Job-finding confidence among American workers has dropped to its lowest point in more than a decade, according to a new survey from the New York Federal Reserve. Only 44.9% of respondents believe they could find a new job within three months if they lost their current position — the weakest sentiment recorded since 2013.
The decline underscores growing concern about the U.S. labor market, which has shown signs of cooling after several years of robust growth. Slower hiring, fewer job openings, and revisions showing weaker job creation are contributing to the gloom.
What’s Behind the Decline
Fewer openings are one reason. Data from July 2025 showed U.S. job openings falling to about 7.18 million, among the lowest since the pandemic recovery. Fewer advertised roles make it harder for workers to envision quick re-employment.
Employers are also taking longer to fill vacancies, with some delaying hiring decisions amid economic uncertainty, higher borrowing costs, and trade tensions.
Workers cite concerns about automation reducing entry-level opportunities, especially in support and administrative roles.
Which Workers Are Most Concerned
Younger employees report the steepest fall in confidence, worried about fewer early-career openings.
Those without college degrees feel especially vulnerable as employers focus on specialized skills.
Mid-career professionals in support roles — such as finance, HR, and administration — say job competition is tightening as companies automate or consolidate functions.
Which Workers Are Most Concerned?
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Post a Job Free for 30 Days →Consequences for the Labor Market
Lower job-finding confidence can slow voluntary turnover. Employees are less likely to quit, leading to “job hugging” — staying put for security even if dissatisfied. While this reduces hiring churn, it also limits mobility for job seekers.
Some employers benefit from lower attrition, but retention may come at the cost of innovation and engagement if workers stay only because they feel trapped.
How Employers Are Reacting
Organizations facing talent gaps are reassessing pay scales, benefits, and workplace flexibility to remain competitive. Others are investing in training and upskilling programs to encourage internal movement rather than external hiring.
Strategies for Workers
Strengthening marketable skills is vital. Courses in data analytics, cloud computing, or project management can help workers stand out.
Staying visible — updating LinkedIn, joining professional groups, and networking regularly — improves re-employment prospects.
Workers can also look beyond traditional roles. Healthcare, renewable energy, and skilled trades continue to offer opportunities even as white-collar sectors slow.
FAQs About Job-Finding Confidence
Q1: What is job-finding confidence?
It measures how likely workers think they could find a new job within a set time, typically three months.
Q2: Why is job-finding confidence falling?
Fewer job openings, slower hiring, automation concerns, and broader economic uncertainty are contributing factors.
Q3: Which groups feel the most pressure?
Younger workers, people without college degrees, and those in mid-level support functions are reporting the sharpest declines.
Q4: How can workers improve their job-finding confidence?
They can upskill, network, explore resilient industries, and keep professional profiles current.
A Mid-Career Admin’s Experience
Carla, a 38-year-old administrative specialist, noticed that job ads for her role had slowed dramatically. She decided to enroll in an online certification in project coordination, adding new tools to her skill set. Within months, Carla felt more secure — not because the market improved, but because she expanded her options.
Her story shows that even when job-finding confidence dips, proactive learning can help workers regain a sense of control.
