Robert Half Report: Nearly Half of Dallas Workers Plan to Seek New Jobs by End of 2022

Dallas workers are more likely than workers nationwide to be planning for a new job in the second half of 2022, according to Robert Half's recent Job Optimism Report. A resounding 93% of Dallas workers feel confident about their skill set and marketability, according to the survey. That's fueling nearly half of them to seek more than they're getting from their current jobs.

"Dallas companies must work harder to attract and retain the talent they seek," says Mark Malone, Robert Half's Dallas-based regional director.

America’s Great Resignation trend has lots of momentum left—and even more so in Dallas. That’s according to a recent biannual Job Optimism Report from talent solutions and business consulting firm Robert Half, and further analysis drilling down into the Dallas surveys.

According to the June survey of more than 2,400 workers nationwide, 41% of respondents said they are currently looking or plan to look for a new role in the second half of 2022. The numbers were even higher in Dallas, where 48% of workers plan to seek a new job during the rest of 2022.

Dallas workers are very confident—and they want more money

A resounding 93% of Dallas workers feel confident about their skill set and marketability, according to the survey. That’s fueling nearly half of them to seek more than they’re getting from their current jobs. 

What’s motivating Dallas workers to look elsewhere? According to the report:

• More pay (63%)
• Greater opportunities for advancement (31%)

• Feeling burnout with current role (27%)

Most Dallas workers want ‘fully remote’ jobs

As they seek new jobs, more than half of Dallas workers (56%) are looking for fully remote jobs, the report showed, with 40% open to hybrid roles.

Bad news? What bad news?

Despite inflation reaching 40-year highs in June, a slowing economy in several parts of the country, and 58% of Americans thinking we’re already in a recession, the Robert Half report shows that many workers believe the grass is still greener on the other side of their next job.

“There’s never been a better time to explore the job market and opportunities that offer better pay, a greater challenge and more flexibility,” said Paul McDonald, senior executive director of Robert Half, in a statement. “In this market, even passive job seekers are flight risks, so it’s crucial for companies to address employees’ priorities before they even contemplate a career move.”

Dallas-based Robert Half exec: ‘It’s still very much a job seeker’s market’

Mark Malone, Dallas-based senior regional director, Robert Half. [Photo: Robert Half]

According to Mark Malone, Robert Half’s Dallas-based senior regional director, the fact that Dallas ranks higher than the U.S. average on workers planning to switch jobs in 2022 reinforces many things.

First, it “shows just how confident Dallas workers are on their marketability and skill set,” Malone said. “While money is a top motivator for making a career move, some professionals prioritize other things, like career advancement opportunities and remote work flexibility, which Dallas employers must consider when implementing recruiting and retention strategies.”

“It’s still very much a job seeker’s market and the struggle for talent continues,” Malone added. “The unemployment rate for many of the specialties we place are well below the overall unemployment rate [3.6% in May]. Skilled professionals are apt to make career moves in any environment—and even more so today.”

Dallas’ hiring landscape mirrors its housing market


[Photoa: iStock, Feverpitched]

Malone drew a striking comparison between confident Dallas job seekers and high-selling Dallas homeowners.

“The hiring landscape is very similar to the housing market in Dallas,” he said. “Homes and workers with in-demand skillsets aren’t on the market long. Hiring managers must move through the hiring process quickly or they will lose out on top talent.”

‘Dallas companies must work harder’

In today’s job market, companies in Dallas have to do double duty with their workforce, Malone says—by doing more to both retain current employees and attract new ones.

“Dallas companies must work harder to attract and retain the talent they seek,” Malone said. “This includes providing fair and competitive wages, investing in employees, offering career development and training, and fostering a culture of flexibility.”

More from the report’s national findings

Here are more findings from across the U.S., according to Robert Half’s Job Optimism Report: 

• U.S. payrolls increased by 372,000 in June, with hiring remaining strong
• Unemployment rate was unchanged at 3.6%
• Professional and business services increased by 74,000 in June
• Unemployment rate for college-degreed workers 25 and older was 2.1%
• In June, average hourly earnings had increased by 5.1%

Nationally, workers who are most likely to pursue new opportunities are:

• 25- to 40-year-olds (53%)
• Technology professionals (52%)
• Working parents (50%)
• Employees who have been with their company for 5-9 years (49%)

More than half of workers across the U.S. who are considering a change plan to pursue hybrid (55%) or fully remote (54%) positions—and 54% are open to searching outside their city.

Robert Half: ‘Quitter’s remorse is rare’

According to a recent JobList survey, more than 25% of Americans who quit their jobs during the Great Resignation are reconsidering whether they made the right move, reports Bloomberg News.

But the June Robert Half report argues otherwise, saying that quitter’s remorse is rare.

“Among workers who have been with their current company for a year or less, only 1 in 10 said they regret quitting their previous job,” the report said. “Looking back, 26% would have met with their manager to discuss the issues that made them want to leave, and 17% would have asked for a raise or promotion before resigning.”

“Employee turnover is bound to happen,” Robert Half’s McDonald noted, “but companies can mitigate the risk by promoting internal job opportunities, discussing career paths, and re-evaluating compensation regularly.”

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