officially over. With quits now at their lowest level in over a decade, Indeed data points to a labor market where workers are less willing to move and employers are regaining leverage.

Women’s History Month feels especially significant this year: For the first time outside of a recession, women have fully closed the long-standing workforce gender gap in the US, now holding slightly more nonfarm jobs than men. This new Hiring Lab analysis explores how decades of declining male labor force participation and resilient female employment in sectors like healthcare, education, and leisure & hospitality are structurally reshaping the labor market—and what it means for how employers think about talent and hiring: https://lnkd.in/de2sbf3a

When it comes to disability inclusion in the workplace, organizations are asking how, not if. They need flexible templates, scalable frameworks, and examples from peers. Each week of March, we’ll share takeaways from our partnership with Hidden Disabilities Sunflower and other talent leaders in honor of Developmental Disabilities Month, compiled by Indeed Director of Accessibility Donna Bungard. What effective accessible infrastructure requires: 1️⃣ Flexible, customizable templates that organizations can adapt to their culture and regional context, not rigid policies that don't fit their reality. 2️⃣ Scalable frameworks that integrate into existing HR systems rather than creating parallel structures. Organizations need clear processes that don't require reinventing everything. 3️⃣ Partnership with the disability community. Effective inclusion requires engaging with disability-led organizations, lived experience experts, and practitioners doing this work across industries and regions. "Nothing about us without us" isn't just a rallying cry — it's the path forward. Organizations that partner with the disability community to build their systems don't just create better policies. They create workplaces where people with disabilities actually want to work. Working with Hidden Disabilities Sunflower and other community organizations allows yours to move forward effectively. Check out their website and resources at www.hdsunflower.com.

We’re honored to be named one of Fast Company’s 2026 Most Innovative Companies! For us, innovation is not about technology alone. It is about solving one of the most persistent challenges in the labor market: making it easier for the right people and the right jobs to find each other. Over the past year, we’ve built new, innovative tools that improve the hiring experience for both job seekers and employers. Each one moves us closer to our mission of helping people get jobs. Read more from Fast Company: https://lnkd.in/d9cXPxy5 #FutureofWork #FCMostInnovative

AI adoption alone isn’t enough. Many companies have rolled out AI tools but still struggle to see meaningful returns. The difference often comes down to AI fluency: knowing how to apply AI to real work, redesign processes and adapt as the technology evolves. In this piece, we look at how Zapier, Indeed and Salesforce are: ▪️ defining what effective AI use looks like, by role ▪️ evaluating AI capability in hiring and interviews ▪️ exploring whether AI skills should factor into performance expectations ▪️ building ongoing, role-specific training instead of one-size-fits-all rollouts The takeaway: using AI occasionally is not the same as using it well. 👉 Read the full article: https://lnkd.in/d3QQNf6k

Have you heard of the manager capability gap? Leaders want to support employees with disabilities but don't know how to start conversations, address accommodations, or create psychologically safe teams where disclosure of needs (not necessarily diagnosis) is done without fear. Each week in March, in honor of Developmental Disabilities Month, we’ll share takeaways from our partnership with Hidden Disabilities Sunflower and other talent leaders, as compiled by Indeed Director of Accessibility Donna Bungard. Over 24 hours, we asked 380 organizations across five continents about different aspects of their disability inclusion efforts. The questions were different. But the answers were the same. Here’s how the manager capability gap shows up: 1️⃣ There’s a struggle to integrate mental health into disability inclusion strategies without systems to secure leadership engagement or create consistent policies across regions. 2️⃣ Return-to-office mandates exposed the gap. Most organizations handle disability accommodations "ad hoc" rather than through structured, consistent systems. 3️⃣ Organizations don't know what training exists in their own companies. A fundamental gap in awareness infrastructure prevents managers from accessing resources that already exist. Different regional contexts. Same underlying problem: Without proper systems, managers can't act with confidence or consistency. Need a better understanding of non-apparent disabilities? Learn more with the link in the comments.

Concerns about AI replacing jobs are growing, but evidence of widespread job loss remains limited. In MarketWatch, Indeed Hiring Lab’s Laura Ullrich said workers should focus on building AI familiarity and highlighting transferable skills: “You have to position yourself to be on the AI wave and not get washed over by it.” Read the full article for more on how AI may reshape the labor market. https://lnkd.in/dp_7fEnX

Question for talent leaders: What’s the single change that would most increase candidate trust in your hiring process today? Our latest Indeed–YouGov sentiment survey shows a disconnect: leaders are optimizing for efficiency, while candidates are optimizing for security. If you’re threading the needle on AI this year, responsible AI processes start with: ▪️ Explainable behavior ▪️ Tools as recruiter assistants, not decision-makers ▪️ Customizable outcomes ▪️ Minimal disruption to existing workflows The latest article from Indeed Insights offers 5 steps for responsible AI enablement, plus a real‑world case study about how Midland Care Connection, Inc. uses Indeed Smart Screening to move faster. Read the full playbook (link in the comments). #TalentLeadership #AIinHR #ResponsibleAI #Hiring #Recruiting #EmployerBrand #CandidateExperience

Hiring isn’t just a transaction; it’s a connection.
In our latest blog post, VP of Product Sol Garger shares how Indeed combines AI with real hiring insight to connect job seekers and employers leading to the “mutual yes.” Grounded in decades of expertise, hundreds of millions of profiles, and 350+ ATS integrations, our platform is built to drive real hiring outcomes, not just clicks. Discover how we’re creating signal at a time of AI-generated noise: 🔗 https://lnkd.in/g2kz945D