Special Questions

Texas Manufacturing Outlook Survey

Data were collected July 18–26, and 84 Texas manufacturers responded to the survey.

NOTE: 83 responses.

NOTES: 46 responses. This question was only posed to those currently trying to hire or recall workers.

NOTE: 81 responses.

NOTE: 83 responses.

NOTES: 35 responses. This question was posed only to those trying to fill low-skill positions.

NOTE: 83 responses.

NOTES: 42 responses. This question was posed only to those trying to fill mid-skill positions.

NOTE: 83 responses.

NOTES: 31 responses. This question was posed only to those trying to fill high-skill positions.

Texas Service Sector Outlook Survey

Data were collected July 18–26, and 280 Texas business executives responded to the survey.

NOTE: 275 responses.

NOTES: 139 responses. This question was only posed to those currently trying to hire or recall workers.

NOTE: 276 responses.

NOTE: 276 responses.

NOTES: 100 responses. This question was posed only to those trying to fill low-skill positions.

NOTE: 275 responses.

NOTES: 124 responses. This question was posed only to those trying to fill mid-skill positions.

NOTE: 275 responses.

NOTES: 107 responses. This question was posed only to those trying to fill high-skill positions.

Texas Retail Outlook Survey

Data were collected July 18–26, and 57 Texas retailers responded to the survey.

NOTE: 56 responses.

NOTES: 32 responses. This question was only posed to those currently trying to hire or recall workers.

NOTE: 56 responses.

NOTE: 56 responses.

NOTES: 31 responses. This question was posed only to those trying to fill low-skill positions.

NOTE: 56 responses.

NOTES: 25 responses. This question was posed only to those trying to fill mid-skill positions.

NOTE: 56 responses.

NOTES: 14 responses. This question was posed only to those trying to fill high-skill positions.

Special Questions Comments

These comments have been edited for publication.

Texas Manufacturing Outlook Survey

• There seems to be generally more workers available. When we do need to hire, we are primarily in the market for low-skill workers. We just don’t have the current need but believe we might in the next 30–60 days.
• It is time for major immigration and education reform. Politicians need to stop bickering and address real American issues.

• Hourly employees with some experience who are legal in the U.S. and have decent work experience are difficult to find.

• The labor pool seems to have more slack in it than a year ago.

• It’s impossible to find skilled labor thanks to the dumbing down of public education.

• We’re attempting to hold on to our current staffing levels by reducing workweeks from 48 hours to 44 or 40, depending on the position.

• In the past nine months, we have had to reduce our workforce by over 350 people.

Texas Service Sector Outlook Survey

• We are trying to maintain and enhance our culture. That just takes time to find the right people.
• It's been easier to find high-skill positions than mid-skill roles, surprisingly. Companies making high-skill hires know what they need and want from the candidate. Candidates remain open to hearing (at least selectively) about new opportunities. Mid-skill positions are more challenging; candidates continue to have many opportunities, and companies are taking longer to make decisions.
• We have been trying to hire a sous chef for more than six months, and it remains a challenge.
• It is a very competitive market for experienced hires with proper training and technical skills.
• There is little to no desire [among workers] to work in outdoor conditions.
• We are seeing fewer applicants recently than we had earlier in the year.

• We are currently trying to hire a business development manager, and most candidates do not have the required experience in years and/or the industry. Those who do have adequate experience have elevated compensation expectations that are not sustainable. The number of applicants has increased, which we hope is an indicator that compensation expectations may adjust downward to meet actual market conditions.
• We are just starting our hiring process—seeing strong economic demand for our three software product lines.
• We hired a replacement services project manager last month for less [money] than the person who quit.
• We are looking for a very specific skill set, which our area just does not have a "long bench" for. We are thinking we may need to recruit from outside the state or think through other avenues for recruiting.
• Applicants want higher pay and essentially require that they work from home.

• Mechanics and technicians can make $100,000 a year today, and we can't find them anywhere. Our technician makes over $40 per hour.

• There is no need to add staff in the commercial real estate industry under current market conditions where capital, both equity and debt, are constrained.
• We are laying off right now—not hiring.

• Wage expectations are quite high. It is still a somewhat employee-driven market at current unemployment levels.

• We currently are not hiring as we have a full crew.

• It is still very hard to find more-senior tech professionals.

• We are still having issues attracting applicants. When managers can schedule interviews, only about 20 percent of applicants show up for the scheduled interview.

Texas Retail Outlook Survey

• Auto technicians are in very short supply and have continued to drive wages up 15–20 percent over the past year. Low-skill techs are available, but higher skill and experience are required to repair vehicles. Unfortunately, the auto dealerships are chasing each other's skilled technicians with high wage offers. This doesn't improve tech availability.

• We are working on some new business with a restaurant franchisee in Malaysia. If that business materializes, we will be hiring locally in Dallas to support that account.