Job Vacancy Survey

This semi-annual survey provides data on hiring demand and job vacancy characteristics by industry and occupation.

Using these data, job seekers can get an idea of where to look for work and in what occupations. The information also helps employment and training services to understand the current labor market and is an indication of how well the economy is doing.

Select this link to use the Job Vacancy Survey Tool


About

Description

Biannual survey of employers to estimate hiring demand and job vacancy characteristics by industry and occupation.

Data Source

Information is gathered through the survey of a stratified sample of about 10,000 firms in 13 regions of Minnesota. Firms excluded from the sampling process include private households, personnel service industry establishments and businesses with no employees.

What the Tool Provides

The Job Vacancy Survey can provide a wide variety of information, including:

  • A measure of hiring demand for workers in 13 regions of the state, by industry and occupation.
  • Analysis of the characteristics of job vacancies by occupational group and industry, including wages and benefits, education and experience requirements, and the location of openings.
  • Analysis and market research for the economic development community.
  • Labor market information that job seekers and employment and training services can use.

Data Format

The format is a data tool with downloadable files.

Definitions 

For the purpose of this study, a job vacancy is a position that is currently open-for-hire at the time of the survey. This study excludes job vacancies reserved for contract consultants, employees of contractors and others not considered employees of surveyed firms.

About the Data

All data have now been revised to reflect methodological changes that impact wage, education, experience and benefits estimates.  These changes were implemented due to evidence of systematic under-estimation of wages. Email Oriane Casale with questions.

Form more information about the Job Vacancy Survey statistics, contact the Minnesota Department of Employment and Economic Development at 651-259-7384 or email our Labor Market Information Office.


Findings

During fourth quarter 2013, employers reported a total of 60,397 vacancies, up 2.6 percent from fourth quarter 2012 showing the second highest number of vacancies during fourth quarter since 2001.


Vacancies and Unemployed Workers by Quarter


These 60,397 vacancies translate into a job vacancy rate of 2.3 percent or 2.3 job openings per 100 jobs.  This is unchanged from one year ago and slightly lower than the 2.8 percent reported six months ago.  Care must be taken, however, in comparing second and fourth quarter rounds of the survey as there are clear seasonal variations, with second quarter tending to have higher vacancies and vacancy rates than fourth quarter given a consistent level of economic activity.

Statewide, there were 2.1 unemployed people for each vacancy.  A year earlier there were 2.6 unemployed people for each vacancy.  This over-the-year decrease in the number of unemployed persons per vacancy is driven by a large decrease in the number of unemployed and a small increase in the number of job vacancies from one year ago (see Figure 1). These data suggest that the labor market continues to come back into alignment after the recession.  Table 1 provides historical data.

Table 1


Job Vacancies in Minnesota by Quarter

Number of Job Vacancies

Number of Vacancies 
per 100 Jobs

Number of Unemployed 
per Vacancy

2nd Quarter 2001

115,072

4.5

0.9

4th Quarter 2001

79,793

3.1

1.4

2nd Quarter 2002

69,715

2.8

1.9

4th Quarter 2002

56,166

2.2

2.0

2nd Quarter 2003

53,246

2.1

2.6

4th Quarter 2003

50,439

2.0

2.6

2nd Quarter 2004

66,543

2.6

2.0

4th Quarter 2004

51,137

2.0

2.3

2nd Quarter 2005

59,513

2.3

2.0

4th Quarter 2005

61,554

2.4

1.8

2nd Quarter 2006

64,958

2.5

1.7

4th Quarter 2006

55,736

2.1

2.0

2nd Quarter 2007

62,569

2.4

2.1

4th Quarter 2007

50,594

1.9

2.5

2nd Quarter 2008

51,722

2.0

2.9

4th Quarter 2008

31,066

1.2

5.5

2nd Quarter 2009

31,358

1.2

7.9

4th Quarter 2009

25,885

1.0

8.2

2nd Quarter 2010

41,397

1.6

4.8

4th Quarter 2010

33,804

1.4

5.8

2nd Quarter 2011

54,670

2.2

3.6

4th Quarter 2011

49,890

2.0

3.2

2nd Quarter 2012

62,949

2.5

2.6

4th Quarter 2012

58,864

2.3

2.6

2nd Quarter 2013

72,569

2.8

2.1

4th Quarter 2013

60,397

2.3

2.1


Regionally, 54.9 percent of all job vacancies, 33,161, are located in the Twin Cities seven-county area, while the remaining 27,236 vacancies are located in Greater Minnesota.  Compared to one year ago, the number of job vacancies increased by 11.3 percent in Greater Minnesota, while it decreased by 3.6 percent in the Twin Cities.  The Twin Cities job vacancy rate is 2.1 percent and Greater Minnesota’s is 2.7 percent.  The ratio of unemployed persons to job vacancies improved in both the Twin Cities at 2.0 and Greater Minnesota at 2.3.

Top Industries and Occupations

Statewide, the Health Care and Social Assistance industry has the most job vacancies, followed by Retail Trade, Manufacturing, and Accommodation and Food Services. The top five occupational groups with the most job vacancies were: Office and Administrative Support; Sales and Related; Food Preparation and Serving; Transportation and Material Moving; and Healthcare Practitioners and Technical occupations. 


Job Vacancies by Industrial Division 


Firms in the two middle size ranges, 10 to 249 employees, accounted for 64.5 percent of vacancies.  Large firms accounted for 22.8 percent of vacancies while very small firms, those with fewer than 10 employees, accounted for only 12.7 percent of vacancies.

What Are the Characteristics of Job Vacancies?

Along with the number, employers also report on the characteristics of their job vacancies including education and experience requirements, wage and benefit offers, whether the vacancies are temporary or seasonal and part-time or full-time.  Some key characteristics of the fourth quarter 2013 job vacancies are as follows:

  • Thirty-nine percent of job vacancies were for part-time employment.  Part-time is defined as fewer than 35 hours per week. 
  • Fourteen percent of job vacancies were for temporary or seasonal work.
  • Thirty-eight percent of vacancies required some level of post-secondary education or training beyond a high school diploma.  This means the majority of vacancies require no education beyond a high school diploma or equivalent.
  • Fifty-three percent of job vacancies require one or more years of work experience[1].
  • The median (50th percentile) wage offer for all job vacancies is $13.00 per hour.  Wage offers are highly correlated with experience and education requirements: On average, the higher the education and/or experience required, the higher the wage offer.
  • Fifty-six percent of vacancies offer health insurance.  Health care benefits are by far less common for part-time job vacancies than for full-time job vacancies.



Job Vacancies by Median Wage


Which Occupations Are in Demand?

Jobseekers and employers want to know who is hiring and for what fields of work.  Job vacancy counts alone are not a complete picture of labor market demand since larger occupations tend to have higher numbers of vacancies.

Occupations in Demand (OID) provides a ranked list of occupations currently in demand, along with links to occupational descriptions, wages and programs of study.  Lists are available for Minnesota as well as the 13 sub-state Economic Development Regions.  These lists use measures of demand from Job Vacancy Survey statistics as well as other sources of data including Unemployment Insurance claimants and Occupational Employment Statistics.

Survey Method and Purpose

We survey employers twice a year to estimate hiring demand and job vacancy characteristics by industry, occupation and firm size in Minnesota. The information is gathered through a survey of about 10,000 firms stratified by 13 regions of the state, 20 industry sectors, and 4 size classes.

Job Vacancy Survey results serve the following customer groups:

  • Training and education planners to understand current labor market conditions in their region and tailor services to better meet employer needs. 
  • Employment and education counselors, job seekers and career explorers to get information on high demand occupations within their region. 
  • Legislators, reports and the general public to understand labor market conditions: Job vacancies provide a leading indicator of labor market conditions.

For current and historical job vacancy survey data by occupation, industry, size and region use the JVS data tool.

[1] The work experience categories were redefined so this release represents a break in series for these data.

Future Hiring

Minnesota's Job Vacancy Survey asks employers to report their plans to maintain or change current employment levels over the six months following fourth quarter 2013:

  • Of employers surveyed, 15.1 percent expect to increase employment levels, up 2.5 percentage points since the fourth quarter 2012.
  • The majority of employers, 80.2 percent, expect their employment levels to remain the same. The remaining 4.7 percent plan to decrease from their current employment levels, which is 0.2 percentage points less than fourth quarter 2012.


 

Table 1

Future Hiring by Region, Fourth Quarter 2013

Increase
Employment

Employment
Constant

Decrease
Employment

Minnesota

15.1%

80.2%

4.7%

Greater Minnesota

11.9%

81.0%

7.2%

Twin Cities

18.0%

79.5%

2.6%

Region 1 - Northwest

16.2%

74.1%

9.6%

Region 2 - Headwaters

11.4%

76.0%

12.6%

Region 3 - Northeast

7.2%

82.3%

10.5%

Region 4 - West Central

20.1%

76.4%

3.5%

Region 5 - North Central

10.5%

83.5%

6.0%

Region 6E - Southwest Central

17.3%

75.2%

7.5%

Region 6W - Upper Southwest

9.2%

80.5%

10.3%

Region 7E - East Central

12.0%

81.4%

6.6%

Region 7W - Central

10.3%

85.3%

4.4%

Region 8 - Southwest

11.2%

83.1%

5.7%

Region 9 - South Central

8.5%

83.4%

8.1%

Region 10 - Southeast

12.7%

79.9%

7.4%

Region 11 - Twin Cities

18.0%

79.5%

2.6%

Table 1e shows employer hiring plans by region [1].  These can be translated into a diffusion index as in Figure 1e.  A diffusion index over 50 percent indicates that employers in the region plan to add employment overall, while a diffusion index under 50 percent indicates employers in the region plan to decrease employment. At 55.2, the index indicates that overall employers plan to add jobs over the next 6 months. Moreover, 10 of the 13 regions have an index score above 50 meaning that employers anticipate employment increases to be geographically widespread.  The Twin Cities index, at 57.7, is up 2.5 percent from fourth quarter 2012. Twin Cities employers are, on average, much more positive about future hiring plans than Greater Minnesota employers. Overall, the statewide index is up 1.3 percentage points from one year ago.  


Diffusion Index of Future Hiring by Region



Future Hiring by Industry and Region
Table 2e below provides a breakdown of employer hiring expectations by industry while Figure 2e is a graph of the diffusion index of future employment expansion or contraction by industry.  Statewide, employers in the following industries are the most optimistic about increasing employment during the next six months: Wholesale Trade, Manufacturing, Management, Education Services, and Professional, Science., and Technical Services..

Four industries, Mining, Agriculture, Real Estate, and Information plan to maintain the same level of employment or a decrease in hiring during the next six months, with a diffusion index of less than 51.0 percent. 

Table 2

Future Hiring by Industries in Minnesota,
Fourth Quarter 2013

Increase
Employment

Employment
Constant

Decrease
Employment

Agriculture

9.5%

76.3%

14.3%

Mining

14.1%

57.1%

28.9%

Utilities

10.6%

85.4%

4.1%

Construction

10.2%

82.2%

7.7%

Manufacturing

22.3%

72.9%

4.8%

Wholesale Trade

34.7%

62.8%

2.6%

Retail Trade

14.1%

78.2%

7.7%

Transportation and Warehousing

15.2%

80.7%

4.2%

Information

6.0%

89.8%

4.2%

Finance and Insurance

14.1%

83.3%

2.7%

Real Estate

0.7%

96.7%

2.6%

Prof., Sci., and Technical Svcs.

18.3%

79.0%

2.6%

Management

21.3%

74.3%

4.4%

Administration and Support

11.6%

83.1%

5.3%

Educational Services

17.9%

80.1%

2.1%

Healthcare

17.1%

79.8%

3.1%

Arts and Entertainment

14.3%

80.2%

5.5%

Accommodation

16.5%

78.8%

4.7%

Other Services

11.5%

84.6%

4.0%

Public Administration

7.6%

89.4%

3.0%



Diffusion Index of Future Hiring by Industries in MN



For future hiring statistics by industry in Greater Minnesota or the Twin Cities, please download the following tables:

For Greater Minnesota, please see Table 3e. (MS Excel file)
For the Twin Cities, please see Table 4e. (MS Excel file)
Figure 3e graphs the diffusion index of future employment expansion or contraction by industry in Greater Minnesota and the Twin Cities.



Diffusion Index of Future Hiring by Industries in Greater MN and Twin Cities




Future Hiring by Firm Size and Region

The following table presents hiring expectations by firm size for Minnesota, Greater Minnesota and the Twin Cities. 

Table 3

Future Hiring by Firm Size, Fourth Quarter 2013

Increase
Employment

Employment
Constant

Decrease
Employment

Minnesota

Very Small

12.0%

83.8%

4.2%

Small

19.0%

75.2%

5.8%

Medium

28.1%

66.8%

5.1%

Large

33.8%

60.1%

6.1%

Greater Minnesota

 

 

 

Very Small

8.4%

84.8%

6.8%

Small

17.2%

74.4%

8.4%

Medium

27.0%

67.5%

5.5%

Large

31.1%

63.2%

5.7%

Twin Cities

 

 

 

Very Small

15.3%

82.9%

1.9%

Small

20.6%

75.9%

3.5%

Medium

28.8%

66.4%

4.9%

Large

35.3%

58.4%

6.3%

Figure 4e graphs the diffusion index of future employment expansion or contraction by firm size and region.  During the six month period following fourth quarter 2013 medium and large employers report being more likely to increase their workforce than small and very small firms. 



Diffusion Index of Future Hiring by Firm Size



[1]The diffusion index is constructed so that if all firms report that they expected to expand, the index would equal 100.  If all report that they expect to contract, the index would be zero.  If the percent of firms that expect to expand just equaled the percent of firms that expect to contract (regardless of the percent expecting to remain constant), the index would equal 50.  Thus, a value of 50 represents the threshold between expectations of contraction and expansion.

Methodology

Fourth Quarter 2013

Sample Design

Information on job vacancies for the fourth quarter 2013 Minnesota Job Vacancy Survey comes from a survey of 10,394 Minnesota firms. Surveyed employers were randomly selected from Minnesota's Quarterly Census of Employment and Wages (QCEW).  These firms were selected from the universe of firms that were doing business in thirteen regions of Minnesota during fourth quarter 2012.  Firms were selected based on a sampling procedure that stratified by Economic Development Region, firm size (one to nine employees; 10 to 49 employees; 50 to 249 employees; and more than 250 employees), and by 20 industrial sectors.

Twenty major industrial sectors, defined by the 2012 North American Industry Classification System (NAICS), are represented in the survey sample.  NAICS includes the following industrial sectors:

NAICS INDUSTRY

INDUSTRY  DESCRIPTION

Agriculture

Firms engaged in growing crops, raising animals, harvesting timber, and harvesting fish and other animals from a farm, ranch, or their natural habitats.

Mining

Firms that extract naturally occurring mineral solids, such as coal and ores; liquid minerals, such as crude petroleum; and gasses, such as natural gas.

Utilities

Firms engaged in the provision of the following utility services: electric power, natural gas, steam supply, water supply, and sewage removal.

Construction

Firms engaged in the construction of buildings and other structures, heavy construction, additions, alterations, reconstruction, installations, and maintenance and repairs.

Manufacturing

Firms engaged in the mechanical, physical, or chemical transformation of materials, substances, or components into new products.

Wholesale Trade

Firms engaged in wholesale merchandising, generally without transformation, and rendering services incidental to the sale of merchandise.

Retail Trade

Firms engaged in retailing merchandise, generally without transformation, and rendering services incidental to the sale of merchandise.

Transportation and Warehousing

Firms engaged in the transportation of passengers and cargo, warehousing and storage for goods, scenic and sightseeing transportation, and support activities related to modes of transportation.

Information

Firms engaged in the production, processing and distribution of information and cultural products.

Finance and Insurance

Firms engaged in financial transactions (including the creation, liquidation, or change in ownership of financial assets) and/or facilitating financial transactions.

Real Estate

Firms engaged in renting, leasing, or otherwise allowing for the use of tangible or intangible assets, and establishments providing related service.

Technical Services

Firms specializing in performing professional, scientific, and technical activities for others.

Management

Firms who hold the securities of companies and enterprises for the purpose of controlling interest or influencing management decisions or who administer, oversee, and manage the company in a strategic, organizational, or decision-making role.

Administrative and Support

Firms providing routine support activities for the day-to-day operations of other organizations.

Educational Services

Firms providing instruction and training on a wide variety of subjects.

Healthcare

Firms providing healthcare and social assistance to individuals.

Arts and Entertainment

Firms engaged in providing services to meet the varied cultural, entertainment, and recreational interests of their patrons.

Accommodation

Firms providing customers with lodging and/or preparation of meals, snacks and beverages for immediate consumption.

Other Services

Firms engaged in providing services not specifically provided for elsewhere in the classification system.

Public Administration

Federal, state and/or local agencies that administer, oversee, and manage public programs and have executive, legislative, or judicial authority over other institutions in a given area.

Source: North American Industry Classification System, United States, 2012. NAICS Web page: www.census.gov/epcd/naics02/ .


Firms excluded from the sampling process included those in the private households and personnel service industries and those firms with no employees.

Survey Instrument and Results

Employers were asked to supply information on current job vacancies including rates of pay, education and experience requirements, and benefits.  Firms without job vacancies were also asked to return the survey reporting that information.

Survey questionnaires were mailed in October 2013.  Contact information, firm size information, and industry classification for firms were drawn from the Quarterly Census of Employment and Wages (QCEW) data maintained by the Minnesota Department of Employment and Economic Development (DEED).  Additional contact information was obtained through telephone calls and Internet telephone directories.  Additional survey mailings and follow-up telephone calls were used to solicit survey responses through December 2013. 

Following a review of the survey results, the data were scaled to produce estimates representative of Minnesota's labor market by Economic Development Region.  The scaling process takes account of the distribution of job vacancies and overall employment by industry and size in the respondent group and in the universe of regional employers. 

Breaks in Series and Re-estimation Processes

Starting the fourth quarter of 2007 survey round, we made some slight adjustments to the classification of the “very small” and “small” size classes. The “very small” size class was altered to include companies with one to nine employees, where before it included only employers with one to four employees. The “small” size class was adjusted to include only those companies with 10 to 49 employees. This change was made to better group smaller companies that have similar hiring practices. This change does produce a break in the time series for these size classifications.

In second quarter 2005, we changed the regional stratification from Planning Regions to Economic Development Regions (EDR). Since the estimation method did not change and Planning Region level data are still produced, comparisons to previous rounds remain valid.

Due to changes in methodology made for the fourth quarter of the 2001 survey round, comparisons of estimated job vacancies to the fourth quarter of 2000 and second quarter of 2001 rounds should be made with caution.  In order to make any comparisons between all rounds of the survey, job vacancy totals from fourth quarter 2000 and second quarter 2001 were re-estimated.  Comparisons of job vacancy totals in the Minnesota Job Vacancy Survey report use the re-estimated job vacancy totals and not the estimated job vacancies reported in the fourth quarter of 2000 and second quarter 2001 Minnesota Job Vacancy Survey reports. 

Finally, in fourth quarter 2012 we made changes to the estimation process in response to an analysis conducted by the Minneapolis Federal Reserve in 2011 which showed that wage estimates probably understate wage offers in the population of job vacancies.  The study found that our method of collecting job vacancies on-line leads to a systematic underreporting of wages.  This is due to the fact that almost no job postings available on-line report wage offers and the job vacancies collected on-line tend to be the higher skill/wage vacancies (on-line collection tends to be done for the largest firms including headquarters, colleges and universities and hospitals, for example).  Their recommendation was to impute wage offers.

In response, we are now imputing wage offers for all reported vacancies where wages are missing.  We are also imputing education, experience, and benefits offered where they are missing.  This had the result of increasing the median wage from $12.00 to $13.14 during the fourth quarter of 2012 round. 

At this time, all estimates have been revised for all years available on our website.

For more information, please call Oriane Casale in the Labor Market Information Office at 651.259.7383 or e-mail Oriane.casale@state.mn.us

Matching Job Titles to the Standard Occupational Classification (SOC) System

Employers provided numerous specific open-for-hire job titles.  Analysts reviewed these job titles and matched them to appropriate Standard Occupational Classification (SOC) titles.  The 2010 SOC structure used in this study is a set of six-digit occupational codes that is currently being used by a number of different agencies, including the Bureau of Labor Statistics and the Bureau of the Census, to classify occupations. 

The 2010 SOC is a four-tiered structure with 840 detailed occupations that can be summarized into 461 broad occupations, 97 minor occupational groups, and 23 major occupational groups. For the purpose of this study, occupational information is presented at both the major occupational group and detailed occupational levels.  Major occupational groups include the following:

MAJOR OCCUPATIONAL GROUP*

SAMPLE OCCUPATIONS

Management

Educational Administrators, Marketing Managers, and Medical and Health Service Managers

Business and Financial Operations

Accountants, Financial Analysts, and Human Resource Specialists

Computer and Mathematical

Actuaries, Computer Programmers, and Computer Support Specialists

Architecture and Engineering 

Architects, Chemical Engineers, and  Drafters

Life, Physical and Social Science

Anthropologists, Chemists, and Geographers

Community and Social Service

Clergy, Health Educators, and Marriage and Family Therapists

Legal

Court Reporters, Lawyers, and Paralegals

Education, Training and Library

Librarians, Post-secondary Teachers, and Special Education Teachers

Art, Design, Entertainment  Sports and Media

Coaches, Producers and Directors, and Radio Operators

Healthcare Practitioners and Technical

Dentists, Physicians, and Registered Nurses

Healthcare Support 

Dental Assistants, Home Health Aides, and Pharmacy Aides

Protective Service

Animal Control Workers, Detectives, and Police Officers

Food Preparation and Serving Related

Cooks, Food Preparation Workers, and Waiters and Waitresses

Building, Grounds Cleaning and Maintenance

Housekeeping Cleaners, Janitors, and Pest Control Workers

Personal Care and Service

Child Care Workers, Hairdressers and Hairstylists, and Personal and Home Care Aides

Sales and Related

Cashiers, Insurance Sales Agents, and Retail Salespersons

Office and Administrative Support

Customer Service Representatives, Tellers, and Secretaries

Farming, Fishing and Forestry

Agricultural Inspectors, Animal Breeders, and Farmers

Construction and Extraction

Construction Laborers, Carpenters, and Electricians

Installation, Maintenance and Repair

Automotive Service Technicians and Mechanics, Motorcycle Mechanics, and Millwrights

Production

Butchers and Meat Cutters, Foundry Mold and Coremakers, and Machinists

Transportation and Material Moving

Airline Pilots, Bus Drivers, and Truck Drivers

*Excludes military specific occupations.

In matching employer job titles to detailed occupational SOC codes and titles, analysts were careful to match vague titles, such as "Construction Laborer", to appropriate codes by reviewing job posting or examining industry, wage, education and experience information provided by employers.  Indistinct titles that could not be linked to a specific SOC code, mainly due to lack of detailed information, were placed in a more general occupational category.  As a result of this process, job vacancies for this round are reported in a total of 595 occupational codes, of which 593 detailed occupations (six-digit SOCs) and 2 are broader occupational groups. For more information on the Standard Occupational Classification (SOC) System, see the SOC Web page at: www.bls.gov/soc/ .

Occupational Employment Estimates

The Estimates Delivery System (EDS) provides occupational employment estimates for the state of Minnesota and its 13 Economic Development Regions.  EDS uses the results of the annual Occupational Employment Survey (OES) in the calculation of employment within occupational groups and detailed occupations for user-defined areas such as the state, Greater Minnesota, and the Twin Cities seven-county metropolitan area.

Survey Response Rates

The overall survey response rate for this round is 73.84 percent.  The following tables provide response rates by survey strata.


Survey Response Rates by Firm Size and Industry for Minnesota

Size

Sample

Received

Response

Rate

Very Small

1,690

1,248

73.85%

(1 to 9 employees)

Small

3,368

2,384

70.78%

(10 to 49 employees)

Medium

4,067

2,945

72.41%

(50 to 249 employees)

Large

1,269

1,098

86.52%

(250 or more employees)

Total

10,394

7,675

73.84%

Industry

Sample

Received

Response

Rate

Accommodation

1009

664

65.81%

Administrative and Support

467

319

68.31%

Agriculture

170

117

68.82%

Arts and Entertainment

343

250

72.89%

Construction

285

201

70.53%

Educational Services

558

495

88.71%

Finance and Insurance

600

443

73.83%

Healthcare

1630

1289

79.08%

Information

257

185

71.98%

Management

293

221

75.43%

Manufacturing

887

634

71.48%

Mining

107

88

82.24%

Other Services

341

257

75.37%

Professional and Technical Services

531

386

72.69%

Public Administration

328

314

95.73%

Real Estate

156

115

73.72%

Retail Trade

1357

880

64.85%

Transportation and Warehousing

553

418

75.59%

Utilities

170

144

84.71%

Wholesale Trade

352

255

72.44%

Total

10,394

7,675

73.84%

Survey Response Rates by Firm Size and Industry for Greater Minnesota

Size

Sample

Received

Response

Rate

Very Small

1,292

973

75.31%

(1 to 9 employees)

Small

1,806

1,341

74.25%

(10 to 49 employees)

Medium

1,614

1,279

79.24%

(50 to 249 employees)

Large

427

378

88.52%

(250 or more employees)

Total

5,139

3,971

77.27%

Industry

Sample

Received

Response

Rate

Accommodation

557

382

68.58%

Administrative and Support

195

143

73.33%

Agriculture

154

106

68.83%

Arts and Entertainment

205

155

75.61%

Construction

211

150

71.09%

Educational Services

245

230

93.88%

Finance and Insurance

171

137

80.12%

Healthcare

691

587

84.95%

Information

160

118

73.75%

Management

122

96

78.69%

Manufacturing

397

299

75.31%

Mining

94

79

84.04%

Other Services

169

136

80.47%

Professional and Technical Services

229

174

75.98%

Public Administration

221

210

95.02%

Real Estate

130

94

72.31%

Retail Trade

486

337

69.34%

Transportation and Warehousing

286

220

76.92%

Utilities

150

129

86.00%

Wholesale Trade

266

189

71.05%

Total

5139

3971

77.27%

Survey Response Rates by Firm Size and Industry for the Twin Cities

Size

Sample

Received

Response

Rate

Very Small

398

275

69.10%

(1 to 9 employees)

Small

1,562

1043

66.77%

(10 to 49 employees)

Medium

2,453

1,666

67.92%

(50 to 249 employees)

Large

842

720

85.51%

(250 or more employees)

Total

5,255

3,704

70.49%

Industry

Sample

Received

Response

Rate

Accommodation

452

282

62.39%

Administrative and Support

272

176

64.71%

Agriculture

16

11

68.75%

Arts and Entertainment

138

95

68.84%

Construction

74

51

68.92%

Educational Services

313

265

84.66%

Finance and Insurance

429

306

71.33%

Healthcare

939

702

74.76%

Information

97

67

69.07%

Management

171

125

73.10%

Manufacturing

490

335

68.37%

Mining

13

9

69.23%

Other Services

172

121

70.35%

Professional and Technical Services

302

212

70.20%

Public Administration

107

104

97.20%

Real Estate

26

21

80.77%

Retail Trade

871

543

62.34%

Transportation and Warehousing

267

198

74.16%

Utilities

20

15

75.00%

Wholesale Trade

86

66

76.74%

Total

5255

3704

70.49%

Questions?

More About the Data

Additional information about the Job Vacancy Survey statistics can be addressed to the Minnesota Department of Employment and Economic Development at 651-259-7384 or deed.lmi@state.mn.us.