Online Job Posting Reports

Ohio

Southwest Ohio

Northeast Ohio

Central Ohio

West Ohio

Southeast Ohio

Northwest Ohio

Eastern Ohio

Ohio

Southwest Ohio

Northeast Ohio

Central Ohio

West Ohio

Southeast Ohio

Northwest Ohio

Eastern Ohio

Frequency: Ohio's Online Job Posting's reports are produced and published monthly. 

Ohio's Online Job Posting Report publishes monthly reports for JobsOhio Network Areas and the state of Ohio, utilizing real-time labor market information (LMI) from TalentNeuron™. Contrasting with primary research, which involves time-consuming data collection and analysis, real-time LMI offers quicker insights but may lack precision and reliability. Primary research methodologies are rigorous but suffer from time lags, cost constraints, and may not meet immediate programmatic needs. Real-time LMI, based on secondary research such as electronic job board data, provides timely information adapted to labor market concepts and coding systems, albeit with some limitations in precision.

Reports are available for the State of Ohio and the six regions of the JobsOhio Network.

Snapshot data for different geographical locations or areas can be made available upon request. However, please note each JobsOhio Network Area contains one or more MSA’s (Metropolitan Statistical Areas), one or more Micro Statistical Areas, and some smaller counties. Reporting on small areas (for example, a report confined to few rural counties instead of an MSA) usually does not make the report more informative. Data for an MSA overwhelms that of a small neighboring county. As a result, if Computer Analyst is the most advertised position in a heavily populated county or MSA, then it will likely also be the most or second most advertised position in the JobsOhio Network Area report. The main difference will be that the totals in the JobsOhio Network Area report will be larger than for an MSA or county report. Most JobsOhio Network Areas contain multiple large areas, each of which contains an MSA.

1. The Online Job Postings database is not comprehensive. Job advertising is primarily done by posting open positions via online job boards. However, not all jobs are advertised online and not all geographic areas or industries utilize electronic job boards as their singular advertising platform.
2. Job ads don’t always equal job vacancies. By way of example, some job ad’s objectives are to build a pool of resumes and as such, may not represent actual job vacancies. Also, some ads may be duplicated. While TalentNeuron™ removes a high percentage of duplicate ads across job boards, it may not always be possible to determine whether two ads are for the same position. For example, an ad for a job in one city may be posted in several other cities.
3. The Online Job Postings database, in and of itself, does not measure the health of the economy. The economic summaries provided in the associated snapshot reports only measure job advertisements or labor demand, not all aspects of economic health. It does not measure job loss that may be occurring at the same time nor an estimate of net gains in employment over time.
4. Reports are only snapshots of labor market change. Real-time data collection means estimates of labor market demand can change quickly. Job postings may expire or be filled at the same time that new jobs are cueing for inclusion in the database. Given the nature of this real-time data collection environment, trends may be limited to short-term time frames and may also exaggerate seasonal hiring patterns. There are currently no controls or algorithms built in to TalentNeuron™ to account for seasonal labor demand or smooth fluctuations.
5. The Online Job Postings database was originally intended for business use and not research. Therefore, there are no precise statistical measures of noise in the data nor are there any rigorous measures of variance or error. The data must be used with a measure of analytical judgment/caution and in conjunction with other data.
6. Many job ads do not include wage/salary information and/or educational requirements. The primary source used for wage/salary is found in the ad posting. If job posting salary information is not included, it is estimated using predictive models relying on historic information. In such instances where there is not enough historic data to estimate salary, U.S. Bureau of Labor Statistics (BLS) labor market data is substituted. Likewise, the primary source used for educational requirements is found in the ad posting. If the ad has no published educational requirements, the BLS education level assignment by Standard Occupational Classification (SOC) is used.

For these reasons, TalentNeuron™ should not be the singular source of information about the labor market.