S5 E46 | Recruiting Community: Cory Stahle, Indeed Labor Economist, Talks Trends and Insights

🎧 Show Notes

Transcripts and/or show notes

Chris Hoyt, CXR 
So we’re just we just wrapped up some holiday time everybody did did you manage to take a little bit of time off?

Cory Stahle, Indeed Labor Economist 0:08
Yeah, actually managed pretty well got a little bit of an extended weekend for the first time. And, oh, man, I worked retail for a number of years. So for the first time, in a long time, I actually had Black Friday off and was on the other side of the lines this year, which was pretty nice.

Chris Hoyt, CXR 0:21
I have to tell you, and I love the reference to it being the lines, because I have a retail background, right. As soon as I got out of the military, I fell into retail. And I gotta take holidays, holidays were miserable. I feel just I feel bad for folks are still working in those holidays, unless they’re passionate about it.

Cory Stahle, Indeed Labor Economist 0:38
I was gonna say I was I’m probably one of the weird ones that like, I loved that moment, waiting and seeing people like banging on the doors to like, get in, you know, and just like just watching, you know, the mass of people flood through the doors. I always I always loved that moment. So I guess I’m one of the odd retail people because I kind of miss that every once in a while.

Chris Hoyt, CXR 0:58
So there might be something wrong with you Cory.

Cory Stahle, Indeed Labor Economist 1:02
there might be not not diagnosed yet or anything, but there very well maybe.

Chris Hoyt, CXR 1:07
Do you think now that you’re out of that? And I mean, it is a fascinating, I think I did it for maybe five or six years, managing multiple stores. I did enjoy pieces of it. But it’s such a stressful season. I mean, now that you’re out of it, what’s what’s your take on doing away with black Friday’s, like completely doing away with those 3am openings? And you know, all of that thing, how do you feel about that?

Cory Stahle, Indeed Labor Economist 1:30
I mean, I feel like it definitely again, like I really liked like the whole opening thing. But I also, I worked a few of the years where doors were opening at like seven o’clock in the morning instead. And I’m much more preferred those to, I mean, I remember one year where I had to go in and start putting all the product out at like two o’clock in the afternoon. So we ate like Thanksgiving dinner, you know, at like 11 o’clock in the morning. So I could go to work at two o’clock in the afternoon. And so really from like the perspective of the retail as much as I liked watching the people flood through the doors, I’m really happy that we’re kind of pushing towards letting those people have, you know, something other than on an 11am Thanksgiving lunch.

Chris Hoyt, CXR 2:09
So yeah, yeah, well, for sure. Well, maybe we’ll talk about a little when we jump in. But I heard on the news recently that something like 70 some odd percent of people who purchased Black Friday, and that went into Cyber Monday did it with the that that payment system, you see a couple of different payment systems where they delay payment or defer payments, which I thought was kind of a staggering number for doing sort of a I guess it’s not layaway, because you’re getting your product right away. But this payment platform, which is sort of an all time high.

Cory Stahle, Indeed Labor Economist 2:42
Yeah. Yeah. I mean, that’s definitely something interesting. I mean, as as an economist, and kind of looking at that data, you know, little data points like that are things that we we get excited about, right? Because that helps us to keep kind of our pulse a little bit on what’s going on in the economy. So, you know, especially with inflation, and all the things that are going on right now, you see numbers like that, and you have to really wonder and, you know, kind of gives you an insight into what’s going on and consumers minds and kind of where they’re at in terms of their personal finances right now. So I agree that’s a super interesting number.

Chris Hoyt, CXR 3:13
Yeah. Are they hold it? are they holding on to their cash? Or do they not have the cash? I mean, that’s what sort of came to my mind. Well, let’s just say we’re gonna talk about some stuff in the market won’t all be Black Friday and Cyber Monday and whatever. But we’ll jump right in. Are you ready?

Cory Stahle, Indeed Labor Economist 3:25
I’m ready. Let’s do it. Here we go.

CXR Announcer 3:28
Welcome to the CXR channel, our premier podcast for Talent Acquisition and Talent Management. listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We’re glad you’re here.

Chris Hoyt, CXR 3:58
All right, everybody, I want to welcome back to the CXR recruiting community Podcast. I’m Chris Hoyt, I am your host for today. I’m the president of CareerXroad. And this is the show where for about 20 minutes at a time, we talk with folks that we bring in from the recruiting industry are who touched that recruiting industry, whether they be practitioner or leader in that space, or like our guest today, somebody who’s sort of behind the scenes and reporting out on that to talk about what’s top of mind for them and kind of what they see going on in the space. Now these podcasts stream anywhere that you listen to your podcasts are ready, and they’ll show up. That’s I guess, iTunes, Spotify, you name it, but they’ll also show up as we stream them live on LinkedIn, Facebook, Twitter, YouTube, and of course CXR.works/podcast you head out there you can of course see all of the previous episodes. And you can of course see what’s coming up next. We don’t do ads on the show. It is a labor of love. But we do promote work that we think makes a difference in the industry and sort of helps recruiting professionals and one of those I want to call out is a free source for our members as well as watchers and listeners here, and that’s recruiter, excuse me recruiting job listings. And you can find those at CXR.works/jobs, they are updated daily from hundreds of different companies. And as of this morning, I believe we had 191 recruiting jobs. So we’re going to encourage you to pass that on at cxr.works/jobs. I’ll do a walk through at the end. So we can take a look at those. But again, if you’re stable in your role, and you’re not impacted by any displacement that’s been going on, or any disruption, you know, at your employer, pass it along, send it to somebody within the space, share it on LinkedIn, let them know there are hundreds of recruiting jobs out at some pretty reputable companies. So with that, we’re going to welcome Corey Stahle. He’s the economist For indeed, hiring lab to the show. Let’s pull them out of the green room. There he is, Cory, how are you?

Cory Stahle, Indeed Labor Economist 5:48
I’m doing well. Thanks for having me.

Chris Hoyt, CXR 5:50
Welcome back. I’m sorry, that’s not the excitement of a Black Friday crashing down the doors to bring you in. It’s the best we’ve got online.

Cory Stahle, Indeed Labor Economist 5:57
Okay, pretty close. I starting to feel pumped up over here. So

Chris Hoyt, CXR 6:01
There we go. All right. So look where you are pretty early in your career. I mean, you graduated college, I think right around 2015, you turned around and got a master’s in market analytics. I was cyber stalking you, of course, about three or four years ago. So So I want to ask you, right, a couple of couple of things I really want to ask you before we really jump in one. Why an economist, right? And then why an economist for Indeed. And the next piece of that is, why should we be listening to you, as opposed to some grizzled dude who’s been around, you know, 30 years in the space? Right? And seen some stuff? So. So give us kind of the escalator pitch of who is Cory? Why is he passionate about this? And why should we be paying attention to you?

Cory Stahle, Indeed Labor Economist 6:47
Yeah, I think that’s a great question. So just kind of giving a little bit of a background on my little escalator pitch here. If you look back, so basically, I started out as just kind of typical students saying, Man, I want to study business, I’m going to go to business school, and part of business school was to then take economics classes. And I had a professor who approached me one day after class and said, Hey, can we convince you to come over to the dark side and study economics? And so I ended up saying, Well, you know, I kind of enjoyed this class. So I’ve been kind of thinking about it. So I started studying economics, graduated with my degree in economics. And then my first job out of school was actually working as an economist for the state of Utah. And it was a really, really unique, and I think this kind of gets to a little bit of my background, and also why, you know, your listeners should be listening to me. And it was a unique kind of experience, because my role was to look at the data for the state of Utah, and look at what was going on the economy, and then to go out and to work with business leaders and HR professionals, and to really like work on the ground. And, you know, I think a lot of times, people, you know, are kind of behind the scenes, and when they’re looking at the, the numbers, and they’re, you know, going out and talking about them without necessarily hearing the other side and being out there on the ground, and being out on the front lines. And so that experience of working as an economist for the state government, was a really, really cool experience for me to hear what challenges different businesses were running into what challenges you know, HR professionals were were up against. And so it helped me to really learn how to take the data and to make it applicable to what people were actually doing. Because as economists, we sometimes overwhelm people by just talking about graphs and numbers, and, you know, let’s look at all these different things, we get too much into the theory. And we forget that the whole purpose of the theory is to really apply it to people. So that’s, I guess, that’s kind of again, goes towards the first and the third question about why she listened to me a little bit my backstory. But I think that ultimately brought me to Indeed, I had a little bit of a stop. So I worked in state government, as an economist, got really heavy into the data stuff and kind of the sirens call of data science pulled me into finance for a time. You know, you hear all this stuff about data science being the sexiest job of the 21st century. So I ended up going in and building models and kind of working with Capital Management for a financial firm. And realize that wasn’t necessarily where I wanted to be. So more recently, I’ve jumped back working for Indeed, as part of the hiring Lab, which is a team of economists within Indeed, basically doing what I was talking about and taking the numbers and trying to make it applicable to businesses and things. And so, again, that’s kind of my escalator pitch and why people should be listening.

Chris Hoyt, CXR 9:39
Well, I love the passion for data. And I love the fact that you’ve done sort of that boots on the ground piece. Great because I mean, in another lifetime, I was doing recruiting in the field, and a lot of times some of the best partners I had were state employees who were sort of sharing insights on not just the market, but of course, workforce analytics, and where we should be going and where we might be building call centers and where you know, all of that kind of stuff that just was insanely helpful for the work that we did.

Cory Stahle, Indeed Labor Economist 10:07
Yeah, yeah. And I mean, there’s so much I mean, I learned, really, I took probably a little less of a conventional approach than some of my predecessors had in that role, I really said, I want to get out. And so I worked a lot, kind of with the economic development space as well. So I had opportunities to sit around the table and try to attack attract different businesses, by kind of walking through the data and talking about what the labor market looked like. And so it was, it was just a really, really cool experience and something that I still stay close to my boss to this day and talk to him about economics, because it just, you know, has really been a kind of a formidable set of years for my career.

Chris Hoyt, CXR 10:43
All right, I like it. Okay, so you’ve got some field chops on you. So the work you’re doing over at hiring labs, so everybody has questions about what’s ahead, right. We’ve got budgets that are frozen, we’ve got travel that’s locked down, around and out the year, right. We’ve got, unfortunately, we’ve got an incredible amount of layoffs, especially in tech, we have spoken at CareerXroads, we have brought in at least two economists so far who have said that we should expect a minimal recession, right, a minimal recession, but companies, companies quarry don’t seem to be behaving that way. Right? We’re seeing a lot of these scary headlines. 98% of CEOs say there’s going to be a huge, you know, recession. And then yeah, but it’s conflicting. Right, we’re getting a lot of conflicting reports. So So let me ask you, Cory and your expertise. What should we know about what’s going on right now?

Cory Stahle, Indeed Labor Economist 11:38
Yeah, I mean, that’s a great question. I mean, that’s one of the things that every economist wish they had a crystal ball, right, you know, and really wishes that we knew exactly, but I think, based on, you know, what the other economists have said, and I think my, my take on that would be very similar, that what we’ve seen is, you know, we’re kind of coming out of this time where we had the great recession, which was this just almost a once in a lifetime type of terrible type of recession. And then we’ve had the pandemic. And so I guess, part of it, I guess, comes from a, a, maybe we’re due for something a little more mild after having these kinds of two rougher recessions. But I think when we look at the overall state, especially within the labor market, what we see is that the labor market is still extremely tight. So it’s kind of interesting, because we look and we see, especially from indeed data, where we had in February of 2020, we had a lot of jobs, the pandemic came along, some of those jobs were wiped off for a few months. But what we’re seeing now is that postings on Indeed, are actually not only back to where they were before the recession, but they’ve actually surpassed it. And they’re almost 50% above where they were now. So I think that’s when economists talk about maybe a little more of a mild recession. And what we’re seeing is that we have a an economy right now, where like you’ve mentioned, a lot of CEOs and companies are, you know, flaring some red signs, but at the same time, we’re seeing this really strong labor market. And when we look historically, the labor market performance is something that just about always lines up with the recession. And so I think that’s, that’s something that we’re really watching closely. And that’s why the Federal Reserve and a lot of these other kind of the economists you’re hearing about in the news are watching, you know, the quits rate and the opening rate. And all this, you hear Jerome Powell talking about all of these different labor market numbers, as being the indicators that are watching because it really is a unique kind of economy right now. And kind of a tale of two economies we’re looking

Chris Hoyt, CXR 13:37
So Cory, is it? Is it a is it a kind of a sit and wait, is it a hunker down and be safe? I mean, are organizations in your opinion, right? Or organizations that are locking up travel and and freezing budgets? Are they doing the right thing? Or the organization agents who are starting to double down and trying to do the extra hiring now? taking the right approach? Is there a wrong sort of stance here with with regards to recruitment and how that works? In your opinion?

Cory Stahle, Indeed Labor Economist 14:07
That’s a great question. And I think, unfortunately, that’s something that kind of each company has to answer on their own. But what we’re seeing so far, and what we’ve kind of been looking at recently, we did a report where we took Indeed’s data, which again, were the number one job site, and we joined that up with Glassdoor’s data. So there so you kind of get the Indeed side of things, which is the job postings and the Glassdoor side, which is the reviews that employees leave. And so you get kind of a look as to what jobseekers are thinking and like how employees are viewing their employers. And from this report and kind of looking at this data, one of the big things that we really identified and pulled out of this is that we really are in a condition where the labor market is tight right now like I was talking about, but we also are up against a coming next the next couple of decades, where the labor market is going to make remain very, very tight. And so we saw the World Bank is actually projecting that kind of the pool of workers, you know, in kind of that prime age working group is actually going to decrease. So we’re going to see a drop in the population of the working age population. So you imagine these employers are out looking the labor markets really tight, and now the population is dropping, that’s just going to further make things really tight. You know, so again, kind of that question, you know, should you be freezing? Should you be laying off what, you know, again, that could be answered by each company. But I would say that, in the long term, we need to think about really retaining labor and what we’re going to do over the long run, to make sure that we’re able to attract in this continual tight labor market over the next decade.

Chris Hoyt, CXR 15:46
Yeah, no doubt. And just as a reference, for those who are listening, who may not be watching, we’ve thrown a link up on the screen, you can get it. It’s the new economic trends report. And I think it’s top five labor market trends for 2023. That Corey and the team over there have sort of put together the the link is simple, as you would guess it’s hiringlab.org, where you can grab that. But let me ask you a quarry, as you’re talking about the the reduction in these folks who are going to be in that workforce, is this largely where we’ve got what is what some some 1200 boomers a day, are sort of falling out of that demographic. Is there another piece to this that you would sort of add to that? Or is that that’s sort of I mean, that’s a pretty big number, it’s pretty considerable, as we look at the knowledge that’s going to be leaving that market, if organizations don’t, don’t take it seriously. So is that the big pitch? Or is it? Is there another pivot here that that’s important for us to be aware of?

Cory Stahle, Indeed Labor Economist 16:39
Yeah, I think it’s really it’s two pronged, right? You have to think about the exit point of that population, which you’ve spoken on, you know, and you have kind of that baby boomers generation, leaving the workforce and kind of taking that knowledge. But then we also have a case where, especially over the last several years, in the last couple of decades, we’ve seen a slowdown in the birth rate in the United States. And so on the entry point, we also are seeing fewer and fewer people aging into the workforce. So you have more people aging out, fewer people aging in. So the result of that is you have a little bit of a vacuum. And so you end up seeing stuff, like I said, the World Bank, they’re projecting that population to drop by 3%, between 2026 and 2036. And so it kind of is that double edged sword, right, where we have people leaving, and we have fewer people coming into the labor market. And so So yeah, I mean, it’s a little bit of both.

Chris Hoyt, CXR 17:30
So the short, short tail of that is that we’ve got boomers leaving the market the workforce, and then the long tail of that is we don’t have enough people making babies.

Cory Stahle, Indeed Labor Economist 17:42
Yeah, that’s, I mean, there’s obviously you know, like, and that’s, you know, and that’s the thing, and then there’s also, you know, you look at the pandemic. And another thing that the pandemic did is, it also really shut down immigration. Right. And so one of the things we point out in this report is that immigration is a pretty significant part of the United States labor force. You know, we’ve actually done some research recently, where we looked, and we found that about 20% of the US labor force are foreign born individuals. And so you think about that, that one in five people were born overseas, and then you have a time where you have a few years where the pandemic absolutely shuts down, you know, that immigration and that ability for people to come over. So that certainly is going to have an effect as well. And so going forward, you know, people can make more babies, you know, immigration can kind of account for a little bit of that bottom shortfall, or the other thing that, you know, could potentially happen. And this is something that’s been covered a lot in the news, you know, is that technology can also fill the gaps, you know, a little more automation can fill some of the gaps, and that as well. So I mean, that’s something going to keep, kind of keep our eyes on. And this trend report kind of goes over all of the different areas where we can see employers can potentially mitigate some of the downfall of this declining population.

Chris Hoyt, CXR 19:01
Well, and Cory, I’m glad you said automation and not AI, because there’s a distinct difference there. We’ve covered it a couple of times on the show, but I’m glad you said that, because we have about a about 130 heads of talent acquisition within our community, we were often talking about, well, what can we automate? You know, what what work that our folks do? What work that they do is redundant. Scheduling often comes up, you know, back and forth, like drip campaigns and communications and matching. So a lot of things that I think are out in front, is that is that the big opportunity that as employers we’ve got in front of us, or would you say there’s something else maybe we should we should sort of be watching for?

Cory Stahle, Indeed Labor Economist 19:39
Yeah, so like I mentioned, I think immigration is another one to kind of keep our eyes on. I mean, again, this report really says that there are a few different ways we can think about this. We can think about it from the perspective of bringing more people in, businesses can’t really do too much in terms of increasing the baby making side of things. So that’s what we’re part of.

Chris Hoyt, CXR 19:59
No businesses we are part of anyway,

Cory Stahle, Indeed Labor Economist 19:59
Yeah, exactly no businesses that, you know, we’re necessarily promoting. But you know, so as far as that goes, you know, there’s immigration. But as far as the things, again, immigration, the birth rate, that tends to be a little more beyond business’s control. So the things that businesses can control more, really does come down to the automation. And I would just add that that automation sometimes gets a little bit of a kind of becomes a little bit of a dirty word, right, it kind of becomes a, well, if we automate, we’re losing jobs. But a lot of the cases that we see historically, is when we automate, it just creates different types of jobs, and different opportunities. You know, I worked at somebody who works a lot with data, you look. And you see, we used Excel so much for many years, and many people still use Excel. But we also have Python and some other automation tools. But Excel is still there. But Python, and all these programming languages have just ended up, you know, creating more and more opportunities for things like AI, you know, and for things like machine learning. And so I would just say that automation doesn’t always mean that jobs are being lost, and maybe means you can use your resources in a way that kind of moves and drives growth forward. The last thing I would maybe mentioned that businesses can think about as a way to kind of offset so that they have more control over is which is really retention. And within this Trends report, we talk a lot about some things businesses should be thinking about to make sure that they’re retaining the talent, because the talent becomes harder to find, because the labor market is tight. And so when you get that talent, you really want to make sure you’re holding on to it. So I think prioritizing retention is a really big key going forward for many businesses.

Chris Hoyt, CXR 21:38
Yeah, you know, we’ve said, Cory, when we went into the pandemic, we had Robin Erickson, Dr. Robin Erickson, who’s come in who’s who’s been a friend of the community for ages, just brilliant, brilliant analyst, she had come in and said, one of the one of the top a couple of things that organizations should be investing in right now. And this is almost three years ago, I guess a little over three years ago, was going to be internal mobility, learning and development. This was one of the things that we just kept hammering home, and I think you’re right 100% works, who have doubled down on that, at a time when you know, it didn’t, wouldn’t have otherwise hit your radar, right? are seeing some dividends begin to come from that. So I think it is about retention, and letting that talent have opportunity internally, to take advantage of that and sort of shift that talent around within the organization, we saw a couple of companies do it within our membership, absolutely refused to let go of recruiters, when things started going very poorly with the economy and jobs and a lot of organizations forced to lay off hundreds of recruiters just within each organization. They refused. And they they sort of reallocated that talent internally, even if only temporarily, to do other work, and sort of bring them back. And I think not only from a brand and reputation perspective, but also financially a strong move for them internally.

Cory Stahle, Indeed Labor Economist 22:56
Yeah, I definitely agree with that. And I think that really is one of those key things. And again, something that we found in this report was that when you’re really putting in, you know, thinking about that company culture that you’re promoting, and making sure people feel like they’re safe, and that they’re taking this job, and they don’t have to worry about what’s going to happen to it tomorrow. And they’re feeling satisfied, they’re not going to look for jobs, as much as we saw in the Glassdoor data in particular that there was a strong relationship that whenever employee said they were more and more satisfied with their jobs, that they were less likely to be out looking at applying for other jobs, which is kind of a a little bit of a no duh, but again, as a, as a data person, it’s always good to see that the data lines up with what you’re seeing when people are happy at their jobs. They’re not out looking, they’re more likely to be retained. And I love that you pointed out, really that whole internal movement and mobility and development of people within the company, because that’s something that often really works towards that goal of making people happy, and really promoting their well being

Chris Hoyt, CXR 23:59
And Cory, it’s a good point. I mean, reminders are good, right? It’s good to get a reminder here and there that and I think often if at all possible at an organization pull that talent in. Don’t don’t push it out. And I know sometimes that’s just not a possibility. But it is a reminder that just letting that talent go right away is not always the best option for the for that longtail strategy. Look, Cory, let me ask if you’re gonna write a book about all of the things that are going on today, the things that you’re seeing in the work that you’re doing what what do you think the title of that book would be?

Cory Stahle, Indeed Labor Economist 24:32
Yeah, so I mean, this is a, this is always a hard tricky question. Because it’s one of those things I do a lot of writing. So I have a lot of different actual book ideas where I’m like, man, that would be really, really cool to write. So I guess my answer would kind of deviate just a little bit from from the prompt in that one of the things I’ve always thought that is really interesting. And this This probably comes so I’m based in Utah. Okay, so I’m one of those Workers who’s benefited from remote work. So I, I get to work from home and in my basement. But one of the things I think that’s really interesting is I feel like the kind of recessions and the economic challenges are often talked about at a really national level. Right, we always look at it from the perspective of the United States. But we don’t always dive in and really look at what the impact of these things are on kind of more of the local communities. And so one of the things I’ve always been really interested in, in particular, was the impact of some of the different recessions in Utah in particular. And I think it’d be really interesting to kind of look at that across a lot of different states and a lot of different locales as well, because some of the information we do have that we can read from different accounts and journals. From that time, you just, you get the picture of a really interesting economy where people were protesting at City Hall, and they were had had fire hoses turned on them, because unemployment rate was almost 48, or was a 38%, or something. So the unemployment rate was super high. And there were laws passed where women were required to resign from their jobs, so that the men could have the jobs during the great, you know, during the Great Depression. And so I just think it’s really interesting, again, that we talk about these things. So I guess, as far as the title of my book, it would probably be something really boring, you know, something that like an economist data versus would write something about, you know, the the impact of economic crises on local areas or something. But, but I think that’s something that I’ve always found interesting. The, the geographic questions of economics have always been really interesting to me.

Chris Hoyt, CXR 26:37
I love it. I love it. Well, Cory, I’m gonna ask you a secondary question. Who would you give the first sign copy to?

Cory Stahle, Indeed Labor Economist 26:45
Oh, man, the first signed copy? That is a great question. I honestly, this might seem a little bit a little bit cheesy, but I would probably actually give it to my dad. And that’s because my dad is is a historian. So a little bit of my, my love of history has kind of bled through, you know, from my dad, you know that he’s kind of given me a little bit of that. So that would probably be my first sign copy would actually be to my dad. So you probably go. Yeah, he’s probably the type that would go out and buy like 100 copies that one handed out to his friends at work. So he would probably beat me to it.

Chris Hoyt, CXR 27:20
Yeah, I got a dad like that. It’s great. Good for you. I love it. I love it. Well, since we’ve got the fields, let me jump right in, I want to share something to Well, first, I want to say Cory, thank you, thank you so much for joining much gratitude for you jumping in with us today. We appreciate your time. The report, again, hiringlab.org For anybody who wants to go out and grab that. And of course, we through the LinkedIn URL for kicks to Cory, so you can connect with him directly. But I want to remind everybody to before we cut the line here, again about the jobs and I just want to share with you I can pull this up on the screen really quickly. There we go. I just want to share this really quickly. So this is it. CXR.works/jobs. And I want to show you a snapshot of what’s going on this morning. We’ve got a map out there to show where a lot of these jobs are. Several of them are remote, but you can take a look. Amazon’s recruiting, we’ve got a job here with via talent. We’ve got Bass Pro Shops as a new executive recruiter role posted. Roche has a TA partner and HR ta intern over at Lockheed. Disney has a talent acquisition coordinator. You’ve got all kinds of roles that are sitting out here at CXR.works/jobs. It’s super easy to find you can share that link anywhere. I encourage you to do that. Again, if it’s not you that has been displaced. A guaranteed if you’re a recruiting professional, there’s somebody in your network who has been hit. So please share that forward. Again, Cory, I want to say thank you so much for your time. We really appreciate it. We’re going to be keeping an eye on you. We’re going to invite you back. It’s good to have you on you’re fun to talk to and watch out for those crowds during the shopping season.

Cory Stahle, Indeed Labor Economist 28:50
We’ll do thank you so much for having me.

Chris Hoyt, CXR 28:52
All right. Hang in there and have a great week.

Cory Stahle, Indeed Labor Economist 28:54
Will do, thank you you as well.

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