Category: Uncategorized

Job Market Then and Now: Candidate’s Market vs Employer’s Market

From the end of 2018 until February 2020, we were in a “candidate’s market.” This means that there were many job openings, yet the candidate pool was very shallow. What this meant for the candidate was they were highly prized possessions in their respective fields, and thus could negotiate for a higher salary knowing they were greatly sought-after. From a recruiting point of view, this is a tough process to negotiate. Your client’s are not budging on their salary range, and the candidates are fielding many offers. Candidate’s in this market generally have little loyalty to anything other than who will pay them more. This irrational exuberance has been seen many times before (e.g. Dot-com bubble, 2008 Financial Crisis.) The good times will never end! I’ll never die!

Now – during COVID-19 – we are seeing what happens when its an “employer’s market.” This means we have a small amount of job openings, with a deep reservoir of candidates available. This is great for employers as the leverage and power has completely shifted. You can now “low-ball” the salary with confidence that they aren’t going to be getting a counter-offer from other employers. Often heard during these interviews is, “At this point, I just need a job.” This is music to a company’s ears; and an awful sales pitch for yourself.

Science: We Are Terrible at Interviewing. Here's How to Fix It ...

Adjusting to this shift is abrupt for those who were riding the candidate market wave through ’18 and ’19. The grim reality is you can’t make $75/hr anymore–you have to take a pay cut. A Utopian career trajectory is one where you are always getting a better position with better pay. In reality, there comes a point where you can’t make what you made previously. This can be a harsh, ego-smashing moment for job seekers.

Unfortunately, what needs to be done at this point, isn’t. The path taken is that of “holding out” for a job that pays the same or better, falsely believing that the same market exists back when you landed your last gig.

The solution is to take a step back in order to take a step forward. Consider that a slight decrease in pay for a job that starts Monday, is better than no job offer that starts never. Though, that is a popular employer for many. I assume ego and status get in the way, thus clouding their logic. I will expand on that thought in future articles.

Point is, you might just be able to squeak by in America at $70/hr. Those that thrive in either market understand this phenomenon and the future of their careers in a way that does not solely focus on title and income, but that of the proper job fit and job enthusiasm.

To message me directly, find me on LinkedIn at https://www.linkedin.com/in/joe-arrigo/

Job Search during COVID-19. Hiring, Firing and Furlough.

Nobody knows what is going on, and there is no strategy in place for both corporations and candidates alike.

Many candidates are getting furloughed, which I’m skeptical is actually a real word. What furloughed means is that you are still an employee but you don’t get all the perks of being employed, like getting paid. You might get to keep your health benefits, but that is usually it. This is much better than getting laid off, as the intent with being furloughed is to bring you back after a certain period of time. Its a huge cost-saving measure for the company, and they get to save face with their employee.

For those that were laid off, the market is purgatory. The image below is what it’s like to search for jobs on Indeed.

20 Creepy Pieces Of Purgatory Art
Welcome to the job market!

You don’t know if the job you applied for is truly hiring (heaven), or if it’s going to be “put on hold” indefinitely (hell). Likewise, the recruiter is talking to candidates as if the job is moving forward, with the nagging feeling that it could all be for naught. This is not a great location to reside.

The companies that are adapting quickly are going to to be the winners after we come out the other side of this. They are going to snatch up all the former on-site workers who have tasted the remote life, and take all the best talent across the US. Mentioned earlier, larger corporations are going to struggle with this transition. The small-to-medium size businesses will see the vision and thrive moving forward.

Economy and Corporations

The issue that big corporations have during this time is their inability to see past a small snapshot in time. Because the ultimate concept of the corporation is to deliver return to your shareholders, there is no flexibility when it comes to adjusting to a crisis like we have with COVID-19. There is no such thing as maintaining profits or holding steady — there most always be growth eternally. And with this mindset, its tough to be agile when its most needed. The instant reaction is to panic, slash spending and staff, and essentially hibernate until things blow over.

What I am not seeing at all while cruising around news blogs and LinkedIn, is a mention about the fragility of the economy. Imagine being a massive corporation with vaults full of money, huge dividends, and a positive cash-flow. A little 1-month slump can bring you to your knees? That’s not a strong economy built on a sound foundation. That’s a house made of sand that is praying the tide doesn’t rise too high.

LinkedIn Job Search and Quick Apply

As a best practice, I would not recommend applying to jobs with the mentality that its all “just a number’s game.” Because what happens when the recruiter calls you and asks whether or not you have a certification that is required? Or if you have the minimum 5 years experience? Or if you’ve ever worked with Salesforce? You look bad because you have to backtrack and say, “Well… I’m familiar with it.” “I’ve messed around with it at home.” And then the classic, “I’m a fast learner.”

This does not bode well for being perceived as an honest candidate. You may be tainting your future chances with a company or staffing firm.

The Job Market and the Continuous Job Search

Topics:

  1. -Boom Bust and Pandemic Job Cycle
  2. -Keeping resume up to date
  3. -Having a line out to staffing firms
  4. -Updating resume as you acquire new skills
  5. -Not waiting until last minute to decide to start looking

Youtube Channel

Welcome to the channel

To supplement the written portion of this site, I will be adding my Youtube videos as well. Topics are going to include recruiting, resume review, navigating the job market, and applying MBTI (see below) to the world of hiring and corporate communication.

A Food Gift Guide For Every Myers-Briggs Personality Type // Mouth.com

Part II: Corporate Communication and Personality Type (MBTI)

Take a look at the above picture. What do you see here? Your answer will likely reveal your 2nd letter within the Myers Briggs Type Indicator, which is the S (sensing) vs N (intuition) function.


Sensors (S) process data as it exists in front of their eyes. Their data is tangible and provable and is rooted in reason and fact. The Sensor (S) type likes graphs, charts, and spreadsheets to understand and take action on data. They are typically grounded individuals that must see to believe. Those with a strong (S) preference would be classified as a “Rational.”


Intuitives (N) see between the lines and process life in an abstract way. They often search for the meaning behind the façade, rather than the details in front of them. Non-linear and sometimes unnecessarily complex, those with the (N) preference can often be extremely insightful and creative in their explanations and solutions.


For a deeper dive into the N vs S function, visit this great video: https://www.youtube.com/watch?v=_Lrn3oXzUSw


A Painting or A P&L Report


A strong (S) type sees the painting above and would likely have these descriptions:


• “The painting is muddled”
• “Her dress is long and is getting dirty”
• “This looks like a really old painting”
• “That’s a pretty red couch”


A strong (N) type sees this painting and has a remarkably different take:


• “She is not into him.”
• “He’s trying to seduce her.”
• “They are in a lovers’ quarrel.”
• “The red couch represents love or passion.”


Both types are seeing the same image, yet each has a different interpretation.


When you translate this into the corporate setting, you see the same discrepancies.

The above is a standard Profit and Loss statement. This tells us the overall health of the company at a high level. You can begin to imagine how the Sensor (S) and the Intuitive (N) might interpret this chart.


Sensors will point out:


• “Net profit is 24% of gross sales.”
• “We can save money by cutting advertising and laying off two people.”
• “We can renegotiate our lease to save money on rent.”

These are statically driven data decisions. The logic behind the decisions are sound and fact-based.


Intuitives will say:


• “Why did we do so well this year?”
• “What does this mean for the next 5 years?”
• “It’s not all black and white, there’s a lot of gray areas.”


The difference in interpretation can be a major problem depending on who is making decisions after viewing the data. Statistically and anecdotally speaking, the most common type for managers are ESTJ’s, being dubbed “Life’s Administrators.”

As mentioned in Part I, the J type will make a final decision based on the data (S), and that will be nearly set in stone. If the ESTJ boss is taking suggestions from their team that is composed of some N and P types, there are going to be glaring disagreements:

  1. The decision made by the S and J boss will seem too rigid and solely focused on the data
  2. The N and P types will be frustrated at the lack of brainstorming
  3. The S and J boss will be frustrated with the N and P’s abstract proposals

In this scenario, the Sensor (S) has the burden of helping the N/P to frame their abstraction in a concrete way, if at all possible. This will be a process that can take years to perfect and is not something that can be implemented overnight, but it will lead to more productive collaboration and team unity. However, if the communication is not fixable, the ESTJ manager will notice that the N/P subordinate will no longer participate in the discussion—a simmering volcano likely to erupt.


The solution I am proposing to fix the Intuitive (N) and Sensing (S) dilemma in the workplace is to first realize that people are making an honest effort to help. Most colleagues aren’t purposely sabotaging an open discussion. Secondly, the collaborative brainstorming needs to be visual. The (S) manager should strive to draw out what the Intuitive (N) is meaning and articulate it into something concrete; writing the suggestions on a whiteboard for the whole group to visualize. Then the group can find common ground as they move away from the theoretical and towards the tangible.


As I dig deeper into the Myers-Briggs Types, I will discuss critical workplace challenges that arise from type-limitations.