The current job market is challenging for many industries, with a noticeable shortage of workers available to fill positions. Even as some sectors show signs of improvement, the janitorial industry and other low-wage fields are still struggling to recover from the labor shortages brought on by the pandemic. This article examines three major trends that are making it difficult to recruit and retain janitorial employees.

Trend #1 – The Ongoing Job Shuffle

The widely discussed “Great Resignation” saw more than 50 million people leave their jobs in 2022, following nearly 48 million departures in the previous year. While this wave of resignations has slowed somewhat, with 30.6 million people quitting by October 2023, the situation is more complex than it might first appear.

Although many workers are leaving their jobs, the rate at which companies are hiring has consistently been higher than the rate of quitting since late 2020. This shift is particularly evident in janitorial roles, where workers are increasingly looking for better opportunities in other fields or industries that offer higher wages. As a result, what’s happening could be better described as an “Ongoing Job Shuffle” in low-wage sectors, as employees pursue new career paths.

Trend #2 – Declining Immigration Levels

According to Census Bureau data, net international migration to the U.S. added only 247,000 people to the population between 2020 and 2021, marking a sharp 76% drop compared to the peak increase of 1,049,000 people between 2015 and 2016. This significant decline in immigration is particularly worrying for the janitorial industry, where immigrants make up 38.2% of the workforce. If this trend of reduced immigration continues, the industry could face even greater challenges in filling jobs in the years ahead.

Trend #3 – Struggles with Female Workforce Participation

Although there has been a general increase in female labor force participation, significant hurdles remain. In the spring of 2020, 3.5 million mothers left the workforce, leading to a dramatic drop in participation rates from about 70% to 55%. While many women have since returned to work, participation rates have not fully rebounded to pre-pandemic levels or the record high of 60.2% seen in early 2001.

One of the main reasons cited by 27% of women for not returning to work is the need to care for children or other family members. This poses a significant challenge for the janitorial industry, where women make up over 53% of the workforce, highlighting the need for companies to develop strategies to attract and retain this critical group.

Steps to Address the Challenges

Successfully addressing the challenges of hiring janitorial staff in this environment requires a strategic and proactive approach. Businesses should focus on not only attracting new talent but also retaining their best employees. Key strategies include offering competitive pay, providing greater workplace flexibility, and building a strong and supportive company culture. By understanding and adapting to these ongoing trends, businesses in the janitorial industry can better navigate the current labor market and position themselves for success.