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#JobSearch : These Overlooked Interview Mistakes Are Costing You The Job. Great REad!

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With tons of job interview advice out there on how to best prepare for an interview, it’s easy to think that simply practicing your responses in front of a mirror ahead of the interview will help you land the job.

Yet, as a career coach who helps corporate high-achievers go from overlooked to hired and who has also interviewed and hired for multiple job openings, I’ve seen firsthand how small, seemingly harmless interview mistakes can lead to unexpected rejection.

Here are a few of those subtle interview mistakes that might be costing you the job:

You’re showing interest in the company, but not the role.

Usually, candidates fall into this interview mistake when they just want to get their foot in the door or when they apply for open positions simply because they’ll do anything to work at the company that is hiring. While it’s flattering and may help you move through several rounds of interviews, it isn’t always enough to land the role.

Companies don’t want to hire fans. They want to hire problem solvers. So, if you’re not able to speak to the role and how you can clearly execute the responsibilities for that specific position, then you’ll likely get passed over for someone else who successfully conveyed this.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

You’re oversharing irrelevant details.

It might be tempting to talk about the first job you had 10 years ago that you loved, the side-hustle you’re proud of, or the major accomplishment you consider to be the highlight of your career. But, if relaying that information does not add to why you’re a role fit or culture fit, then it’s more than likely a distraction.

Oversharing irrelevant details forces the interviewer to have to figure out for themselves why what you’re saying matters. However, whenever you put the interviewer in charge of piecing together your story, they’ll typically guess wrong or give up and pick someone else who didn’t make them guess.

You lack enthusiasm when responding to questions.

No doubt everyone has different personalities, and this isn’t to say that you have to be someone you’re not to land a new role. With that said, if you’re extremely short when answering questions or respond in a monotone voice, it might cause the interviewer to question if you’re truly interested in the opportunity.

Think of it like dating. If you’re on a date and the person doesn’t know how to hold a conversation or doesn’t seem curious or engaged, then you’ll likely assume that they’re not that interested and move on. The same goes for job interviews. Even if you’re qualified with more than enough experience to excel in the role, a lack of enthusiasm can still influence a company to choose another candidate. Sometimes they might even choose one with less experience than you because they might assume the other candidate will be a better long-term fit.

You’re not asking questions during the interview.

Occasionally, you can get so caught up with making sure your answers are perfect that you can forget to prepare your own set of questions to ask in an interview. While it’s an honest mistake, you miss out on an opportunity to drive home that you’re invested in the opportunity.

This mistake can also occur when candidates get too comfortable as they move higher in the interview process. After several interviews, it can be easy to think that there’s no need to keep asking new questions. But, consistently showing up confident, curious and engaged can leave a lasting impression that tips the scale in your favor.

If you’re guilty of making any of these mistakes, first commit to only applying for roles you’re genuinely interested in pursuing. It’ll make it easier for you to show up enthusiastically in interviews without having to fake it or force it. Next, don’t just spend all your time practicing the perfect responses ahead of your interviews. Take time to understand the role. Get clear on your story and why your background and experience aligns well with the role and company, and prepare insightful questions. Taking these additional steps to gain more clarity and confidence in your skills and the role will boost your chances of standing out from other candidates and landing the job offer.

Forbes.com Author:  Adunola Adeshola
Adunola Adeshola coaches high-achievers on how to take their careers to the next level. She is the author of the guide How to Go From Zero Interviews to Dream Job Offers.
Forbes.com | July 13, 2022

#JobSearch : Laid Off? Tell the World. Job Offers can Come Quickly Follow a Social Media Post, Done Right! A MUST REad!

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One of the quickest ways to get a job lately has been to announce on social media that you were laid off. 

Despite a robust labor market, layoffs have been increasing in recent months. Netflix Inc., Tesla Inc. and JPMorgan Chase & Co. have all disclosed layoffs in the past two months, with other companies in technology, aerospace and travel warning of more pink slips coming soon.

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Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

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Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

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What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

But companies around the U.S. continue to hire for millions of open positions, so many of the recently laid off are turning to social media to vent and in hopes of getting employed quickly. Going public about being laid off used to be considered an embarrassing no-no. Now, it has turned into a sales pitch, with many using Twitter, LinkedIn and other platforms to land new jobs within weeks of losing the old one.

Nathan Felt wrote a post on LinkedIn after his layoff four months ago as director of product design at Guaranteed Rate, a Chicago-based mortgage-lending and digital financial-services company. He described allowing himself to be disappointed and yet hopeful about his future and attached a link to a podcast about how setbacks can lead to opportunities for growth.

He didn’t explicitly ask for a job in the post but was swamped with responses, including several offers. He started a new product-design leader job in May at Amazon.

“When I posted, I simply thought it was an opportunity to share with others how they don’t need to feel defeated when getting laid off,” said Mr. Felt, who is 38 and lives in Petaluma, Calif.

Career coaches advise that job seekers who post online steer clear of bitterness, signal an appreciation of their time at their former employer and say they are excited to find a new adventure.

“There wasn’t a stigma for me because I know it’s not performance-related, I wasn’t fired,” said Liz Maupin, an entertainment and marketing producer in Los Angeles, who announced her layoff on Twitter.

Ms. Maupin said the company had layoffs because of budget cuts stemming from a challenging climate for the entertainment industry, including Netflix’s cutbacks and a wave of consolidation. In her June 1 tweet to nearly 13,000 followers, written the same day she lost her job, she wrote, “If you hear of anything, I’m a lovely producer and am eager to keep working.” Within 24 hours, she was flooded with responses, one of which yielded a new offer. She started the new role June 10.

“To have an offer literally 23 hours later was phenomenal,” she said.

Others who have successfully won new job offers via social media in recent weeks say they included detailed information, such as job titles, experience level and what value they bring to a team.

Sarah Nelson, who works in human resources, posted on LinkedIn about her layoff from a San Francisco firm. She talked to 15 companies in three weeks and recently started a new remote job as a recruiter with Dandy, an online dental lab platform, in Scottsdale, Ariz.

“I did not expect the kind of outpouring that I received,” she said.

When Silvia Fuentes announced her layoff last week, she made clear that she wanted a midlevel digital product designer role.

“Naming it saves people a lot of time, because instead of just saying I lost my job, give me a lead, it’s saying, ‘I need this type of job specifically.’ It helps get it to the right eyes,” she said.

Ms. Fuentes opted for Twitter, where she said she had more professional connections. She casually used the slang “hmu,” shorthand for hit me up, in her request for job leads, and several professionals tracked her down on LinkedIn after seeing her tweet.

“Go where you feel comfortable posting,” said the 26-year-old, who lives in Dallas. In the past week, several promising opportunities have come her way, and she has had a few initial conversations, she added.

Jason Allen got laid off from his account manager job at BrainStorm Inc., a software platform company, on June 17—a Friday. He waited three days to let his emotions cool and went through several drafts before posting about it on LinkedIn and adding the #OpentoWork designation.

“I was tempted to put some stuff in there about where we were at in our lives,” said Mr. Allen, who is 33 and lives in Eagle Mountain, Utah. Mr. Allen’s wife had their second child nine days before the layoff, compounding his worry. “I had my wife look at it and she’s like, ‘Maybe we don’t want to invoke that pity response.’ ”

Instead, Mr. Allen wrote that the layoff was an emotional shock, and made clear that he wasn’t the only one at the company let go. He also offered to connect anyone looking to hire with other laid-off colleagues who might be a good fit. The post generated more than 21,420 impressions, 181 reactions and 74 comments, and has led to several leads and one job interview so far.

“I think I’ll get something from this outpouring of support,” he said.

WSJ Author: Ray A. Smith at Ray.Smith@wsj.com

WSJ.com | July 6, 2022

#JobSearch : Five Insider Tips To Acing The Interview. You Learn That There’s a Lot you were Never Told About the Interviewing Process. A MUst REad!

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When pulling back the curtain on the interview process, you learn that there’s a lot you were never told about. Meeting the requirements listed on a job description is only one small part of the hiring process.

There are easy-to-implement actions you may be unaware of that will make you stand out and win the job offer.

Charisma, Charm And The Likability Factor

Put yourself in the place of the interviewer or hiring manager. Would you prefer to hire someone who possesses all the right skills, but comes across as arrogant and hard to work with, or would you want a person who you resonate with and visualize having a great relationship; although, they’ll need some training and upskilling?

Most people would likely go for the person that they bond with. You can always learn new skills; however, it’s hard to change a person’s personality that’s been in the workforce for a couple of decades.

The key to successfully navigating the interview process is getting everyone involved to like and want to work with you. It’s simple to do. Be present in the moment and actively listen to the interviewer. Use their name when you address the person, nod your head when they make a point you agree with, refrain from interrupting them while they’re speaking, maintain eye contact, smile and display relaxed body language. Reframe a statement made by the interviewer to show that you understand what they are saying. Instead of waiting until the end of the meeting to ask a question, treat the interview as a conversation and bring up questions to which you genuinely want to learn the answers. These actions position you as a person who is authentic, polite, curious and interested in the role. It also generates goodwill and enhances your likability.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

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Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

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Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

Scheduling Interviews

Defer to the interviewer the days and times of the meeting. You want to demonstrate⁠—right from the start—that you are considerate. If the company asks for your ⁠availability, do not select early Monday mornings or late times on Friday, especially in the summertime. This tone-deaf approach will create tension with the interviewer. They want to meet with you, but are not too happy about the hours you selected. It’s off-putting and makes for a bad first impression.

While it may be a burden to meet their timeline, it’s essential to show that you are a team player and want to make things easier for your new boss. You can tell the human resources person or hiring manager, “The time you offered conflicts with another meeting I have. Nevertheless, I am really excited about the role, company and opportunity. I’ll be glad to check to see how I could reschedule my appointment and circle right back to you and confirm the date.” By doing this, the supervisor will appreciate that you are highly motivated for the role and willing to take action to make this work.

Negotiating Compensation

When human resources ask how much you are looking for, don’t say the number you want. Add a 10 to 20% premium to the salary you desire. When you provide a number, the HR person automatically thinks that you are shooting too high and will scale back the offer.

For instance, if you desire a $100k salary and say that’s what you want, they’ll likely offer around $90k to $95k. Their thought is that since you likely overshot your ask, they’ll offer a lower salary and call your bluff.

If you replied by asking for a base salary of $120k, they would offer about $110k, which would be greater than what you would have settled for. Execute the same strategy for stock options, vacation time and your corporate title. Ask for more, so that you have room to negotiate.

Check Into Your New Boss

Before you accept a job, conduct due diligence on the new boss, so that you won’t be blindsided. You don’t want to resign, only to later find out that you made a major mistake once you start the new job. It is important to find a person who works at the company to gain insider information. If you don’t know anyone at the organization, tap into your network for assistance. If you have a large enough base, there will be a person who knows someone at your target company. Ask your recruiter what they know about the hiring manager. Google the person to see what comes up.

The company could be amazing and the job wonderful, but your prospective boss may be a deal killer. Some managers are great mentors and will champion your career. They’ll be empathetic and help you succeed and grow.

Sadly, there are a lot of bad bosses. They only care about themselves. The manager will take all the credit for your work. The person may disparage you in front of others. Some leaders lack clout. These professionals may not have the ear or respect of senior leadership. In this scenario, you’ll be lumped in with your manager. The chances of growing and developing will be minute.

Master The Art Of Small Talk

Both the interviewer and interviewee are nervous. The hiring process is not a natural thing to do. In a video or in-person meeting, the interviewer fires off questions and you need to answer them on the fly intelligently. It could be a cold and clinical affair. The trick is to lighten up the mood. This could be done by effectively engaging in small talk.

Here’s an example of this type of banter. First, before the interview, check out the hiring manager’s social media footprint. Find some common ground. It could be that you both attended the same university, live in a nearby neighborhood or share an enthusiasm for a certain sports team.

Armed with the knowledge that the interviewer is a Mets fan, you can break the ice by saying, “I don’t know if you are interested in sports, but did you see the Mets last night? It was an amazing game!” Since you already know that they’re an avid fan, it’s a great way to immediately forge a common connection. The same holds true for building a bond through your mutual interests in TikTok, music, movies, television shows, Netflix series and other events.

Additionally, before the interview commences, ask the interviewer some questions. It could be, “What made you decide to select my rèsumè? Why did you want to meet with me?” This will nudge the interviewer to articulate the good things they saw on your rèsumè. It starts off the interview with a positive first step.

It sounds banal, but chatting about the weather, the commute into the city or other noncontroversial matters that we all talk about takes away some of the stress on both sides of the video or table. The mission is to transform the interview from a stuffy, serious affair to a more relaxed and friendly conversation.

 

Forbes.com |  July 7, 2022 | Jack Kelly 

#JobSearch : How To Make A Great First Impression In An Interview. Here are Some Suggestions for Making a Great First Impression. Great Read!

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Within moments of meeting, the other person immediately forms an impression of you. A successful way to do well in an interview is by quickly capturing the interviewer’s attention—making them feel comfortable and like you. Obviously, skills are important, but people place a large premium on a person’s personality, looks and actions.

The corporate world is usually buttoned-up and traditional. If you are interviewing for a job with an investment bank, you will most likely wear a sharp, tailored suit. At a startup tech company, a more casual attire is acceptable.

The managers want someone who they feel comfortable with. Since they will work closely together with you, the supervisors want to like and trust you. To gain their interest, you need to play the game by doing a number of things. Here are some suggestions for making a great first impression.

The Interviewer Is The Most Important Person In The World

At this moment in time, no one is more important than the person who is interviewing you. You must give them your complete undivided attention.

People’s opinions on how to win someone over are characterized in the media as the smooth, fast-talking salesperson who schmoozes their way into a big deal. In reality, that approach often backfires. You need to take the opposite approach and put your ego aside. Listen more than you speak. You want to come across as authentic, genuine, empathetic and caring about how you can help the manager.

The best way to do this is by asking them how you could help, and then actively listening to their needs. Once you hear what the important tasks are, you could ask specific questions to flesh out more details. The more they talk, the better they feel about you. In addition to the job description, you now have great insights from the source of what’s needed for the position. You can then address the pain points by sharing your background, talents, experience, skills and education that will make you successful in the role.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

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Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

Eye Contact, Smiling And Body Language

There are very easy steps to take to make the interviewer like you. Whether it’s an in-person or video call, you need to make eye contact. This doesn’t mean continually staring at them for long durations. It’s about showing that you are paying rapt attention to what the person is saying and absorbing the information.

Along with eye contact, nod your head every once in a while to acknowledge that you agree and understand what they are talking about. When the time is right, you want to offer a smile and a certain sparkle in your eyes to demonstrate that you are interested in the role and the company.

Stay present in the moment. Don’t fidget in your seat, look away from the camera or seem distracted. If you are in the person’s office, remember to sit up straight, pull your shoulders back and maintain a relaxed vibe. On a video call, you need to ensure that the lighting and sound and video quality are top-notch. The background must be aligned with the image you seek to present.

Ask Questions That Show You Are Interested

We all know that compensation, raises, bonuses, stock options, career progression and work style (remote, hybrid, in-office, flexible) are the most important things you are thinking about. Put them aside for now.

The initial questions you should ask relating to the hiring manager. You want to ask the interviewer about what made them decide to work at this particular company. Inquire whether or not they like their job. Politely bring up why they chose you out of all the other candidates.

These questions will get them talking. You will learn a lot from their answers. When the person doing the hiring talks more than the interviewee, it’s a good sign. The interviewer starts telling themself that they must like you because they are spending so much time selling the job to you.

Later on, during subsequent interviews, you could then ask questions about salary, bonuses, vacations and other important matters. You first want to get the buy-in and then the salary and other negotiations will be easier later on.

Mirror The Interviewer

Everyone has different speech patterns. In New York City, people tend to talk quickly and abruptly. Folks from the Midwest have a more laid-back, quiet and slower tempo. If you are not conscious of the other person’s style, it could be a turnoff.

Mirror the interviewer’s cadence. This doesn’t mean copying what they say. It’s the art of tailoring your speech pattern to align with the interviewer. This will make them feel more at ease and comfortable.

In addition, use their name once in a while. People like and respond better when you use their name in a conversation. It draws them and creates a bit of intimacy. Don’t overuse it or you’ll risk alienating the person with too much repetition.

Always Be Positive, Genuine And Authentic

No matter how dreadful your former boss and co-workers were, don’t say anything negative or derogatory about them. If you do, everyone in the interview process will assume that you’ll later badmouth them too when you leave and interview with another company.

You want to come across as positive, motivated and enthusiastic. Demonstrate that you are a team player. Avoid putting on airs. Instead, be genuine and authentic. Let them see the real you.

 Forbes.com Author:  Jack Kelly

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

 

Forbes.com | June 27, 2022

#YourCareer : Negotiating Like A Pro: Tips From An FBI Special Agent. Helpful When it Comes to your Salary, Job Offer(s), or Just Life. Great REad!

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Melissa Fortunato is an FBI Special Agent and Crisis Negotiator. Over the course of her career, she’s been involved in a number of high-stakes scenarios that required her to lean heavily on the skills of negotiation. She joined Negotiate Anything to share her most exciting stories, as well as her best advice for winning in everyday negotiations.

The Importance of a Full Assessment

Prior to entering a negotiation, it’s important to complete a full assessment of your counterpart. This may require more time than expected, but the outcomes will be worth it. Fortunato shared how she once went so far as to “marry” her undercover colleague just to get closer to a group of targets. She invested the time (months legitimizing her cover) which then presented a perfect opportunity for building connections: a wedding.

For Fortunato, conducting a full assessment meant finding strategic ways to connect with the targets in order to learn more about them. For the everyday negotiator, this can mean adding a little more time to the preparation phase of your strategy, as well as making calls to find out more about your counterpart. These calls could be to former employers, former partner organizations or other associates. While it may feel uncomfortable at first, entering a negotiation with a complete picture of your opponent will make it all worth it.

 

Like this Article?  Share It!    You now can easily enjoy/follow/share Today our Award-Winning Articles/Blogs with Now Over 2.5 Million Growing Participates Worldwide in our various Social Media formats below:

LinkedIn: https://www.linkedin.com/in/chris-g-laughter-b46389198/

Twitter: Follow us @ firstsunllc

Best Daily Choice: Follow the Best of FSC Career Articles/Blogs @

https://twitter.com/search?q=bestoffscblog&src=typeahead_click

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & Type(#Jobsearch, #Resume, or #Networking) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

What Skill Sets Do You have to be ‘Sharpened’ ?

Did you know?  First Sun Consulting, LLc (FSC) is celebrating over 30 years in the delivery of corporate & individual outplacement services & programs to over 1200 of our corporate clients in the U.S., Canada, UK, & Mexico!  

We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

 

Diversity As a Strategic Asset

While diversity should certainly be prioritized from a human rights perspective, we can’t overlook its role in a strong negotiation strategy. Diversity means a wider variety of backgrounds, strengths and opinions. This increases the odds of making a connection.

Every person is different, which means every counterpart will bring a different set of experiences, beliefs and emotional triggers to the table. The more diverse your team is, the more likely you are to make a connection. Connection is the foundation of strong negotiations.

“In any kind of negotiation, take advantage of all chances you get to make a connection,” Fortunato explains.

 

Prioritizing Empathy

While it may seem counterintuitive to some, empathy is the key to building strong connections and resolving complex negotiations. In one scenario, Fortunato was negotiating with a target who had shot a police officer and fled the scene. After a 15-hour barricade standoff, it was clear their current tactics were failing, so she decided to soften her approach. This slight shift in tone encouraged the target to engage with her while SWAT positioned themselves for the arrest.

While gender dynamics can be leveraged in certain situations, empathy should not be limited to women. Everybody has the potential to learn and build empathy in negotiations; all it requires is a simple shift in approach. Always be willing to forgo some of your original points if it’s clear the conversation is not moving in a positive direction and don’t hesitate to bring a new person into the conversation.

“There’s a strength in being able to see another person’s perspective and adjust your stance,” Fortunato shared.

 

Ask Questions Without Fear

Fortunato shared a personal story about a time in her life when her daughter was hospitalized but she found herself too afraid to ask the doctors important questions. She’s not alone in this experience. Many people hesitate to ask questions out of fear of looking “stupid.”

The truth is, not only will asking questions give you access to more information, but it also makes you look more engaged, intentional and thoughtful. Your counterpart will regard you as somebody who pays attention and is interested in what they have to say. This will level-up connections and strengthen your approach.

Just Listen

Fortunato wrapped up with an important reminder for listeners: as intimidating as negotiations can be (especially in her line of work) it all comes down to human interaction. Successful negotiations rely on listening and understanding, as most humans just want to be heard. If somebody feels they are being listened to, they are more likely to switch their position.

Consider this: with all of the power and artillery the FBI has to help manage crises, why would they continue to prioritize connection through expert negotiators?

“Because it works,” Fortunato shared.

Follow Melissa Fortunato on LinkedIn to learn more. To listen to the complete episode, click here.

Forbes.com Author:   Kwame Christian

Follow me on LinkedIn. Check out my website or some of my other work here.

 

Forbes.com | June 28, 2022

#JobSearch : Surprise -The Hiring Manager Is More Anxious Than The Job Seeker. What Hiring Managers Obsessively Worry About. MUst REad!

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Here is a hack that will make you feel more confident in your job search: the interviewer and hiring managers are more nervous than you are.

It’s hard to wrap your mind around this concept, as people are indoctrinated to think that job seekers should be the ones who are nervous and anxious going into an interview. They worry about being judged. Job hunters must contend with the shame of not moving onto the next level in the interview process. Even worse, they don’t receive feedback and get ghosted. The hiring process feels—to the job seeker—like the company, human resources, management and internal talent acquisition professionals hold all of the power.

What Hiring Managers Obsessively Worry About

A supervisor needs to hire. They want to make sure that the applicant possesses all of the requirements listed in the job description. The interviewer also wants to feel that they can click with the candidate and forge a mutually beneficial relationship.

If a person is a software engineer, the company can test their skills during the hiring process to tangibly assess their coding abilities. It’s not that easy for the average job seeker. You almost have to just hope for the best. The manager is at a disadvantage, as they rely upon what the candidate says about their background, skills and experience. While references are called upon, most candidates scam the system. They only provide the names of people who they know will say warm and glowing things about them.

If the manager decides to make an offer and it doesn’t work out well, the supervisor loses political capital and is embarrassed. For instance, once an offer is extended, it takes time to be reviewed and approved by senior-level executives.

 

Oftentimes, especially in hot job markets, there is a lot of haggling concerning compensation, stock, options, benefits and corporate title. There may be an uncomfortable debate over the permitted work style—remote, hybrid, in-person, relocation to a lower-cost location or being a digital nomad.

The back-and-forth changes to the offer letter, which drags in human resources and a layer of management can start to irritate the bosses. They have their own work to do and feel that the direct manager can’t handle it.

 

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What Skill Sets Do You have to be ‘Sharpened’ ?

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We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

What Could Possibly Go Wrong?

A job seeker, who said they love the job, spends weeks nitpicking the offer letter, finally accepting the offer. Everyone involved breathes a sigh of relief. The team members are ecstatic over the news, as they’ll get some relief with the new hire.

The day before the new hire is supposed to start, the person emails the human resources representative involved with the process and copies everyone else, writing, “I’m sorry to have to let you know, but I’ve accepted another offer from a different company.” The now-former incumbent adds, “The other organization is paying significantly more money, is allowing me to work remotely and didn’t give as much pushback as you did. At the end of the day, I’m sure you appreciate that I need to do what’s best for my family.”

The direct supervisor is mortified. They feel betrayed and embarrassed. Over the three-week notice period, they were reassuring the senior executives, human resources and everyone else involved that things were going well. The office was already set up, including a computer, phone, desk, chair, paintings on the wall and a welcome gift package with balloons.

The team was anxiously awaiting the arrival of the new team member, as they’ve been putting in long hours and weekends, helping with the extra workload. Now, they’re confronted with the harsh reality that there’s no help coming to the rescue. Even if the company commences a new search, it could take months. The workers will likely all complain and at least one person may quit for another job elsewhere, placing additional stress on the remainers.

The candidate in question moved on with their life. They are happy to have received a great offer. Meanwhile, the manager is miserable. The person feels that they let everyone down. The next level up is upset that this turned out so wrong. They now have to worry about the safety of their own job.

Lack Of Interview Training And Time Constraints

For some reason, leadership feels interviewing is an easy and natural thing to do. A quirk in the corporate system is that a sizable number of managers, who may be great at their jobs, don’t possess the social skills and etiquette to effectively interview people. It looks easy, but it’s not. Companies generally don’t offer interview training courses. They just assume managers will know what to do. This accounts for why you always get the clichè job questions. For many professionals thrown into the hiring process, interviewing is a frightening, nerve-wracking experience.

It’s also stressful, as they’re pulled away from their core responsibilities to read through dozens of rèsumès, coordinate and meet with three to 10 applicants over six months. For an extended period, the hiring manager needs to juggle his workload, oversee the staff and stay heavily invested in the recruiting process.

The next time you go to an interview and notice that the boss looks harried, worn out, unprepared and clearly didn’t read your rèsumè or view your LinkedIn profile, you can understand why, as you are now aware of what goes on behind the scenes.

The Paralyzing Effect Of Groupthink

It used to be that a candidate would meet with human resources, the boss and maybe one or two other people within a few weeks to a month. The current trend calls for a candidate to meet with the human resources, the manager, the manager’s boss, other executives within the division, peers, underlings, business counterparts and some others who clearly don’t know why they’ve been invited.

With so many people involved, the process becomes long and clunky. As up to 10 people need to be looped into the interview process, there will always be someone who is out sick, stuck on a conference call, running late or simply forgot to put it into their calendar. This process needs to be repeated over and over again for around six to 10 candidates.

No one wants to be the one to make the final decision, as they don’t want the finger-pointing and blame, in case the incumbent employee turns out to be a disaster. The hiring manager will lean on the other interviewers to weigh in with their opinions. If there are a few dissenters, a low-confidence manager will remove the person from consideration and the process starts all over again. This is similar to the annoyance of trying to get family members or a group of friends to all agree on a movie to watch or where to go for dinner.

Fear Of Lawsuits Or Being Called Out For Biases

This topic is largely avoided in polite circles. Ten-plus years ago, human resources or the hiring manager would offer feedback and constructive criticism throughout the hiring process. If the candidate was not selected for an offer, the HR person or hiring manager would tell them the reasons why they were not chosen. It was an uncomfortable conversation, but it was made. The company deemed it the right and fair thing to do by offering its reasons as to why the applicant wasn’t moving forward—giving the job seeker closure.

In today’s litigious society, everyone is worried about lawsuits or being labeled. There is a fear that if feedback is offered, it could be misconstrued as being sexist, racist or some other prejudice or bias. People involved with hiring are afraid of having their reputation ruined and being fired or viewed as a pariah. An allegation could lead to their career being over. No other company would touch them. The path of least resistance is to ghost the applicant and not say or write anything at all.

How You Can Benefit From The Situation And Close The Deal

Now that you know what is happening behind the curtains, you realize that the people responsible for hiring have to deal with stress, fear and anxiety. Of course, if you are in between roles, you suffer from similar feelings. However, the applicant can always walk away. The HR professional and everyone involved with the recruiting process are still at the company.

You can use this information to your advantage. You know now how to play the game. Make the interviewer’s life easy by offering days and times that work best for the hiring manager. Show up with extra copies of your rèsumè. Have a tight, concise elevator pitch handy, in case they didn’t do their homework on you. Be polite and understanding, as you know the hoops that they are made to jump through. You also won’t get as offended now that you understand their challenges.

A key takeaway to closing the deal is to say, “I enjoyed the conversations with everyone. The company and people are all great. My experience, background, talents and education meet and exceed all of the requirements on the job description. I believe that I would be a great candidate and offer value to your organization.”

Then, you go for the close, “If you would offer me the role at the compensation we discussed, I’d happily accept the offer!” Add, “I promise that if the offer is extended I won’t entertain a counteroffer for a competing offer from another company.”

This will make the nervous hiring manager relax, as they know they found the right person who will take the offer and end the laborious hiring process. The boss can go back to their job, the staff gets additional help, you get a great new job and everyone is happy.

 

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Forbes.com | June 28, 2022

#JobSearch : What You Need To Know About Layoffs, Hiring Freezes, Inflation And A Possible Recession. MUst REad!

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The current job market feels like whiplash. Coming out of the pandemic, there was a huge pent-up demand for workers to help companies get back up and running. The job market was so hot that discussions centered around the Great Resignation trend with about 4 million Americans quitting their jobs on a monthly basis. Job seekers boasted about having numerous offers to choose from and companies complained they couldn’t find enough workers with the required skills and experience.

Seemingly overnight, everything has changed. Americans have woken up to the new reality of inflation. In an effort to keep the economy afloat, the Federal Reserve Bank and the United States government injected trillions of dollars into the marketplace, sending stimulus checks to families, enhanced unemployment benefits and other fiscal measures.

The fear and consequences of inflation may lead to a recession with massive job cuts, hiring freezes and job offers rescinded.

Why Should I Care About Inflation?

At first, U.S. Treasury Secretary Janet Yellen and others in the Biden Administration said that inflation was “transitory”—it wasn’t. As it turned out, inflation hit 40-year record highs. The costs of everything, ranging from gas to home prices, soared.

When the cheap money previously flowed into the economy, venture capitalists invested billions of dollars into tech startups. The prices of stocks and cryptocurrencies rose to dizzying heights, as both professional and novice investors bought and traded securities with the confidence that everything goes up.

Unfortunately, nothing goes up forever. Runaway inflation has pricked the everything-goes-up bubble. One of the results was that the spigots of cheap money were turned off, and the party was over. Instead of aggressively hiring, tech companies started cutting back and laying off personnel.

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Article continued …

Why Fed Chair Jerome Powell Is Important

To understand what is happening, we need to pay heed to Federal Reserve Chairman Jerome Powell. In talks with Congress, Powell said that he needs to considerably raise interest rates to beat down inflation.

When interest rates rise, the costs of loans, mortgages and credit cards go up. The extra costs eat into the consumers’ pocketbooks. With less discretionary income, families will hold off on expenditures. They’ll spend less, make fewer purchases and avoid dining out as much or traveling as they used to. As the consumers constrict their spending, the economy will slow or even contract. This causes a recession.

While Powell didn’t say he is purposely causing a recession to battle inflation, his policies, based on history, could potentially lead to it. The rate hikes make it more difficult and expensive for companies to access capital, boosting the likelihood that the U.S. goes into a recession next year.

Are We Headed Into A ‘Hurricane?’

Jamie Dimon, the CEO of JPMorgan and one of the most respected Wall Street leaders, gave a stern warning to investors. He advised people to prepare for an upcoming economic “hurricane.”

At an investor conference in June, Dimon said, “That hurricane is right out there down the road coming our way.” The chief executive added, “We don’t know if it’s a minor one or Superstorm Sandy. You better brace yourself.”

With the cost of capital starting to rise, tech and other sectors will pull back on growth, enact layoffs, impose hiring freezes and rescind job offers. During the year of over-exuberance, revenue and profits were not as important as achieving growth and scale. When a downturn happens and money is costly and not free-flowing, unprofitable companies will be headed toward trouble. If startups still have sufficient funds left from rounds of capital raises, they can buy time. Those that burned through their funds may be headed for trouble.

Layoffs, Hiring Freezes And Jobs Rescinded

Since May, tech startups have laid off nearly 27,000 workers, according to layoffs.fyi, which tracks publicly announced job cuts. Tesla CEO Elon Musk, who said that he had a “super bad” feeling about the economy, said the electric car manufacturer would cut 10% of its workforce. Musk, who also is in the midst of buying Twitter, said that there may be possible layoffs at the social media site.

Microsoft said in May that it would slow hiring in its software group. Meta also announced that month a hiring freeze for some teams.

Dara Khosrowshahi, CEO of Uber, informed employees through email that the ridesharing app company would start to treat hiring like “a privilege.” The chief executive said Uber’s decision to pump the breaks on hiring is due to the “seismic shift” in the market.

In June, Coinbase, the large cryptocurrency platform, announced on its corporate blog, “In response to the current market conditions and ongoing business prioritization efforts, we will extend our hiring pause for both new and backfill roles for the foreseeable future and rescind a number of accepted offers.” The cryptocurrency exchange platform then let go of around 18% of its workforce—or about 1,100 people.

Gemini, the crypto exchange founded by the Winklevoss twins, said a “crypto winter” is coming. The meteoric rise of cryptocurrencies and fervent hyping and buying of digital assets are falling back to earth. Gemini felt the change in the temperature of the markets and economy. In response to “turbulent market conditions that are likely to persist for some time,” Gemini is downsizing 10% of its astronauts—a term it coined for its employees. Two other digital asset platforms, Crypto.com and BlockFi, said they are laying off people as well.

Fintech unicorn Bolt announced it would lay off workers, as the tech bubble is slowly bursting. Klarna, a Sweden-based fintech company in the buy-now-pay-later space, announced plans to lay off about 10% of its global workforce, in a pre-recorded video message.

Robinhood, Netflix, Peloton, Cameo, Noom, On Deck, Workrise and others have also announced layoffs or temporary freezes.

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Forbes.com | June 23, 2022

#JobSearch : Wondering Why You’re Not Getting Job Interviews? Here’s Why. Great REad!

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Of course, you’re feeling confused and frustrated. With the Great Resignation still underway and job openings at a record high, you might have started your job search thinking it would be a piece of cake.

Now, you’re stuck wondering why you’re not getting more job interviews, even though you’re pretty qualified for the roles you’re applying for these days. But, before you assume you’re doomed or out of luck, here are three resume mistakes that might be the culprit:

Your resume focuses on the wrong results.

It’s not your fault. Most resume advice tells you to make your bullets results-oriented. But, results-oriented bullets are pointless if they focus on the wrong results. Your resume could have tons of numbers and accomplishments that make you proud. But, if those bullets aren’t necessary for the job, hiring managers and recruiters might read your resume and think you’re awesome, but they won’t know why they should interview you for the job opening they’re looking to fill.

Want better advice? Make sure your bullets are relevant and results-oriented. If you’re not sure if you have the wrong results on your resume, take a moment to read a job description for one of your desired roles. Then, read your resume to see if it speaks to the specific relevant needs of that type of role. If it doesn’t, then you’ll know where to start to land more job interviews.

 

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We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

 

Article continued …

You’re not telling the full story.

A few signs you might be making this mistake: you leave things off your resume because it was a team effort and you don’t want to appear as though you’re taking credit for it, you don’t include relevant skills because it wasn’t a part of your official job title, or you don’t mention certain accomplishments because it only happened a couple of times.

While you might mean well by leaving these things off your resume, underselling yourself and not telling the full story makes recruiters and hiring managers assume you don’t have the experience needed for the roles you want. The good news is that, as a career coach, I know first-hand that a few changes can make a huge difference.

To start, sift through your resume and, for each bullet, ask yourself: “What’s the story behind this?” If the story behind the bullet is more compelling than the actual bullet, update the bullet to illustrate the true story by adding relevant details to showcase your expertise.

Your resume is full of distractions.

No, this isn’t about the format of your resume. Sure, the wrong format can be distracting, but there’s another element that’s not talked about enough that can distract from your expertise. Most job seekers don’t notice it because when you’re constantly working on your resume, it can be hard to see this mistake. But, the distraction is jargon.

Jargon, in terms of your resume, is any word, accomplishment, or result that would be difficult for others outside of your company or industry to understand. Jargon is a distraction because, even if your resume sounds great, it’ll leave recruiters and hiring managers thinking you’re better off staying where you are – even when you know you have the necessary experience to do the job.

To catch and remove jargon, pull up a few job descriptions of your ideal role and study the language they use to describe the responsibilities and qualifications for the position. Next, read your resume to see if you describe your experience the same way. Then, remove any terms that don’t align with the role you’re pursuing next.

If you’re guilty of any of these resume mistakes, then that’s good news! That means there’s still things you can do to improve your job search. If you’re willing to tackle these three resume mistakes, you’ll be in a much better shape to land more interviews for jobs you’ll love.

Forbes.com Author: Adunola Adeshola coaches high-achievers on how to take their careers to the next level. She is the author of the guide How to Go From Zero Interviews to Dream Job Offers.

Forbes.com | June 20, 2022

#YourCareer : It’s Possible To Humanely Lay Off People With Empathy And Compassion. What Leadership Should Do When Laying Off People. Great REad!

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The United States has already seen around 17,000 job cuts in the tech sector and more are likely coming.

Most workers who have been terminated describe a cold, cynical process that’s devoid of any empathy. Others tell horror stories about mass Zoom firings and 48-hour holding patterns in which their future is in limbo.

What Happens When Human Resources Asks For A Quick Talk

You may get a call or email from a human resources representative saying, “Could you please come to my office at 4 p.m.?” When a company is not doing well, you have a sense of what’s about to happen next. The walk to the elevator banks, going up a few floors seems to last an eternity. You are hoping that you’re not getting a pink slip, and it’s for another matter.

In a whirlwind, you are told that your services are no longer required. You are offered papers to sign, and before you can process what happened, you’re escorted by a security guard to collect your belongings. All the technologies are cut off and you take the elevator of shame down to the lobby and walk outside feeling numb and bewildered.

 

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We here at FSC want to thank each of corporate partners in the opportunity in serving & moving each of their transitioning employee(s) rapidly toward employment !

Article continued …

Airbnb Demonstrates How To Empathetically Lay Off People

Letting a person go doesn’t always have to be a harsh, humiliating experience. One standout example is the way Airbnb handled separations from the payroll in May 2020, during the early months of the pandemic. In a message to employees, Airbnb cofounder and CEO Brian Chesky said that he had “sad news” and told his staff that they were forced to downsize, in light of the company’s financial situation and the uncertainty of how badly the virus outbreak could impact its business. The short-term home and apartment rental app downsized 25% of its workforce, representing around 1,900 people out of the 7,500 international workforce.

Instead of using one-way Zoom calls to extend the message, he provided color and context as to why this had to be done. Chesky acknowledged that the pandemic could have a major impact on the travel industry for an unknowable amount of time, and as a result revenue could be hit hard.

Chesky told his team that anyone who was laid off, it’s not because of anything they’ve done wrong nor a reflection on their work ethic. Rather than providing platitudes, the company was prepared to offer severance, equity and healthcare packages. Its intent was to treat everyone in a compassionate and thoughtful manner. The company offered its team 14 weeks of base pay, plus an additional one week for every year at Airbnb, and the tenure will be rounded up to the nearest year. Health insurance was covered through COBRA for 12 months.

The short-term rental company provided an Alumni Talent Directory to help people find new jobs. Departing employees were given the option to have their profiles, résumés and work samples available for future employers to see. The company allocated its recruiting team to help the impacted workers find jobs. The departing staff also received four months of career services and were permitted to keep their Apple laptops to help with their job searches.

The Cold, Impersonal Zoom Firings During The Pandemic

It’s never easy nor pleasant to let a person go or enact mass layoffs. Airbnb acted honorably with empathy and compassion. This was juxtaposed with how a few other companies acted during the pandemic. While white-collar workers were primarily still working from home, the cold, impersonal one-way Zoom firings became commonplace.

At around the same time, scooter-sharing startup Bird fired 406 employees in a manner that you could only imagine on an episode of Black Mirror. The unfortunate workers were told all appointments were canceled and that they should log into a one-way Zoom call. A disembodied voice read from a script telling the listeners that they’ve been picked for layoffs. Their Slack and employee accounts were discontinued and end dates were supplied.

Ridesharing app company Uber announced a layoff of 3,500 employees. The remote workers were informed of their job loss via an online Zoom call. Ruffin Cheveleau, the head of Uber’s customer service, informed workers that it was their last day at the company. Wonderschool, ZipRecruiter, WeWork, the Wing and other companies all used video calls to inform employees that they’ve been terminated.

Recent Tone-Deaf Offer Recissions And Layoffs

Recently, Coinbase, the large cryptocurrency platform, announced it will place a hold on hiring and rescind job offers, due to the difficult economic and geopolitical events. Pulling the rug out from under the job offers didn’t sit well with many employees.

There was an immediate online backlash against the cold and cruel treatment of those who had their job offers abruptly taken away. The company said in response, “We will apply our generous severance philosophy to offset the financial impact of this decision” and will help the people who had their offers overturned. A talent hub was created to help the impacted people. This includes job placement support, résumé reviews, career coaching and access to the company’s network of people.

Coinbase employees started an online petition, leaked Thursday by crypto site Mirror, to remove top executives, including chief operating officer Emilie Choi, chief product officer Surojit Chatterjee and chief people officer LJ Brock, “in a vote of no confidence.”

In a tweet storm, CEO Brian Armstrong tweeted, “If you have no confidence in the execs or CEO of a company, then why are you working at that company? Quit and find a company to work at that you believe in!”

The polar opposite of how Airbnb acted is the story of Vishal Garg, CEO of unicorn mortgage lender startup Better.com. The chief executive coldly told his 900 employees that around 15% of the workforce will be fired in a one-way video.

To add insult to injury, Garg accused “at least 250″ terminated staffers of stealing from the company. In an email to employees obtained by Forbes in 2020, the Better.com CEO wrote, “HELLO—WAKE UP BETTER TEAM. You are TOO DAMN SLOW. You are a bunch of DUMB DOLPHINS and…DUMB DOLPHINS get caught in nets and eaten by sharks. SO STOP IT. STOP IT. STOP IT RIGHT NOW. YOU ARE EMBARRASSING ME.”

What Leadership Should Do When Laying Off People

Getting laid off is a crushing blow. In addition to the financial aspect of losing a job, it can cause serious mental and emotional stress. Leaders need to focus on the messaging to make the best out of a bad situation.

Leadership should start by offering color and context of what is happening. There is no reason to shame the staff. Instead, management needs to praise their work and accomplishments. Let the impacted workers know about available severance packages, healthcare options, what happens to their stock and options and give access to recruiters, career coaches and connections within the firm’s network of contacts.

Human resources and managers need to take the time and energy to speak one-on-one with the people who are being let go. Listen to their feedback, offer words of encouragement and write a glowing recommendation. Offer to keep in touch, as “boomerang” hires have become popular.

 

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Forbes.com | June 14, 2022

#YourCareer : The Split-Screen Job Market: Low Unemployment, High Turnover, Plenty Of Openings—And More Layoff Headlines. Great REad!

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Becky Frankiewicz recently returned from hobnobbing at Davos with other top business leaders, and the president of ManpowerGroup North America couldn’t help but notice a disconnect while she was there. On stage: Plenty of chatter about the prospect of a recession, and what that could look like for jobs and the economy. But in at least 15 different conversations with C-level executives she had while at the global meetup of titans, just one said they were pulling back on hiring.

“The data isn’t necessarily matching the narrative,” Frankiewicz tells Forbes. “We’re seeing a bit of a diverging job landscape, yet the labor market as a whole is still very tight.”

Every day seems to bring a tale of two job markets. On the one hand, data, like Friday’s better-than-expected jobs number, shows a labor market where unemployment remains low and the economy continues adding jobs, even beating economists’ forecasts. Earlier this week, the Labor Department reported that job openings slipped but hiring demand remained strong, while the turnover rate stayed high.

Yet on the other hand, the news cycle seems to bring near-daily stories of hiring freezes and layoffs, particularly in the technology sector and among startups. Tesla’s Elon Musk, Reuters reported Friday, wants to cut jobs and pause hiring amid what he reportedly called a “super bad feeling” about the economy. Other big tech companies, like Meta and Microsoft, have said they will slow hiring in certain parts of their business. Uber CEO Dara Khosrowshahi said in early May it would treat hiring “as a privilege.”

Meanwhile, job cuts tracked by the aggregator site Layoffs.fyi found that at least 15,000 tech workers lost their jobs in May, with cuts at companies like Bolt (25% of its workforce), Klarna (10%) and Carvana (12%), as well as many smaller startups shedding workers.

Headhunters say they’re seeing a drastic shift in how people are responding to inquiries in recent weeks, especially in sectors or at job levels where stock equity plays a role.

“Even a month ago we were going through hoops, doing everything we could to get people to respond to us—multiple messages on LinkedIn platforms, multiple social media platforms, text messaging,” says Jeff Christian, CEO of the executive search firm Christian & Timbers. “Now we’re seeing a 70% increase in response rates. People are curious. And they’re afraid.”

 

Higher interest rates, geopolitical turmoil and a continued global pandemic—combined with a punishing stock market—have made investors pump the brakes, leading more venture-backed companies to slow or cut hiring. In May, Forbes reported that an internal poll of Andreessen Horowitz’s portfolio companies showed that more than half were pulling back on 2022 hiring.

“It’s about companies not being able to access funding or at least get the valuations that they’re hoping to achieve—that’s very much the driver for some of these layoffs and hiring freezes,” says Glassdoor economist Daniel Zhao. He’s seeing similar trends in mortgage-related jobs in financial services, which are also dependent on interest rates.

 

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Article continued …

But he says that while there is clearly a lot of concern about the economy, the headlines about job cuts are “not really showing up yet in the data as a wave of layoffs that would be comparable to past perceptions or downturns.” Overall, he says, the “holistic picture is still one where employer demand is extremely high and there aren’t enough workers to fill those jobs.”

Zhao says it’s common at an inflection point in the economy, like where we find ourselves now, to see stories that suggest two directions. At such times of change, “it’s always a little bit difficult to square the anecdotes that you hear with the data as it moves in real time.”

Still, he thinks some things are different about the current economic intersection. All of the focus on the “Great Resignation” over the past year or so, as well as the difficult time many industries have had finding workers, could influence what they do going forward. “I wouldn’t be surprised to see employers continue to focus on trying to retain and attract workers, even if there is a moderate downturn,” he says.

Brian Kropp, Gartner’s vice president of research, points to other disconnects he’s noticing. “In the past, revenue and staffing moved almost perfectly together,” he says. “Three months from now this could be different, but at least right now, the relationship between revenue and hiring is just not as consistent and highly correlated as it’s been before.”

That could be due to the backlog many companies already have when it comes to staffing unfilled roles, as well as the increased churn Kropp thinks companies will see as hybrid work allows people to switch jobs more frequently. “The labor market for places that aren’t impacted by concerns about interest rates or concerns about stock equity—that labor market? It’s still red-hot, going a thousand miles an hour.”

Just like many companies have learned lessons that “just-in-time” supply chains couldn’t withstand the havoc of a global pandemic, they’re also learning the same lean approach can hurt them when it comes to talent. Frankiewicz says many employers—especially those with the resources to hire more workers—have adjusted to more of a “just-in-case” philosophy when it comes to their workforces to try to avoid understaffing. At a time when more workers aren’t even showing up to their shifts, says Frankiewicz, it’s “not just in case I can’t find the talent, [but] just in case I can’t fill the shifts.”

Recent data from ManpowerGroup shows talent shortages reaching the highest levels in 16 years, and Frankiewicz said in an email about Friday’s jobs report that “the tension is palpable, yet the reality is optimistic.”

She wonders how the current market could impact a downturn. “We’ve never faced an entry into a recession like what we’re facing now” with such a tight labor market, Frankiewicz says, saying two key differences are a structural change in the number of workers in the economy, citing lower birth rates, and the demand for technology skills not only in tech firms, but across all sectors. “It’s why we’re having this conversation—because there is no playbook.”

 

Forbes.com | June 3, 2022 | Jena McGregor