3 unconscious behaviors that make people mistrust you

As we move through the third quarter of 2025, one challenge continues to rise to the top across the plastics sector: hiring the right salaried and executive talent is an ever increasing challenge – its just difficult—it’s a key competitive differentiator. Over the past six months, I’ve spoken with hiring managers, commercial leaders, and plant executives who are feeling the squeeze—whether they’re expanding into new regions, backfilling critical roles, or upgrading teams to meet evolving customer demands. Below is a pulse check on the recruiting landscape for professional roles in the plastics industry—what’s shifting, what’s driving change, and what employers should be doing now to prepare for 2026. Trend #1: Hiring Slows Overall—Top Talent Demand Stays High Despite slowing in some segments of the plastics industry, hiring continues—driven by each company’s unique economic reality and strategic priorities. The overall pace has moderated compared to the last two years, but demand for top talent remains strong, particularly in technical, leadership, and other highly skilled roles where the talent pool is shrinking. While some companies have scaled back or implemented strategic reductions tied to M&A or market shifts, others pressed ahead with replacement and targeted growth hires throughout the first half of 2025. Retirements, turnover, and the increasing complexity of roles continue to fuel demand, yet supply is not keeping pace. Even with experienced professionals re-entering the market after layoffs, retirements and skill gaps outstrip the influx of new talent. As a result, traditional sourcing methods are no longer enough—companies are adopting new approaches to identify and secure the right candidates ( GoodTime.io ). Trend #2: The Modern Plastics Hire Must Be Both Technical and Strategic Whether it’s an Account Manager selling color masterbatch or a Director of Engineering overseeing a site, today’s roles demand broader capabilities. Companies want professionals who can: Speak the language of plastic technology and customer value - Understand sustainability, recycling, and circularity goals Operate independently while building internal alignment Capitalize on self-learning and adapt to market changes Balance results with workload and lifestyle expectations Gone are the days of narrowly defined responsibilities. Hybrid skill sets—those blending technical depth with strategic business acumen—are now the gold standard (LinkedIn Talent Blog). Trend #3: Companies Are Competing on Process and Candidate Experience The best candidates in our network receive multiple offers within 30–45 days of entering the market. That means employers who delay interviews, overcomplicate evaluations, or fail to communicate clearly often lose out—not because of pay, but because of process. We’ve seen success when companies: Streamline interviews to 2–3 key steps Provide fast, transparent feedback Position themselves as a destination employer in plastics Empower recruiters to act as brand ambassadors—not just resume sources In today’s tight market, candidate experience isn’t just a “nice-to-have”—it’s a strategic advantage (NetSuite). It can also be the deciding factor when top talent receives a counteroffer. Trend #4: AI Is Emerging—But It’s the Blend of Technology and Targeted Search That Delivers Results AI is gaining traction across recruiting, from sourcing and screening to workflow automation. It’s beginning to make an impact in plastics as companies look for ways to speed up and refine how they evaluate talent (Duffy Group). But while AI helps process data faster, it doesn’t replace the fundamentals of executive search. Technology alone can’t uncover passive candidates, assess culture fit, or tell your company’s story in a compelling way. The most effective recruiters today combine: Precision outreach rooted in domain knowledge A curated, up-to-date network in plastics Headhunting techniques that go beyond LinkedIn AI tools that enhance—but never replace—relationships At Targeted Recruiting Group, we’ve adopted AI to move faster and stay organized—but our success still hinges on relationships, industry insight, and strategic messaging. Looking Ahead: Winning in 2026 Will Require Smarter Search The most effective companies we work with aren’t just filling jobs—they’re building pipelines, planning ahead, and staying alert to market signals. They’re asking: What succession plans are in place if our top sales leader exits? Are we relying too heavily on contingent recruiters who 'hope to get lucky'? What specialized partners can give us a hiring edge? At Targeted Recruiting Group, we believe the best path forward is targeted, informed search—combining industry expertise, curated outreach, and real-time candidate insight. It’s how we deliver a 3-year average retention rate of 85% and fill most roles in under 50 days. Final Thoughts The plastics industry is evolving rapidly—from materials innovation and automation to shifting customer demands and global competition. Hiring can no longer be reactive. Whether you're a polymer and resin supplier, or a plastics manufacturer, your ability to attract and retain high-performing salaried and executive talent will shape your success in 2026 and beyond. If you’re planning to hire in Q4 or early 2026, now’s the time to reassess your approach. About the Author Todd Garrison is the President of Targeted Recruiting Group, a specialized executive search firm focused exclusively on the plastics industry. With a decade of experience recruiting for polymer and resin producers, compounders, and masterbatch suppliers, Todd and his team help companies build high-performing teams in commercial, engineering, and manufacturing roles. Connect with Todd: Email: tgarrison@targeted-recruiter.com Website: www.targeted-recruiter.com

As we head into the second half 2025, demand for experienced talent in the plastics sector remains steady—but that doesn’t mean finding your next role is easy. Companies are hiring, but they’re also more selective. Roles are competitive, timelines vary, and candidates need to approach the market with focus and strategy. Whether you're in sales, technical service, engineering, operations, or leadership, the following 10 tips can help sharpen your search and improve your chances of landing the right opportunity: Know What You’re Targeting Before you start applying, define what you’re looking for: preferred role, company type, material focus, location, and culture. A clear target makes it easier to filter opportunities and present yourself as a match. 2. Tailor Your Resume for the Plastics Sector Use terminology that resonates with hiring managers in this industry: think products types, materials types, plastic manufacturing processes and end market segments. Highlight quantifiable achievements—such as sales growth, throughput improvements, or new product launches. 3. Optimize Your LinkedIn Presence Recruiters and hiring managers are active on LinkedIn. Keep your profile up to date, use industry keywords, and share relevant content. Likewise, make sure all your social media content is appropriate. 4. Build and Activate Your Network Many hires happen through referrals or direct introductions. Reach out to past colleagues, vendors, customers, or industry peers. Attend industry events, join associations like SPE, and engage with plastics-focused content online. 5. Use Specialized Recruiters Generalist firms may not understand the nuances of plastics roles. Partner with a recruiter who works exclusively in your space—they’ll know which companies are growing, what roles are open, and how to position you effectively. 6. Sell Your Value, Not Just Your Experience In interviews, go beyond your job duties. What problems have you solved? What revenue did you generate? What processes did you improve? Be ready with examples and metrics that show how you’ve moved the needle. 7. Stay Open, But Be Clear on Your Priorities Not every opportunity will look exactly like your last job—and that’s okay. Consider hybrid roles, new geographies, or slightly different titles, but also know your must-haves around compensation, team culture, or work-life fit. 8. Research the Company Thoroughly Understand each company’s market position, product lines, and recent news. Look at leadership background, facility locations, and customer segments. Informed candidates stand out—and avoid surprises later. 9. Be Consistent and Proactive Treat your job search like a professional project. Set weekly activity goals, follow up after interviews, and track your progress. A methodical, intentional approach beats reactive job-hopping every time. 10. Keep the Momentum—and Perspective It’s normal to hit slow spots or receive rejections. Stay focused and positive. Hiring cycles in plastics can be unpredictable, but the right fit often comes down to timing, persistence, and how well you’ve positioned yourself. Need Help with Your Job Search? If you’re currently exploring new opportunities—or just want a professional sounding board—Targeted Recruiting Group can help. We work exclusively in the plastics industry and have visibility into unposted roles, industry trends, and hiring team priorities. Reach out for a confidential conversation about what’s happening in the market and how your background lines up with current demand. 📧 Email: tgarrison@targeted-recruiter.com 📅 Book a 10-minute intro call: https://calendly.com/targeted-recruiter 🌐 Learn more: www.targeted-recruiter.com About Targeted Recruiting Group Targeted Recruiting Group is a niche executive search firm focused exclusively on the plastics industry. We help polymer and resin suppliers, compounders, color & additive manufacturers, and plastics processors hire top commercial, technical, and operational talent—from individual contributors to senior leaders. About the Author Todd Garrison is the founder of Targeted Recruiting Group, a retained and engaged executive search firm specializing in the plastics sector. With years of experience recruiting for resin producers, compounders, and converters, Todd partners with growth-focused companies and career-minded professionals to build long-term, high-impact hiring matches. Follow Todd on LinkedIn or visit www.targeted-recruiter.com to learn more.

A New Kind of Job Search Struggle After months of job applications and interviews, Alanna was left feeling defeated. In one viral essay, she confessed that “job hunting is appalling for our mental health.” She’s far from alone. Many job seekers today describe being burned out, ashamed, or simply exhausted by the process — applying endlessly, getting ghosted by employers, or facing rejection without feedback. In fact, about 72% of job seekers say the search has negatively affected their mental health , and nearly half cite being ghosted by employers as one of their biggest frustrations. If you’ve felt the sting of sending resumes into the void or the shame of yet another rejection, this article is here to say: you’re not alone, and it’s not your fault. The modern job market is tougher than ever, but understanding why can help you cope. Below, I will explore the emotional toll of the 2025 job hunt, the new realities of hiring (from AI filters to scams), and — most importantly — practical steps to empower yourself during the search. It’s a challenging road, but with the right mindset and support, you can and will get through it. The Emotional Toll of Modern Job Hunting Feeling discouraged or “not good enough” is a common experience during a long job search. For many, the job hunt feels like an emotional rollercoaster. You might start hopeful, but after dozens of applications and little response, that hope can turn into anxiety and self-doubt. Rejection (or worse, silence) can chip away at your confidence. “Ghosting during the job search… being on the receiving end HURTS,” career coach Rebecca Fraser-Thill notes . It’s deeply human to wonder, “Is it me? What am I doing wrong?” The truth is that rejection in today’s market is often not personal. Over half of U.S. job seekers were ghosted in the past year at some stage of the process, so if it’s happened to you, you’re in the majority, not the minority. Employers might not reply for reasons that have nothing to do with your worth — sometimes the role gets closed, or was even a “ghost job” (a posting for a position that isn’t actually being filled — about 20% of listings may be these ghost jobs . Yet knowing this doesn’t always ease the emotional impact in the moment. Importantly, it’s okay to feel what you feel . Job loss and extended unemployment can evoke grief-like emotions. As one mentor put it, it’s normal to feel “angry, sad, upset and scared” during a tough search. Give yourself permission to acknowledge those feelings rather than bottling them up. There is no shame in struggling or in taking time to regroup. In fact, talking about these challenges openly is a step toward breaking the stigma many job seekers carry. Remember: you are not defined by your job status. This period is a chapter, not your whole story. Why Job Searching in 2025 Feels So Difficult Several trends have converged to make the class of 2025’s job search uniquely challenging. Understanding these can validate your experience (it really is harder now) and help you strategise: Algorithmic Gatekeepers (AI Filtering): These days, your first “interviewer” is often a robot. Over half of companies use AI in hiring , from scanning resumes to even conducting video interviews. Applicant Tracking Systems automatically filter applications, sometimes before a human ever sees them. While AI can speed up hiring for employers, it can leave candidates feeling like their applications disappear into a black box. Tailoring your resume with the right keywords is crucial, but even perfectly qualified candidates can get overlooked by an algorithm. It’s frustrating and impersonal — one more reason the process can wear you down. Long, Unpredictable Processes: Hiring has become a marathon, not a sprint. On average it takes about 44 days (6+ weeks) to fill a role now, and that’s just from the employer side. For job seekers, the total search often stretches 5–6+ months. In fact, recent surveys show over half of job seekers have been searching for six months or more , and 34% for over a year. Multiple interview rounds, skill tests, panel presentations — today’s candidates jump through more hoops, over a longer time. This drawn-out uncertainty can drain anyone’s energy. Ironically, employers know that top candidates get snatched up quickly (often within 10 days) , yet many companies still move slowly. The result? Prolonged stress on job seekers who feel stuck in limbo, often juggling financial pressure and hope deferred. , Higher Competition & Skill Gaps: The good news: unemployment remains relatively low, and there are job openings out there. The bad news: competition is fierce for many roles, and skills requirements have soared. With rapid changes in technology, companies seek specific skill sets that many candidates are still developing. 76% of employers report difficulty finding skilled candidates for their openings. That means job seekers often face a mismatch — you might have years of experience, but not in the exact new tool or niche the employer wants. It can feel like you’re always “not quite what we need.” This skills gap puts pressure on candidates to constantly upskill or risk being overlooked. New grads and career changers especially might feel they’re hitting a wall of “experience required” catch-22s. Scams and Misinformation: To make matters worse, job scams have skyrocketed . Fake job postings, phishing texts from “recruiters,” and too-good-to-be-true offers abound. The U.S. FTC reported that losses from job scams tripled from 2020 to 2023, exceeding $220 million in just the first half of 2024. Scammers prey on desperate job seekers, which means on top of genuine applications, you have to stay vigilant about what’s real. This atmosphere of distrust and caution adds another layer of mental load to your search. Always double-check company emails and never pay for a “job opportunity” — but having to be on guard all the time is certainly draining. “Numbers Game” Fatigue : Finally, there’s the sheer volume of applications many feel they must send. With online job boards and easy “Quick Apply” buttons, it’s not uncommon for applicants to shoot out dozens or even hundreds of resumes. A recent analysis found job seekers applied to over 200 jobs on average before landing one offer. This high-volume approach can lead to application fatigue — the process becomes a mind-numbing grind of submitting forms and hoping for a reply. When effort isn’t met with results, motivation and morale suffer. It’s no wonder so many candidates report feeling like the job search is a full-time job (without the paycheck or the perks). Understanding these trends isn’t about making excuses — it’s about affirming that your struggle is real. The system is far from perfect. But until it improves, how can you as a job seeker protect your well-being and keep pushing forward? The next section offers some guidance to do just that. From Burnout to Breakthrough: Empowering Your Job Search The situation may look tough, but there are ways to regain a sense of control and optimism in your job hunt. Here are some strategies and mindset shifts to help you stay resilient and proactive: Build Your Support Network : Job searching can feel isolating, so don’t go it alone. Reach out to friends, family, mentors, or former colleagues — people who can provide encouragement, feedback, or even job leads. Career experts suggest surrounding yourself with a support system to confide in throughout your search. This could mean joining a job-seekers meetup or an online community (like LinkedIn groups) where people share tips and simply vent. Emotional support is not a luxury; it’s a necessity. When you voice your frustrations or fears, you often find others saying “I’ve been there too.” That sense of camaraderie can help lighten the mental load. Consider also finding a “job search buddy” — someone you check in with regularly to swap progress and keep each other accountable and motivated. Remember, asking for help is a sign of strength, not weakness. Prioritise Mental Well-Being : Maintaining your mental health in a strenuous job hunt is essential. Think of this search as a marathon, not a sprint — you need rest and pacing. Set boundaries on your search activities to avoid burnout. For example, rather than scouring job boards 12 hours a day, you might commit to applying during a focused 2–3 hour window when your energy is highest (and then give yourself permission to step away and recharge). Build breaks and self-care into your routine: exercise, take walks, get enough sleep, and engage in hobbies that make you happy. These aren’t distractions; they are fuel to keep you going. Practice a mindset shift: instead of dwelling on rejection, try to reframe setbacks as learning opportunities (e.g. if you didn’t ace an interview, ask what you can improve next time). And celebrate small wins — did you tweak your resume, reach out to a new contact, or finish a course? Those are victories on the path to your next job. Keeping a positive outlook doesn’t mean “always be happy” — it means nurturing hope and resilience even on hard days. Upskill and Showcase Your Value : One empowering thing you can do during a job lull is to invest in your skills. Identify the gaps or emerging skills in your industry and tackle one or two that genuinely interest you. This could be a formal certification (many platforms like Coursera or LinkedIn Learning offer affordable courses) or a self-driven project. For instance, if you’re in marketing, you might learn a new analytics tool; if you’re in finance, maybe a data visualisation skill. In 2025, having some AI fluency is smart in almost any field — even a basic understanding of AI tools or data can boost your marketability. But don’t just stop at learning; showcase it. Add the new skill to your resume and LinkedIn, write a post or blog about what you learned, or include a link to a small project. This is where no-code tools can be your best friend: you don’t need to be a programmer to create something impressive. With no-code platforms (for example, Webflow or Wix for websites, or Bubble for apps), you could build a personal portfolio site or a mock-up of a product idea without writing a single line of code. It’s a great way to demonstrate creativity and initiative. Even a simple website that shares your work or a dashboard you built with a no-code tool can set you apart from other candidates. Plus, learning these tools adds to your skill set! By continuously developing yourself, you not only improve your qualifications — you also regain a sense of purpose and progress that can counter the stagnation you might feel during a long search. · Be Strategic (Quality Over Quantity): When you’re feeling desperate, it’s tempting to blast out applications everywhere (“spray and pray”). But a targeted approach often yields better results and saves sanity. Take time to clarify what you’re really looking for — the roles, industries, and companies that align with your goals — and focus your efforts there. Customise your resume and cover letter for each application to highlight the exact skills and experiences that match the job description. Yes, it takes more time per application, but it can dramatically increase your response rate. Also, don’t rely only on job boards. Network your way in: reach out to contacts at companies, attend virtual industry events, or ask for informational interviews. Referrals can get you in front of real people faster than any online application. In 2025’s market, who you know (and who knows you) is as crucial as ever. Finally, make use of smart tools to streamline your search — for example, set up LinkedIn job alerts to hear about openings early, or use a spreadsheet or app to track your applications and follow-ups. If writing applications is taking too long, consider using AI tools (like ChatGPT) to help draft or improve your cover letters in your own voice — just use them ethically and always proofread for accuracy. Working smarter, not just harder, will help you conserve your energy and stay organised. Closing Thoughts: Resilience and Hope Ahead The job search landscape may have changed, but your ability to adapt and persevere is stronger than you think. Every application sent, every interview (even the ones that don’t pan out), and every new skill learned is building your resilience. It’s true, you can’t control how employers behave — some will still ghost or drag their feet — but you can control how you respond and grow in the process. Remember that this challenging journey is temporary. As hard as it is to believe during the darkest moments, you will find the right opportunity with time. And when you do, all these trials can serve to make that success even sweeter. In the meantime, be kind to yourself. You are more than your job search. The fact that you’ve made it this far, despite the setbacks, already speaks to your strength. Keep that supportive network close, keep learning and improving step by step, and keep the faith that better days are coming. The world of work is always evolving, and you are evolving with it. Stay resilient, stay hopeful, and know that each “no” brings you closer to the eventual “yes.” You’ve got this — and your next professional chapter is on the horizon. Credit: Gustav Ehlert , Marketing and Communications Intern at Reshaping Work and recent Global Business and Sustainability Masters Graduate from the Rotterdam School of Management

Hiring managers are getting fed up with the in-person interview antics of Gen Z applicants, pointing to behaviors that are creating a bad impression of this younger but increasingly important segment of the nation's workforce. The latest survey of hiring managers by Resume.org found that 56% of respondents said they have had Gen Z applicants in the last year who were unprepared for their job interview. Some of the biggest complaints were poor communication skills, unprofessional attire and a sense of entitlement. Among the anecdotes shared, 16% said they witnessed a Gen Z applicant use their phone during a job interview, while 11% brought a parent, partner or friend to the interview. Twenty-three percent of hiring managers also said they found Gen Z candidates inflating their qualifications or misusing artificial intelligence in their applications. “Many Gen Zers are very comfortable with online communication. However, in face-to-face interviews, non-verbal cues, such as eye contact, body language and tone are very important and often less polished,” said Resume.org career coach Irina Pichura in a report with the survey results. “Growing up in an era of texting and social media, some come off as too casual, and a more-professional demeanor is expected.” The survey comes amid a softening job market in which many applicants are unable to get in-person interviews , or have to navigate “ghost” job postings from companies never intending to fill the roles advertised . The rise of AI also has created a flood of candidates whose applications are then sorted by AI programs on the hiring side, creating a kind of job-market black hole . Even before the job interview, about 40% of hiring managers say Gen Z resumes rank as “low quality,” with issues such as frequent spelling and grammar mistakes and missing information — with 16% finding lies as well. Pichura said Gen Z applicants should focus less on listing responsibilities they had on their resume and more on measurable accomplishments, such as the number of clients or customers they assisted or the impact of their work. While education is important, employers prioritize real-world experience rather than just coursework. “A resume is your first impression with an employer and determines whether you get an interview, making it essential to craft it well,” Pichura said. “Younger applicants often struggle with resume writing and should focus on showcasing how their education and past experiences translate into job-relevant skills.” That doesn’t set up Gen Z to make a good impression at the workplace either, with 18% of hiring managers describing Gen Z workers as “poor” or “terrible.” Younger workers create challenges for hiring managers The Resume.org survey is not the only one recently to showcase hiring managers' distaste for younger workers. When given a choice, 37% of hiring managers surveyed by Workplace Intelligence on behalf of Hult International Business School said they would rather have a robot or AI do the job than hire a new grad . Forty-four percent said they would rather give the job to an existing freelancer instead of a new grad, and 45% would rather recruit and rehire a worker who has retired than bring on a graduate. Thirty percent even said they would rather leave the position unfilled if the only other choice was filling it with a new grad. According to the research, 52% agree or strongly agree new college graduates don’t have the right skill sets. Additionally, 55% agree or strongly agree with the idea that new grads don’t know how to work well on a team, and 49% agree or strongly agree they have poor business etiquette. Sixty percent agree or strongly agree they avoid hiring new grads because those new employees don’t have enough real-world experience, and 54% say it costs too much to train them. The focus on Gen Z hiring is part of a wider shift in how younger workers approach the job market. A survey by career service Zety found 46% of Gen Zers secured a job or internship using TikTok . Additionally, 92% said they trust TikTok for job and career advice, despite 55% saying they've followed misleading advice on the platform. Members of Gen Z also are far more likely to use Instagram and TikTok than LinkedIn for their job search, according to the survey, in addition to using Instagram to connect with peers, mentors and industry professionals. Of course, demographics are on the side of new graduates and other members of Gen Z, as that generation — which has a significantly smaller number of individuals than the millennial generation before it — enters the workforce. That sets up a big, long-term problem for companies looking to keep up with recruitment. Gen Z members, however, are also likely to be the least happy with the jobs they have , creating a generational divide in job satisfaction. According to a survey of roughly 3,000 workers conducted by background and employment-check company Checkr, 44% of respondents said they were happy at work. That number fell to 35% for Gen Z workers compared to 50% for both baby boomers and Gen X workers. Millennials were also less happy than the average, at 42%. Credit: Andy Medici - Senior Reporter, The Playbook, The Business Journals

It used to pay to switch jobs. Now it doesn’t. The salary difference between those who stay in their roles and those who change jobs has collapsed to its lowest level in 10 years, according to the latest federal data. Job stayers increased their wages by about 4.6% in January and February. Meanwhile, those who switched jobs received only slightly more at 4.8% . That gap has narrowed considerably since the start of 2023, when job switchers could fetch an average salary bump of 7.7%, compared with job stayers’ 5.5%. “We’re not in a recession obviously, but things are not as good as before,” says Yongseok Shin, a professor of economics at Washington University in St. Louis. “People are responding by staying put.” Keith Sims runs Indianapolis recruiting firm Integrity Resource Management and places teams of five to 40 people in software implementation with big companies such as Panasonic. Many offers are coming in low these days. “We’re seeing wages be off from expectations most of the time,” he says. Kim Vandrilla, 42, had been working as a creative director for a major consumer brand up until this past fall when she was laid off. She was making more than $200,000. During her job hunt, she is finding the same role listed for $140,000 to $160,000. “And that’s at the high end of the range,” she says. “My first role as a creative director was for $175,000, and that was in 2017.” Even in the tech industry, where not so long ago workers bounced around for big raises with ease, more people are hanging on to the job they have. Workers who negotiated their salaries during the pandemic when the sector drove big pay increases, especially at high-growth tech firms, aren’t likely to find a new job for more money than they are already making. “There’s little incentive for those folks to go out and look for a new job,” says Zuhayeer Musa, co-founder of Levels.fyi, a platform for salary data. In the second half of 2024, median pay decreased between 1% and 2% for several roles, including software engineers, product designers and technical program managers, according to Levels.fyi data. Bumps in pay were reserved for certain high-demand employees such as hardware engineers and data scientists. “There’s two sides to this market depending on whether you’re in AI or not,” Musa says. Senior and midlevel leaders in tech face the most pronounced pay drops of between $10,000 and $40,000 a year, says Michael Butts, chief executive of Burtch Works, a staffing company that tracks compensation for executives and white-collar professionals around the U.S. Even in artificial intelligence, managers overseeing machine-learning teams have seen compensation shrink by $10,000 to $20,000 a year as companies focus on hiring practitioners over leaders. Josh Vogel was working as a director of customer success for a company that makes golf simulators when he was laid off in October. He spent five months job hunting and submitted his résumé to 2,500 positions using AI to populate the application fields. Vogel found during interviews that companies seem to be looking for the so-called perfect candidate—somebody who checks every single box. “During the Covid era, I experienced a lot of career hypergrowth,” he says. “That seems to be getting course corrected.” And wiggle room when it comes to salary negotiations ? Gone. If the role is advertised as $100,000, that’s what it pays. Vogel recently accepted a job as a customer success manager for a benefits technology firm. He is making $120,000 a year, which is $50,000 less than his former role and his overall compensation is even lower once he takes into account the annual bonus he used to get. “No one is paying what they used to,” he says. “If you don’t like it, there’s 50 people behind you they’re going to call right afterward.” ‘Things can change on a dime’ As higher-paying roles become rarer and layoffs continue to ripple through the workforce, fewer people are quitting . The number of American workers who quit their jobs last year hit the lowest level since 2020, federal data show, and some economists expect even fewer people to quit in 2025. “People are still getting laid off, and I’m not sure that firms are putting a whole lot of budget into replacement salaries,” says David Ellis, a senior vice president at Korn Ferry, an organizational consulting firm. Meanwhile many internal job changes amount to a “dry promotion” —one that comes with a bigger title and more responsibility but without the money to match—because companies are dialing down what they earmark for raises. This year’s average projected raise for employees who stay in their jobs is 3.7%, down from 4% last year and 4.4% in 2023, according to Willis Towers Watson, a workplace advisory firm. One bright spot: finance. Over the past six months, most senior-level candidates that executive recruiter Paul Sorbera has worked with have been able to command a bigger salary when changing jobs. “Some of the banks had record earnings. They’re doing pretty well,” says Sorbera, president of executive search firm Alliance Consulting. “When they make money, they go out and spend money.” For finance-job candidates with five or more years of experience, Sorbera has seen some aggressive hiring and found healthy competition among large banks. Still, he cautions, “One thing that happens on Wall Street is these things can change on a dime.”  Credit: Katherine Bindley

Have you ever tried to break a bad habit, only to give up in frustration? The problem isn’t that you’re weak or that the bad habit is too ingrained; in all likelihood, you just gave up too soon. Researchers at University College, London, found that it takes 66 days for a new habit to form. Likewise, as long as there is no physical addiction involved, it takes 66 days for you to shake a bad habit. But before you can develop the motivation to stick it out for that long, you need to understand how bad habits form in the first place. Bad habits are formed and reinforced via the habit loop. First, something triggers you to initiate an undesired behavior. Maybe you’re feeling stressed, so you decide to numb out on social media for an hour or eat a whole bag of Flamin’ Hot Cheetos. The trigger event is whatever puts this idea in your head. The second step is the behavior itself. Your brain says, “Sure, you deserve some Flamin’ Hot Cheetos,” so you dig in. The third step—and this part is crucial—is the reward. The behavior has to reward you in some way. That doesn’t mean it’s good for you or that it’s smart, just that it does something that your brain likes. Numbing out on social media might help you forget your problems for a while or to put off something that you don’t want to do, and we all know, all too well, the reward that comes from eating a bag of junk food. For better or worse, these rewards increase the likelihood that you’ll repeat the behavior. Once you repeat a behavior enough times, the habit loop becomes so automated that you don’t even think about it anymore. Instead of making a conscious decision to procrastinate, you just automatically pull up Instagram as soon as you sit down at your desk or you’re digging into the Cheetos before you even realize that you’re feeling stressed. Once a habit becomes automatic, it’s a lot harder to break—and that’s why you’re probably failing if you’re not giving yourself 66 days to wean yourself off it. Sixty-six days might seem like a long time, but there are specific stages you have to go through that will make the process feel much shorter. Let’s take a look at these. Days 1–10: Look Inward It’s usually pretty obvious which bad habits are causing the most problems in your life—the ones that keep coming up in performance appraisals or sparking arguments with your spouse. Once you’ve identified a habit to change, the real challenge lies in understanding your triggers, and that can be harder than it sounds, especially if the habit has become so ingrained that you do it subconsciously. If you give it enough thought, you’ll get to the bottom of it. Maybe you keep getting tickets for speeding, and you realize that you drive too fast when you leave work in a bad mood, or maybe you snack when you’re stressed. Looking inward to explore the source of the habit you’re trying to break makes breaking that habit possible. The first 10 days of trying to break the habit will provide substantial insight into the source of the habit, should you choose to look. Days 11–40: Spread the Word Accountability is crucial in breaking bad habits. In this stage, you create a very vocal accountability network by telling everybody you can about the habit you’re trying to break, and the more vocal you are about it, the more likely people are to call you out when you slip up. Let them know that you really want them to say something. Just remember that you might have to keep reminding them—it’s just as easy for them to forget and backslide as it is for you to do so. Days 41–66: Mind Your Relapse Triggers As you head for the home stretch, be ready to make some mistakes—it happens to everybody. Just be on the lookout for common threads running through those mistakes. If you tend to relapse in a certain situation, you’d be smart to avoid that trigger completely until you feel that your bad habit is really extinguished. Keeping your triggers from surprising you when it feels like you’ve kicked the habit is typically the difference between success and failure this late in the process. Day 67: Reward Yourself Sure, you could say that breaking the habit is its own reward, but why pass up an opportunity to celebrate? Just don’t celebrate by indulging in the habit you worked so hard to break! You should also use this opportunity to reflect and select the next habit you’re going to break. Moving Forward You’re not weak, stupid, or lazy if you have a hard time breaking bad habits. There are psychological factors that make this process challenging for everyone, but the very science behind what makes habits hard to break also provides a research-supported method for doing it. Focus on one habit at a time and follow these steps and the timetable that goes with them, and your chances of success will go through the roof. Credit: Travis Bradberry, The New Emotional Intelligence

Amid growing support for skills-first hiring practices, employers are becoming less likely to require formal education credentials for jobs. Key points : A majority (52%) of US job postings on Indeed did not mention any formal education requirement as of January 2024, up from 48% at the same time in 2019. The share of US job postings requiring at least a college degree fell from 20.4% to 17.8% in the last five years, opening doors for the 64% of US adults without a bachelor’s degree. Formal educational requirements are declining in nearly every sector, and mentions of college degrees have fallen since 2019 in 87% of occupational groups analyzed by Indeed. Employers are loosening their formal education requirements as the labor market remains tight and attitudes towards skills-first hiring practices change. Those same employers seem more willing to consider candidates who can demonstrate the required skills without necessarily having a degree. Fewer than 1-in-5 (17.8%) US job postings on Indeed required a four-year degree or more in January 2024, and a majority (52%) did not include any educational requirements at all, up from 48% in 2019. Educational requirements have loosened over the past half-decade in 41 of the 47 (87%) occupational sectors analyzed by Indeed, and the pullback is larger in some sectors — including tech-adjacent information design & documentation and software development — than in others. Formal educational requirements are unlikely to disappear entirely from job postings, especially in areas like healthcare and engineering that require a good deal of post-secondary knowledge and skills. However, a shrinking pool of job postings requiring applicants to first hold a formal degree as an employment condition represents a major opportunity for the roughly two-thirds of Americans without a four-year degree. Workers willing to prioritize skill development and embrace emerging technologies like generative artificial intelligence (GenAI) will likely benefit as employers adopt skills-first hiring approaches to attract the best candidates. And employers can reap the benefits of an expanded candidate pool, which may prove vital in coming years as demographics and an aging population weigh on worker supply . 

Entering a new year is an opportunity to reflect, plan, and set the tone for your professional journey. As a senior professional, taking a strategic approach to your career in 2025 will help you navigate the evolving job market and position yourself for long-term success. Here are five essential tips to ensure you hit the ground running. Embrace adaptability The pace of change in the workplace continues to accelerate, driven by advancements in technology, shifting economic conditions, and the global push towards sustainability. As a senior professional, demonstrating adaptability is vital to staying ahead. This means being open to new ways of working, technologies, and methodologies. Upskilling in areas like artificial intelligence, digital transformation, or data analytics can enhance your relevance and expand your leadership potential. Adaptability isn’t solely about technical skills—it’s also about emotional intelligence and the ability to lead through change. Understanding how to manage transitions within your organisation while keeping your team motivated is a highly valued trait. Communicating transparently and fostering a culture of collaboration are essential to adapting successfully. By cultivating a flexible mindset, you’ll be better equipped to tackle challenges, embrace innovation, and seize new opportunities in an ever-evolving professional landscape. Update your CV A well-written CV is the cornerstone of your career strategy for 2025. With recruitment processes becoming more competitive and technology-driven, having an impactful CV tailored to your career goals is essential. As a senior professional, your CV should focus on quantifiable achievements, leadership experience, and the unique value you bring to organisations. Start by crafting a compelling personal profile that highlights your expertise, career aspirations, and recent accomplishments. Structure your CV clearly, using clean formatting and standard headings like “Career Summary” and “Core Skills” to ensure it is both ATS-friendly and engaging for recruiters. Tailor your content to match the roles you are pursuing, focusing on skills and achievements that align with the job description. By investing time into creating a strong, focused CV, you increase your chances of standing out in a competitive market. Build meaningful connections through networking Networking remains one of the most powerful tools for advancing your career. As a senior professional, leveraging your existing network while actively cultivating new connections can open doors to unadvertised roles and strategic partnerships. Attend industry events, join professional associations, and engage on platforms like LinkedIn to remain visible and connected. Focus on quality over quantity—meaningful connections are far more valuable than an extensive but superficial network. Building authentic relationships requires effort and intention. Engage with your contacts by sharing insights, offering mentorship, and collaborating on projects. Position yourself as a resourceful and trustworthy leader. Networking isn’t just about seeking opportunities; it’s about creating them by fostering mutually beneficial relationships. For senior roles, a strategic approach is key. Take time to identify influential contacts within your industry and connect with decision-makers. Demonstrating your expertise, whether through industry discussions or thought leadership, makes you a standout professional worth knowing. The stronger your network, the more opportunities you’ll create for the year ahead. Prioritise Continuous Learning In today’s dynamic job market, continuous learning is no longer optional; it is essential. A commitment to professional growth not only enhances your skill set but also signals to employers that you are forward-thinking and invested in staying competitive. For senior professionals, this often involves targeted upskilling in leadership development, emerging technologies, or areas like sustainability and digital transformation. Explore formal learning options, such as executive courses or certifications, to strengthen your credentials. Additionally, informal methods like reading industry publications, following thought leaders, or participating in webinars are excellent ways to stay informed about trends and challenges. Seek learning opportunities that align with your long-term career goals. Adopting a growth mindset demonstrates your ability to adapt and excel in changing environments. It also ensures that you remain confident when navigating the demands of your role. By staying curious and proactive, you position yourself as a valuable leader capable of driving innovation and progress within your organisation. Cultivate work-life balance Senior professionals often face the challenge of managing demanding roles alongside personal commitments. Striking a healthy work-life balance is essential for sustained success. Overworking can lead to burnout, which compromises productivity, decision-making, and overall wellbeing. To thrive in 2025, prioritise balance as a core element of your professional strategy. Set clear boundaries to protect your personal time and recharge effectively. Communicate with your team about expectations, ensuring that everyone respects your downtime. Incorporate habits that promote physical and mental health, such as regular exercise, mindfulness practices, or time spent with family and friends. Remember, work-life balance is not just beneficial to you—it positively impacts your effectiveness as a leader. A rested, focused professional inspires confidence and fosters productivity in others. By modelling healthy habits, you also contribute to creating a more supportive and sustainable workplace culture. Starting 2025 with a proactive, thoughtful approach will help you make it a year of growth and opportunity. By focusing on adaptability, writing an outstanding CV, networking, continuous learning, and work-life balance, you’ll be well-positioned to navigate challenges, embrace innovation, and thrive in your professional journey. Credit: Andrew Fennell

As we enter 2025, the United States job market finds itself at a crossroads. Despite low unemployment and declining quit rates in 2024, employees are experiencing unprecedented levels of dissatisfaction and disengagement. The psychological state of workers has reached a critical point, with employee well-being hitting new lows. According to Gallup's latest workplace well-being indicator , only 50% of U.S. employees report thriving in their overall lives, marking a record low since measurements began in 2009. The downturn in employee well-being has continued unabated post-Covid. The new year presents a significant challenge for leadership: motivating and guiding teams through periods of substantial change and uncertainty. Employers aiming to introduce organizational changes and adopt new workplace trends will struggle to achieve their goals if their employees feel disengaged. Labor Market Trends For 2025 As the employment landscape continues to evolve rapidly in 2025, adaptability and resilience will be critical for workers seeking to thrive in an increasingly uncertain labor market. The ability to pivot quickly, learn new skills and maintain a positive outlook in the face of challenges has become not just desirable, but essential for career success. In this new paradigm, workers who can effectively navigate change and bounce back from setbacks are positioning themselves as valuable assets to their organizations and industries. 1. Increasing Integration Of Artificial Intelligence As businesses seek to enhance productivity, streamline operations and gain competitive advantages, the adoption of artificial intelligence is becoming increasingly crucial for future success. The momentum behind AI and automation adoption is already significant. A survey by ADP reveals that more than half of employers are actively working to close generative AI skills gaps through targeted upskilling programs, as the majority of businesses are already integrating AI into their operations or actively exploring its implementation. This widespread adoption is driven by the potential for substantial economic impact, with AI estimated to contribute $15.7 trillion to the global economy by 2030, according to PwC. 2. Full Return To Office Companies are increasingly pushing for a shift away from remote work models adopted during the pandemic. Eighty-three percent of chief executives globally predict that companies will require a full return to office within the next three years, according to a CEO outlook survey by KPMG. However, the transition is not without controversy, as it represents a significant change in work-life balance for many employees who have grown accustomed to the flexibility of remote work. There is likely to be continued employee resistance against return-to-office mandates, as demonstrated by the recent backlash at Amazon. 3. Adoption Of Skills-Based Hiring Skills-based hiring is set to dominate recruitment practices in 2025, as employers increasingly prioritize candidates' competencies over traditional credentials. This reflects a growing recognition of the limitations of degree-focused hiring methods and the need to address talent shortages. By focusing on tangible skills and hands-on experience, companies can tap into a broader, more diverse talent pool. According to Indeed Hiring Lab, 52% of U.S. job postings on its platform did not mention any formal education requirement as of January 2024, up from 48% in 2019. Moreover, ADP research found that 94% of organizations that have implemented skills-based hiring reported this approach more accurately predicts on-the-job success compared to traditional résumé screening, leading to increased retention. 4. Rise Of Blue And Gray-Collar Jobs There is now a greater demand for skilled trades and hybrid roles that combine manual labor with technical expertise, challenging traditional notions of work and opening up new career opportunities across various industries. More than a third of the fastest-growing jobs in the U.S. are blue-collar roles, with over 1.7 million positions projected by 2032, as reported by the Bureau of Labor Statistics. The growing prestige and financial rewards associated with the skilled trades are positioning these occupations as formidable alternatives to white-collar jobs, challenging long-held assumptions about career paths and success. Additionally, the rise of gray-collar jobs is also evident, as these roles are projected to dominate the list of occupations with the highest employment growth between 2022 and 2032. Gray-collar roles are at the intersection of traditional “blue-collar” and “white-collar” jobs. These hybrid roles combine aspects of both hands-on, physical labor—often involving the operation of tools, machinery or equipment—and technical skills or knowledge. Credit: Jack Kelly