The Job Market Is Switching

By Ted Dieck | Candidate Advisory - Reviewed | Sep 25, 2010

Look for high commitment, higher paying companies with global reach.  They really are out there.

I just wrote a Recruiter’s View piece you might want to take a look at…

Employment Weather Report, Fall 2010

It will give you the background for some of my comments here.

Search Action

You may have already noticed that recruiters seem to be coming alive all of a sudden.

Candidates have started reporting to me that recruiting action has gone from silence to an attention getting burp of urgent inquiries for unimpressive positions.

There are several kinds of insanity the market has to shake off, on the way to real recovery. You may have noticed them.

Low-Ball Offers

One form of nuttiness involves Low-Ball Offers. Some employers believe in their hearts that candidates will continue reducing their pay requirements in hopes of finding work.

I think that’s a short term game plan with bad long term consequences.

The reality is that pay is ticking up.

Low Commitment

Another reality is, the U.S. has an underlying shortage of highly skilled talent. We are not prepared to respond to any significant increase in demand.

Four problems contribute to that:

Aging Population – Just look at the folks around you. Odds are, they’re nearly as old as me.

Global Demand – The hard working, highly talented, risk taking people who used to come to the U.S. seeking opportunity, are now leaving the U.S. in search of opportunity.

Poor Education – Employers tell me that many college grads aren’t remotely prepared for the work place. Meanwhile, more and more schools overseas are delivering superior educations.

Nothing Nurtured, Nothing Gained – The political environment has made employers allergic to their own employees. People on the payroll make CEOs break out in a rash. Result: Virtual corporations that rely on outside contractors pay a higher price for their labor, and they give up the cohesiveness of a long term employee base. Without ongoing training and an opportunity to rise in the organization, employees have few options to better themselves. They become less competitive against their global peers.

Weak Recruiters

It’s another symptom of the Low Commitment syndrome.

Candidates consistently complain to me that they are contacted by recruiters who have no idea what they are talking about.

There are two reasons for that.

One is, yes, weak recruiters.

The other is – remember? – Low Commitment on the part of the clients. Hiring Authorities who aren’t really all that big on adding employees, will likely issue useless specs and may even try to Low-Ball the recruiter.

Now there’s a lovely combination.

Your Game Plan

As we approach, and then pass, November, businesses will feel more inclined to hire. Their actual need to hire will be driven first by demand overseas.

That isn’t going to last. In time, the overseas markets will supply their own highly skilled labor.

For now, we believe Job Seekers will benefit from reduced governmental obstruction and increased global demand.

Continue to watch for companies that serve emerging economies, or for companies that serve those companies that sell overseas. The U.S. is a huge exporter, and the world is buying.

I encourage my candidates to keep a bias toward the higher quality positions. These aren’t going away. They will be increasing.

Personally, I try to work with companies that are swimming against the market insanity. You, too, might want to look for companies with higher commitment and higher pay.

These are the companies that will perform best over the long haul.

What Do You See?

Do you have observations about the job search process? Maybe you know of some really good employers worth supporting?

Leave your comments below, or send me an e-mail if you prefer to keep it confidential.

I’m interested in your thoughts.