Frictional Unemployment

What is frictional unemployment?

Frictional unemployment is the period of temporary joblessness during career transitions or market entry. Also known as search unemployment, it occurs when individuals seek better roles and employers take time to hire the right fit.

Given it is deliberate, workers voluntarily choose short-term unemployment over unsuitable roles.

Frictional unemployment is inevitable since it’s generally categorized as ‘voluntary unemployment’—workers choose to remain unemployed rather than pursue any job that comes along.

It’s always there, but how much of it exists depends on how fast job seekers move through the labor market.

What are the common causes of frictional unemployment?

There are several causes of frictional unemployment, such as:

• Job hopping: Professionals leaving for better pay, work-life balance, or career growth.
• New graduates: Entering the workforce without a job lined up.
• Relocation: Moving cities and starting the job search from scratch.
• Industry shifts: Workers transitioning into new fields or skill sets.
• Hiring delays: Employers taking time to find the right candidate.
• Information gaps: Job seekers unaware of available opportunities.

While advanced recruitment software and assessment tools can help reduce the gap to an extent, frictional unemployment is dynamic and inevitable.

What are the effects of frictional unemployment?

The following are the positive effects of frictional unemployment:

• Frictional unemployment signals a healthy job ecosystem with optimum hiring activity.
• It lets employees transition into roles better aligned with their competencies and career aspirations.
• Moreover, it allows job seekers to engage in reskilling and upskilling activities to improve their employability.
• It also allows employers to gain access to a wider candidate pipeline.

On the flip side, frictional unemployment has several drawbacks, such as:

• Individuals face income loss, which increases their dependence on severance packages or unemployment benefits.
• A competitive job market and prolonged hiring cycles results in job stress and anxiety.
• Extended unemployment and workforce transitions create skill and productivity gaps.
• A fluid job market hinders employers from retaining talent and increases attrition risks.
• Increase in the number of job seekers strains government resources and labor policies.
• High turnover raises recruitment and onboarding costs.
• Increased frictional unemployment can also create a false perception of job market instability.

Is frictional unemployment good or bad for our economy?

Frictional unemployment is a key indicator of a healthy economy and a free-moving labor force.

While it suggests that individuals are voluntarily seeking better positions, it creates short-term inefficiencies and a misleading perception of labor market stability.

Does frictional unemployment exist in the long run?

Yes, frictional unemployment exists in the long run.

It’s a natural part of a healthy job market as people switch roles, enter the workforce, or relocate. Even when the economy is at full capacity, this type of unemployment doesn’t disappear.

Regardless of the changes in inflation, frictional unemployment remains constant.

What are some common examples of frictional unemployment?

Following are 10 common examples of frictional unemployment:

1. Freelancers and self-employed individuals experiencing gaps while securing new clients or projects.
2. Retired professionals re-entering the job market.
3. Seasonal workers, such as ski instructors or swimming coaches, seek employment during off-seasons.
4. Job seekers looking for better opportunities or higher compensation.
5. Individuals transitioning between industries to pursue new career paths.
6. Recent graduates entering the labor market for new jobs.
7. Employees switching jobs for career growth or personal reasons.
8. Professionals relocating to a new city or country in search of better prospects.
9. Laid-off workers actively searching for new roles.
10. Caregivers or individuals returning from a sabbatical and rejoining the workforce.

What factors contribute to the decrease of the frictional unemployment rate?

An increase in GDP can create more job opportunities, helping individuals find job opportunities faster and thereby reducing frictional unemployment. However, as businesses continue expanding, they tend to create more employment opportunities, which narrows the job search window.

Other factors, like AI adoption and online job platforms like LinkedIn, Indeed, etc., also play a significant role, creating a direct impact on the economy.

Ironically, short-term unemployment benefits do not lower frictional unemployment, although they may affect structural or cyclical unemployment.

Can minimum wage impact frictional unemployment rate?

Well, frictional unemployment exists regardless of wage policies. When searching, workers have a reservation wage (the lowest pay they’re willing to accept).

However, this can change over time based on factors like financial pressure, job market awareness, and the offers they receive. The easier it is to access job information, the faster workers will find suitable jobs, reducing frictional unemployment.

How can frictional unemployment be reduced?

Although frictional unemployment is inevitable in a dynamic job market, it can be minimized through better job-matching systems, streamlined hiring processes, and improved workplace conditions.
Here are some key strategies that can be used to decrease frictional unemployment rates:

• Efficient job matching: National job banks, AI-powered job portals, and university placement programs can connect job seekers with suitable roles faster, reducing search time.
• Faster onboarding and offboarding: Streamlined hiring processes and exit support services ensure quick workforce transitions to minimize employment gaps.
• Workforce upskilling: Employer-funded training and apprenticeship programs help employees reskill and reduce job transitions due to skill gaps.
• Better workplace conditions: Addressing workplace toxicity and offering career growth opportunities improve retention and decrease voluntary exits.
• Inclusion of retired professionals: Second-career programs enable retired professionals to re-enter the workforce to utilize their expertise.
  Competitive compensation – Market-aligned salaries and flexible work models reduce job-hopping causes due to financial dissatisfaction.

How to calculate frictional unemployment?

Here are three steps to calculate frictional unemployment:

1. Access the Bureau of Labor Statistics’ (BLS) Employment Situation Summary Table A, which reports monthly employment figures.

(Source: Employment Situation Summary Table A. as of March 07, 2025)

2. Sum the number of Job Leavers, Reentrants, and New Entrants from the report.

3. Multiply this total by 100. Divide by the total number of Unemployed Persons (not the unemployment rate).

4. The result is the percentage of unemployed individuals experiencing frictional unemployment.

What is the difference between frictional and structural unemployment?

When it comes to frictional vs structural unemployment, structural unemployment occurs when job seekers’ skills do not match employers’ requirements, often due to technological advancements or industry shifts. Unlike frictional unemployment, structural unemployment can lead to long-term joblessness as workers struggle to adapt.

When industries evolve, outdated skills become obsolete, creating a mismatch between available jobs and workforce capabilities. Without proper retraining, affected individuals face prolonged unemployment. Structural unemployment is not tied to economic cycles but rather to fundamental shifts in the labor market, such as automation or declining industries, making it harder for displaced workers to find suitable employment.