How to get a job in this ‘low-hire, low-fire’ market
When Brian Daniel, the founder of a Los Angeles-based staffing agency, recently posted what he describes as a “high-paying remote job,” he saw firsthand just how tough the labor market had become for job seekers. “We get between 500 and 1,000 applicants for every open position,” he says. But this job—an executive assistant position that pays $150 per hour—seemed particularly appealing. Within a…
In the current job market, job seekers are facing unprecedented challenges in a landscape characterized by "low-hire, low-fire" conditions. Brian Daniel, founder of a Los Angeles-based staffing agency, recently posted a high-paying remote executive assistant position and was overwhelmed by over 2,000 applications within a few days. This situation is reminiscent of the remarks made by then-Federal Reserve Chair Jerome Powell, who stated that the labor market was "unusual and uncomfortable" due to low quits and hires.
U.S.-based employers announced 43,281 job cuts in September, marking the lowest monthly total since 2022. However, the anticipated hiring surge did not materialize, with only 90,787 jobs expected to be hired in September, a 23% decrease compared to the previous year, the lowest since 2011. The unemployment rate rose to 4.2% in September, with fewer jobs added than expected.
Industry experts advise job seekers to adopt a more targeted approach instead of relying on sheer volume. Brian Pulliam, a career coach, suggests that sending out numerous applications may lead to feelings of exhaustion and hopelessness. He recommends "looking for the side door" by leveraging networking and personal referrals, particularly through former managers and colleagues. Brian Daniel agrees, stating that "less is more" and that 20 targeted submissions are preferable to 100 generic ones.
Curtis Serna, founder of Noticeable Inc., highlights the importance of tailoring applications to the specific job posting. For instance, if the job description emphasizes "vendor management," job seekers should refrain from using the term "supplier relationships." AI has significantly impacted the screening process, making it crucial to mirror the terminology used in the job posting.
To stand out, candidates should provide proof of their work through a portfolio, writing samples, or even short videos demonstrating their ability to handle the role. Additionally, job seekers should emphasize human skills that AI cannot replicate, such as critical thinking and leadership. PwC's research indicates that employers are placing a growing premium on distinctly human capabilities as AI takes over more routine tasks.
While hiring may slow down toward the end of the year, experts advise job seekers not to assume opportunities have vanished or delay their search until January. Jan Hunter, a former recruiter and career expert, suggests that there will be less competition from candidates who do, giving job seekers a competitive edge in the job market.
Written by urgent.news from Fast Company's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
