Understanding Job Market Competitiveness

BREAKING: The job market is cooling with hiring down 5.8% in March, according to LinkedIn's latest data. Worth noting: 62% of CEOs are now predicting a recession within six months, up from 48% just last month. Smart job seekers aren't panicking; they're strategizing. So, what does this mean for you if you're currently job searching or considering a move: 1️⃣ Target growing industries: Healthcare added 53,600 jobs last month, with social assistance adding 24,200 and retail trade gaining 23,700. Meanwhile, Utilities (+0.4%) and Holding Companies (+5.9%) were the only industries showing month-over-month hiring increases. 2️⃣ Develop future-proof skills: LinkedIn's report highlights several in demand skills plus I've added several employers value in uncertain times: • AI literacy and technology adaptation • Conflict mitigation and communication • Adaptability and agility • Data analysis capabilities • Cost management expertise • Supply chain knowledge (especially as tariffs impact operations) • Automation-related skills (as manufacturers focus on "more automation rollouts") Companies implementing AI are seeing 10% revenue increases—they need talent who can leverage these tools while demonstrating agility, which Aerotek's April report calls "the X factor that will give companies an edge." 3️⃣ Consider geography: The Sunbelt continues to outperform with Miami-Fort Lauderdale showing a 4.8% hiring boost and Phoenix maintaining strong numbers. Meanwhile, St. Louis (+4.2%) and Denver (+1.9%) are bright spots in other regions. If you've been searching for a while: Revisit how you present your skills: Highlight how you can help companies navigate uncertainty and control costs—top priorities as businesses prepare for potential downturn. Expand your industry targets: If you've been focusing on manufacturing (-10.3% YoY) or government (-17.3% YoY), consider how your transferable skills apply to healthcare, retail, or utilities. Consider contract roles: With economic uncertainty, many employers are shifting to flexible hiring strategies—these can be excellent foot-in-the-door opportunities. In every economic shift, there are still thousands of jobs being filled daily. Position yourself where growth is happening and showcase the skills employers need most right now. What strategies are working in your job search? Share them with me below. #LIPostingDayApril #Careers #LinkedInTopVoices

'26 is looking like a tough job market: Steady but stagnant is probably the best way to put it. There are opportunities and growth, but it's uneven, with only certain sectors and roles growing. I was on the Today Show this morning unveiling our annual Jobs on the Rise list, which is designed to help everyone understand where the market is going — in good times and bad. Here’s what job seekers should know this year: 1️⃣ The AI boom is extending beyond technical roles. Artificial Intelligence Engineers rank #1 on nearly every global list. Go deeper into JoTR and you start seeing how AI is growing roles in strategy, opps, real estate and planning: from hands-on roles like Datacenter Technicians and Prompt Engineers, to leadership titles like Directors of Artificial Intelligence and AI Strategists. We’re also seeing AI move deeper into fields like finance and hiring – a signal that AI skills are quickly becoming foundational. 2️⃣ More people are betting on themselves. For the first time, Founders and Entrepreneurs appear on our list, with “founder” titles up 69% in the U.S. over the last year (and nearly 3x since 2022). In a stagnant market, more professionals are choosing to build instead of wait. 3️⃣ Growth-driving roles stay resilient. Sales and revenue jobs show up on half of the lists, from Advertising Sales Specialists to Chief Sales Officers. When companies are under pressure, roles tied directly to growth and ROI continue to matter. The big takeaway: Opportunity hasn’t disappeared, but it’s shifting fast. The people best positioned for what’s next are staying curious, building new skills and open to change. Check out the full list here: https://lnkd.in/dt8cdskk #JobsOnTheRise

Talent Acquisition Metrics and Analytics!! Talent acquisition metrics and analytics are essential tools for optimizing and improving the recruitment process. By analyzing data, talent acquisition teams can make more informed decisions, enhance recruitment strategies, and ultimately attract and hire the best talent. Here are some Key Metrics in Talent Acquisition to consider when discussing talent acquisition analytics: ▶️ Time to Fill: Measures the time from posting a job to making an offer. Shortening this time improves efficiency and reduces hiring costs. ▶️ Time to Hire: The time taken from the initial interview to the candidate’s acceptance. A shorter time indicates a smooth hiring process. ▶️ Cost Per Hire (CPH): The total cost involved in hiring, including advertising, recruiter fees, and onboarding expenses. Tracking CPH helps manage recruitment budgets. ▶️ Offer Acceptance Rate: The percentage of candidates who accept job offers. A low rate could indicate issues with compensation or cultural fit. ▶️ Quality of Hire: Measures the performance and retention of new hires, typically assessed through performance reviews and turnover rates. ▶️ Candidate Experience: Involves metrics like satisfaction scores and response time, which impact employer branding and can affect future candidate engagement. ▶️ Diversity Metrics: Tracks the diversity of applicants and hires, including gender, ethnicity, and other factors, to ensure fair and inclusive hiring practices. ▶️ Recruitment Funnel Analytics: Analyzes conversion rates between stages of recruitment, like from application to interview or interview to offer. Identifies where candidates drop off and allows for process optimization. ▶️ Predictive Analytics: Uses historical data to forecast hiring needs, job performance, and candidate success, helping to make more proactive recruitment decisions. ▶️ ROI of Talent Acquisition: Measures the return on investment of recruitment activities by comparing recruitment costs to the value brought by new hires (e.g., performance, retention). Benefits of Analytics in Talent Acquisition: ▶️ Improved Decision-Making: Data-driven insights help recruiters make more informed choices about candidates, processes, and strategies. ▶️ Process Optimization: Analytics help identify bottlenecks, inefficiencies, and areas for improvement in the recruitment workflow. ▶️ Better Candidate Fit: By tracking metrics like quality of hire and predictive analytics, recruiters can identify candidates who are likely to succeed and stay with the company long-term. ▶️ Enhanced Employer Branding: A positive candidate experience, measured through feedback and response times, enhances the organization’s reputation as an employer of choice. By tracking these metrics and leveraging analytics, talent acquisition teams can refine their recruitment processes, improve candidate experiences, and ultimately make better hires.

SKILLS - Weekly Learning 14/2024 Last week the Singapore Government announced that they will reskill everyone above the age of 40 to get them future ready. A lot of skills commentary followed. I looked through skills needed for the future as opposed to the past. Here are some thoughts: 1. The focus is mostly about Hard skills and Soft skills. Hard skills are generally industry led and are accumulated through a combination of degrees and experience. 2. It is good to think of skills as persishable and durable skills. Many skills taper down when not used and practiced regularly. Writing well is one such skill. Without constant practice and continuous learning, your skills become a shadow of the past. 3. Tim Brown of IDEO conceptualised the T Shaped model where the T analogy is a broad range of skills with depth and expertise in one/two areas. In the future T would first stand for Technology, being aware and having a good working knowledge of Technology in your industry will be a given. 4.Skills have a shelf life. Hard technical skills have a self life of less than 2.5 years, this means a young graduate needs to educate virtually at the end of the first job. It also means its easier to catch up and progress riding new skills. 5. Industry has looked at job families, transferable skills between industries, and skills in demand tend to spread quickly across industries. Leadership is the most looked for and the most transferable soft skill across industries. 6. The shift to automation, more basic work done by machines, robotisation will place a higher emphasis on soft skills. It is estimated that jobs with soft skills focus will multiply 2.5 times by 2030 and 66 % of all jobs by 2030 will be more soft skill led. 7.Soft skills are not inferior to hard skills, you need a combination of the two to be in demand. The 5 C s of soft skills are crucial for your future success - Creativity, Critical thinking, Complex Problem solving, Collaboration and Conflict management. 8. So, think perishable vs durable skills for future success, not just hard vs soft skills. Skills will be a SET - Social, Emotional and Technical. 9. Leaders, anyone who leads a team or influences outcomes should do a skill inventory almost every two years to stay relevant. Enjoy Shiv www.shivshivakumar.com

The recruitment game has fundamentally changed. 78% of today's candidates research a company's reputation BEFORE applying... ...while organizations with strong employer brands see 50% more qualified applicants. Last week at AI ALPI, we analyzed recruitment marketing performance across 350+ organizations and observed fascinating patterns in both best practices and tooling: → BEST PRACTICE: Companies leveraging employee-generated content see 6x higher engagement than traditional corporate messaging ↳ Top performers use SmartDreamers and Beamery to systematize authentic storytelling → BEST PRACTICE: Multi-channel recruitment strategies outperform single-channel by 3.2x in qualified candidate generation ↳ Symphony Talent's self-optimizing campaigns perform 27% better than manually managed approaches → BEST PRACTICE: AI-powered personalization in recruitment communications shows 41% higher response rates ↳ Avature and Phenom users report 3x faster time-to-hire with their AI-driven engagement tools → BEST PRACTICE: Data-driven employer branding strategies yield 45% higher conversion rates ↳ Companies using TalentLyft's analytics dashboards optimize messaging based on real-time candidate feedback Did you know? The term "recruitment marketing" was first coined in 1998 by HR thought leader Martha Heller, who predicted that "companies will eventually market jobs with the same sophistication they market products." Twenty-five years later, her prediction has become the competitive advantage separating talent magnets from those struggling to hire. The data couldn't be clearer: recruitment marketing isn't just an HR function—it's becoming the primary differentiator in talent acquisition as specialized skills become increasingly scarce. Our analysis identified five recruitment marketing tools outperforming the market in 2025: → SmartDreamers: Excelling for tech, retail, and outsourcing with 38% better candidate quality → TalentLyft: Delivering the highest ROI for mid-market with intuitive career site editors → Symphony Talent: Leading in enterprise with self-optimizing campaigns across channels → Beamery: Dominating in analytics with robust reporting that drives strategic decisions → Avature: Setting the standard for AI-powered recruitment marketing at global scale For HR leaders and HRTech founders, this represents both challenge and opportunity. Those who transform recruitment from a transaction to a relationship-driven experience through these best practices and tools are seeing dramatic improvements in time-to-hire, quality-of-hire, and retention metrics. 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems

More than half of U.S. professionals (56%) say they plan to look for a new job in 2026, yet 76% feel unprepared for the search. Our new hiring data helps to explain why the U.S. job market still feels sluggish as this new year begins: 📌 Hiring remains subdued. While national hiring accelerated 6% month-over-month in December, it’s still down just over 2% relative to a year ago and continues to be 20% slower than in pre‑pandemic times. 📈 Competition among job seekers remains elevated. U.S. applicants per open role have doubled since the Spring of 2022. And according to new research from LinkedIn, nearly two-thirds (64%) of people in the U.S. say finding a job has become more challenging, citing competition as the main hurdle, followed by uncertainty about which roles they’re qualified for and skills gaps. 📉 Worker confidence is low. Our Workforce Confidence Index continues to remain subdued, down -4 points in comparison to last year. Unsurprisingly, active job seekers are feeling the least confident, with their confidence levels hovering around all time lows. 📊 Certain corners of the labor market show signs of recovery. We saw hiring pick up year-over-year compared to December 2024 across industries like Manufacturing (+4%), Technology, Information and Media (+3%) and Entertainment Providers (+1%). And across metros, year-over-year hiring was strongest in Miami-Fort Lauderdale (+7%), and across the Midwest in Detroit (+6%), and Minneapolis-St. Paul (+5%). We've identified some of the fastest growing jobs across our platform and highlighted them in our new Jobs on the Rise list. Here are the key insights: 📍 AI continues to reshape the landscape. For the second year in a row, AI Engineers take the top spot, with additional AI-centric roles like AI Consultants, AI/ML Researchers and Data Annotators rounding out the list. This signals strong demand across both technical and AI-adjacent roles. 🔧 Jobs supporting AI infrastructure are growing. We’re seeing an influx of roles like Datacenter Technicians, Commissioning Managers, and Construction Project Leads, as they are essential to the expanding AI ecosystem. 📈 Entrepreneurial paths are increasingly common.  Founders, Independent Consultants and Strategic Advisors rank among LinkedIn's Jobs on the Rise, signaling more professionals are creating their own opportunities. In fact, over the last year, we’ve seen a 69% increase in LinkedIn members in the U.S. adding ‘founder’ to their profile.   📣 Sales and revenue roles remain essential. From roles like Field Marketing Representatives, and Advertising Sales Specialists to Fundraising Officers, businesses are continuing to invest in and hire for roles that help increase their bottom line, even as uncertainty persists. Even in a cooling labor market, opportunity is shifting, and better understanding where momentum is building can help job seekers feel more confident about their next move. https://lnkd.in/JOTR26US

Today's job descriptions are awful. They drive away top talent and waste everyone's time. Here are 8 things every great job description should include: 1. A Realistic Salary Range Sorry, but $0 - $400,000 isn’t a real range. You’re not fooling anyone with this. You’re just telling candidates that you think pay transparency isn’t something you’re serious about. 2. Location Transparency Remote means remote. Fully in office is fully in office. Saying a position is “remote” only to mention it’s hybrid or in office at the bottom doesn’t help anyone. 3. Clear, Realistic Qualifications Listing every platform, skill, and qualification imaginable in an industry isn’t realistic. Get clear on your needs and goals, research the specific skills this hire needs, and include them by name. 4. Who Will Excel in This Role Outline the ideal hire for this role, including: - Traits - Tendencies - Work Style - Cultural Fit Be specific and share examples! 5. Who Isn’t a Fit for This Role Outline who wouldn’t be a good fit for this role, including: - Expectations - Tendencies - Work Style - Cultural Fit Be specific and share examples here too. 6. Describe What Success Looks Like Describe what success will look like for this hire, including: - Tangible Goals - How Goals Are Calculated - How Goals Are Monitored - How Employees Are Supported In Reaching Goals 7. Describe the Team Culture Culture is key for both employers and employees. Describe yours including: - Work Style - Boundaries - Values - Expectations 8. Outline the Hiring Process Include a step-by-step timeline of the hiring process, including: - How many rounds - Stakeholders involved - Estimated response times Then stick to it. What did I miss?

There's compelling data to suggest that applying to a "Goldilocks" number of job roles can significantly enhance your chances of success. Applying to too few or too many positions can be a suboptimal strategy. Let's go to the facts. Research from TalentWorks, which analyzed over 10,000 job applications over a six-month period, found that candidates who applied to 21-80 positions had a 30% higher interview rate than those who applied to fewer than 20 or more than 80 roles. This sweet spot allows candidates to maintain application quality without being overwhelmed. LinkedIn's Economic Graph Insights further supports this, showing that job seekers who apply to 15-25 roles per month are 3.5 times more likely to secure interviews than those applying to fewer than 10 or more than 100. They found that applying to too many roles can lead to burnout and a decrease in application quality, which in turn lowers the chances of getting interviews. A study from the Harvard Business Review also highlights that an excessive number of applications often results in generic submissions, which decreases conversion rates. Quality over quantity is essential; targeted applications are more effective. According to Jobscan, candidates who focus on a smaller, targeted number of applications (around 10-15 per week) see better results because they can tailor their resumes and cover letters more specifically to each position, increasing their chances of standing out. Glassdoor data shows that candidates who apply to a well-targeted 25-30 positions per month tend to receive more interview requests, as these applications are more customized and aligned with job descriptions, making them more appealing to hiring managers. The data is clear: for optimal results, focus on crafting quality applications tailored to each role. This approach balances reach and personalization, maximizing your chances in the competitive job market. Shotgunning will not help you.

I don't think jobseekers have unreasonable desires. I don't blame anyone for wanting a job that is flexible (or even remote!), pays well with great benefits, offers a great workplace culture and room for growth, and to land a job quickly when they're ready for something new. This should be the norm, and I'd love to see workplaces and our job market improve so that everyone can find a job that works well with their lifestyle and personal goals. But I do think many jobseekers have unrealistic expectations. Because the reality is that: - about 10% of jobs are remote - many workplaces operate in ways that limit flexibility - a lot of managers or even leadership teams have limited control over various dynamics in their workplaces due to the influence of outside forced (whether that be investors/shareholders or an industry with razor-thin margins) - there's not a lot of incentives for workplaces to evolve when they have no problem hiring great talent So if I were job hunting in this market, here's a couple of things I would consider: 1. What are my priorities? A remote search might take 6-12 months while you could land a hybrid role in a few months - can you sacrifice speed? You may be able to land a job more quickly if you're willing to take a step back professionally or consider lower paying roles. And if you've got all the time in the world, then you can be more selective. 2. How competitive am I? The BLS provides data on job growth and loss within in different industries. It's simply supply and demand. Those job hunting in areas with fewer jobs (tech, professional services) need to be more competitive, and employers will be less willing to take a risk, invest in training, etc. simply because they don't need to. On the flip side, those targeting industries with shortages of qualified talent (healthcare, construction, skilled trades) will probably find a market more willing to compete for them, offer paid learning paths, etc. Things like multiple sub-one year stints or re-entering the workforce after 2+ years away may be seen as risk factors - I'm not saying that this is right or fair, I'm simply sharing the reality that some employers will view this as a risk. Switching industries, moving into a new job family, getting a higher level role - this is all harder in a competitive field. 3. How can I mitigate risk? Got short stints? Explain them on your resume ("company-wide RIF" for example) Got long gaps? Highlight short-term projects, upskilling, etc to alleviate concerns that you may not have current skills. Moving into something new? Leverage your career summary to highlight your most relevant experiences or add context for your pivot. And for every "risk", offset it with a "reward". This might mean going above and beyond in your search to underscore the narrative that you may not be "perfect" on paper, but you're the person who hustles harder or brings really hard to find expertise in one area the company values.

The World Economic Forum’s #FutureofJobsReport 2025 has just been published, on January 9th, and as always, it offers fascinating insights into the shifting dynamics of the global job market. It is a long report, with lots of valuable data. From my perspective, this chart may be the most interesting view included in it. A goldmine for reflection and strategy. The #fastest_growing_roles are - almost all of them - dominated by #AI: Data Specialists, Machine Learning Experts, FinTech Engineers, etc. Notably, green tech (e.g., Renewable Energy Engineers, Environmental Engineers) is also surging. This underscores how deeply intertwined AI and sustainability have become in shaping our economies. Organizations investing in these areas are not just future-proofing their business—they’re building the future. On the other end, #declining_roles reflect a shift toward #automation. Jobs like Bank Tellers, Cashiers, and Data Entry Clerks are rapidly shrinking, displaced by technology that offers efficiency and cost savings. While this presents significant challenges for those in these professions, it also highlights the urgent need for upskilling and reskilling. Some Implications for Leaders: 1. Talent Strategy Must Evolve: Leaders need to focus on cultivating talent pipelines for roles that didn’t exist a decade ago. From DevOps Engineers to UI/UX Designers, the demand for skills at the intersection of technology and creativity is exploding. 2. Reskilling is Non-Negotiable: Companies must view reskilling as an investment rather than a cost. Employees in declining roles need pathways into emerging professions—this is as much about social responsibility as it is about long-term competitiveness. 3. AI Adoption is Key—but Ethical AI Even More So: The integration of AI isn’t just a trend—it’s a foundational shift. But as we adopt AI in business processes, ensuring ethical and inclusive implementation will differentiate the winners from the rest. In addition, this chart doesn’t just speak to business; it speaks to the broader socio-economic fabric. The gap between the “haves” and “have-nots” in terms of skills is growing. If we fail to address this through public and private partnerships, we risk creating a polarized workforce—one half thriving in high-growth industries and the other struggling in declining sectors. For me, the biggest takeaway is that growth and decline are two sides of the same coin. Where some see loss, others see opportunity. The challenge is ensuring we don’t leave anyone behind in this transition. I really hope that our government leaders, educators, institutional representatives, top managers, and as many people as possible will see, understand, and act based on this data...