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CNBC
6 days ago
- Business
- CNBC
The 10 worst U.S. cities for jobs and earning potential, according to new report
While fast-growing cities like Raleigh and Nashville boast thriving job markets and high earnings, other major U.S. cities are struggling with low employment and declining wages. Checkr ranked the 100 largest U.S. cities based on employment opportunity and earning potential, using data from the Bureau of Labor Statistics, the US Census Bureau, and the Bureau of Economic Analysis. Each city's employment opportunity score is based on its unemployment rate, labor force growth, labor force size and percentage of jobs open. The earning potential score is sourced from the city's real per capita personal income, 10-year income growth and the percentage of households earning more than $200,000. According to Sam Radbil, research and content strategist at Checkr, the lowest-ranked cities on the list face a variety of economic challenges, including slow job growth, overreliance on declining industries, low median wages and high unemployment and poverty rates. Though some of these cities may offer a more affordable cost of living, they often suffer from "stagnant" employment and draw in few new businesses, he says. These 10 U.S. cities scored the lowest for job opportunities and earning potential, according to Checkr. Bakersfield, Scranton and McAllen had particularly low scores on Checkr's employment opportunity metric, Radbil says. One major factor is a lack of high-growth industries. Bakersfield and Fresno are largely reliant on the agriculture and energy sectors, Radbil says, while Rust Belt cities like Scranton and Rochester are still suffering from the effects of industrial and manufacturing declines. According to Radbil, the above industries also tend to require on-site work, which limits opportunities for remote workers. Even in cities with more employment opportunities, a better job market doesn't guarantee higher earnings. "While jobs are difficult to find, it's even more difficult to get paid the national average," he says. Unemployment is another important concern: of the 10 cities listed by Checkr, only Rochester had an unemployment rate below the national average of 4.2%. According to data from the U.S. Bureau of Labor Statistics, the Bakersfield and Fresno metro areas have two of the highest unemployment rates in the country, at 9.6% and 8.5%, respectively. McAllen and Jackson fare little better, with unemployment rates of 6.4% and 6.2% each. Overall, these cities struggle to attract and retain talent, Radbil says. "There's not a ton of new jobs being generated, and that can always limit the opportunity for a city to grow," he says.
Newsweek
25-07-2025
- Business
- Newsweek
Map Shows Cities With the Best Job Markets
Based on facts, either observed and verified firsthand by the reporter, or reported and verified from knowledgeable sources. Newsweek AI is in beta. Translations may contain inaccuracies—please refer to the original content. Today's job market is rife with economic uncertainty, AI disruption and widespread layoffs from government agencies to tech giants. However, where you live can play a major role in the job market you are navigating. In a new report, Checkr ranked the 100 largest U.S. cities based on job opportunities and earnings potential. While cities like Raleigh, North Carolina. topped the list, residents in Bakersfield, California are facing more challenges in finding a job. Why It Matters Businesses have reached a record low for hiring, according to executive coaching and advisory firm Vistage. In a recent report, Vistage said only 42 percent of surveyed small and midsize business CEOs anticipate increasing their employee headcount in the year ahead. That marks the lowest level since the second quarter of 2020 and is down from 45 percent in the first quarter of 2025. What To Know The top five cities with the best job markets in 2025, according to Checkr, were Raleigh; Nashville, Tennessee; Austin, Texas; Salt Lake City, Utah; and Portland, Maine. While Raleigh boasted strong tech and biotech industries, proximity to top-tier universities and steady population growth, the city also offers varied high-wage opportunities and relatively affordable housing. Nashville was a strong source of health care and entertainment jobs, along with a multitude of startups and "cultural draw," Checkr said in its report. Austin, another Southern city in the top five, had a notable tech expansion and offers many high-paying jobs and a startup-friendly environment. Meanwhile, the bottom five list included Bakersfield; Scranton, Pennsylvania; McAllen, Texas; Fresco, California; and Memphis, Tennessee. "What still feels like a conundrum is how two cities just 200 miles apart—Memphis and Nashville—can have such drastically different outcomes," Kevin Thompson, the CEO of 9i Capital Group and the host of the 9innings podcast, told Newsweek. Bakersfield experienced a high unemployment rate and generally saw lower education attainment rates. Scranton is still recovering from industrial decline and McAllen saw consistently low wages and lack of high-growth industries. "The problem for cities like these [is] problems tend to grow with time, as fewer jobs and opportunities for higher income lead some to leave these cities and others to rule out these locations as viable places to live," Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek. Checkr ranked the cities based on new data from the U.S. Census Bureau, the Bureau of Labor Statistics and the Bureau of Economic Analysis. This included factors like income growth, unemployment rate and even the percentage of households earning more than $200,000. The Austin Food & Wine Festival at Auditorium Shores on November 2, 2024, in Austin, Texas. The Austin Food & Wine Festival at Auditorium Shores on November 2, 2024, in Austin, People Are Saying Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek: "When it comes to cities in the United States with excelling job markets, it's still largely a story of the usual suspects. Cities like Nashville, Austin and Raleigh that have benefited from booming economies and a sharp rise in population in the years leading into and during the pandemic continue to see more employment opportunities at better wages. Other cities like Jackson, Mississippi, and Toledo, Ohio, continue to struggle, as job and salary growth remain relatively low compared to the rest of the country." Kevin Thompson, the CEO of 9i Capital Group and the host of the 9innings podcast, told Newsweek: "Cities seeing growth typically have strong sectors like tech or health care. Meanwhile, cities like Rochester and Scranton—parts of the old Rust Belt—are still feeling the effects of industrial decline. Many of the manufacturing jobs that once supported those regions have moved overseas." What Happens Next Thompson said in the regions that are struggling, low wages and limited wage growth are the common threads. "It's becoming a theme across the country—employers remain hesitant to raise wages, which either pushes talent to relocate or forces industries to shrink or move abroad," he said. "That's a major reason manufacturing left in the first place: cheaper labor elsewhere. I'd like to think the outcome would be higher wages here at home, but honestly, that still feels like a pipe dream."
Forbes
06-07-2025
- Business
- Forbes
The Dishonest Job Search: 4 Must-Knows For Job Seekers And Managers
Learn how the Dishonest Job Search misleads both job seekers and hiring managers and what each side ... More must look for to prevent a colliding mismatch. Research shows that 40% of companies posted a fake job listing so far in 2025, and three in ten currently have active fake listings. If you're a job seeker, experts are warning you to keep an eye out for suspicious job descriptions. And they are advising both job seekers and hiring managers to be on the lookout for misleading information in the dishonest job search in today's market. The Dishonest Job Search According to Checkr, the 2025 job search process is more complex and challenging than ever. Job hunters are navigating a hiring landscape filled with uncertainty, frustration and a growing lack of trust in employers. And job seekers and employers are bending the rules to get ahead. New research known as the "Dishonest Job Search," surveyed over 2,000 job seekers and hiring managers and found both confusion and miscommunication in hiring. The national study exposes the silent strategies job seekers and hiring managers use that are shaping today's workplace. From misleading remote work promises to fake job postings, the data shows a workplace where bending the truth has become just part of doing business. The 'Dishonest Job Search" detected tactics that cross the line from strategy into dishonesty, damaging trust between job seekers and employers. Companies post exploratory job listings that they aren't planning to fill to gauge talent availability and build pipelines, while job seekers cast wider nets by applying for stretch roles and leveraging AI tools to compete in crowded markets. Fake job postings are fueling a lack of trust, and companies are posting them to alleviate employee workload concerns and to feign company growth. Hiring managers say fake job postings lead to boosted revenue, morale and productivity, and 70% of managers say they believe it's morally acceptable to post fake jobs. Fortunately, there are ways to recognize red flags that indicate suspicious job descriptions. Misleading remote work promises has become a major source of confusion and mixed messages in hiring. This mismatch shows up in advertising "remote-friendly" positions that require frequent office presence, describing "hybrid" arrangements that heavily favor in-office work or suggesting flexibility that disappears after hiring. The divide is further widened when job seekers want to know what a job pays before they apply, but most employers aren't telling them. The study reveals that 68% of job seekers want salary information disclosed upfront in job descriptions, but only 48% of hiring managers provide it at that stage. That 20-point gap between what job seekers want and what they get isn't an accident, according to the study. Many employers prefer to get candidates interested first, then talk about money later. The Dishonest Job Search shows that, despite the tug-of-war, both sides want the same thing: a hiring process based on honest information and real opportunities. They both want straightforward conversations and transparency but are stuck in gridlock over guessing games. The Three Agreements In The Dishonest Job Search 1. The three-day rule is one of several surprising areas where job seekers and hiring managers agree on expectations and strategies. Amid all the gamesmanship in hiring, job seekers and hiring managers have quietly settled on the same timeline: Three days has become the standard window—long enough to review details, discuss with family, or weigh other options, but quick enough to show genuine interest. It gives both sides what they need: candidates get time to make an informed decision, and employers get a reasonably prompt response that keeps their hiring process moving. 2. AI use in the job application process is the second unexpected agreement employees and employers have settled on: According to the study, job seekers polish their resumes with AI tools, then hiring managers run those same resumes through AI detectors. But rather than creating an arms race, both sides seem to view AI as just another tool—like spell check or grammar software—that helps put your best foot forward. 3. Job requirements is the third agreement where job seekers and hiring managers have reached the same conclusion: 4 Recommendations For The Dishonest Job Search A considerable number of job seekers (84%) suspect that companies routinely post "phantom job" openings, and the study's data shows they're right to be suspicious. A notable 78% of hiring managers say they have interviewed candidates for roles that were not immediately available. When job seekers encounter fake postings, they start questioning whether any opportunity is real. The 3-day rule give job seekers time to decide if a suspicious job offer is legitimate. If you're a job seeker, experts emphasize before you apply to a company that you research the organization's trajectory, market position and customer pain points. If there's time, research the organization's history and key milestones as well as when they've taken the time to test out their products and services firsthand. The Dishonest Job Search researchers give recommendations for hiring managers, job seekers and organizations to mitigate the confusion and discord in the hiring process. 1. Only post jobs you're actually planning to fill. 2. Include salary ranges in job descriptions from the start. 3. Be upfront about remote work policies from the first conversation. 4. Recognize that skills can be developed and give stretch candidates a chances. 1. Keep applying for stretch opportunities as 75% of hiring managers are open to this approach. 2. Use AI tools openly to enhance your presentation, employers won't hold it against you. 3. Ask direct questions about benefits, remote work and advancement opportunities. 4. Trust your gut when something doesn't add up. 1. Reward hiring managers for clear communication rather than just filled positions. 2. Train hiring teams on how to have straightforward conversations with candidates. 3. Hold people accountable for accurately representing roles and company culture. 4. Remember that misleading candidates during hiring often backfires later. The Dishonest Job Search researchers conclude that hiring will always involve some strategy and positioning. They add that the companies that do it best are the ones that build their approach on clear communication and realistic expectations rather than gimmicks or misleading information.
Forbes
26-06-2025
- Business
- Forbes
Suspicious Job Descriptions: 7 Red Flags To Help New Graduates
Experts warn new graduates to be vigilant about suspicious job descriptions that sound too good to ... More be true. Congratulations to the 2025 graduates. Many of you probably have started hunting for jobs. But have you read a job description and thought, 'This sounds too good to be true?' Chances are you're not wrong and that you might've just spotted a red flag. Research shows that 40% of companies posted a fake job listing this year, and three in ten currently have active fake listings. So, if you're a job seeker, experts are warning you to keep an eye out for suspicious job descriptions. Seven Red Flags Of Suspicious Job Descriptions The 2025 graduating class is the largest ever, but according to Checkr, the 2025 job search process is also more complex and challenging than ever. Job hunters are navigating a hiring landscape filled with uncertainty, frustration and a growing lack of trust in employers. And job seekers and employers are bending the rules to get ahead. Fake job postings are fueling this lack of trust, and companies are posting them to alleviate employee workload concerns and to feign company growth. Hiring managers say fake job postings lead to boosted revenue, morale and productivity, and 70% of managers say they believe it's morally acceptable to post fake jobs. Fortunately, there are ways to recognize red flags that indicate suspicious job descriptions. Experts emphasize before you apply to a company that you research their trajectory, market position and customer pain points. If you have time, it's also important to research the organization's history and key milestones as well as when they've taken the time to test out their products and services firsthand. While this can give you most of the information you need to asses your interest and fit with a company, fake job descriptions can still mislead you. For example, Glassdoor has identified one unhealthy trend to watch out for that it calls 'the octo-hire'--the overextended, over-stressed employee, juggling the workload of eight roles with limited time, energy and resources that inevitably lead to burnout. Certified career coach, Amanda Augustine at told me by email that in real estate, employers often rely on a familiar set of phrases to market their job openings. By the same token, it's up to new graduates, scanning job descriptions and prepping applications, to read between the lines of phrases like 'fast-paced environment''or 'we're like a family,' embedded in the posts. After analyzing hundreds of comments, she and her team have uncovered patterns, reflecting common, shared frustrations many job seekers face. What do some job descriptions really signify? And how can job seekers spot red flags to decipher the responsibilities and expectations often hidden between the lines. 1. 'Fast-paced environment.' Augustine says this term is used to describe a dynamic workplace where employees are expected to keep up with rapid changes. She adds that working under pressure to meet deadlines, juggling multiple tasks at once and constantly adjusting to shifting priorities are typically part of the deal. 2. 'We work hard and play hard.' This line is often used to promote a fun, high-energy culture, but it can be a red flag, according to Augustine. 'It typically suggests long working hours, an expectation to attend social events outside of work and blurred boundaries between professional and personal life.' 3. 'Self-starter who can take initiative.' If you read between the lines, she points out that this ad usually indicates the organization expects you to hit the ground running with little guidance or training. 'It might be a sign of a lack of organization, support or clearly defined responsibilities,' Augustine notes. 'While being proactive is a valuable trait, this phrase can also imply that you will be left to figure things out by yourself, which can be daunting, particularly in a new or unclear role.' 4. 'We're like a family.' Augustine explains that this phrase is meant to suggest a collaborative, supportive work environment, but it can also be a warning sign that the company expects employees to go above and beyond without additional pay or clear boundaries. 'This often means blurred lines between work and personal life, with unspoken pressure to prioritize the company over yourself.' 5. 'Unlimited earning potential.' She agrees that this phrase sounds appealing, but it often means the job is heavily commission-based or dependent on bonuses rather than a guaranteed salary and can signal unstable income, where only top performers earn well while others may struggle to make a livable wage. 6. 'Entry-level' (but requires experience). Augustine cautions that this is a common red flag that suggests unrealistic job expectations. 'It often means the company wants candidates to take on advanced responsibilities without offering the training, support, or compensation usually associated with higher-level roles. This can make it difficult for true beginners to succeed.' 7. 'Passionate about the job.' This is sometimes code for: We can't offer much pay or work-life balance, but we're hoping your love for the work will make up for it. 'Employers may use this phrase to justify long hours, vague boundaries or asking you to go above and beyond your job description without extra support or compensation. Passion is great, but it shouldn't come at the expense of fair treatment,' Augustine warns. How New Graduates Can Approach Suspicious Job Descriptions Critically If you find one or more of the phrases and decide to go for an interview, be sure to ask for clarification of what the phrase really means. During the job interview, it's important to remember that you need to do more than just passively answer the interviewer's questions and present your qualifications. Recruiters are impressed with candidates who show genuine interest in the position by asking thoughtful questions because it demonstrates your interest. Augustine admits that the seven phrases aren't always deal breakers, but they are signals to dig deeper. She suggests that watching for suspicious job descriptions is part of your homework. 'Review the company's website and social channels, read employee reviews on sites like Glassdoor or Comparably, and tap into your alumni network to get an insider's perspective,' she concludes." And remember, the interview goes both ways. You're not just there to impress; you're also there to ask questions and assess if the company culture and role are truly the right fit for you.'
Yahoo
25-06-2025
- Business
- Yahoo
Stable careers are a myth and no one wants to be a leader: A new report reveals the depths of worker pessimism with corporate America
Good morning! The once-stable 9-to-5 job is increasingly becoming a thing of the past. Workers are struggling to thrive in a challenging economy, and few are even aspiring for traditional corporate success. More than half of workers (61%) believe the idea of a 'stable full-time job' is a myth in today's hiring landscape, including 72% of Gen Z professionals, according to a new report of 3,000 employed adults from background checking company Checkr. Around 42% of all respondents, and more than half of Gen Z (52%) say they have side hustles or second jobs—not by choice, but because their current pay doesn't meet their financial needs. 'For employers, these insights are a call to action,' says David Patterson, director of communications at Checkr, in a blog post about the report. 'In a time when polywork is often a necessity, companies that take meaningful steps to support their employees' financial stability might earn stronger loyalty and stand out as employers of choice.' If you thought that financial duress is making workers feel motivated to aim for the corporate office, think again. The majority of employees are unenthused by the prospect of becoming a boss—around 76% of workers overall agree that leadership roles are unattractive because of things like burnout and office politics, including 80% of Gen X and 76% of millennials. Around 61% of workers say that the climb up the corporate ladder feels outdated, with Gen Z and millennials just about tied at 65% and 62% respectively. Even as workers become increasingly disillusioned with traditional career paths, however, they're still looking for a sense of purpose at work. Around 45% of employees overall said that they would take a pay cut if they had a job that was in sync with their values, but still offered room for career growth. That's particularly true for younger generations like Gen Z (52%) and millennials (46%). 'By recognizing that today's workers want more than just titles—they want meaningful work, personal growth, and purpose-driven cultures—companies can design career paths that truly inspire,' the report reads. Brit This story was originally featured on
