Current Market
Perspective
The Rise Of Layoffs
Due to the mass layoffs over the past two years, we are seeing a significant number of talented people looking for work, especially within the tech industry, This phenomenon is creating fewer work opportunities resulting in stiffer competition. As a result, in-house recruiters are overwhelmed and don’t have the bandwidth to review all applications. Consequently, recruiters are making split-second decisions on candidate applications, so just applying won’t cut it anymore. Applicants must get creative and find ways to differentiate themselves to stand out from the crowd. Those who don’t find ways to break through the noise will have a harder time landing a new job.
Quiet Quitting
The majority of employers do not support employees with psychological safety when conducting career progression conversations. The fear of mass layoffs is creating an even greater divide between managers and employees and why most managers won’t find out that a member of their team is planning their exit until the employee puts in their notice. Due to today's economy, employee success is becoming increasingly more challenging and many companies are finding it harder to retain top talent due to limited growth opportunities. As we wait for the economy to strengthen, we will continue to see volatile, unpredictable, and inconsistent employee movement.
Interview Trends
The majority of recruiters and hiring managers do not know how to properly interview and assess candidate skill competencies. Most of them use scripted questions resulting in a lack of follow-up and laying questions. Knowledgeable hiring managers hire for attitude and test for skills to determine if someone can be successful. However, it is difficult if the hiring manager or recruiter cannot identify the must-have skill competencies required for the position they are hiring for. Once the identified skilled competencies are understood, they can ask the appropriate question(s) to undercover the candidate’s skill level for each set competency. If not put into place, the interview becomes inconsistent. Therefore, finding ways of taking control during the interview will allow the candidate to share their key differentiators and unique value propositions as to why they are the best fit for the position.